A

SUMMER TRAINING REPORT

On

STUDY ON SELECTION & RECRUITMENT POLICY OF

“KaTPP”
BY
ARSHIN MANSOORI

22MEJXX600
RAJASTHAN TECHNICAL UNIVERSITY

In partial fulfillment

of the requirement for

the

The award of the Post Graduate Degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

Mrs .Aditi Dwivedi Mr. Vikas Verma

HOD Director HR
Department of Management Studies Kalisindh Thermal Power Plant

DEPARTMENT OF MBA

RAJATHAN TECHNICHAL UIVERSITY

Session 2022-2023
 “STUDY ON SELECTION & RECRUITMENT POLICY OF KaTPP”

NAME : ARSHIN MANSOORI

ROLL NO. : 22MEJXX600
SESSION : 2022-2023
TRAINING PERIOD : 21/08/23-04/10/23
DAYS : 45 DAYS
SUBMITTED TO

Department of MBA

Rajasthan Technical University, Kota

(2022-2023)

Prepared and presented to

UNDER THE GUIDANCE OF

COMPANY’S GUIDE NAME:

Mr. SURESH KHANDELWAL

(RELATIONSHIP MANAGER)

BY ROLL NO.
ARSHIN MANSOORI 22MEJXX600
 SUMMER TRAINING PROJECT EVALUATIONFORM

Name of Student : ARSHIN MANSOORI

Institute Roll No. : 22MEJXX600 Session : 2022-2023

Name of Organization : Kalisindh Thermal Power Plant (KaTPP)

Address : Kalisindh Thermal Power Plant, Rural Rd, Neemoda , Rajasthan

Place: Jhalawar Pin : 326023 Phone.: 07432 2740413 Fax No. :

Duration of Training Period from 21/08/2023 to 04/10/2023 No. of Working Days: 45

1) How to you rate the overall training programme as an educational experience?

Excellent (Y) Very good ( ) Good ( ) Fair ( ) Poor ( )

2) To what extent will it help you in future?

To large extent (Y) To some extent ( ) Negligible extent ( )

3) Indicate subject/ area to which training was found relevant.

Training was found relevant regarding the area selection and recruitment.

4) Indicate the level of interest taken by the training

organization High ( ) Moderate
(Y) Low ( )

5) Any other comments/ suggestions

I had enjoyed my summer training, learned skills which are useful in future and may be inventory
planning is more precise for high level business.

Dated : 04/10/2023

Signature of the Student

 FEED BACK FORM

1. Name of the Industry : Rajasthan Rajya Vidyut Utpadan Nigam Limited (RVUNL)
2. Concerned Group : Kalisindh thermal power plant (KaTPP)
3. Turn Over (in terms of Capital) : 400-450 crore
4. Work Force: 55+
5. Description of Process: Selection & Recruitment
6. Areaof Training: Selection & Recruitment
7. Contact details of the Person responsible for Summer Training Project:
a. Name of contact person: Mr. VIKAS VERMA
b. Designation: Director HR
c. Communication address: Kalisindh Thermal Power Plant, Rural Rd, Neemoda . Rajasthan
d. Phone No. with STD code: 07432 -243009
e. EmailAddress:

Name of the student : Arshin Mansoori

Institute Roll No: 22MEJXX600

Class: MBA, 3rd semester

Phone : Mobile No. : 7014621456

Email: Arshinarif999@gmail.com

Dated : 04/10/2023

Signature of the Student

RAJASTHAN TECHNICAL UNIVERSITY ,
KOTA

ACKNOWLEDGEMENT

I am neither a research expert nor a trend spotter; I am a management student with foundation of
management principles and theories, who is curious about various sectors and its latest
happenings.

Definitely, I can‘t ignore the technology, with internet as the backbone and those search engines
which helped me in building up this research project.

To being with, I am obliged to Mr. S.S. MEENA CHIEF ENGINEER and Mr. VIKAS
VERMA(HR Director) Kalisindh thermal power plant. who allotted me this interesting topic and
with outwhose guidance and constructive criticism this repot might have not been completed. I
appreciate for their cooperation and contributions for helping me in making project factual and
information.

