“Recruitment and Selection Process”

Report Submitted to MAKAUT in partial fulfillment

of the requirements of the proposed research work for the Award
of the Degree of
Bachelor of Business Administration

Supervised by: Guided by:

Dr. Nanda Priyadarshini Mrs. Namrita Mukherjee

(AGM/PERSONNEL)

SUBMITTED BY

University Roll No: 14905020012

BBA (2020-2023)
DEDICATED TO MY PARENTS
 ACKNOWLEDGEMENT

I have taken efforts in this project. However, it would not have been
possible without the kind support and help of many individuals and
organizations. I would like to extend my sincere thanks to all of them.

I am highly indebted to Prof. Namrata Mukherjee for their guidance and

constant supervision as well as for providing necessary information
regarding the project & also for their support in completing the project.

I would like to express my gratitude towards my parents & member of

Bokaro Steel Plant for their kind co-operation and encouragement which help me in
completion of this project.

I would like to express my special gratitude and thanks to my Guide Prof. (Dr). Alok
Satsangi for giving me such attention and time.

My thanks and appreciations also go to my classmates in developing the

project and people who have willingly helped me out with their abilities.

I would like to thank God and my parents for their blessings, my friends
for their best wishes and once again, I would like to express my deepest
appreciation to all those who provided me the possibility to complete
this report.

Mr. Shubhankar Anand

University Roll No: 14905020012
BBA (2020-2023)
 DECLARATION

I do hereby declare that this project work entitled “Recruitment &

Selection Process” conducted at “SAIL/Bokaro Steel Plant” from 8th
August 2022 to 30th September 2022, is an original research work
carried out under the Guidance of my Industry supervisor and
Professor In charge from NSHM.
This project work is submitted for the partial fulfillment of the
requirements for the award of the degree of Bachelor of Business
Administration from MAKAUT at its affiliated college, NSHM School
of Business & Management Studies, NSHM Knowledge Campus,
Durgapur. The results embodied in this report have not been
submitted to any other University or Institute for the award of any
degree or diploma.

Mr. Shubhankar Anand

University Roll No:14905020012
BBA (2020-2023)
 CERTIFICATE

This is to certify that the project work entitled” conducted at “SAIl/

Bokaro Steel Plant” from 8th AUGUST 2022 to 30th SEPTEMBER 2022, is
an original research and is an authentic work carried out by Shubhankar
Anand under our supervision and guidance.

Prof. Namrata Mukherjee Prof. (Dr). Alok Satsangi

Assistant Professor Director

NSHM Knowledge Campus Durgapur GOI A

division of NSHM Academy

Arrah | Shibtala|via Muchipara | Durgapur – 713212 | Phone (0343)2533813/14 | Facsimile (0343)2534025 | contactus@nshm.com

WWW.nshm.com
COMPANY CERTIFICATE
 PROJECT REPORT ON

RECRUITMENT & SELECTION PROCESS IN

SAIL/ BOKARO STEEL PLANT

UNDER THE GUIDANCE OF
DR.NANDA PRIYADARSHINI
(AGM/PERSONNEL DEPARTMENT) SAIL, Bokaro Steel Plant,

Submitted by:-
SHUBHANKAR ANAND
University Roll No: 14905020012

(This Project has been done for Partial fulfilment of

the requirement for the Award of the degree of Bachelor in
Business Administration (BBA) from NSHM Knowledge Campus,
Durgapur under MAKAUT)
 CONTENT
1. EXECUTIVE SUMMARY
2. RATIONALE OF STUDY
3. HUMAN RESOURCE DEVELOPMENT
HUMAN RESOURCE PLANNING
4
.

5. OBJECTIVE OF RECRUITMENT SELECTION

6. INTRODUCTION

7. BOKARO STEEL PLANT- AN OUTLINE

8. RECRUITMENT POLICY OF SAIL

9. OBJECTIVE OF RECRUITMENT POLICY

10. DELEGATION OF POWER

11.

12.
 1. EXECUTIVE SUMMARY

The project work is pursued as a part of BBA (BACHELORS IN BUSINESS

ADMINISTRATION) Curriculum at NSHM Knowledge Campus, Durgapur. It is
undertaken as a SIP (SUMMER INTERNSHIP PROGRAM) at SAIL BOKARO
where I was a HR Intern. This project is done under expert supervision of Prof.
NAMRATA MUKHERJEE(professor at NSHM) and DR. NANDA
PRIYADARSHINI (AGM at SAIL/PERSONELL). The project is about the study
of Heiring and Recruitment services provided by SAIL Bokaro and my
experience as a HR intern in SAIL Bokaro. At SAIL Bokaro, initially detailed
knowledge was imparted about marketing through different sessions and then
entire knowledge about marketing services was provided by the company,
sufficient time was given to know about the services and what the organization is
doing. This was done by Avinash Kumar Jha Sir and he also guided us whenever
we required his help. He gave us entire idea as how to talk to the prospects, what
to say to them, how to convince them which was of great help.

The main aim was to understand marketing emergence and generate leads. Prime
objective was to convince the prospects to buy the product in the best way
possible. Some of my tasks are discussed below:

1. Service Knowledge: This included the theoretical and practical knowledge about the
courses that need to be marketed and how to market those courses, how to start talking
to the prospective customers by greeting them and then understanding their needs and
thereby give them a brief about the services offered by the organization and trying to
convert them into a lead.
2. Research: Initially the task was to search the prospect clients.
3. Working in the data: Later, data was provided by the company which included numbers
of the prospective customers where the task was to deal with the different types of
customers from different regions of our country.
4. Report: The report was to be submitted to our team head on a daily basis who further
submitted the report to the HR. The report consisted of the calls made by me on a
particular day, the details of the prospects who were being called by me . This internship
given me a firsthand experience in understanding the industry trends and various other
experiences like how to search prospects, how to deal with cold calls politely, how to
market the product and also how to work on data entry and excel. This was the short
summary of the work carried out by me during my internship at SAIL Bokaro.

