BIRLA INSTITUTE OF TECHNOLOGY, MESRA

Off Campus Lalpur, Ranchi

SYNOPSIS
ON THE TOPIC

“RECRUITMENT AND SELECTION PROCESS”

CENTRAL COALFIELDS LIMITED (CCL)

Submitted By: Under the guidance of:

ANIMESH PRAKASH MINZ Dr. S. Anis Haider
BBA/40542/20
 INDEX

S.NO. CONTENT PAGE

NO.

1. INTRODUCTION 3

2. OBJECTIVE 4

3. RESEARCH METHODOLOGY 5

4. HYPOTHESES 6

5. LITERATURE REVIEW 7

6. CHAPTERS 8

7. CONCLUSION & SUGGESTIONS 9

8. BIBLIOGRAPHY 10
 INTRODUCTION

TYPE : - COAL SERVICE PROVIDER

AVAILABILITY : - COUNTRYWIDE

OWNER : - GOVERNMENT OF INDIA (U/T)

KEY PEOPLE : - CHAIRMAN –CUM-MANAGING

DIRECTOR- SRI P.M.PRASAD

FOUNDED : - 16TH CENTURIES INCORPORATED IN

1ST NOV 1975

WEBSITE : - WWW.CCL.IN
 COAL INDIA LIMITED

Coal India Limited (CIL) is an Indian state-controlled coal mining company headquartered in
Kolkata, West Bengal, India. It is the largest coal producer company in the world and
contributes around 81% of the coal production in India. It produced 452 million tonnes of
coal during FY 2012–13 and earned a revenue of INR 882.81 billion from sale of coal in the
same financial year. As on 30 January 2015,Union Government of India owns 89.65% of the
shares in CIL and controls the operations of CIL through Ministry of Coal. In April 2011, CIL
was conferred the Maharatna status by the Union Government of India. On 31 March 2013,
its market capitalisation was INR 1.952 trillion (US $35.9 billion) making it India's 5th most
valuable company by market value.

Vision

To emerge as a global 1player in the primary energy sector committed to provide energy
security to the country by attaining environmentally & socially sustainable growth through
best practices from mine to market.

Mission

To produce and market the planned quantity of coal and coal products efficiently and
economically in an eco-friendly manner with due regard to safety, conservation and quality.
 OBJECTIVES OF THE STUDY

 To analyze the process of recruitment & selection.

 To present conceptual frame work relating to recruitment & selection.

 To find out the various recruitment sources use by the industries.

 To study employee satisfaction level with the existing recruitment policy.

 To suggest appropriate measures for improving recruitment & selection process.

Objectives Of CCL

 Coal Mining through efficiently operated mines.

 Besides fulfilling coal needs of the customer in terms of quantity, focus on quality,
value addition and beneficiation to the satisfaction of the customers.
 RESEARCH METHODOLOGY
Research is the systematic process of collecting and analyzing data in order to
increase our understanding of the phenomenon about which we are concerned or
interested. It is the in-depth search for knowledge. It is a careful investigation or
inquiry especially through search for new facts in any branch of knowledge. The
study exhibits both descriptive and analytical character. Regarding the theoretical
concept it is descriptive since it interprets and analysis the secondary data in order
to arrive at appropriate conclusion, it is also analytical in character. The
interpretation of data is done based on ratio and percentage.

SOURCES OF INFORMATION:-

Primary Data

Primary data are those data collected from individual official guides view from organization.
These data are collected through personnel interview.

Secondary Data

Secondary data are those data which are already gathered and available. There may be
internal sources within plant; externally that sources may include book periodicals,
published report, data service and annual report.

For collection of secondary Data following are considered (Tools and Techniques)

 Data are collected from the recruitment & selection dept and P & IR dept of the
organization.
 For the purpose of data analysis, the process of ratio analysis has been used.
 Published report and relevant to the subject.
 Records of the organization.
 RESEARCH METHODOLOGYFOR MY PROJECT

TIME OF RESEARCH DESGIN : Descriptive

SAMPLE SIZE : 30
SAMPLE UNIT : Executive and non-executive
SAMPLE AREAS : head office, Darbhanga house, CCL
DATA COLLECTION
Primary data- In CCL, Primary data & information have been collected through
questionnaire. A set of questionnaire was prepared with well structured questions.
Secondary data- Secondary data were collected from books, website and annual reports and
official records of the CCL.
SAMPLING METHOD:
Survey was done by QUESTIONNARE method.

SAMPLE AREA: RANCHI

SAMPLE UNIT: Officials and Employees of C.C.L

 LITERATURE REVIEW

RECRUITMENT
Recruitment: Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Recruitment is a process of finding and attracting capable applicants for employment.
It is an important part of an organization’s human resource planning and their competitive
strength.HRP helps in determining the no. and type of people an organization needs. Job
analysis and job design specify the task and duties of jobs and the qualifications expected
from prospective jobholders.
Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans, organization charts and
control system would not do much good.

