TABLE OF CONTENTS

Sr. Content Page

No no
.
1 INTRODUCTION

2 COMPANY PROFILE

3 THEORETICAL BACKGROUND

4 RESEARCH METHODOLOGY

5 DATA ANALYSIS & INTERPRETATION

6 MAJOR FINDINGS & SUGGESTIONS, CONCLUSION

7 ANNEXURE

8 BIBLIOGRAPHY
 LIST OF GRAPHS

Graph Title of graph Page

No. no.
5.1 Rate the recruitment and selection process.

5.2 method do you mostly prefer in current year, for recruitment

and selection in BFL .

5.3 source you prefer for internal job posting in BFL

5.4 sources most suitable in current year, for external recruitment

in BFL . (for skilled recruitment)

5.5 Which form of interview do you prefer for BFL

5.6 Satisfaction with strategy used at the time of recruitment

and selection process .

5.7 procedure adopted for recruitment and selection of

employees enable to give right person at right job .

5.8 While conducting interview , how many round conducting in

BFL .

5.9 How do you practice Scout Talent in BFL . ( searching Best

talent)

5.10 Please give your suggestions on the Recruitment and

selection process policy
Recruitment and selection process
Executive summary :
A recruitment is the systematic process a pool of qualified applicant for organization
Job. The step is affected by various factors, which can be enteral a well as external.
The organization make use of versions method and source for this purpose.
Selection is carried from the screened applicant during the recruitment process.
There is also specific process is involve. By the way of conducting preliminary
Interview and various test and if required reference check and further final
Interview is conducted.
To know the practical application of the recruitment and selection process, the analysis
Of bharat forge Ltd. Baramati was undertaken. A bharat forge Ltd. Is well known in
Manufacturing of auto component from India. As it is manufacturing company so
Both skilled and semi-skilled workers are required. For that recruitment and selection
Is main step to enter in the organization.
The main objective of study –
 The study recruitment and selection process in bharat forge Ltd. Baramati
With special respect to BFL objective, study aims :
 To study various source of recruitment and selection process
 To find drawback in the recruitment and selection of company.
 To study various factors affecting recruitment and selection process.

The report is based on the complete process of recruitment and selection

This process changes organization.
Primary data was collected using structured questionnaire with sample
80.the sampling techniques that has been used is simple and random basis.
The secondary data are also collected from the company annual report,
Websites journals and company sources as will as external sources are mostly
Used. The current recruitment and selection process of organization culture
And discipline, job profiles are the factors affecting on recruitment and selection
process.
1.1 INTRODUCTION :
The manufacturing industry is one of the fastest growing sectors in India
Today. The upcoming sectors which are the graph at the highest position
are recruitment, selection, training, development etc.
The recruitment and selection process considered as an important
asset of the company. Recruitment highlights each applicant’s skills
talents and experience their selection involves developing a list of qualified
candidates defining a candidates and selecting the most qualified candidate.
Human resources is a basic need for work to be done. According to,
ARTHUR LEWIS –
There are great differences in a development between country which a
Seem to have roughly equal resources, a so it is necessary to enquiry
Into the difference in human behavior.” It is said if right person is appointed
at right place the half work has been done.
GEISTER (1967) -
Recruitment is the process of finding and attracting capable for employment.
The process begins when new recruits are sought and end when their application
Are submitted. The result is a pool of applicants form which new employees are selected.
Once the recruitment process attracted a pool of applicants the next step is section
The process of choosing individual who have relevant qualifications and skills to fill
Jobs in an organization. The basic objective is to choose the right individuals who will meet
The requirements of the job and can most successfully perform the job from the pool of
Qualified candidates. By selecting right candidate for the required job, organization will
Also save time and money. Selection is considered as negative process as the inappropriate
candidates are rejected.
1.2 OBJECTIVES OF THE STUDY
A) PRIMARY OBJECTIVE :
To study the recruitment and selection process at bharat forge Ltd. Baramati
B) SECONDARY OBJECTIVE :

 To study existing recruitment and selection process.

 To study various sources of recruitment followed in bharat forge Ltd.
 To find the drawback in the recruitment and selection strategy of company.
 To search or headhunt people whose skill and experience fit the organization
Strategies
 To study various factors affecting recruitment and selection process.

1.3 SCOPE OF THE STUDY

This study provides that researcher opportunity to explore in the field of human resource
This study is focused on understanding the recruitment and selection program in the company.
The study also aims to select and recruit right qualified employee at right job in the organization.
The survey is limited to machined component division (MCD) only.

1.4 LIMITATION OF STUDY

 Project duration is limited to 50 days only.
 Some of the respondents could not spare much time to answer the questionnaire
Because of their valuable time. So results depend on answers given by respondents
Which may be biased.
 Complete information has not revealed by company for administrative reason.

