INTRODUCTION ON RECRUITMENT:

‘Recruitment is the process of generating a pool of capable people to apply for employment to an
organization. Selection is the process by which managers and others use specific instruments to
choose from a pool of applicants a person or persons more likely to succeed in the job(s), given
management goals and legal requirements

In other words, the concept of recruitment and selection is to recruit the employee for suitable
job.In this process we can follow two procedures - recruitment and selection. Recruitment is
simply defined as the process to attract the people towards organization before selecting suitable
candidates for the job. Whereas selection means the process of finding out the most suitable
candidate to the job out of the candidates recruited.

The definition of recruitment by Edwin B.Flippo“The process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.”

After recruiting the prospected employees we can select the right employee for the right job. The
selection procedure is the system of functions in company to ascertain whether the candidate‘s
specifications are matched with the job specifications and requirements or not.

At the strategic level it may involve the development of an employer brand which includes an
'employee offering'.

The stages of the recruitment process include: job analysis and developing a person
specification; the sourcing of candidates by networking, advertising, or other search methods;
matching candidates to job requirements and screening individuals using testing (skills or
personality assessment); assessment of candidates' motivations and their fit with organizational
requirements by interviewing and other assessment techniques. The recruitment process also
includes the making and finalizing of job offers and the induction and on boarding of new
employees.

Depending on the size and culture of the organisation, recruitment may be undertaken in-house
by managers, human resource generalists and / or recruitment specialists. Alternatively parts of
all of the process might be undertaken by either public sector employment agencies, or
commercial recruitment agencies, or specialist search consultancies.
NEED FOR THE STUDY:
Recruitment & Selection plays a very vital role in any organization because it decides the quality
of its employees in its organization. If there is no apt Recruitment & Selection Policy in any
organization, it would be really difficult for the organization to survive for a long period. Such is
the importance of Recruitment & Selection policy based on which competent people and the
right person for the right job can be selected.

The recruitment and selection of employees is fundamental to the functioning of an organization,

and there are compelling reasons for getting it right. Inappropriate selection decisions reduce
organizational effectiveness, invalidate reward and development strategies, are frequently unfair
on the individual recruit and can be distressing for managers who have to deal with unsuitable
employees

In VSP, there are more than 20,000 employees who are working in the company. Since it is a
manufacturing sector, the employees should posse’s multi skills to manage the things around. So
there is always a need to know the quality of personnel recruited in VSP or any other
organization.

A BRIEF PROFILE OF VISAKHAPATNAM STEEL PLANT:

BACKGROUND:

The Government of India has decided to set up an integrates Steel Plant at

Visakhapatnam to meet the growing domestic needs of steel. Visakhapatnam Steel Plant was
the effect of the persistent demands and mass movements. It is another step towards increasing
the country’s steel production.

The decision of the Government to set up an integrated steel plant was laid down by the
ten Prime Minister Smt. Indira Gandhi. The Prime Minister laid the foundation stone on 20 th
January 1971.

New technology, large-scale computerization and automation etc, are incorporated in the
Plant at the international levels and attain such labour productivity, the organizational manpower
has been rationalized. The manpower in the VSP has been limited to 17,500 employees. The
plant has the capacity of producing 3.0 million tones of liquid steel and 2.568 million tones of
saleable steel.

It has set up two major Blast furnaces, the Godavari and the Krishna, which are the envy
of any modern steel making complex.

VSP Technology: State-of-the Art

 7 meter tall Coke Oven Batteries with coke dry quenching
 Biggest Blast Furnaces in the country
 Bell-less top charging system in Blast Furnace
 100% slag granulation at the Bf Cast House
 Suppressed combustion – LD gas recovery system
 100% continuous casting of liquid steel
 “Temporal” and “Stemcor” cooling process in LMMM & WRM respectively
  Extensive waste heat recovery systems
 Comprehensive pollution control measure
Main Products of VSP:
(a) Steel products :
1. Angles 10. Net Coke
2. Billets 11. Coal tar
3. Channels 12. Anthracene oil
4. Beams 13. HP Naphalene
5. Swuares 14. Benzene
6. Falts 15. Toulene
7. Rounds 16. zylene
8. Re-bars 17. Wash oil
9. Wire Rods
(b) By-products:
1. Granulated slag
2. Lime Fines
3. Ammonium Sulphate

OBJECTIVES:

The objectives of the study are

 To know about the Company in brief and to understand the Personnel Department at
RINL-VSP
 To study and understand the recruitment system followed in VSP for executives and non-
executives.
 To understand reservation policy for recruitment and post based Roster system followed
in VSP.
 To know the selection process of employees and its impact on job satisfaction.
 To study and analyze the need of any modification in the current recruitment procedure
of VSP.

RESEARCH METHODOLOGY
Data Collection:
Research methodology is the systematic way to solve the research problems. The relevant data
has been collected from two different sources
 Primary source.
 Secondary source.

Primary source:
The primary data is collected through observations and also through questionnaire. The
questionnaire is circulated among the employees to collect information.
Secondary source:
The secondary data is collected through company journals, intranet and internet.

QUESTIONNAIRE ADMINISTRATION:

The questionnaire was prepared after counseling with the Company Guide. A set of
questionnaire was prepared. A five point scale “strongly agree to strongly disagree” was used for
this purpose.

SAMPLE DESIGN:
A sample of 150 respondents was taken using random sampling. The researcher contacted the
employees personally and brief summary of the nature of the study and details in the
questionnaire were narrated to them.

PERIOD OF STUDY:

The present study had been undertaken for period of 45 days.

STATISTICAL TOOLS USED:
For the purpose of present study, percentage analysis was used.

SIGNIFICANCE

Recruitment and selection can play a pivotally important role in shaping an organization’s
effectiveness and performance, if work organizations are able to acquire workers who already
possess relevant knowledge, skills and aptitudes and are also able to make an accurate prediction
regarding their future abilities. If we accept this premise, recruiting and selecting staff in an
effective manner can both avoid undesirable costs – for example those associated with high staff
turnover, poor performance and dissatisfied customers – and engender a mutually beneficial
employment relationship characterized, wherever possible, by high commitment on both sides

SCOPE &LIMITATIONS

SCOPE:
The findings of the present study cannot be generalized as they are based purely limiting to the
one unit of this singular organization without giving any comparisons to the practices in similar
industry. Being a company spread all over India, for all practical reasons and limitations, we may
not be able to travel to all Steel Plant units. Thus, this study limits to the Visakhapatnam Steel
Plant only.This study is more of professional oriented. Hence it cannot be constructed to denote
and / or purported to standardize as a model for this project.

LIMITATIONS:

 The time constraint there to study all the policies of VSP, as it is a very fast topic.

 Sample size collected is not very large.

 Subjectivity on this part in interpretation and analysis.

 Although all attempts were made to make this an objective study, biases on the part of
respondents might have resulted in some subjectivity.

 Though, no effort was spared to make the study most accurate and useful, the “sample Size”
selected for the same may not be the true representative of the Company, resulting in biased
results.

Chapter 1. Theoretical Frame work.

Chapter 2. Methodology.

Chapter 3. Profile of the Organization Visakhapatnam steel plant.

Chapter4. Recruitment in Visakhapatnam steel plant.

Chapter 5. Data Analysis.

Chapter 6. Findings and Suggestions.