Definition:
“Recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employ effective measures for attracting that manpower is
adequate number to facilitate”.

“Recruitment is the process of searching the candidates for employment and stimulating
them to apply for job in the organizations recruitment is the activity that links the employers
and the job”.
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment process
from two kinds of sources: internaland external sources.
The sources within the organization itself to fill a position are internal source of recruitment.
The internal sources of recruitment are:-
1. Promotion: Promotion means to give a higher position, status, salary and
responsibility to employee. So, the vacancy can be filled by promoting a suitable
candidate from the same organization.
2. Transfers: Transfer means a change in the place of employment without any
change in the position, status, salary and responsibility to employee. So, the
vacancy can be filled by transferring a suitable candidate from the same
organization.
3. Internal Advertisements: Here, the vacancy is advertised within the
organization. The existing employees are asked to apply the vacancy. So,
recruitment is done from within the organization.
4. Retired managers: Sometimes, retired managers may be recalled for a short
period. This is done when the organization cannot find a suitable candidate.
5. Recall from Long Leave: The organization may recall a manager who has gone on
a long leave. This is done when an organization faces a problem which can only
be solved by the particular manager. After he solves the problem, his leave is
extended.

Merits of Internal Sources

The merits of using internal sources of recruitment:-

 It is time saving, economical, simple and reliable.
 There is no need of induction training because the candidate already knows
everything about the organization, the work, the employee, the rules and
regulation, etc.
 It motivates the employees of work hard in order to get higher jobs in the
same organization.
 It increases the the morale of the employees and it improves the relation in
the organization.
 It reduce executive turnover.
 It develops loyalty and a sense of responsibility.
Demerits of Internal Sources

The demerits of using internal sources of recruitment:-

 It prevents new blood from entering the organization. New blood brings
innovative ideas, fresh thinking and dynamism into the organization.
 It has limited scope because it I not possible to fill all types of vacancies from
within the organization.
 The position of the person who is promoted or transferred will be vacant.
 There may be bias or partiality in promoting or transferring persons from
within the organization.
 Those who are not promoted will be unhappy.
 The right person may be promoted or transferred only if proper confidential
reports of all employees are maintained. This involves a lot of time, money
and energy.

The external sources of recruitment are:-

1. Management Consultants: Management consultants are used for selecting higher-
level staff. They act as a representative of the employer. They make all the necessary
arrangement for recruitment and selection. In return for their services, they take a
service charge or commission.
2. Public Advertisement: The Personnel department of a company advertises the
vacancy in newspapers, the internet, etc. This advertisement gives information about
a company, the job and the required qualities of the candidate. It invites applications
from suitable candidates. This source is the most popular source of recruitment. This
is because it gives a very wide choice. However, it is very costly and time consuming.
3. Campus recruitment: The organization conducts interview in the campus of
Management institutes and Engineering Colleges. Final year students, who’re soon
to get graduate, and interviewed.Suitable candidates are selected by the
organization based on their academic record, communication skill, intelligence, etc.
The source is used for recruiting qualified, trained but inexperienced candidates.
4. Recommendation: The organization may also recruit candidates based on the
recommendations from existing managers.
Demerits of Internal Sources

The demerits of using internal sources of recruitment:-

 It prevents new blood from entering the organization. New blood brings
innovative ideas, fresh thinking and dynamism into the organization.
 It has limited scope because it I not possible to fill all types of vacancies from
within the organization.
 The position of the person who is promoted or transferred will be vacant.
 There may be bias or partiality in promoting or transferring persons from
within the organization.
 Those who are not promoted will be unhappy.
 The right person may be promoted or transferred only if proper confidential
reports of all employees are maintained. This involves a lot of time, money
and energy.

The external sources of recruitment are:-

5. Management Consultants: Management consultants are used for selecting higher-
level staff. They act as a representative of the employer. They make all the necessary
arrangement for recruitment and selection. In return for their services, they take a
service charge or commission.
6. Public Advertisement: The Personnel department of a company advertises the
vacancy in newspapers, the internet, etc. This advertisement gives information about
a company, the job and the required qualities of the candidate. It invites applications
from suitable candidates. This source is the most popular source of recruitment. This
is because it gives a very wide choice. However, it is very costly and time consuming.
7. Campus recruitment: The organization conducts interview in the campus of
Management institutes and Engineering Colleges. Final year students, who’re soon
to get graduate, and interviewed.Suitable candidates are selected by the
organization based on their academic record, communication skill, intelligence, etc.
The source is used for recruiting qualified, trained but inexperienced candidates.
8. Recommendation: The organization may also recruit candidates based on the
recommendations from existing managers.
 SECLECTION
 Selection refers in the process by which qualified applicants are selected by means of
various test in pre-determined numbers, out of large amount of applicants.
 Once the recruiting effort has developed a pool of candidates, the next step in the
HRM process is to determine who is best qualified for the job. This step is called the
selection process. The enterprise decides whether to make a job offer and how
attractive the offer should be. The job candidates decide whether the Enterprise and
the job offer fits his or her needs and personal goals. Success, in this case, means
performing well on the criteria the enterprise uses to evaluate employees.