Chapter no 1
INTRODUCTION
The recruitment and selection process are concerned with identifying, attracting and choosing suitable
people to meet an organization's human resource requirements. They are integrated activities, and 'where
recruitment stops and selection begins is a moot point'(Anderson, 1994).
describes the recruitment process as a positive one, ‘building a roster of potentially qualified applicants’,
as opposed to the ‘negative’ process of Selection.
So, a useful definition of recruitment is ‘searching for and obtaining potential job candidates in sufficient
numbers and quality so that the organization can select the most appropriate people to fill its job needs’
(Dowling and Schuler, 1990); whereas selection is concerned more with ‘predicting which candidates will
make the most appropriate contribution to the organization – now and in the future’ (Hackett, 1991).

Management problem
Lack of communication and understanding between recruiters and hiring managers can cause lot of
problems in the recruiting process, including inability to identify the right skill sets in the prospective
candidates or deciding on the best channels for sourcing the right talent.

OBJECTIVE OF RECRUITMENT AND SELECTION PROCESS

The main objective of recruitment process is when a vacancy comes up; the employer needs to get a most
suitable candidate available for the job. The objective, of selection process is to get a best applicant
available who meets all the selection criteria.

SCOPE OF THE STUDY

The Scope of Recruitment and Selection. The scope of Recruitment and Selection is very wide and it
consists of a variety of operations. Resources are considered as most important asset to any organization.
Every company has its own pattern of recruitment as per their recruitment policies and procedures.

Importance of the study

Recruitment and selection process in an organization is important in order to attract an effective
workforce. ... The objective of recruitment is to attain the number and quality of employees that can be
chosen to help the organization achieve its objectives and goals. Company profile

Chapter no 2
Introduced of Organizations

Kalyani Group, established in mid 1960s, is an Indian multi-national with high technology, engineering &
manufacturing capability across critical sectors such as Engineering Steel, Automotive, Industrial,
Renewable Energy, Urban Infrastructure and Specialty Chemicals. With end-to-end capability and
manufacturing footprint across India, Germany, Sweden, France & North America, the Group has an
annual turnover of over USD 2.5 billion and David Brown, UK.
Guided by visionary leadership of Mr. B. N. Kalyani, Group Chairman, with strong emphasis on market
leadership through technology and it's over 10,000 strong engineering global workforce, the group today
is a market leader in all its respective business segments.
Largest Forging Company in the world
No.1 in Engineering Steel in India
No.1 in Axle Aggregates in India
No.1 Indian Exporter of Wheels
Bharat Forge Limited (BFL), the Pune based Indian multinational is a technology-driven global leader in
metal forming having trans-continental presence across a dozen manufacturing locations, serving several
sectors including automobile, power, oil and gas, rail & marine, aerospace, construction & mining, etc.
Part of Kalyani Group - a US $ 2.5 billion conglomerate with over 10,000 global work force; BFL today
has the largest repository of metallurgical knowledge in the region and offers full service supply
capability to its geographically dispersed marquee customers from concept to product design,
engineering, manufacturing, testing and validation.
The world's largest forging company with manufacturing facilities spread across India, Germany, Sweden
and China, Bharat Forge manufactures a wide range of high performance, critical & safety components
for the automotive & non-automotive sector. It is the country's largest manufacturer and exporter of
automotive components and leading chassis component manufacturer in the world. BFL's customer base
includes virtually every global automotive OEM and Tier 1 supplier.
Backed by several decades of experience in metallurgy & automotive component manufacturing, the
company is now looking beyond automotive and has embarked on an ambitious and exciting journey to
redefine its already existing presence across several critical business verticals such as energy, oil & gas,
aerospace, rail & marine and other infrastructure related businesses.
Kalyani Group also has a strong presence in the steel sector that also provides backward linkages to its
core forging business.
Kalyani Steels , established in 1973 and located at Ginigera in Bellary district is engaged in producing
forging and engineering quality carbon and alloy steel.
Kalyani Carpenter Special Steels, established in 1999 as a joint venture with Carpenter Technology Inc.,
US produces specialty and high alloy steel.
Together, the group is the largest engineering steel producer in India with customers all over the world.
Other companies within the Kalyani Group include:
Automotive Axles : Established in 1981 and located in Mysore, is the largest rear drive axle assembly
manufacturer in India and serves entire range of commercial vehicles.
Kalyani Hayes Lemmerz , set up in 1996 manufactures wheel rims for heavy-duty vehicles. It is also a
market leader and top Indian exporter in this category.
The group has invested in Renewable Energy Project generating Green Energy, so much so that 30% of
its flagship plant requirement comes from green energy.
In pursuance of our vision to contribute to a clean and emission free environment, the group has set up a
wind energy company - KENERSYS to manufacture various energy efficient wind turbines for domestic
and international markets. The company also has its own wind turbines in Maharashtra
Bharat Forge Limited (BFL) is a Pune-based Indian multinational company involved in automotive,
power, oil and gas, construction & mining, locomotive, marine and aerospace industries.
The company was founded by Nilkanthrao Kalyani in 1961. The current chairman of the company is his
son, Baba Kalyani. It is part of the Kalyani Group, which is a USD $2.5 billion conglomerate with 10,000
global work force. Amit Kalyani, Baba Kalyani's son, is the Executive Director of the company.

