PROJECT REPORT ON

BBA(HR)

Submitted by
KOMAL KUMARI
DR. SHYAMA PRASAD MUKHERJEE UNIVERSITY, RANCHI
Training Center
Central Coalfields Limited, Darbhanga
House Ranchi
Department :- IR-L
Headed by
Miss Rashmi Dayal
General Manager/(P&IR)

1
 INTRODUCTION

TYPE : - COAL SERVICE PROVIDER

AVAILABILITY : - COUNTRYWIDE

OWNER : - GOVERNMENT OF INDIA (U/T)

KEY PEOPLE : - CHAIRMAN –CUM-MANAGING

DIRECTOR- Dr.B. Veera Reddy

FOUNDED : - 16TH CENTURIES INCORPORATED IN 1ST

NOV 1975

WEBSITE : - WWW.centralcoalfields limited.in

2
 TRAINING PROJECT REPORT

(FROM 28.09.2023 TO 25.10.2023)

Submitted by

KOMAL KUMARI

Under the guidance of

P.K. Lala

Sr. MANAGER (P)/IR-L, CCL,

RANCHI

in partial fulfillment for the award of the

degree of

BACHELOR OF BUSINESS ADMINISTRATION

DR. SHYAMA PRASAD MUKHERJEE UNIVERSITY, RANCHI

(2021-2024)

3
 PREFACE

Summer training is the most vital part of a BBA course, both as a link
between theory and actual industrial practices as well as an opportunity for
hands on experience in corporate environment. I therefore, consider myself
fortunate to receive the training in an esteemed organization viz. CENTRAL
COALFIELD LIMITED. Yet the opportunity could not have been utilized
without the guidance and support of many individuals who although
completion of my summer training.

Sri P.K. Lala, Sr. Mgr(P)/IR-L, along with faizan Ullah and also thanks to all
my faculty members and my Parents and friends. However, I accept the sole
responsibility errors of omission and would be extremely grateful to readers
of this project report if they bring such mistake to my notice.

KOMAL KUMARI

(BBA 4th SEM)

4
 DECLARATION

I Komal Kumari, student of BBA, declare that I have done the project on “A Study

of “RECRUITMENT AND SELECTION PROCESS” at Industrial Relation- Legal

Department of Central Coalfields Limited Ranchi” under the guidance of SR.

MANAGER SRI P.K. Lala, CCL, RANCHI along with, Faizan Ullah in fulfillment of

BBA Program- during academic year-2021-2024. All the data represented in this

project is true & correct to the best of my knowledge & belief. I also declare that

this project report is my own preparation and not copied from anywhere else. I

take this opportunity to express my deep sense of gratitude, thanks and regards

towards all of those who have directly or indirectly helped me in the successful

completion of this project.

I present my sincere thanks to Miss.Rashmi Dayal, General Manager (P&IR)/IR-

L, who allowed me to take training at CCL. I would also like to thank IR-L,

DEPARTMENT ‘s Staffs for their wonderful support & inspirable guiding. I also

thank P.K. Lala, Sr. Manager (P) IR-L. DEPARTMENT who has sincerely

supported me with the valuable insights for the completion of this project.

Date: -

Place: -

Signature: -

5
 STUDENT’S DECLARATION

I hereby declare that this report, submitted in partial fulfillment of the

requirement for the award for the BBA-HR Management, to Dr. Shyama
Prasad Mukherjee University, Ranchi is my original work and not used
anywhere for award of any degree.