I would like to express my heart full gratitude to Mr. VIKAS VERMA(HR Director),
KALISINDH THERMAL POWER PLANT. Who helped me in sharpening my thinking by
cheerfully providing challenging comments and questions. Without the individuals have
provided, this project would have lost much of its refreshing realism. I‘m also thankful to the
management & all employees of KALISINDH THERMAL POWER PLANT.

I also express my gratitude to Mr. KARTAR SINGH (Director), Mrs. ADITI DWIVEDI.
(H.O.D) and ALL FACULTY MEMBERS OF MBA DEPARTMENT OF RAJASTHAN
TECHNICAL UNIVERSITY , KOTA who have been instrumental in making this report useful one.

Lastly, I would like to thanks to the ALMIGHTY and my parents for their moral and financial
support and my colleagues with whom I shared my dad-to-day experiences and received lots off
suggestions that improved my work quality.

BY ARSHIN MANSOORI
 PREFACE

I opted for this particular topic named “Recruitment & Selection” because recruitment and
selection procedures have taken a dramatic change in the industry. Human resource is responsible
for giving birth to human embalmers. The core function of an organization is Recruitment and
Selection because the organization doesn’t want to be a bad recruiter by selecting manpower that
might have the potential to spoil the long earned goodwill or corporate image and also incur heavy
recruitment costs on them.

Selection, is the process of picking individuals who have relevant qualifications to fill jobs in an
organization. The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organization best, to find out which job applicant will be
successful, if hired. To meet this goal, the company obtains and assesses information about the
applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched
with the profile of candidates.

Recruitment, refers to the process of attracting, screening, and selecting qualified people for a job
at an organization or firm. For some components of the recruitment process, mid- and large-size
organizations often retain professional recruiters or outsource some of the process to recruitment
agencies. It is the process to discover sources of manpower to meet the requirement of staffing
schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force. The main objective of the recruitment
process is to expedite the selection process.
 TABLE OF CONTENT

TITLE 1-1

CERTIFICATION FROM ORGANISATION 2-2

PRACTICAL TRAINING CERTIFICATE 3-3

ACKNOWLEDGEMENT 6-6

PREFACE 7-7

INDUSTRY PROFILE 8-17

INTRODUCTION 9-9

CONTRIBUTION OF THERMAL POWER PLANT IN INDIA 10-10

INTRODUCTION OVERVIEW OF KaTPP 11-13

SELECTION OF SITE FOR THERMAL POWER PLANT 14-15

PRINCIPLE OF OPERATION 16-17

18-27
SPECIAL RESEARCH ON SELECTION & RECRUITMNENT
LITERATURE REVIEW 28-30

OBJECTIVES OF STUDY 31-32

RESEARCH METHODOLOGY 33-34

35-42
ANALYSIS & INTERPRETATION OF RECRUITMENT &
SELECTION
CONCLUSION 43-44

BIBLIOGRAPHY 45-46

ANNEXURE-I 47-47

ANNEXURE-II 48-48
INDUSTRY PROFILE
Everybody must be having a thought that a thermal power plant is a place where electricity is
produced. But do you know how it is produced? How the chemical energy stored in fuel is
converted into heat energy which forms the input of power plant i.e. steam and electrical energy
produced by generator? Power is the single most important necessity for common people and
industrial development of nation. In a conventional power plant the energy is first converted to a
mechanical work and then is converted to electrical energy Thus the energy conversions
involved are:

The first energy conversion takes place in Boiler or Steam Generator, second
in Turbine and the last conversion takes place in the Generator.

A thermal power station is a power plant in which the prime

mover is steam driven. Water is heated, turns into steam and
rotates the turbine which drives an electrical generator after that
steam pass through in a condenser where it condensed and
recycled to again in boiler; this whole cycle is known as
RANKINE CYCLE.
 CONTRIBUTATION OF THERMAL POWER PLANT IN

INDIA

In India, Thermal Power Plant contribute about 60% of the total electricity produced.