The company has entered into the defence and aerospace sectors and is moving from being a components
manufacturer to a complete product maker.

Bharat Forge has signed a joint venture with France-based power generation company Alstom for
turbines and generators. Alstom holds 51% of the shares and Bharat Forge 49% in the joint venture.
Alstom Bharat Forge Power Ltd has started its manufacturing facility at Sanand in Gujarat
 In 2015, Bharat Forge had total sales of over US$ 1.3 billion and a market capitalisation of over US$4.5
billion. It was rated as one of the best companies in Asia by Forbes magazine because of its high growth
rate. Currently Bharat Forge has manufacturing operations in four locations: Mundhwa: forging and
machining facility spread across 100 acres; the largest forging facility in the world[citation needed]
Satara: general engineering division Baramati: forging and machining facility, known for its ring rolling
presses. Chakan: machining facility Bharat Forge's Special Economic Zone (SEZ) named as Khed City is
the biggest SEZ in Pune, spread over 1,000 hectares (4200 acres) of notified land in Khed taluka. BFL's
products include front axle beams, steering knuckles, connecting rods and crankshafts. As part of its risk
mitigation efforts, BFL diversified into a variety of industrial sectors including oil & gas, infrastruc
true, and marine. It is aiming to double its revenues by 2020 and is one of the stocks in the Bombay Stock
Exchange. Some of BFL's largest customers include Daimler Group, VW Group, Meritor and Dana etc.
with extensive collaboration with major truck manufacturers

NAME ADDRESS AND LOCATION OF THE COMPANY

REGISTERED OFFICE
. Bharat forge ltd
Mundhwa, pune cantonment,
Pune 411036,Maharashtra, India,
Phone : (91)2067042476
Email-info@bharatforge. Com
Web: www.bharatforge. com
MANUFACTURING PLANT BARAMATI
Bharat forge ltd. (baramati)
E-1/1, MIDC, Industrial Area
Baramati – 413133
Dist – pune (India)
Phone +(91)9923040829
Website : www.bharatforge. Com
VISION AND MISSION OF THE COMPANY
VISION
TO Provide a harmonious, stimulation learning environment which inspires all to
Strive for excellence and emerge as responsible citizens.
MISSION
To become a beacon of excellence in the teaching learning process by nurturing
an environment build on ethics and values.
Providing vast, well equipped learning spaces to optimize each students potential
Continuously evolving
HISTORICAL BACKGROUND OF THE COMPANY
Bharat forge ltd is one of the most innovative and exciting companies to emerge in
history of the forging industry. This Indian automotive industry in the
50’s was more like the story scarce and inadequate. It was then that bharat forge came into
Existence in 1961 to meet the forging needs of the Indian automotive industry. The 70s witnessed a
Spurt in the Indian forging industry with more and more units coming up for bharat forge, it was a period
of consolidation and growth. with the largest integrated facilities in Asia and an unbeatable track record,
Baharat forge emerging as the undisputed leader the first name in the forging industry in India.
2007 center for Advanced manufacturing take place in Baramati
FHARAT FORGE – BITS PLANT convocation ceremony held for the firs batch of B. S
( manufacturing Engineering) programmed
2008 bharat forge ltd has announced that on February 08, 2008 the company has signed a memorandum
of understanding (MOU) with NTPC Ltd to set up a joint venture company for its into the
Capital goods sector.
Bharat forge ltd has appointed Mr. Sunil Chaturvedi as Additional district of the company with effect
from May 20, 2008 and he is also appointed as executive director of the company with effect from May
20, 2008 – bharat forge.
2009 bharat forge ltd has informed that the board of director of the company as its meeting held on may
2009 bharat forge and AREVA sign MOU for manufacture of heavy forging in India bharat forge
receives national award for HR practices 2009 2010 bharat forge Ltd has appointed Dr. T. Mukherjee as
additional director of the company with effect from January 23, 2010 – 11 Mr. Ajay kumar sharma has
been appointed as company secretary of the company and he will act as the compliance officer” of the
company.
2012 bharat has recommend dividend of Rs . 3.50 (175 %) 2012 bharat Forge ltd power equipment joint
venture with Alstom bags Rs 1,57 0core order from NTPC Ltd bharat forge recommended a final
dividend of Rs. 2.50 /per equity shares (125%) in addition to interim dividend paid of Rs 1.50/.(75%)
totalling to Rs 4.00/(200%)
2013 bharat forge Ltd – NTPC Orders three supercritical turbine islands from Alstom bharat the company
the company have appointed Mr. Vimal bhandari as an additional district of the company.
Bharat forge Alstom power JV bag Rs 2251 cr order from NTPC bharat forge Ltd.
India award sword of honor for safety success B. N kalyani conferred with the IOD distinguished
fellowship 2014 bharat forge amalgamation of joint venture companies.
Safran and bharat forge to from partnership to address opportunities in India civil and military aerospace
baba n kalyani conferred with the prestigious sir M Visvesvaraya memorial of Air defence of India.
DIFFERENT DEPARTMENT OF THE ORGANIZATION
1 FINANCE DEPARTMENT
Total turnover this company had 35140 Million the fiscal 2013-14
Sales 33.992.73 million all sales transactions are completed cash basis or credit
2 HR department
As bharat forge Ltd (baramati) is famous in all over baramati they create a good employment
opportunities for the people who lives in baramati . The infrastructure of bharat forge Ltd (baramati) is
very good. The management provides caps hand glows water facility, canteen and washroom facility to
employees.
3 production department – production departments produce
1) steering knuckles
2) Front Axel Beams
3) Crank shaft
4) Connecting Rod
4 Marketing department
The product are produce in all India we are exploring further
Opportunities in high value high growth sector such as power oil & gas.
Rail & marine, construction & mining and aerospace among others
Safety department
Safety department conduct training programmed
1) Safety induction training.
2) Safety training
3) Personal protection equipment
4) Medical check