Place: Ranchi

Date:

Signature Name:

Komal Kumari

Class: BBA
Semester: 4th

Roll No: 21B843483

6
 BBA-HR Project Reports Acknowledgement

“It is not possible to prepare a project report without the assistance & encouragement

of other people. This one is certainly no exception. “On the very outset of this report, I

would like to extend my sincere & heartfelt obligation towards all the department staff

and officers who have helped me in this endeavor. Without their active guidance, help

cooperation & encouragement, I would not have made headway in the project. I am

ineffably indebted to P.K. Lala, Sr. MANAGER(P)/IR-l for conscientious guidance

and encouragement to accomplish this assignment. I am extremely thankful and pay

my gratitude to my faculty FAIZAN ULLAH for his valuable guidance and support on

completion of this project in its presently. I extend my gratitude to Sarala Birla

University for giving me this opportunity. I also acknowledge with a deep sense of

reverence, my gratitude towards my parents and member of my family, who has

always supported me morally as well as economically. At last, but not least gratitude

goes to all my friends who directly or indirectly helped me to complete this project

report. Any omission in this brief acknowledgement does not mean lack of gratitude.

Thanking You

(Komal Kumari)

7
 ACKNOWLEDGMENT
The Project Report on various types of case studies and company’s work,

Rules offered a great learning experience during the tenure of this project I

was fortunate to have interacted with people who in their own capacities

have encouraged and have guided me. It is an exhilarating experience to do

my training at IR-L, department of Central Coalfield Limited. I express my

deep sense of gratitude to CCL for the same.

I owe my regards to Sri Sanjay HO(D), HRD and HR Dept of CCL Ranchi for

providing me this opportunity to undergo my training at such a reputed

organization.

8
 BOARD OF ORGANIZATIONAL SETUP

PERSON DESIGNATION

Dr.B. Veera Reddy CMD, CCL, Ranchi

Sri H.N Mishr Director (Personnel)

Sri. Ram Baboo Prasad Director (T)(Operation)

Sri. Pawan Kumar Mishra Director (Finance)

Sri. B Sairam Director (T)(P&P)

9
 CERTIFICATE

This Is to Certify That Project On “Recruitment And Selection Process” In CCL,

Ranchi Has Been Carried Out By Komal Kumari From 28.09.2023 To 25.10.2023
Under P&IR Department In Partial Fulfillment Of Her BBA (H.R) Course At Dr.
Shyama Prasad Mukherjee University, Ranchi.

I Am Satisfied with Her Sincere Performance and Study Conducted by Her At CCL.

NAVNEET KUMAR P.K. LALA

HOD (P&IR) Sr. MANAGER (P&IR)
CCL, RANCHI CCL, RANCHI

10
11
CONTENT

Chapter Title

1. INTRODUCTION

▪ Types of coal
▪ Production of coal in other parts of world
▪ Objective
▪ Gradation of coal

2. REVIEW OF LITERATURE

▪ Recruitment
▪ Features of recruitment
▪ Importance of recruitment
▪ Factors affecting recruitment
▪ Recruitment process
▪ Recruitment sources
• Internal
• External
▪ Recent trend in recruitment
▪ Concept selection
▪ Selection process
▪ Difference between recruitment and selection
▪ Recruitment policy of CCL
▪ Recruitment in CCL
▪ Recruitment for managerial position in CCL
▪ Types of employment interview
▪ Research objective
▪ Research methodology
▪ Data collection source
• Primary data
• Secondary data

3. RESEARCH METHODOLOGY

▪ Objective of the study

▪ Need of the study
▪ Research plan
▪ Data collection
▪ Sample plan

12
 ▪ Implication of the study
▪ Limitation of the study

4. DATA ANALYSIS

5. FINDING, SUGGESTION &

CONCLUSIONBIBLIOGRAPHY

APPENDIX

13
EXECUTIVE SUMMARY

INDUSTRY OVERVIEW

There are 21 coking coal washers in production both in private and public sectors. Production
of clean coal in these wateriest during 1989-90 was 12 million tons and it is expected to go
up to 14 million, tone during 1990-91. There are 2 wateriest under construction now and these
are expected to be completed by 1995.

Present wateriest face problems in optimum production more on quality aspects than on
quantity and it appears that trend of using imported coking coal of low ash to blend with
indigenous high ash coal for steel sector requirement, may continue for some time to come
on considerations of optimized steel production. Besides the above coking coal washeries.