SELECTION PROCESS

 Selection is a long process, commencing from the preliminary interview of the

applicant and ending with contract of employment.
 CHAPTERS
INTRODUCTION OF COAL
Coal from the Old English term “coal”, which has meant "mineral of fossilized
carbon" since the 13th century is a combustible black or brownish-black
sedimentary rock usually occurring in rock strata in layers or veins called coal
beds or coal seams. The harder forms, such as anthracite coal, can be regarded as
metamorphic rock because of later exposure to elevated temperature and
pressure. Coal is composed primarily of carbon along with variable quantities of
other elements, chiefly hydrogen, sulphur, oxygen, and nitrogen.

Coal is a combustible sedimentary rock composed mostly of carbon and

hydrocarbons. It is the most abundant fossil fuel produced in the United States,
but it is a non-renewable resource. The energy in coal comes from the energy
stored by plants that lived hundreds of millions of years ago in swampy forests.
Over time, layers of dead plants at the bottom of the swamps were covered by
layers of water and dirt, trapping the energy of the dead plants. The heat and
pressure from the top layers turned the plant remains into coal.

Major Coal Producing States in India

Majority of the coal producing states are found in the eastern part of India comprising part
of Jharkhand, Orissa, Chhattisgarh and West Bengal. Jharkhand is the largest coal producing
state in the country followed by Orissa, Chhattisgarh, West Bengal, Madhya Pradesh,
Andhra Pradesh and Maharashtra.

1. Jharkhand: 38% of the total reserves of India are found in this state. Darla is the
most important and most productive coal field in India. The field accounts for 100% of the
country’sprime coking coal production. Other significant coal producing regions of this state
are Bokaro, North Karanpura, South Karanpura, Girded, Ramgarh, Daltonganj and Rajmahal.
2.Orissa (Odisha): Orissa account for around 13.4% of the country’s total production.
Talcher and RanapurHimgir are the two important coal fields. Talker accounts for nearly
3/4th of the total coal reserve of the state.

3. Chhattisgarh and Madhya Pradesh: Major coal fields are Korba, Umaria,

Singrauli, Chirmiri and Sohagpur. Other coal fields include PenchKanhan, Mohpani, Sonhat,
Jhilimili, Bisrampur, Raigarh and Tatapani – Ramkola.

4. Andhra Pradesh: The major coal producing districts are Adilabad, Karimnagar,

Warangal, Khammam, East Godavari and West Godavari. Major coal fields are Tandur,
Singareni, Kothagudem and Ramagundam.

5. Maharashtra: The major coal fields are found in Nagpur-Wareham region. The

important mining areas are – Wardha, Ballarpur, Chanda and Kamahi.

6. West Bengal: Raniganj is the largest coal field of West Bengal and the second biggest
in India in terms of total reserve. The coal fields of Asansol are also famous. Recently a large
coal field has been discovered in Mejia in the Bankura district.
 CONCLUSION

Every company looks for an employee who can work effectively. They are in search of a
person who has the maximum skill required for the job. After selecting the right person
company main aim is to place that person at the right job. The main strength of any
company is its employee. Effective worker are the best route to success for this reason a
company strives to attract and hire the best and to provide best place to work.

Some of the biggest and most constant challenge that plague organization is people related
because they don’t give more emphasis on getting the recruitment process right .If they get
the right person in the right line and many other business benefit are immediate tangible
and significant.

CCL has competent and committed workforce still there are scope for more
improvement .To ensure that company recruit the right people it has to identify essential
skill and behavior that applicant should demonstrate for each position there should be a job
description outlining typical duties and responsibilities and a person specification defining
personal skill and competences .The emphasis should be on matching the needs of the
applicants. This would minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place which
can be executed effective to recruit the best talent pool for the recruitment selection of the
right candidates at right place quickly creating a suitable recruitment policy is the first step
in efficient hiring process. A clear and concise recruitment policy help to ensure a sound
recruitment process. The recruitment management system should be such that it helps to
save the time and cost of the HR recruiters in company and improving the recruitment
process
 BIBLOGRAPHY

BOOKS REFERED:

Human resource management (GUPTA.C.B)

WEBSITE REFERED:

www.google.com
www.wikipedia.com
www.centralcoalfield.in
www.ccl.gov.in