Production of the Bharat Forge ltd. :

1) Steering knuckle
2) Front Axel Beams - :

3) Crankshaft :-
4) Rocker Arm

5) Connecting Rod - :
MAJOR MILESTONE
1961 Incorporation of Bharat Forge Ltd.
1966 Joint V Commercial Production begins. Forge Shop - Hammer Technology
1972 Mr. B.N. Kalyani joined Bharat Forge Limited., the flagship company of the Kalyani Group. Sales -
Rs. 4 crores.
1983 B.N. Kalyani appointed as Jt. M.D. & President of BFL
1986 Joint venture with Sharp Corporation
1990 Technology Up-gradation at Bharat Forge. Shift from Hammer Technology to Press Technology.
Investment in state-of-the-art Forging Facility - 16000 MT Press Line.
1993 Restructuring of AAL
1994 Mr. B.N. Kalyani was appointed as M.D. of BFL and Chairman of Kalyani Brakes Ltd.
1996 Divestment of 60% stake in Kalyani Lemmerz
1997 Mr. B.N. Kalyani was appointed as Chairman and M.D. of BFL. Mr. B.N. Kalyani becomes Group
Chairman
1998 Joint venture with Carpenter Technology, USA to produce high alloy Steel
1999 Kalyani Seamless Tubes divested Forge Modernisation Phase II started at Bharat Forge
2000 BFUL was born to take care of financial assets
2001 BFL acquired Order Book of Dana Kirkstall.
2002 Entry in China market
2003 BFL reported highest ever figures for sales, exports and net profit India's largest auto-component
exporter
2003-5 Bharat Established Global Manufacturing Footprints across India, Germany, Sweden and China.
CDP Bharat Forge Bharat Forge Aluminiumtechnik Bharat Forge Kilsta .FAW Bharat Forge
2005 Major Capacity Expansion Programme - Capacity Doubles at Bharat Forge
2007 Centre for Advanced Manufacturing takes shape at Baramati
2008 Bharat Forge inaugurates its Heavy Forge Division II at its Mundhwa Plant
2009 Inauguration of the Forging and Heavy Duty Crankshaft Machining line at Baramati
2010 Bharat Forge inaugurates its Ring Rolling facility at its Centre for Advanced Manufacturing,
Baramati. Establishment of the Kalyani Centre for Technology & Innovation
2012 David Brown Bharat Forge opens its first Industrial Gear Box and Assembly Centre in Hosur,
India

Global Profile
  BFL is among the first in Indian automotive component industry to have adapted inorganic
growth as a means to establish a global manufacturing foodprint.
 In 2004 BFL acquired Carl Dan peddinghaus (CDP), the 2nd largest forging company in Germany
That is mainly engaged in the manufacture of passengers car component followed by CDP
Aluminiumtechnik, a company in Germany That manufactured aluminum components for
automotive application.
 In 2005 BFL acquired federal Forge now known as bharat forge American Inc., which provide
BFL with manufacturing presence in USA one of it largest market. This was followed by the
Acquisition of Imatra kilsta, AB, Sweden along with its wholly owned subsidiary Scottish
stampings, Scotland (together call as imatra forging group)
 In December 2005 bharat forge signed a JV with FAW Corporation the largest automotive group
in chain. Through this JV, BFL made a powerful entry into large and fast growing Chinese
automotive market.