Future prospects of wateriest for non- coking coal beneficiation, appear to be bright as, in
view of sharp rise in demand for coal, there is increasing trend in mechanized mining of
inferior seams resulting in deterioration in quality and consequent reluctance by consumers
to accept the same.

Planning Commission has taken the decision that non-coking coal meant for Thermal Power
Plants situated far away from feeding coalfield, should be beneficiated. The benefits of low
ash coal burning in boilers are realized but reimbursement of extra cost of beneficiation for
washed non-coking coal needs to be considered.

The highlights of the outcomes from this study are:

o The major role CIL is the price fixation of the coal according to their grade to achieve
business results.

o A number of pricing challenges were found, These include Government rules and
international market competition.

14
Major consumers of coal are public sector undertakings like
• Thermal power station
• Bricks industries
• Agriculture
• Steel industries
• Cement
• power

15
ABSTRACT

The project work entitled “A STUDY ON RECRUITMENT & SELECTION PROCESS” with
special reference to the CENTRAL COALFIELDS LIMITED, RANCHI, JHARKHAND the
various factors that are concerned towards the attitude of the employees.

The analysis has been made mainly based on the primary data that is by the employees’
opinion survey method. The researcher has taken a sample size of 180 and has used the
stratified random sampling method to select the samples from the total population.

The study gives the opinion of employees about all the H.R. functions of CENTRAL
COALFIELDS LIMITED, employment conditions, wages and incentives, interpersonal
relationship, working conditions, management practices, etc.

The researcher has used percentage analysis and CHI-Square test, and the study reveals
that there is no relationship between JOB ENRICHMENT educational Qualification of the
respondents, and there is no relationship between length of service of the respondents, and
welfare facilities, and there is no relationship between the salary of the respondents and
welfare facilities. The study has also revealed that most of the respondents have a positive
attitude towards the welfare facilities, management practices and employment conditions,
WELFARE FACILITIES, INTERPERSONAL RELATIONSHIP, WORKING CONDITION the
researcher has given suggestions for its improvement which includes suggestion schemes
which may be transparent and promotions which may be made both based on seniority and
performance to a certain level in the organizational hierarchy.

16
OBJECTIVES OF THE STUDY

• To analyze the process of recruitment & selection.

• To present conceptual framework relating to recruitment & selection.

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

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

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

17
 INTRODUCTION

INTRODUCTION OF COAL

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

Coal is a combustible sedimentary rock composed mostly of carbon and hydrocarbons. It is

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

FORMATION OF COAL

At various times in the geologic past, the Earth had dense forests in low-lying wetland
areas. Due to natural processes such as flooding, these forests were buried underneath
soil. As more and more soil deposited over them, they were compressed. The temperature
also rose as they sank deeper and deeper. As the process continued

the plant matter was protected from biodegradation and oxidation, usually by mud or acidic
water.

This trapped the carbon in immense peat bogs that were eventually covered and deeply
buried by sediments. Under high pressure and high temperature, dead vegetation was
slowly converted to coal. As coal contains mainly carbon, the conversion of dead vegetation
into coal is called carbonization.

18
The wide, shallow seas of the Carboniferous Period provided ideal conditions for coal
formation, although coal is known from most geological periods. The exception is the coal
gap in the Permian–Triassic extinction event, where coal is rare. Coal is known from
Precambrian strata, which predate land plants — this coal is presumed to have originated
from residues of algae.

USES OF COAL

Coal is the most important & abundant fossil fuel in India and accounts for 55% of India's
energy need. India's industrial heritage was built upon indigenous coal, largely mined in the
eastern and the central regions of the country. India is, however, poorly endowed with oil
assets and has to depend on crude imports to meet a major share of its needs (around 70
percent).