Pie chart shows the electricity production percentage by different sectors-

Fig-percentage of electricity produced by different sectors

INTRODUCATION OVERVIEW OF KaTPP

Fig-KaTPP 3D VIEW
Kalisindh Thermal Power Project is about 760 K.M. from Kurukshetra Junction. It is located in
Jhalawar. The proposed capacity of coal based Thermal Power Project is 1200 MW. The project
site is about 12 km from Jhalawar (Distt.-Head quarter) and NH-12. Site is comprising of 5
villages viz. Nimoda, Undal, Motipura, Singhania and Devri. It is 2km from state highway
No.19 and 8 km from Ramganj Mandi - Bhopal broad gauge rail line

Fig-route between Kurukshetra Junction to Kalisindh Thermal

Power Plant

The site selection committee of Central Electricity Authority has visited the
Nimodha and its adjoining villages of Jhalawar Distt. And site was found techno-
economical feasible for setting up of a Power Project. The Govt. of Raj. have
includedthat project in 11th five year plan. The estimated revised cost of the project is
Rs.7723 Crores. M/s. TCE Banglore has been appointed as the technical consultant for
the project. The state irrigation department has allotted 1200 mc ft water for the project
from proposed Kalisindh dam. The origin of the Kalisindh river
is from northern slop of Vindya Mountains . The river enters from MP to Rajasthan near
village Binda. After flowing 145 km in Rajasthan, the Kalisindh river merges in Chambal
river near Nanera village of Distt. Kota.Its catchment area is about 7944 sq.km in
Jhalawar & Kota Distt. The existing Dam is located at Bhawarasa village, primarily for
P.H.E.D. purpose is being uplifted for providing a storage of 1200mcft water for this
powerproject.

The GOR has allotted 842 bigha Government land and acquired 1388 bigha private
khatedari land for the thermal project .Phase-1 will be constructed on 1400 bigha land
only.EPC contract has been awarded to M/s. BGR Energy System Chennai on
dt.09/07/08,through ICB route at cost Rs.4900Crores. Ministry of coal, Govt. of India has
allotted Paras east and Kanta basin coal blocks to RVUN in Chhattisgarh state. The
RVUN has formed new company under joined venture with M/s. Adani Enterprises for
mining of coal blocks and new co mpany started the work. Annual coal requirement for
the project is 56 LacsTPA.GOR also decided to setup two new units of2x660MW in next
few years.

2x60 KALISINDH THERMAL POWERP ROJECT-JHALAWAR

OWNER RVUNL

OWNER’S TATA CONSULTING

CONSULTANT ENERGY LTD. MUMBAI

EPC BGR ENERGY SYSTEM LTD.

CONTRACTOR CHENNAI
 SELECTION OF SITE FOR THERMAL POWER PLANTS

Following factors must be considered for selection of site for thermal power stations :
1. Availability of raw material
2. Nature of land and its cost
3. Availability of water
4. Load center
5. Transport facilities
6. Availability of labour
7. Ash disposal facilities
8. Future expansion
9. Pollution
10. Away from air fields

1. Availability of raw material :

Modern steam power plants using coal or oil as fuel require very large amount of fuel per annum.
On rough estimates, a steam power plant of 300 MW capacity requires about 3000 tonnes of coal per
day. Therefore, it is necessary to locate the plant as far as possible near the coal fields to reduce the cost
of transportation of fuel. If the plant is located away from coal fields it may create problems due to
failure of transportation system, strike in mines etc.
For above reasons, atleast 15 days coal supply is needed to be stored at site. It results into :
(a) Increased space requirement
(b) Increased investment
(c) Additional staff requirement
(d) Losses in storage
In case it is not possible to locate the plant near the coal fields then it must be located near the railway
station to reduce the cost of road transportation cost from railway station to site of power plant.
2. Nature of land and its cost :
The site selected should have high bearing capacity of at least 10 N / mm² to withstand dead load of the
plant. It would reduce the cost of foundation of the plant. Total space required is 1500-2500 m² per MW
capacity of plant including the space required for coal storage and ash handling system. Therefore , the
land cost must be reasonable to reduce its capital cost.
To reduce the civil engineering cost, the land selected should not need much levelling of site i.e. it
should not require filling or blasting. Also, the site selected should not have any mineral deposits.