GROUP PROFILE key components of India, chain Europe, USA the group

Key component India China Europe USA

Engineering steel Kalyani steel ltd
Kalyani carpenter
Special steel
Forgings Bharat Forge ltd FAW Gmbh Germany Bharat
Kalyani thermal Bharat BK Kitsta seden Forge
Forge Scottish stampring American
CDP BF Scotland
Auto comp Automotive axles Ltd
Kalyani lemmerz
Infrastructure BF utilities
Specialty chemical Hikal chemal Ltd Marsing
Denmark
Award
2010 National Award for best HR practices

2009 Golden peacock Award for occupational health and

safety

2008 Prestigious padma bhushan Award

2006 7th Annual and Young entrepreneur of the Award

Manufacturing

IGCC Award for the year 2005

Global entrepreneur of the year Award

Rashtra Bushan puraskar

2005 Outstanding Organization Award

Best value creator company Award at third annual

outlook money award
Business standard CEO of the year 2004

2004 Bharat Forge included in forbes best under a billion list

for the third consecutive year
Chapter no 3
The conceptual framework
Definition:
Edwin Flippo defines Recruitment and selection process as “A process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization.” ... They
significantly differ from each other and are essential constituents of the organization.

Factors affecting on recruitment

Recruitment is an important function of the Human Resource Management in an organization, and it is
governed by a mixture of various factors. Proactive HR Professionals should understand these factors
influencing the recruitment and take necessary actions for the betterment of the organization. When the
market condition changes, the organization also needs to monitor these changes and discover how it
affects the resources and analyze these functions for making recruitment an effective process.
We have Internal Factors as well as External Factors that influence the recruitment process. In this
chapter, we will be discussing these factors in detail.

Internal Factors
Organizations have control over the internal factors that affect their recruitment functions. The internal
factors are –
Size of organization
Recruiting policy
Image of organization
Image of job
Size of Organization

The size of the organization

is one of the most important factors affecting the recruitment process. To expand the business,
recruitment planning is mandatory for hiring more resources, which will be handling the future
operations.

Recruiting Policy
Recruitment policy of an organization, i.e., hiring from internal or external sources of organization is also
a factor, which affects the recruitment process. It specifies the objectives of the recruitment and provides
a framework for the implementation of recruitment programs.

Image of Organization
Organizations having a good positive image in the market can easily attract competent resources.
Maintaining good public relations, providing public services, etc., definitely helps an
organization in enhancing its reputation in the market, and thereby attract the best possible
resources.

Image of Job
Just like the image of organization, the image of a job plays a critical role in recruitment. Jobs having a
positive image in terms of better remuneration, promotions, recognition, good work environment with
career development opportunities are considered to be the characteristics to attract qualified candidates.

External Factors
External factors are those that cannot be controlled by an organization. The external factors that affect the
recruitment process include the following −

Demographic factors –
Demographic factors are related to the attributes of potential employees such as their age, religion,
literacy level, gender, occupation, economic status, etc.

Labor market –
Labor market controls the demand and supply of labour. For example, if the supply of people having a
specific skill is less than the demand, then the hiring will need more efforts. On the other hand, if the
demand is less than the supply, the hiring will be relative easier.

Unemployment rate –
If the unemployment rate is high in a specific area, hiring of resources will be simple and easier, as the
number of applicants is very high. In contrast, if the unemployment rate is low, then recruiting tends to be
very difficult due to a smaller number of resources.
Labour laws –
Labour laws reflect the social and political environment of a market, which are created by the central and
state governments. These laws dictate the compensation, working environment, safety and health
regulations, etc., for different types of employments. As the government changes, the laws too change.

Legal considerations –
Job reservations for different castes such as STs, SCs, OBCs are best examples of legal considerations.
These considerations, passed by government, will have a positive or negative impact on the recruitment
policies of the organizations.

Competitors − When organizations in the same industry are competing for the best qualified
resources, there is a need to analyze the competition and offer the resources packages that are best in
terms of industry standards.