2. RATIONALE OF STUDY

The project is done “To analyze how SAIL Bokaro formulate and
implement strategies to increase the client base”

There are the following steps that are followed to find solutions to increase
the client base:

Understanding the value proposition of SAIL Bokaro - A value proposition

is a promise of value to be delivered, communicated and acknowledged. It
is also a belief from the customer about value benefit will be delivered,
experienced and acquired.
Understanding the prospects that could be our potential clients- listing and pitching
the customers by understanding their needs and what kind of demand they have. It is
important to understand the present demands and needs of the company.

The following strategies were used in order to generate leads are:

1. Cold Calls- It is generally to tell the potential clients about the service and the
product that we can offer to them and also done in order to schedule a prior
appointment for company visit.

2. Business Proposals- Mailing business proposals to the clients stating all the
description of the organization and its products in one of the most formal way
to communicate with your prospects.

3. Direct Walk-in – Direct visit or cold visit to the company is yet another
method to explain and market them about our products. It does not include
prior information to the company.
Setting up meetings and on boarding clients- It is always recommendable to
set up meetings in order to deal with the clients more effectively and
efficiently. It also enables us to market the products in the best way
possible. On boarding clients is a different experience altogether and helps
us to create a personal contact with the clients which helps the company to
retain its customers in the long run.
This is to certify that the project report entitled “RECRUITMENT AND
SELECTION PROCESS IN SAIL”
submitted in partial fulfilment of the requirement for the degree of
Bachelors of Business Administration of NSHM KNOWLEDGE
CAMPUS, DURGAPUR.

SHUBHANKAR ANAND has worked under my supervision and

guidance and that no part of this report has been submitted for the award
of any degree, diploma, and fellowship or other similar titles or prizes and
that the work has not been published in any journal or magazine.
 This is to certify that Mr. Shubhankar Anand of NSHM
Knowledge Campus, Durgapur has successfully completed the project
as partial fulfilment of his BBA program. The report entitled:”
RECRUITMENT & SELECTION SYSTEM ” is his original work
and the same has not been submitted prior to this in any form.

During the above period we found him to be sincere and

hardworking. He followed all the rules and regulations of the
organizations and was punctual in his attendance. His performance and
conduct was good. He possesses the ability to transform conceptual
knowledge to practical situations.

Dr. Nanda Priyadarshini

ASSITANT GENERAL MANAGER (PERSONAL DEPARTMENT),
Bokaro Steel Plant.
 HUMAN RESOURCE DEVELOPMENT

Human Resource Development is the process of helping people to

acquire competencies. In an organization context HRD is a process by

which the employees of an organization are helped in a continuous and

planned manner to.

Acquire or sharpen capabilities require to perform various function

associated with their present/expected future role.

Develop their general capabilities as individuals and discover. And

exploit their inner potential for their own as well as organizational

development purposes.

Develop an organization culture in which superior sub-ordinates

relationship, framework and collaboration among sub unit strong

and contribute
 to the professional well-being, motivation and pride of employees.

Thus, the essence of HRD is to bring out the best in man by raising

their productive potential.

HUMAN RESOURCE PLANNING

Importance of HR “men power or human resource” may be thought

of as “total knowledge skill, creative abilities, talent & aptitude” of an
organization work force as well as the values, attitude & benefit of an
individual involved. It is the some total of inherent abilities, accrued
knowledge and skills represented by the talent & aptitudes of the
employed persons “of all the AIMS”. In management “M”s is the
management of materials, machines methods, money, motive, power the
most important is “AIM” for men & Human Resource. It is the most
valuable asset of an organization & not the money of physical equipment
(such as machines). It is in fact an important economic resources
covering all human resource organized or un organized or unemployed,
king of all levels-supervisors, executive govt, employees, blue
& white colour workers, managerial, scientific engineering, technical,
skilled or unskilled persons who are employed in creating, designing,
developing, managing & operating productive & service enterprises and
other economic activities.

Human Resource or Man Power Planning” the process by which a

management determine how an organization should more from its current
man power position to its desired man power position.” Through
planning a management strives to how the right number & the right kinds
of people at right places at the time to time to the things which result in
both the organization and the individual receiving the maximum long
range benefits.

According to Wick Strom Human Resource Planning consist of a

service of activities, i.e.-

1. Forecasting future man power requirements.

2. Making an inventory of present manpower resources & accessing

the extent to which these resources are employed optimally.
3. At anticipating man power problems by projecting present
resources into the future & comparing them within the forecast pre-
requirement to determine their adequacy both quantitatively both
quantitatively & qualitatively.

4. Planning is the necessary Programme of requirement selection,

training development , utilization transfer, promotion , motivation,
competition to ensure that future manpower requirement properly net.
 OBJECTIVE OF RECRUITMENT SELECTION

1. Developing and implementing an on-going recruitment.

2. Providing maximum employment security.

3. To hire the top-quality personal required for the company.

4. To improve the quality of life of employee need.

5. To know the kind of people that we are looking for by analyzing the

company goal and using the job description prospective that match

your need.