3. Availability of water :
Steam plants use water as working fluid which is repeatedly evaporated and condensed. It also needs
about 2% of steam generated as make up water due to its loss.
Also, considerable amount of water is needed for condensing the steam in condenser.
On rough estimates it requires about 18 x 10 litres of water per day for a 300 MW capacity plant and 36
x 10 litres of water as make up water. Thus, it is necessary to locate a thermal power plant near a place
where required quantity of water is available throughout the year e.g. near a river, sea or lake.

4. Load centre :
A power plant must be located near the load to which the power is supplied. However, it is not possible
to locate the power plant near all the loads. As such the centre of gravity (C.G) of all the loads is
determined with reference to reference axis where the plant is usually located. The location of power
plant at C.G. of loads reduces the cost of transmission lines and the losses occurring in it. It should also
take into account the future developments while selecting the load centre.

5. Transport facilities :
The power plant should be located where the adequate transport facilities are available for transportation
of fuel and heavy machinery for installation.

6. Availability of labour :
Large men power is needed during the construction of plant. Therefore, labour should be available near
the construction site at cheap cost.

7. Ash disposal facilities :

Huge amount of hot ash comes out of the coal based thermal power plants which is hazardous to human
and plant life. It is corrosive and polluting in nature. Therefore, there must be sufficient space and
facilities available to dispose of large quantity of ash.

8. Future expansion :
The site selected should be such that it allows economic extensions of the plant with the estimated
growth of load.

9. Pollution :
The thermal power plants should be located away so as to avoid any nuisance from smoke, fly ash,
noise and heat discharged from the plant.

10. Away from air fields :

The power plant should be located away from the densely populated and industrial area by taking into
account the aerial warfare.
 PRINCIPLE OF OPERATION

For each process in a vapour power cycle, it is possible to assume a hypothetical or ideal process
which represents the basis intended operation and do not produce any extraneous effectlike
heat loss.

1. For steam boiler, this would be a reversible constant pressure heating process of
waterto form steam.

2. For turbine ,the ideal process would be a reversible adiabatic expansion of steam.

3. For condenser, it would be a reversible a constant pressure heat rejection as the

steam condenser till it becomes saturated liquid.

4. For pump, the ideal process would be the reversible adiabatic compression of
liquid ending at the initial pressure.

5. When all the above four cycles are combined, the cycle achieved is called RANKINE
CYCLE. Hence the working of a thermal power plant is based upon Rankine Cycle
with somemodification.
 THERMAL PLANT OPERATION PROCEDURE
The basic understanding of the modern thermal power station in terms of major
systems involved can be done under three basic heads viz. generating steam from coal,
conversion of thermal energy to mechanical power and generation & load dispatch of
electric power.

 COAL TO STEAM- The coal is burnt at the rate upto 200 tonnes per hour. From
coal stores, the fuel is carried on convey or belts to bunkers through coal tipper. It
then falls into coal pulverizing mill, where it is grounded into powder as fine as
flour. Air is drawn into the boiler house by drought fan and passed through
Preheaters. So me air is passed directly to bunker and rest, through primary air
fan, to pulverizing mill where it is mixed with powdered coal. The mixture is then
carried to bunker of furnace where it mixes with rest of the air and burns to great
heat. This heats circulating water and produces steam, which passes to steam
drum at very high pressure. The steam is then heated further in the Superheater
and fed to high pressure cylinder of steam turbine. . The spent steam is sent to
condenser, where it turns back to water called condensate. Condensate is sent tol
ower part of steam drum through feed heater and economizer. The flue gases
leaving boiler are used for heating purpose in feed heater, economizer, and air
Preheater.
 STEAM TO MECHANICAL POWER- Steam first enters the high pressure
cylinder ofturbine where it passes over a ring of stationary/fixed blades which acts
as nozzle and directs steam onto a ring of moving blades. Steam passes to the
other cylinders through reheater and the process is repeated again and again. This
rotates the turbine shaft upto 3000rpm. At each stage, steam expands, pressure
decreases and velocity increases.
 MECHANICAL POWER TO ELECTRICAL POWER- To obtained the
electrical power from mechanical power we connect the shaft to an alternator’s
armature. When thearmature is rotated and electric current is produced in the
stator’s windings. The generated electricity is of order 25,000 volts.
 SWITCHING AND TRANSMISSION-The produced electricity is can’t to
transmitted as this state so It is passed to a series of three switches called an
isolator, a circuit- breaker, and another isolator. From circuit-breaker, current is
taken to bus bars and then to another circuit-breaker with it’s associated isolator
before being fed to the main Grid. Each generator has its own switching and
transmission arrangement. Three-phase system is used for power transmission.
CONTROL AND INSTRUMENTATION- Control and Instrumentation (C & I)
systems are provided to enable the power station to be operated in a safe and
efficient manner while responding to the demands of the national grid system.
These demands have to be met without violating the safety or operational
constraints of the plants.
SPECIAL RESEARCH
ON RECRUITMENT
AND SELECTION
 What is Selection?
The selection process refers to choosing the best candidates for the job based on their qualification and abilities.
“Selection is the process in which candidates for employment are devided into two class, those who are to be
offered employment and those who are not.”