Recruitment and selection strategy in bharat forge

 Recruitment conducted integrally through the promotion and transfer of existing employees
 Recruitment conducted through referrals, by current staff member, of friends and family members
 Referrals are word of mouth Advertisement that are a low cost hire way of recruiting
 Internal recruitment does not always produce the number or quality of personnel needed in such
instance, the organizations needs to recruit from external sources either by encouraging walk in
applicants, advertising in newspapers, and the visual and or audio media using employment
agencies.
 Employee referrals – employee referrals are the applicant recommended by the currants
employees. The currant employees recommend those candidates whose perform and behaviour
are known to them as suitable to job and organizational need. This help to get high quality
applicant.
 Walks ins – this strategy potential candidates are invited to attend an interview directly and
without a prior application on a special date time place.
RECRUITMENT AND SELECTION PROCESS IN BHARAT FORGE

Recruitment is the process to discover the source of manpower to meet the requirement of staff
schedule and to company effective measure for attracting the manpower In adequate number to
facilitate effective working force.

RECRUITMENT PROCESS -

1)
REQUIREMENT DEMAND

MANPOWER PLANNING

SOURCES OF RECRUITMENT

COLLECTION OF APPLICATION

SCREENING OF APPLICATION
2) 1) RECRUITMENT DEMAND
Recruitment process begin with requirement demand. If there is a vacancy for any
Employee in departments the HOD of the department intimates the information to the any
department, the HR manager to understand to the position vacant and manpower required.
1) Manpower planning
Organization generally plan to attract more applicant than they will hire the type of people
depending on tasks, responsibilities involved qualification and experience expected these details
are specified through job description and job specification.

2) Sources of recruitment
a) Internal source
Internal source are the most obvious used, HR department sends a circular in the organizations
for recruitment ie. From the present working force they also upgrade and promote the existing
Employees according to the vacancies available in the organization. The organization maintains a
database of applicants received in the organizations.

b) EXTERNAL SOURCES
 Advertisement
 Walk Ins, write ins & talk – ins
 Displaced person
 Acquisition & merges
 E-recruitment

3) COLLECTION OF APPLICATION
In this stages the application are collected through various source

4) V SCREENING
The purpose of screening is to remove the unqualified application from the recruitment process.
Effective screening can save a great deal of time and money. It’s done so that potentially good
employees are not lost. The application are screening by the HR manager. Generally it consist of,
 Minimum education requirements
 Related work experience
 Technical skill
 Communication etc.
SELECTION PROCESS
Selection is an negative process is not & involve the elimination of candidates who do not have the
required skills and qualification for the job proposed. Also it is a process of differentiating between
applicant in order to identify and hire those with greater likelihood of success in job.
Preliminary selection process of organization
 Filling of employees application from
 Preliminary interview
 Final interview
 Trial period
 Reference check
 Medical examination
 Issue of offer letter
 Induction
 Conformation, extending probation period and termination

1) Filling of employees application

Once the initial screening has been completed applicants are requested to complete the job
application from of the organizations. The job application form contains all the information
regarding the applicant. It content both personal and professional.

2)preliminary Interview
The human resources manager screen the application of the candidates and discovers any
difference in the expectations of the hospital and the candidate.
HR manager assesses the basic quality
 Communication skills
 Appearance
 General knowledge skill
 Computer / typing skill

3) INTERVIEW
The purpose of preliminary interview is basically elimination the unqualified
application based on information supplied in application forms.

4) Selection test
 Job seeker who pass Preliminary interview are called for tests. There are
Various types of test conduct.

5) Employment interviews
The interview are here is formal and depth conversation between applicant and employer.
6) Reference check
In this information are check which provide by candidates. By formal letter or telephonic
conversation.

7) After obtaining all the information the most critical step taken is the selection decision
Has to be made out of applicants who have passed preliminary interview test references check.

8) Physical Examination
After the selection decision is made candidate is required to under go a physical fitness test.
A job offer is often contingent upon the candidate, passing the physical examination.

9) Job offer
The next step in the selection process is offer those applicants who have crossed the entire
previous hurdle. It is made by latter appointment.

10) Contract of Employment

After the job made and the candidates accepts there is need to prepare a formal contractual of
Employment containing contractual terms of employment.