A large population of India in the rural areas depends on traditional sources of energy such
as firewood, animal dung and biomass. The usage of such sources of energy is estimated at
around 155 mote per annum or approximately 47 percent of total primary energy use. Coal
has been recognized as the most important source of energy for electricity generation in
India. About 75% of the coal in India is consumed in the power sector. In addition, other
industries like steel, cement, fertilizers, chemicals, paper and thousands of medium and
small-scale industries are also dependent on coal for their process and energy requirements.

In the transport sector, though direct consumption of coal by the Railways is almost negligible
on account of phasing out of steam locomotives, the energy requirement for electric traction
is still dependent on coal converted into electric power.

The coal reserves of India up to the depth of 1200 m have been estimated by the Geological
Survey of India at 247.85 billion tones as on January 1, 2005 of which 92 billion tones are
proven. Hard coal deposits spread over 27 major coalfields, are mainly confined to eastern
and south-central parts of India.

19
 COAL INDIA LIMITED

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

History and formation

With dawn of the Indian independence a greater need for coal production was felt in the
First Five Year Plan. In 1951 the Working Party for the coal Industry was set up which
included representatives of coal industry, labor unions and government which suggested
the amalgamation of small and fragmented producing units. Thus, the idea for a
nationalized unified coal sector was born. Integrated overall planning in coal mining is a
post- independence phenomenon. National Coal Development Corporation was formed
with 11 collieries with the task of exploring new coalfields and expediting development of
new coal mines.

Formation of Coal India Limited

With the Government's national energy policy, the near total national control of coal mines
in India took place in two stages in 1970s. The Coking Coal Mines (Emergency
Provisions) Act 1971 was promulgated by Government on 16 October 1971 under which
except the captive mines of IISCO, TISCO, and DVC, the Government of India took over
the management of all 226 coking coal mines and nationalized them on 1 May, 1972.
Bharat Coking Coal Limited was thus born. Further by promulgation of Coal Mines (Taking
over of Management) Ordinance 1973 on 31 January 1973 the Central Government took
over the
20
management of all 711 non-coking coal mines. In the next phase of nationalization these
mines were nationalized with effect from 1 May 1973 and a public sector company named
Coal Mines Authority Limited (CMAL) was formed to manage these non coking mines.

A formal holding company in the form of Coal India Limited was formed in November 1975
to manage both the companies.

CIL having fulfilled the financial and other prerequisites was granted the Maharani
recognition in April 2011. It is a privileged status conferred by Government of India to select
state owned enterprises in order to empower them to expand their operations and emerge
as global giants. So far, the select club has only five members out of 217 Central Public
Sector Enterprises in the country.
Unmatched Strategic Relevance: -

1. Produces around 81.1% of India's overall coal production

2. In India where approximately 52% of primary commercial energy is coal dependent, CIL
alone meets to the tune of 40% of primary commercial energy requirement

3. Commands nearly 74% of the Indian coal market

4. Feeds 82 out of 86 coal based thermal power plants in India

5. Accounts for 76% of total thermal power generating capacity of the Utility sector

6. Supplies coal at prices discounted to international prices

7. Insulates Indian coal consumers against price volatility

8. Makes the end user industry globally competitive

Thus, plays a key role in "India Growth Story" and making India incorporate globally
competitive.

Major Coal Producing States in India

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

21
1. Jharkhand: 38% of the total reserves of India are found in this state. Darla is the most
important and most productive coal field in India. The field accounts for 100% of the country’s
prime coking coal production. Other significant coal producing regions of this state are
Bokaro, North Karanpura, South Karanpura, Girded, Ramgarh, Daltonganj and Rajmahal.

2. Orissa (Odisha): Orissa account for around 13.4% of the country’s total production. Talcher
and Ranapur Himgir are the two important coal fields. Talker accounts for nearly 3/4th of
thetotal coal reserve of the state.