6. Encouraging employee with continuing development of talent and

skills.
This Photo by Unknown Author is licensed under CC BY-NC-ND

This Photo by Unknown Author is licensed under CC BY-SA-NC

 INTRODUCTION

The Steel Authority of India limited (SAIL), manufacters various product of

iron and steel the company owns and operates five integrated steel plant at
Bhilai, Durgapur, Rourkela, Bokaro and Burnpur and three special steel
plants at Salem, Durgapur and Bhadravati along with captive mines for iron
ore, limestone, dolomite and coal and has a subsidiary, MEL, at
Chandrapura. We also have an extensive marketing network spread across
the length and breath of the country.
SAIL, reaffirms its commitment to contributing towards a clean and
sustainable environment and continually enhancing its environmental
performance as an integral part of its business philosophy and valves.
Towards this commitment, we can,
● Integrate sound environmental management practices in all our
activities.
● Conduct our operations in an environmentally responsible manner
to compile with applicable legal and other requirements related to its
environmental aspects and strive to go beyond.
 ● Progressively adopt cleaner and energy efficient technologies.
● Minimized waste generation and promote recovery, recycle and
reuse.
● Increase greenery in and around our plants and mines.
● Strive for continual improvement in our environmental performance
by setting targets, measuring progress, taking corrective action and
communicating environmental information to all concerned.
● Enhance environmental awareness amongst employee working for
and on behalf of us and the general populace around plants and
mines.
● Encourage our business associate to adopt similar approach for
environmental protection.
The company has the distinction of being India’s largest producer of iron
ore, owing India’s second largest mines network provides SAIL a
competitive edge in terms of capacity of availability of iron network
provides SAIL’s R&D centre for iron & steel at Ranchi , equipped with
the largest diagnostic facilities, is considered as being the best of its kind
in Asia.
 .

BOKARO STEEL PLANT –AN OUTLINE

Bokaro Steel Plant was originally incorporated as a limited

company on 26th January 1964 but after the formation of SAIL in 1974 it
became a wholly owned subsidiary of SAIL. Thus Bokaro Steel Plant is a
unit of SAIL, under the ministry of Steel and Mines. It is christened to be
India’s largest steel complex employing about 46,964 people with a
capital cost of Rs. 981 crores at 1st Stage and Rs. 2194 crores at 2 nd stage
to produce flat products. BSL is the symbol of country’s efforts towards
augmentation of steel production and indigenization. It has a distinction
of being a truly Swadeshi plant with only 14% imported components in
Capital equipment as in case of 77% in case of Bhilai, Bokaro was in a
very large measure of indigenous origin. BSL along is involved in
production of about 4.5MT steel in various forms like steel coil, ingot
steel, corrugated sheets etc. BSP is the largest plant of its kind in Asia
and their products are of the national and international importance.
A) LOCATION OF COMPANY
 Bokaro Steel Plant located in the district of Bokaro in the
Jharkhand state has during a short span of about two decades come
to be christened the largest steel complex of its kind in Asia. It is
located on the site where formerly a village by the name of
Marphari existed. It was connected to a railway station also known
as Maraphari on the Muri-Chandrapura line on the south eastern
railway with the coming of the steel plant the railway station was
renamed as Bokaro Steel City as recommended on January 25, 1969
to distinguish it from Bokaro Thermal in Eastern Railways.
B) FINANCIAL SOURCES OF COMPANY :
The financial sources of BSL are classified under
following three categories:
a) Government Grants Loans or share participation
- An interest bearing and repayable loans.
- An interest bearing but not repayable
loans.

- No interest bearing but repayable loans.

- An outright grant when required.
b) Loans from banks and financial instructions
 c) Ploughed back profit
C) ADMINISTRATIVE STRUCTURE OF BSL :
a) Works Division
b) Construction Division
c) Services Division
d) Materials Division
Works division has various operation and maintenance departments
list of the main departments of work are given below:
a) Raw material and material handling plant
b) Refectory Material Plant.
c) Coke Oven and By product plant
d) Sintering plant
e) Blast furnace
f) Thermal Power Plant and turbo boiler station
g) Steel Melting Shop
h) Slabbing Mills
g) Hot Strip Mill

RECRUITMENT POLICY OF SAIL

Steel Authority of India LTD. is a continuous industry with complex technology.

To operate this industry, SAIL highly
needs skilled personnel and competent managers and administrators. In order
to meet the present and future manpower needs in diverse disciplines
multiple skills and different work areas, SAIL is committed to a system that
ensures induction of the best and the most competent personnel to take up
challenging assignment in the company. The selection system seeks to
emphasize evaluation of individual capabilities in terms of their potential for
fulfilment of company’s objective.

OBJECTIVE OF RECRUITMENT POLCY

a) To meet manpower requirement of the company in terms of the

approved Human resourced Plan.
b) To fulfil requirement of competent personnel in terms of
requisite capabilities, skills, qualifications,
 aptitude, merit, and suitability with a view to fulfil company’s
objectives.
c) To attract, select and retain the best talent available keeping in view
the changing needs of the organization.
d) To ensure an objective and reliable system of selection.
e) To provide suitable induction points for intake and thereby
achieve the desirable level of qualification, skill and age mix as
required to strengthen the human resource of the company.
SCOPE OF RECRUITMENT POLICY
The policy is cover all recruitment of personnel made in the
Company at any level/grade (except appointment made by the
Government) and apply to all plants, units of SAIL and its
Subsidiaries.

DELEGATION OF POWER

a) Chairman, SAIL is the competent authority for recruitment and/or

appointment to all posts for which actions is require to be taken
centrally as
 SAIL corporate office. Except those, Director (Personnel) is the
competent Authority for all cases processed at Corporate Office.
b) CEO is the competent authority for recruitment and appointment
to all the posts both is executive and non-executive for which
recruitment is done at starting level.
c) The above delegation is object is subject to fulfilment of normal
process of recruitment being adhered to. Whenever there is any
variation from the
set-standard, such cases will be put to CEO for approval.
RECRUITMENT PLAN
a) Annual recruitment plan is based on the approved HR plan of
BOKARO STEEL PLANT by SAIL Corp. office. The recruitment
plan clearly states the skill/grade wise manpower recruitment plan
for various division of Bokaro Steel Plant.
b) All requisitions/proposals for recruitment of Personnel either
through internal or external source will be sent by the concerned
Personnel head (GM).
c) For post required action is taken at Corporate Office. Manpower
status is processed. If the requirement or need seems to be justified
after obtaining MD’s approval manpower status a recruitment plan
is prepared.
d) Manpower section scrutinize each and proposal received from the
indenting departments keeping in view the approved Human
Resource Plan, likely separations during the year or coming years
job criticalities, redeployment possibilities etc and specify the
mode of filling up the post.
e) Taking into account the Recruitment plan as indicated in the
approval Human resource plan. MPS works out the number of
persons to be recruited as ACT and other categories for that
particular financial year.
f) Approval of CEO is obtained and clearance from Corporate Office
is taken before giving such posts to recruitment section.
SOURCES OF RECRUITMENT
The recruitment is done through following sources:-
- Through internal source
- Through external source is employment exchange, press
advertisement, campus selection or through direct
negotiation.