Documents to be at the time of recruitment and selection process

1) Resume
 Personal information
 Job information
 Emergency contact information

2) Interview Rating sheet

3) Offer letter

4) Application Form.
 Personal details
  Educational details
 Health details
 Previous Employment details
 Family details
 Reference
5) Appointment letter
6) Confirmation letter

Recruitment policy
Policy no 1 Subject Date Issued
BFL -1 Recruitment policy 1 Oct 2017

A)Purpose
To ensure that we always hire the right people at right role at right time

B) Applicability
cover the all the vacant position across the functional levels and hierarchy
C) policy
1) which considering candidate for recruitment opportunity will be given to the candidate who
have required qualification skill and competency for the said job . other things being equal
discrimination will be made on the gender , race and religious belief .
2) No person below the age of 18 year will be recruited in company .
3) for safety and security reasons , all interview all will be conducted HR department only.
4) company normally recruits the following category of personnel as per detail give in below :
SN Entry level Qualification Required Age Training
Period
1 Graduate B.E.(M) , B.E.(P), B.E (E), 60% Below 25 One year
Engineer Trainee

2 Diploma D.M.E/ 50% Below 25 One year

Engineer D.E.E/D.E.R.E/DETC/D.A.E
trainee D.P.E

3 Trainee B.Sc, 50% Below 25 One year

Technician
 4 Trainee ITI – With following trades pass Below 25 Seven
Operation – month
Grinder , Machinist , Fitter ,
Turner
5 Casuals S.S.C Pass Below 25 Six
Class month

Recruitment approval :
RECEUITMENT
AUTHORITY
Position Preliminary Final

Head , Sr. VP & VP Department Head, Dy. C.M.D

Managing director and head
H.R
AVP Dy. Managing director / Dy. Managing director and
department head and head C.M.D
H.R
Sr. Manager To Engineer functional head and H..R Department Head
executive

Trainee Below Functional head and H.R Department Head

executive
` H.R executive Sr. Manager : H.R
Casuals

Internal recruitment :
1) As the conscious focus of the organization to nurture high potential talent
suitable career growing opportunities given in the organization .effort is
always made to fill the vacancies from existing human resource pool.
2) The entire process would be done through the internal job posting (IJP) and
communication including the job profile , candidate profile eligibility (who
can apply ) application deadline etc.
3) officers positing necessary skill , knowledge and experience matching with
those required for the job may apply through the appropriate communication
channel as prescribed in the ILP.
Recruitment source
 Internal job positing
 H.R data bank
 Referrals
 Placements consultants / Head hunters
 Advertisement – in newspaper

Hiring consultants :
It is necessary to identify and engage profession hiring consultant to help HR source quality candidate for
middle and level positions.

Processes guideline ( to engage a new hiring consultant) :

 HR would identify the consultants the in all the regions based on their current clients distribution,
database size, past performance records and industry feedback.
 Regional head at branch / regional level can also identify a consultant and the details need to be
sent to HR for future discussions and approval.
 HR will negotiate the terms and condition with all the identified consultant rolling out the formal
agreements with them.

Recruitments at Regional Level :

At the branch level branch heads, in coordination with HR, would be responsible to the plan,
initiate and organize the preliminary rounds of interview for most of the existing vacancy.

 Once the preliminary rounds are completed, CVs along with the dully filled up interview
evaluation form of the short list candidates are to be send to the HR at pune for Future processing.
 HR would organize the final interview in coordination with concerned interviewing Authority.

Reimbursement of travel expense for candidate to attend the interview.

Only outstation candidate will be give travel reimbursement.
 Up to Dy. Manager : 2nd class railway fare / Bus fare.
 Manager, senior manager and AVP: 1st class railway fare /bus fare / (economy class Air fare VP
with prior approval from director (HR and IR)
 VP and above, case to case basis.
 Reimbursement will be against submissions of relevant travel document and proof of payment.

Recruitment procedures :
New Manpower :
The department head to be give their recruitment detailing the position required skill sets and
qualification to the chairman for approval recruitment will be done by HR upon approval from
Chairman.
Replacement of Manpower :
The functional head needs to fill the personnel requisition form and get approved from their
department head and then the chairman.
 On receipt of approval from chairman the sanction / personnel requisitions form is sent to HR in
turn check with their current data bank if there are suitable candidates or through internal job
positing. It not found HR will source the requirement to placement agency or the requirements
will be advertised.
The application received in response to the sourcing /advertisement will be scanned by HR and
the shortlisting resume are to be send to the departments for the further shortlisting. Only the
candidates shortlisted candidate are called for interview by HR.

Interview Process :
The candidate are called via email and their appointments is also confirmed telephonically. HR
will also send the candidates the employment application form, which the candidate is required to
fill in and bring with him along with him at the time of interview. In case of outstation candidates
they will be telephonically interview to find out their suitable for the position. If found suitable,
only then candidates called for next round of interview to the organizations.