The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping
the organization in reaching its objectives.

Definition by different Authors :-

 Selection is the process of choosing from the candidates, from within the organization of from outside ,the
suitable person for the current position or for the future position.
 Employee selection is a process of putting a right applicant on a right job.
 Selection of an employee is a process of choosing the applicants, who have the qualifications to fill the
vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling the vacancies in an organization.

Importance of Selection

Selection is an important aspect for the organization due to the following

reasons :
 It helps in identifying the right candidates for a company
 It analyses the performance of work in each candidate
 It helps in avoiding false negatives and false positives of the candidates
 A well-structured selection process helps organizations comply with legal requirements and avoid
discrimination in hiring practices.
 It helps avoid any biasing while recruiting the right candidate.

ADVANTAGE OF SELECTION

A good selection process offers the following advantages -

 It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
 It provides a guideline to evaluate the candidates further through strict verification
and reference-checking.
 It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, work attitude, etc.
 It helps avoid any biasing while recruiting the right candidate.

 It is cost-effective and reduces a lot of time and effort.

Process of selection

SSS
What is Recruitment?
Recruitment is a process of placing the right person in right place at right time.
Recruitment is finding and attracting capable applicants for employment. The process begins when new recruits
are sought and ends when their applications are submitted. The result is a pool of applications from which new
employees are selected.

Recruitment is an important part of an organsation’s human resource planning and their competitive strength. HR
helps to determine the number and type of people in an organization needs.

job Description :-Job description is a simple, concisely written statement explaining the contents and essential
needs of a job and a summary of the duties to be performed. It gives a precise picture of features of each job in
terms of task contents and occupational requirements.

Job Specification :-Job specification is a statement of the minimum acceptable human qualities necessary to
perform a job satisfactorily. It translate the job description into terms of the human qualifications which are
required for a successful performance of a job.

Features of recruitment

* Recruitment is a process or a series of activities rather than a single act or event.

* Recruitment is a linking activity as it brings together those with jobs (Recruiter) and those seeking jobs
(prospective employees).
* Recruitment is a positive function as it seeks to develop a pool of eligible persons from which most suitable ones
can be selected.
* Recruitment is an important function as it makes it possible to acquire the number and type of persons necessary
for continued function of the organization.
* Recruitment is a pervasive function.
* Recruitment is a two way process-recruiter chooses whom to recruit,prospective employee chooses where to
apply .
* Recruitment is a complex job as many factors affect it, e.g. image of the organization, nature of jobs offered,
organizational policies etc.
RECRUIeTMENT NEEDS ARE OF THREE TYPES
* Planned: the needs arising from changes in organization and retirement policy.
* Anticipated:Anticipated needs are those movements in personnel, which an organization can predict by
studying trends in internal and external environment.
* Unexpected:Resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE AND IMPORTANCE OF RECRUITMENT

* Attract and encourage more and more candidates to apply in the organization.