3. Chhattisgarh and Madhya Pradesh: Major coal fields are Korba, Umaria, Singrauli,
Chirmiri and Sohagpur. Other coal fields include PenchKanhan, Mohpani, Sonhat, Jhilimili,
Bisrampur, Raigarh and Tatapani – Ramkola.

4. Andhra Pradesh: The major coal producing districts are Adilabad, Karimnagar, Warangal,
Khammam, East Godavari and West Godavari. Major coal fields are Tandur, Singareni,
Kothagudem and Ramagundam.

5. Maharashtra: The major coal fields are found in Nagpur-Wareham region. The important
mining areas are – Wardha, Ballarpur, Chanda and Kamahi.

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

Vision

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

Mission

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

22
Subsidiary Companies of Coal India Limited

Coal India is a holding company with seven wholly owned coal producing subsidiary
companies and one mine planning &consultancy company. It encompasses the whole gamut
of identification of coal reserves, detailed exploration followed by design and implementation
and optimizing operations for coal extraction in its mines. The producing companies are:

1. Eastern Coalfields Limited (ECL), Sanatoria, West Bengal

2. Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand

3. Central Coalfields Limited (CCL), Ranchi, Jharkhand

4. South Eastern Coalfields Limited (SECL), Bilaspur, Chattisgarh

5. Western Coalfields Limited (WCL), Nagpur, Maharashtra

6. Northern Coalfields Limited (NCL), Singrauli, Madhya Pradesh

7. Mahanadi Coalfields Limtied (MCL), Sambalpur, Orissa

8. Coal India Africana Limitad, Mozambique

9. The consultancy company is Central Mine Planning and Design Institute Limited

(CMPDIL), Ranchi, Jharkhand.

North Eastern Coalfields (NEC) a small coal producing unit operating in Margherita, Assam
is under direct operational control of CIL.

Coal India's major consumers are Power and Steel sectors. Others include Cement,
Fertiliser, Brick Kilns, and small scale industries.

23
CORPORATE STRUCTURE

Central Coalfields Limited

Central Coalfields Limited (CCL) is a subsidiary of Coal India Limited (CIL), an undertaking
of the Government of India. CCL manages the nationalized coal mines of the Coal Mines
Authority, Central division. The registered and corporate office is at Darbhanga House,
Ranchi, Jharkhand.

It presently has 62 mines (22 underground, 40open cast) in the Coal belt of East Bokaro,
West Bokaro, North Karnpura, South Karnpura, Ramgarh and Giridih. Their facilities include
seven coal preparation plants, three for non-coking coal and four for medium coking coal.
They earned their Mini Ratna status in 2007.The majority of coal field is in Khalaricommonly
two branches are Piparwar-area and Asoka coal field.

Central Coalfields Limited is a Category-I Mini-Ratna Company since October 2007. During
24
2009-10, coal production of the company reached its highest-ever figure of 47.08 million
tones, with net worth amounting to Rs. 2644 core against a paid-up capital of Rs. 940 crore.

Formed on 1st November 1975, CCL (formerly National Coal Development Corporation Ltd)
was one of the five subsidiaries of Coal India Ltd. which was the first holding company for
coal in the country (CIL now has 8 subsidiaries).

EARLY HISTORY – FORMATION OF NCDC

CCL had a proud past. As NCDC, it heralded the beginning of nationalization of coal mines
in India.