Documents to be brought by the candidate at the time of interview :

1) Original qualifications certificates along with set of Xerox copies
2) Original experience certificates along with a set of copies
3) Current salary slip / CTC proof
4) Photo identity to carried ( pas card / passport)

The HR will interview the candidates then the candidates will be interview by the concerned HOD. The
recommendation will record on evaluation sheet and handed over to HR on the same day.
Once the candidates is finalized HR will take chairman’s approval for appointment and then only
appointment letter will be issued to the candidate.
Reference / background checking :
All reference / background checking will be done by HR upon finalization of the candidate ( this
will be done after the candidate joins the organizations).

Consultant / Advisor / Retainers

Appointment to these positions will be made as per following guideline - :
1) Concerned department will identify the candidate with help of HR.
2) Candidates will be interviewed by department head and director (HR and IR)
3) Proposal for appointment will be prepared by HR and sent for approval to chairman
4) Appointment letter will be issued by HR
5) 15 days of leave will be given each calendar and year, which will not be enclosed nor carried
forward.

Notice for joining / Notice Day :

 Generally joining time given to the candidates is one month from the date of receipt of
appointment order. In exceptional cash, depending upon the company’s priority for filling up the
position the company will reimburse to the candidate 50 % of notice pay. This payment will be
done at the time of joining upon submission of receipts by the candidates.

In case the candidates leave the organizations within a period of two year, he will have to
reimburse the entire sum paid to him towards notice pay to the company.

Reimbursement of relocation expenses to new appointees :

Office joining BFL will be eligible to avail relocation expenses as per detail given below -:
Grade Eligibility

For VPs and above At actual

AVPs 75 % of the expense or subject

to maximum Rs. 25000
Up to senior Manager 50 % of the expenses or subject
to maximum Rs. 15000

 This will be effective from 01.10.2012

 CHAPTER 4
RESEARCH MEHTODALOGY
Introduction research is commonly known to be search for knowledge, research is an art of scientific
searching for specific information. According to Clifford woody, research comprises defining and
redefining problem, formulating hypothesis or research comprise defining and redefining the problem,
formulating hypothesis or suggesting solutions, collecting, organizing and evaluation data marking
deduction and reaching conclusion and further testing the conclusion whether they fit into information
hypothesis.

Definition : ( source – Redman & more 2003)

Research is a delight and systematic investigation in subject in order to discover or revise fact, theories,
applications etc.
Methodology is the system of methods followed by particular particulars discipline thus research
Methodology is the way how we conduct our research.
Objective of study
 To study the existing recruitment and selection process.
 To study different sources of recruitment.
 To search headhunt people whose skill and experience fit to the organizations strategies
 To study various factors affecting recruiting and experience process.

Formulating research problem :

The research problem is refer to some difficulty which a researchers experience in the context of
either a theoretical or practical solution and want obtain for solution a research problem is one
which requires finding out he. Best solutions.
It observed that company management facing problem of performance and quality, and also
recruitment employees with the right qualifications to match their need. This research is carried
out for to understand the employment requirements and selection process to right man to right job
strategy.
Research design :
Research design is the arrangements of condition for the collection and analysis of data in the
manner to continue relevant to research purposes.

Descriptive and explorative research :

Sampling design :
A sample design is a Define plan for obtaining a sample from a definite population. It refers to
the techniques or the procedure the researchers would adopt in selecting items for the sample. It is
determine before data is collected. There are to different types of sample design based on two
factors such as researchers basis and elements selection technique basis. For the representation
basis the sample may be probability or non- probability sample.

In the research, Random Sampling method, is used for selection sample.

Sample size design :

It refers to the number of element to be included in the study. Sample size saw 30 and sample
units consider were the administrative office staff

Data collection :
This report was prepared after collecting data from survey.

Method of Data Collection :

The two main method of collecting data adopted conduction survey are

1) Primary data
2) Secondary data

1) Primary data :
Primary data are those which are collected by investigator himself for the first time it
involves large expenses in terms of money energy and time.
In this study, primary data collected to understand the existing recruitment and
selection process the organizations is using. Data collection by meeting respondent
personally and first-hand information was collected.
The Research Approach : Survey Method
The Research Instrument : Structure Questionnaire ( close ended)
2) Secondary data :
Secondary data represent a very powerful tool for research as entire research work is
carried out on the basis of secondary data. It is nothing but the backbone of research
work. Secondary data is the one which has already been collected and analyzed by
data is available in the published form.
Secondary data is collected from Internet, register, records, journals articles

Analysis of data :
One data is collected then it should be analysis and processed through tabulation. The
data of score of the questionnaire was fed into the excel. This data is then
conversation of collected data.
Data Interpretation :
It is the theory explanation. After testing the hypothesis the research come out with
his conclusion.
CHAPTER 5
DATA ANALYSIS & INTERPRETATION