DIVISION OF LABOUR

Executive S1- Executive Non E1-E8

S8

1. Unskilled S1 & S2 Cluster A

2. Semi-Skilled S2, S4, S5) Cluster B

3. Skilled S6, S7, S8 Master
LEVELS FOR RECRUITMENT
Generally recruitment is done for the following grade codes/
1. EXECUTIVE
The recruitment of executive in various grade is centralised
with SAIL corporate office yet
 recruitment from open market is done for medical office-ME1 grade
by Recruitment Section for BSL Direct recruits will be inducted in
various discipline or work areas from time to time depending on the
requirements in the following grades.
● Management Trainee in E-1 grade
● Junior manager in E-2 grade
● Medical office in E-1/ME-1
● Senior specials (medical) in E-3/ME-3 grade.
NON - EXECUTIVE
Recruitment to Non-executive posts is normally done through
employment exchange. However, if suitable, candidates are not
available with the employment exchange, the posts filled up through
open advertisement in the press after following the prescribed
procedure.
● Semi – skilled personnel in S-1 grade
● Skilled personnel in S-3 grade
● Highly skilled personnel in S-6 grade
● Medical personnel in SL-1/S-3 grade.
 CENTRALISED RECRUITMENT

Direct recruitment to the following posts is done in a centralized

manner and done on all INDIA basis at the SAIL, Corporate office
for the entire company including its plant/units.

● All executive posts in the GRADE of E-6 & above

● Management trainees (technical) in E-1 GRADE.
● Management trainees (ADMINISTRATION) in E-1 GRADE
● Junior manager (F&A) in E-1 GRADE.
● Junior manager (Administrations) in E-1 GRADE.

1. PROCESS OF RECRUITMENT:

1. INITIAL OF REQUISITION :
The department initiates a requisition for recruitment
incorporating sanctioned strength (SG), Men in Position (MIP),
vacancy to be filled-in reasons for filling of the vacancy etc. and
forward the same to Recruitment Section
 of Personnel Department with due approval of competent
authority.
2 VERIFICATION OF VACANCY POSITION
The Recruitmen Section obtains the vacancy position certified
by the concerned Establishment Section of the Personnel
Department.

3. RECRUITMENT THROUGH INTERNAL SOURCES

Certain procedures are followed for recruitment through
internal sources:

a. APPROVAL FOR INTERNAL CIRCULAR

After verification of vacancy position, the proposal for issuing
Internal Circular is forwarded for approval.

b. INVITATION OF APPLICATION
The Recruitment section issues Internal Circular within the
department incorporating the follows:-
- Name of the Post
 - Scale of pay
- Job Specification for the post
- Department for which post (s) required
- Eligibility (only those candidates who have completed at least
completed 03 years service in the next below grade on the
last date of receipt of
application is eligible to apply).
- Last date of receipt of application
- Performa of application.

c. SCRUTINY OF APPLICATIONS
Applications received is scrutinised by the Recruitment Section
with respect to the job specification and other conditions laid
down in the Internal Circular.

d. SELECTION TEST
The eligible candidates in the ratio of 1:7 are called for selection
test.
The WT and Literacy Test is conducted for recruitment of the
post in L3/L2 respectively by a Committee consisting of a
representative
 each of personnel, Training, Department concerned and a
nominee of SC/ST.
e. CONSTITUTION OF SELECTIOIN
COMMITTEE
Recruitment section initiates a proposal to be approved by
DGM/GM(P&A) for constituting a Selection Committee
consisting of a representative each from the
departments/agency.

f. WRITTEN TEST
The question paper for Written Test is objective type and
generated through Computer. Question Banks is developed to
suit the testing of different levels/cadres. The questions are
having five alternatives; one of them is “NONE OF THESE”.

g. TRADE TEST & INTERVIEW

The qualifying marks for Written Test are 35% of the
Maximum marks. Depending upon the vacancy position,
candidates are called for trade Test/Interview in order of
merit in the
 ration of 1:2. The trade test result is recorded. The candidates
securing 52% or more is declared qualified and the result is
declared on the same day. Where trade test is not applicable,
based on Written Test results, qualified candidates are called for
interview in the ration of 1:2. The qualifying marks for
interview are 50% of the total and the result is declared on the
same day. Recruitment for certain categories involve physical
Fitness Test which is carried out as per the stipulated standard.

h. PANEL OF SELECTION
Merit list is prepared by Selection Committee by taking 100%
of the Written Test and 100% of Trade Test and Interview
marks. Where trade test is not applicable, 50% of the interview
marks is reckoned, for preparing the merit list.

i. ISSUE OF OFFER LETTER

The Recruitment section issues offer letter based on vacancy.
The candidates are given 15
 days time to report to the Establishment Section of Personnel
Department attached to the new department of posting.
In case a candidate does not join his new duty within stipulated
joining time, the offer letter is issued to the next person in the
panel.