* Create a talent pool of candidates to enable the selection of best candidates for the organization.
* Determine present and future requirements of the organization in conjunction with its personnel planning and job
analysis activities.
* Recruitment is the process which links the employers with the employees.Increase the pool of job candidates at
minimum cost.
* Help increase the success rate of selection process by decreasing number of visibly under qualified or
overqualified job applicants.
* Begin identifying and preparing potential job applicants who will be appropriate candidates.
It helps in increasing organizational effectives for a short and long term
Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job
applicants.
Process of recruitment
Recruitment Strategy

Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for
hiring the resources. After completing the preparation of job descriptions and job specifications, the
next step is to decide which strategy to adopt for recruiting the potential candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment
 Geographical area
 Recruitment sources
The development of a recruitment strategy is a long process, but having a right strategy is mandatory to
attract the right candidates. The steps involved in developing a recruitment strategy include −

 Setting up a board team

 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy

Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon the requirement
of the job. After the recruitment strategy is done, the searching of candidates will be initialized. This
process consists of two steps −
 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.
 Selling − Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.
Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two
categories: Internal Sources and External Sources
Internal Sources

Internal sources of recruitment refer to hiring employees within the organization through −

 Promotions
 Transfers
 Former Employees
 Job Posting
 Employee Referrals
 Previous Applicants
 Present employees

External Sources

External sources of recruitment refer to hiring employees outside the organization through −

 Direct Recruitment

 E-recruitment

 Acquisition and mergers

 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Associations
 Campus Recruitment
 Word of Mouth
Difference between recruitment and selection
LITERATURE
REVIEW
Most employers recognized the fact that there staff is there greatest asset, and the right recruitment and induction
processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an
organisation depends on having the right no. of staff, with the right skills and abilities. Organisations may have
dedicated personnel/human resource function over seeing this process or they may devolve these responsibilities to
line manager and supervisor. Many people may be involve, and all should be aware of the principles of good
practice. Even it is essential to involve others in the task of recruitment and selection.

ARTICLE : Challenges in Recruitment and Selection Process: An Empirical Study

AUTHOR : SOPHIA DIAN ROZIRO AND OTHERS

SUMMARY : The study indicated that there are some restrictions and it was considered an
introductory study for future research. The first limitation relates to the cross- sectional nature of this
study describing participants' feelings and thoughts about the selection process at a particular time only.
Therefore, the results are based on the participant's emotions for that period only rather than evidence
over a period of time for all VTA members. Another limitation is that the results are presented only to
the views of the participants in this study only, and therefore represent a partial perspective for
reviewing the selection process when considering all other employees in the organization who did not
participate in the study. Based on the results of this research, one of the important results is to provide a
comprehensive and representative research.

By involving more participants from each organization in this sector. This will greatly enhance the
empirical knowledge base on employee selection as well as provide valuable insights and comparisons
on perceptions of talent acquisition between different sectors. This will make a valuable contribution to
developing a more comprehensive understanding of talent acquisition and staff selection in the
recruitment process.

OBJECTIVES OF STUDY
 To study the "recruitment and selection policy followed in KaTPP.
 To study the various sources of recruitment followed in KaTPP.
 To learn what is the process of recruitment and selection that should followed.
 To study the method of KaTPP.
 To understand the job analysis of the vacancies which encompasses of different level.
 RESEARCH
METHODOLOGY
DESCRIPTIVE RESEARCH
Descriptive research study includes surveys and fact-finding enquires of different kinds, which help the researchers
to describe the present situation that makes the analysis about the effectiveness of employee satisfaction among the
employees and helps to reach the objectives.

SAMPLING TECHNIQUE
Sampling design is to clearly define set of objective, technically called the universe to be studied. This research has
infinite set of universe and the sampling design used in this study is non-profitability sampling-convince sampling.

RESEARCH PROCESS
The research process has four different distinct yet interrelated steps for research analysis it has a logical and
hierarchical ordering.
 Determination of information research problem.
 Development of appropriate research design.
 Execution of research design
 Communication of results.
Each step is viewed as a separate process that includes a communication of task, step and specific procedure. The
steps undertake are logical, objective, systematic, reliable, valid and ongoing.

SOURCES OF DATA COLLECTION

Primary Data
Primary data was collected through survey method by distributing questionnaires to branch manager and other
sales manager. The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data
Data was collected from books, magazines, web sites, going through the records of the organizations, etc. It is the
data which has been collected by individual or someone else for the purpose of other than those of our particular
research study.