4. RECRUITMENT FROM OUTSIDE

The proposal for recruitment from outside is submitted by
Recruitment Section to CEO for approval.

a. NOTIFICATION TO EMPLOYMENT
EXCHANGE
In case it is not possible to get the vacancy filled-in through
internal candidate in non-executive category, notification to
Employment Exchange is sent incorporating, designation of vacant
post, pay scale, no. of vacancy to be filled-in, job specification
(keeping in view multi-trade concept), age limit, reservation for
SC/ST/Ex-Serviceman, relaxation of age for such
categories etc. The Employment Exchange is advised to
forward
 names in the ratio not less than 1:7 within 15 days of the receipt of
notification.

b. PRESCRIED FEE
The prescribed fee in the form of Postal Order for posts
advertised is indicated in the advertisement where applicable
for both General and SC/ST candidates.

c. RECEIPT & SCRUITINY OF APPLICATON

The names sponsored/application received is scrutinised by
Recruitment Section and the list of eligible candidates to be
called for WT/TT/Physical Test is get approved from
DGM/GM (P&A).
 d. WRITTEN TEST/TRADE TEST
On receipt of approval, the candidates are called for
WT/TT/Interview. The forms of interview particulars and
Admit card is also enclosed along with the Interview Letter.

e. PANNEL OF SELECTION & ISSUE OF OFFER

LETTER
After the WT/TT & Interview, the step outlined at is followed
excepting that selection note is get approved from CEO and
particulars of candidates not be sent to Vigilance Department.
The selected candidates based on vacancy to be filled-in are
advised to appear for the medical through a letter. Those
candidates who are found medically fit are issued Offer Letter
along with 3 sets of Attestation From.
A list of candidates selected and offer issued is endorsed to Employment
Exchange in case the candidate was sponsored by them.

f. JOINING OF DUTY
As soon as a candidate comes to join duty, the
dealing Assistant is scrutinise the offer
of appointment and check-up following points:

i) The department for which the candidate is meant.

ii) Last date of joining mentioned in the offer of
appointment.
iii) The vacancies cleared for filling-up.
iv) Whether the medical examination report has declared the candidate
medically fit.
v) Whether the candidate has brought release order from the
orgn. In which he was previously working.
vi) Whether the candidate has furnished the Attestation From duly
countersigned by the Gazetted Officer.
vii) Certificate.
A candidates are also be required to fill-up the Following
forms:-
a) Joining Report Form.
b) Marriage Declaration Form.
c) Personal Data Form.
d) Movable/Immovable Property
Return
form.
e) Application Form for allotment of residential
accommodation.
f) Attestation Form.
The candidates are them be advised to report to the concerned
department.
5. RECRUITMENT OF TRAINEES
Following steps are followed in respect of recruitment of trainees
Sr/Jr. Trainees, Students Nurse, DCPO (Trainee), Fireman
(Probationers).

a. INITIATION OF REQUISITION
The department desirous of filling-up the vacant posts initiate a
requisition incorporating the no. of posts to be filled-up and
forward the same to DGM/GM(P&A) through the concerned
Divisional Head.

b. VERIFICATION OF VACANCY
The requisition is communicated to Recruitment Section for
verification of vacancy etc. The views of IED/O&M is taken
wherever required.

c. APPROVAL FOR NOTIFICATION

 Recruitment section processes the case further through Head of
Pers.(GM) for obtaining approval of CEO.

d. NOTIFICATION TO EMPLOYMENT
EXCHANGE
On receipt of approval of CEO. the Employment Exchange is
notified to send the names of eligible candidates in the ratio of
1:7.

f. SCRUTINY OF NAMES & CALLING

CANDIDTES FOR WRITTEN TEST
The names of candidates forwarded to scrutinise by
Recruitment Section. The list of eligible candidates is processed
further for obtaining CPM’s approval for calling candidates for
Written Test.

g. WRITTEN TEST
The Written Test is conducted jointly by Recruitment Section
and Training Department.
 The verification of documents is done for those who qualify in
Written Test.

h. INTERVIEW CALL
Candidates securing minimum 35% marks are called for
interview. The form in respect of Interview particulars and
Admit Card is also being enclosed with Interview Letter.
Simultaneously, a proposal is initiated for constituting the
Selection Committee consisting a representative each of:
i) Personnel
ii) Department concerned
iii) Training
iv) SC/ST,
v) Dy. Chief (Factories), Govt. of Bihar and the list is
approved from GM (P&A)

g. PANEL OF SELECTION & ISSUE OF OFFER

LETTER
The panel of Selection is based on vacancy the selected
candidates are issued Medical
 Examination papers and those found medically fit are issued
Offer Letter.

h. JOINING
All selected candidates are advised to report to Training
Department on a particular date.

6. RECRUITMENT OF EXECUTIVES
As in the case of Non-executives, recruitment through the
market is resorted to in exceptional case and for certain
specialised cadres which are not available internally.

a. RECRUITMENT OF EXECUTIVES
FROM INTERNAL SOURCES
Following steps are followed for recruitment of executives
through internal sources:
i) INITIATION OF REQUISITION
The concerned deptt. initiates a note giving detailed justification for
filling-up the vacancies
through internal sources and put-up to CEO through the divisional
Head concerned for issuing of internal circular .
 ii) Verification of Vacancy & Issue of I.C
The O.D Section of Personnel Department verify the
vacancy position and issue Internal circular giving all relevant
details.
iii) Scrutiny of Application
The applications received against I.C. are forwarded to
department concerned for scrutiny. O.D. Section also
scrutinises the applications to eliminate scope of mistakes.
iv) Interview call letters
The eligible candidates are Issued Call
letters for attending interview. A Selection committee
consisting of a representative each of Personnel, Deptt.
Concerned and representative of SC/ST is constituted with the
approval of CEO.
v) Approval of Selection Note
The Selection committee prepare a Selection Note and obtain
approval of MD through DGM/GM/(P&A).
vi) Issue of offer Letter
 Offer letter is then be issued to the selected candidate in
order of merit. The Presidential Directives
in respect of reservation of SC/ST candidates or
any other requirement is kept in view
wherever applicable.
vii) Joining of Duty
The candidates are asked to report to O. D. Section of
Personnel Department for joining who in
turn will direct him to the HoD concerned along with a copy
of the Joining Report.

b. RECRUITMENT OF EXECUTIVES
FROM EXTERNAL SOURCES
Following steps are followed for recruitment of executives from open
market:
i) Initiation of
Requisition
The department concerned is initiate a requisition for filling-up
of vacant post indicating sanctioned Strength, Men in Position
and no.
of posts to be filled-up etc. and forward to
GM/DGM(P&A) through the concerned Divisional Head. The
view of IED/D&M is also being obtained.
ii) Verification of vacancy
The Recruitment Section of Personnel Department get the
vacancy position verified by the O. D. Section of Personnel
Department. Once the vacancy position is available, the
Recruitment & Section process the cause through
DGM/GM(P&A) for
obtaining CEO’s approval for advertising the post.
iii) Press Advertisement
Public Relations Deptt. Is then intimated to advertise the post
in the leading newspapers. The
request is incorporated with following information:
1. Name of the post
2. Scale of pay
3. Department for which it is meant
4. Job specification i.e. Qualification and Experience.
5. Eligibility
 6. Age Limit
7. Last date of receipt
-generally one month time
of applications are given for receipt of application.
8. Special conditions, if any, such as
reservation of posts for SC/ST
9. Performa of application.

iv) Scrutiny of Application

All the applications received within the stipulated
time is forwarded to concern department for scrutiny. The
applications are also be scrutinised
by Recruitment Section with regard to
job specification, age etc. to eliminate any scope
of commission/commission. The application received beyond
the stipulated time is not
accepted.
v) Constitution of Selecton Committee
A list of eligible candidates along with a proposal for
constituting Selection Committee is put-up to CEO through
GM(P&A) for approval. The Selection Committee is generally
consist of the following:
a) For the level of E3/E4 For ME2/ME4
DGM/GM(P&A) DGM/GM(P&A)
HoD Concerned Sr. Splst I/C concerned Divnl. Head
concerned D M S SC/ST
representative SC/ST
representative

b)For the level of E1/E2 For ME1/ME2 Divnl. Head

concern D M S
Addl. CPM Addl. CPM HoD concerned Sr.
Splst I/C concerned SC/ST representative

vi) Written Test &

Interview
The candidates so screened are asked to appear for Written Test
through a letter placed at along with Application form and
Admit Card. The selected candidates who qualify in Written
Test is asked to appear before the Selection committee.
vii) Issue of Offer Letter
The recommendations of Selection Committee is forwarded to
MD through DGM/GM(P&A) for approval. Based on vacancy
to be filled –in offer Letter with Attestation Form
and Medical Examination Form is sent to the selected
candidate in order of merit.

viii) Joining Report

Those found medically fit isreport to Organisation
Development Section of Personnel
Department. The dealing officer isverify
that following:-
i) The deptt. for which the candidate is meant.
ii) Last date of joining mentioned in the offer of
appointment.
iii) The vacancies cleared for filling-up.
 iii) Whether the medical examination report has
declared the candidates who are medically fit.
iv) Whether the candidate has brought release order
from the organisation in which he was previously
working.
v) Whether the candidate has furnished the
Attestation for duly countersigned
by the Gazetted Office.
vii) Certificate.
The candidates are also asked to fill-up the
following forms:
a) Joining Report Form.
b) Marriage Declaration Form.
c) Personal Date Form.
d) Movable/Immovable Property Return Form.
e) Application Form for allotment of residential
accommodation.
vi) Attestation Form.
On completion of the above formalities, the candidate will be
advised to report to the HoD/Divisional Head concerned.

Revenues of sail(2018-2022)
35

30

20

15

BSL DSP BSP RSP

 EXTERNAL : For education status except Doctors
[corporate office, New Delhi] Eg. MTT’s
MTA’s

Three Levels I )S1

ii) S3 iii)S6

Non-Executives S1 TO S8
Executive Cadre E1 TO E8

In some cases of medical category we take super specialist/specialist in

E3/E4.
INTERNAL : Own employee to grow in all grades of technical
discipline of plant.
E.g. Junior Operator/Technical trainee S3 Senior
Operator/Trainee – S6
INTERNAL CIRCULATION OF POSTS :
Recruitment to posts from within the company is done
through internal circulation as under:
 i) Internal circulation of executive post (s)
ii) In the grade of E5 and
iii) above is done on inter-plant/unit basis.
ii) Executive posts up to and including E4. A grade will be
circulated. Internally within the plant/unit concerned. However, if
suitable candidates are not available, the same will be circulated on
inter plant/unit basis.
iii) Non-executives posts will be normally circulated
within the concerned plant/units. Circulars on inter-Plant/Units
basis for post (s) in the grade of E6 and above is
centrally issued, coordinated and processed by the
corporate office. Internal circulation of all other post (s), however,
is dealt at the respective Plant/Unit level.

RECRUITMENT FROM EXTERNAL SOURCES

Recruitment from external sources is conducted induction of direct
recruits from external sources at other level(s)/grade(s) are made if
suitable candidates from internal sources are not available.
At least 50% of the vacancies accruing during a year at induction
levels/grades are filled up through direct recruitment from external
sources.

However , the company may, if required, induct direct recruitment

from external sources at other level(s)/grade(s) also, not withstanding
anything stated above for optimum utilization of its assets and/or
infusion of modern system, skill and techniques of operation etc.
necessary for technology up graduation and modernization.

Recruitment of executives from external sources will be made,

generally through open advertisement in the press. However campus
recruitment from premier institutes of repute as approved from time to
time and/or recruitment through direct negotiation with individual
(s)/organization (s), may also be resorted to as per rules framed here
under with the prior approval of the competent authority.
 Recruitment to non-executive posts are normally done through
employment exchange. However if suitable candidates are not
available with the employment exchange the posts are filled up
through open advertisement in the press after following the
prescribed procedure.

i) Semi-skilled personnel in S-1 grade

ii) Skilled personnel in S-3 grades
iii) Highly-skilled personnel in S-6 grade
iv) Ministerial personnel in SL-1/S-3 grade
NON-EXECUTIVES
In the non-executive cadre induction of direct recruits from external
sources is communicated to the following grades:
 SAMPLE RECRUITMENT FORM
Application Blank Format Non of the
Post Advertisement No.