TIME DURATION OF RESEARCH : 45 Days

 CONCLUSION
An effective recruitment and selection process reduces turnover, they also get much better results in recruitment
process if they advertise specific criteria that are relevant to the job. Include all necessary skills, and include a list
of desired skills that are not necessary but that would enhance the candidate's chances. If they fail to do this, they
might end up with a low-quality pool of candidates and wind up with limited choices to fill the open position.
When they choose a candidate based upon the qualifications demonstrated in the resume, the interview,
employment history and background check, they will land the best fit for the position. Based on all decisions
about a specific candidate upon specific evidence rather than any gut instincts.

The recruitment and selection process is the time we not only identify a candidate who has the experience and
aptitude to do the job that we are looking to fill, but also to find someone who shares and endorses our company’s
core values. The candidate will need to fit in well within our company’s culture. The selection and recruitment
process should provide our company with an employee who adapts and works well with others in our business.
Failure to recruit and select for the long term can result in high turnover.

Effective recruitment and selection can contribute to an organization’s success. Both internal and external sources
of employees should be considered during the recruitment process. This will increase the probability of
organizations attracting a wide range of candidates. In addition, a comprehensive recruitment and selection process
should be followed.
 BIBLIOGRAPHY
WEBSITES:

• www.rrvunl.com
• www.scribe.com
• www.thermalpower.com
• Energy.rajasthan.gov.in

BOOKS:

1. Durai, Praveen, 2010, human resource management, Pearson education.

2. Monappa,A.and saiyadain, M. 2001 personnel management, McGraw-Hill Education

3. Stoilkovska, A., Ilieva, J., & Gjakovski, S. (2015). Equal employment opportunities in the recruitment and
selection process of human resources. UTMS Journal of Economics, 6(2), 281-292.
 ANALYSIS AND
INTERPRETATION
OF RECRUITMENT
AND SELECTION
POLICY
 Definitions

In these regulations, unless there is anything repugnant in the subject or context.

i) “Appointing Authority” means any authority as may be authorised by the Chairman to appoint any
person on any post/category/trade/class of technical workmen.

ii)“Board” means the Rajasthan State Electricity Board.

iii)“Chairman”, “Chief Engineer”, “Addl.Chief Engineer”, “ Director of Personnel”, “Dy.Chief Engineer” and

iv)“Superintending Engineer” means the Chairman, Chief Engineer, Addl.Chief Engineer, Director
of Personnel, Deputy Chief Engineer and Superintending Engineer of Rajasthan State Electricity
Board respectively.

v)“Competent Authority” means, in relation to the exercise of any power, the Chairman or any other
authority to which the power is delegated by him.

vi)“Establishment” means the staff engaged to run a Power House/Workshop/Grid Sub-Station of the Board,
and will also include the staff engaged on distribution, transmission and construction of lines or any work
incidental to or connected with the work of the Board.

vii)“Manager” means the incharge of Power House/Workshop/Grid Sub- Station or such other person or
persons as may be authorised by the Chairman to exercise the powers of a Manager under these
Regulations, but not below the rank of Assistant Engineer.
 viii)“Muster Roll” means the attendance register or registers maintained under the provisions of
the Factories Act, 1948 or any other law for the time being in force requiring the maintenance
of attendance registers.

ix)“Notice” means the notice in writing required to be given or notified for the purposes of these
regulations.

x)“Notice Board” means the notice Board specially maintained and kept in a conspicuous place
or near the main entrance to the works premises and of all sections thereof for the purpose of
displaying notices required to be notified or affixed under the provisions of these regulations
and clearly marked as notice board.

xi)“Workman” means any person employed in the Board to do any skilled or unskilled,
manual, supervisory or technical work for hire or reward, who is employed on any post
included in Schedule-I, whether the terms of his employment be expressed or implied, but does
not include any such person:-

xii)Who is employed mainly in managerial or administrative capacity.

xiii)“Work premises” means the area of property owned on lease or hired by the Board and shall
include the place/places used for the constructions, transmissions or distribution of power/power
lines.

Q1) Is there a well-defined Recruitment Policy in your organization?