Personal Data
Full Name:- Application’s Photograph
Mr./Mrs.
Date of Birth, State, Marital Status
Nationally, Whether Vision:
SC/ST Height...c.m Normal/Corrected
Weight................Kgs. Spectacle Lens Nos.
Address to which we should write: Permanent address
Telephone No. Telephone No.
Father’s/Husband’s Name & Occupation
If you have any relative employed in/or on the Board of our company, please
give details.
Details of previous employment in this company or its sister concerns, with
reasons for-leaving.
Details of previous employment else where, with reasons for leaving
Languages: Speak Read Write
Mother tongue
Education

Examinati School/College/ Year Attendant Major Class,

on university/Institut of To subjects % of
e From Remark
s&
ranks
Scholastie Achievements
TRAINING
Name of the Period To Position Salary
From held & p.m.
nature of Basic
work Total
WORK EXPERIENCE
 Employer Period To Position held Salary
From & nature of p.m.
work Basic
Total

EMPLOYMENT ON COMPASSIONATE GROUND

1) Accidents on duty causing

a) Death
b) Total permanent disablement

A) Death

At the work place

Going home or on the way to the workplace

within 1 hour
to the shortest possible distance.

B) Total permanent disablement

In Course of and out of Employee Both
(A) & (B) are
injury on works. Here, the employment is given to the
dependent of
the employee as per
 his/her qualification.

2. Dreaded disease i.e. suffering from terminally ill disease like

A. Cancer B. AID
S
C. Paralysis D. Both kidney
failure
Here, the employment is given to dependent irrespective of his
qualification. Here, separate medical boards are there for separate
diseases.
3. Displaced person They are those persons whose land
has been taken by SAIL.
A. Monetary compensation
B. One person family is given employment

Here, the employment is given irrespective of his qualification.

ANNUAL TURNOVER OF ALL SAIL PLANT (2022-23)

15; 15%

35; 35%

20; 20%

30; 30%

BSL DSP BSP RSP

Employment to dependents of Employees suffering from dreaded
terminal diseases
OBJECTIVE:
Such employee’s family who is suffering from dreaded diseases like
Kidney ailment, Paralysis, cancer or AIDS (acquired Immuno deficiency
syndrome) suffers dual misfortune: One of losing the lone bread earner
and second of having to see a family member undergo a prolonged
treatment and suffer from a painful illness which ultimately culminates in
DEATH.
It is for mitigating the suffering of such a family that employment is
given to the dependent of such an employee.
PROCEDURE:
● An employee suffering from any of the dreaded disease applies
for Substitution of Employment.
● The application is forwarded by his department and sent to the SPE
● The SPE fills in the details of the diseased employee.
● The SPE forwards the application by means of a note sheet to
Personnel Recruitment.
● Personnel Recruitment then sends the application to Dir (M&HS)
after entering the details of the employee.
● The application is sent to the respective Medical Boards, namely:
● The Medical Board for substitution due to renal impairment
(Kidney diseases).
● The Medical Board for substitution due to Malignancy
(Cancer)
● The Medical Board for substitution due to Paralysis (As
yet no case of AIDS has been reported for substitution of
employment due to Terminal Diseases.
● The Medical Boards for substitution in their sittings take up-8 to 9
cases on an average.
● The list of employees’ whose cases will be taken up for
examination is sent to Personnel—Recruitment section in advance.
● Personnel/R section, informs the concerned. SPE regarding the
candidates whose cases are to be taken up thru’ an IOC and the
concerned SPE
inform the employee concerned to attend the interview Board.
● In case of Death of the diseased employee prior to the Medical
Board, anyone from his family can present his case papers before
the Medical Board.
● The report of the Medical Board is sent to Personnel Recruitment
section.
● Thereafter the approval of competent authority is sought in
principle for employment of the son of the diseased employee,
whose case has been recommended by the Medical Board
concerned.
● On receipt of the in principle approval, an IOC is sent to the SPE
seeking the separation order of those diseased employee who were
on rolls.
● On receipt of the separation order a letter is sent to the candidate
nominated for substitution, asking him to come to Pers/Rectt
section.
● Thereafter a few necessary undertakings are taken by the candidate
and the employee/his spouse (in case of his death)
● The Interview of the candidate is thereafter taken and his Medical
examination for determining his fitness for the post is done.
● His posting is then requested from Works.
 ● After getting the posting, Medical fitness report the final approval
of the Competent Authority is taken for posting him as per the
recommendation of Works Division.
● After the final approval is received the offer letter is issued to the
candidates for
S-1 grade on casual basis.
Casual period and regularization
On completion of one successful year of casual period which a
satisfactory performance and an attendance of at least 310 days the casual
employee are considered fit for regularization after approval of the
Competent Authority. In case of unsatisfactory
performance/attendance the casual period is extended for a period of 03
subsequent months wherein the performance has to be satisfactory and
the attendance has to be full. After approval of the Competent Authority,
the Regularization offer is issued to the concerned employee.
Facilities given to the Casual employee who joins on Compassionate
grounds.
Medical facilities for self, spouse and wards are given to the Casual
employee who joins on Compassionate grounds. However where the
parents are dependent on the employee (based on his declaration of their
income being less than 1500/- per mensem), the parents and the siblings’
dependent on the father (the ex-employee) are also able to enjoy free
Medical Facilities as per rules.

Free Medical facilities: to those candidates who join as casual employees

against S-1 grade other than on compassionate grounds are limited for
self only.

Quarter allotment : depending on the eligibility of the Casual employee who

joins on Compassionate grounds the quarter is allotted to the newly
recruited casual employee. However if the quarter of the ex-employee parent
has not been vacated by the subject causal employee, and falls in the
eligibility list of the casual employee, the quarter may be regularized by TA
Department as per rules in vogue.
Responsibility bestowed upon the Causal employee who joins on
Compassionate grounds:
The responsibility of looking after the family of the ex-employee
now lies on the shoulders of the Casual employee who joins on
Compassionate grounds. It is therefore ensured by means of undertakings
and is even scribed in the offer letter that he has to take care of the
surviving parents and their dependents and that he has been given this
offer of appointment on compassionate grounds to give economic support
to the family bereft of his sole bread earner (Annexure Relevant page of
the Offer letter and undertakings).

Other Measures
The distribution of the achievement awards have also been given to
casual employees like the ‘’Shreeman-Shreemati’’ watches and the
Rs. 1000/-
Data details:
As in the month of April 2022 268 casual employees are on rolls out of
which 131 have joined due to Compassionate grounds. Out of these 124
casual employees have been given employment on account of
substitution due to the employee’s suffering from the terminal diseases
like Kidney, cancer and paralysis.
The distribution of such terminal cases in the last 05 years is as per the
graphs at ANNEXURE ‘B’

Rationale behind giving such employment: Since these diseases namely

Canner, Paralysis, & Kidney diseases are such terminal diseases which
involve long periods of expensive treatment, the diseased employees
family suffers on two accounts: the disease of the bread earner and the
long and costly treatment involved. Considering these it had been thought
such a diseased employees case may be considered for substitution of
employment.

LOW cases
In case of Accidents arising out of and in the course of appointment
apart from the statutory ‘PAYMENT OF WORKMEN’S
COMPENSATION’ (as per rules)
 employment is given to the nominated dependent of the employee in case
of death or total permanent disablement of the employee who has met
with an accident. In such cases Workmen’s compensation is also payable
to the employee in case of total permanent disablement and to the spouse
in case of death of the employee.
In such cases employment is given on regular basis and as per the
qualification of the dependent nominated.
The following criteria are adopted for qualification based employment:

Sl. Qualification Grade

1 I.A, I.com, Matric and S-1
below
2. I. Sc. S-3
3. B. Sc. S-6
4. B.E/M.B.B.S/I.C.W.A/MB S-9
A
5. Post Graduate E-0
Qualification in
Engg/Medicine/Surgery
The procedure for processing of Employment in case of IOW cases
The procedure for processing of Employment in case of IOW cases
commences with the issue of the assurance letter for employment
addressed to the spouse in case of death of an employee in a IOW case.
The spouse of the employee is requested to either opt for Employees
Family Benefit Scheme, which is payment of Basic and DA last drawn by
the employee till his notional date of Superannuation: on deposition of
the PF & Gratuity amount with BSL till the notional date of
Superannuation. The PF & Gratuity amount thus deposited is to be
returned after the notional date of Superannuation to the spouse of the
employee as per rules.
On receipt of the application requesting employment of self/dependent
the undertaking/affidavits are sworn as per rules.
Thereafter approval in principle for employment of dependent is taken.
After receipt of approval, the candidate is interviewed for the post and is
thereafter medically examined for assessing the physical fitness for the
post.
After receipt of the Medical Fitness for the post, the posting of the
candidate is requested. Once the Interview, Medical Fitness report and
posting is received the final approval of the Competent Authority is
sought for employment of the candidate.
On receipt of the final approval of the Competent Authority for
employment of the candidate, Offer letter is issued to the candidate.
Same process is followed in case of Total Permanent disablement due to
Injury on work.

Responsibility bestowed upon the employee who joins on

Compassionate grounds:
The responsibility of looking after the family of the ex-employee now
lie on the shoulders of the employee who joins on Compassionate grounds. It
is therefore ensured by means of undertakings and is even scribed in the
offer letter that he has to take care of the surviving parents and their
dependents and that he been offer of appointment on compassionate
grounds to give economic support to the family bereft of its sole bread
earner. .
Facilities given to a regular employee to joins on Compassionate
grounds against an IOW case
Medical facilities for self and spouse are given to the casual employee
who joins on Compassionate grounds. However where the parents are
dependent on the employee (based on his declaration of their income
being less than 1500/- per mensem), the parents and the siblings
dependent on the father (the ex-employee) are also able to enjoy fee
Medical Facilities as per rules.

Quarter allotment: depending on the eligibility of the Causal employee

who joins on Compassionate grounds the quarter is allotted to the newly
recruited casual employee. However if the quarter of the ex-employee
parent has not been vacated by the subject casual employee, and falls in
the eligibility list of the casual employee, the quarter may be regularized
by TA Department as per rules in vogue.

Data of IOW cases in the last 05 years:

From the calendar year 2017 till 2022 (till date) 75 cases of death due to 10W have
been given employment, whereas 03 cases of Permanent Total Disablement due to
IOW have been given employment.
 CONCLUSION

In the modern economy, the system of Steel Organization

,becomes more and more important factor of national and
international economic system development. The importance of
organic food marketing is conditioned by the fact that it enables
producers for better understanding of customers’ needs, serving
the purpose of better meeting their needs and it also enables
consumers to realize better organic products supply. Defining
the main feature of organic agriculture and its importance is the
starting point for conceptual establishment of organic
agriculture.

A quality guarantee of organic food products directly influences

consumption intensity, absorption power of the market,
packaging material design, advertising messages, choice of the
distribution channel, and distinguishing organic from
conventional products according to their market characteristics
makes the fundamental factor of the product differentiation and
diversification with the aim of producing such organic food that
would certainly find its way to the consumer.
 BIBLOGRAPHY
1. www,google.com
2. https://sail.co.in
3. https://sailcareers.com
4. www.economicstimes.com