National Coal Development Corporation Ltd. (NCDC) was set up in October, 1956 as
Government-owned Company in pursuance of the Industrial Policy Resolutions of 1948 and
1956 of the Government of India. It was started with a nucleus of 11 old state collieries (owned
by the Railways) having a total annual production of 2.9 million tonnes of coal.
Until the formation of NCDC, coal mining in India was largely confined to the Raniganj coal
belt in West Bengal and the Jharia coalfields in Bihar (now in Jharkhand), besides a few other
areas in Bihar (now in Jharkhand) and a part of Madhya Pradesh (now Chattishgarh also)
and Orissa.
From its very beginning, NCDC addressed itself to the task of increasing coal production and
developing new coal resources in the outlying areas, besides introducing modern and
scientific techniques of coal mining. In the Second Five Year Plan (1956-1961) NCDC was
called upon to increase its productionfrom new collieries, to be opened mainly in areas away
from the already developed Raniganjand Jharia coalfields. Eight new collieries were opened
during this period and the productionincreased to 8.05 million tonnes by the end of Second
Plan. During Third Five Year Plan (1961-1966), though the Corporation had built up a much
larger production capacity, it could not be utilized due to a sluggish domestic coal market.
Production had, therefore, to be pegged down and the development of several collieries
undertaken from the early part of the Plan period, had to be suspended. By this time, the
contribution of NCDC to the nation’s coal production (67.72 million tones) increased to around
9.6 million tonnes.

25
Vision of CCL

"Committed to create eco-friendly mining"

• The Mission of CCL is to produce and market the planned quantity of coal andcoal
products efficiently and economically with due regard to safety, conservation and
quality.

• The main thrust of CCL in the present context is to orient its operations towards
market requirements maintaining at the same time financial viability tomeet the
resource needs.

Mission of CCL

"To become a World class, Innovative, Competitive & Profitable Coal Mining
Operationto achieve Customer Satisfaction as top priority."

Objectives of CCL

• Coal Mining through efficiently operated mines.

• Besides fulfilling coal needs of the customer in terms of quantity, focus on quality,
value addition and beneficiation to the satisfaction of the customers.

26
ORGANISATIONAL STRUCTURE OF CENTRAL COAL FIELDS LIMITED

Formation of CCL
The CMAL, with its three divisions continued up to 1st November 1975 when it was renamed
as Coal India Limited (CIL) following the decision of Govt. of India to restructure the coal
industry. The Central Division of CMAL came to be known as Central Coalfields Limited and
became a separate company with the status of a subsidiary of CIL, which became the holding
company.

27
SWOT Analysis Of Central Coalfields Limited

This is SWOT analysis for Central Coalfields Limited: -

Strengths
-High growth rate
-Barriers of market entry

-Weaknesses
-Tax structure

Opportunities
Global markets
-New markets
Threats
Rising cost of raw materials
-Government regulations
-Price Changes
-External Business Risks
-Increasing Costs
-Financial Capacity
-Growing Competition And Lower Profitability
-Increase In Labor Costs
-Global Economy

28
 RECRUITMENT
Recruitment: Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Recruitment is a process of finding and attracting capable applicants for employment.

It is an important part of an organization’s human resource planning and their competitive

strength. HRP helps in determining the no. and type of people an organization needs. Job
analysis and job design specify the task and duties of jobs and the qualifications expected
from prospective jobholders.

Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans, organization charts and
control system would not do much good.

Definition:
“Recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employ effective measures for attracting that manpower is
adequate number to facilitate”.
“Recruitment is the process of searching the candidates for employment and stimulating them
to apply for job in the organizations recruitment is the activity that links the employers and the
job”.

FEATURES OF RECRUITMENT

• It is a process or a series of activities rather than a series of activities rather than a

single act or event.

• It is a linking activity as it brings together those with jobs recruiter and those seeking
jobs prospective employee.

• IT is a positive function as it seeks to develop a pool of eligible persons from which

most suitable ones can be selected.

• It is an important function as it makes it possible to acquire the number and type of

persons necessary for continued function of the organization.

• It is a pervasive function.

• It is a two-way process as recruiter chooses where to apply.

• It is a complex job as many factors affect it. Ex-image of the organization,

organizational policies etc.
29
 IMPORTANCE OF RECRUITMENT

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

• Crate a talent pool of candidates to enable the selection of best candidate for the
organization.

• Determine present and future requirements of the organization in conjunction with

its personnel planning and job analysis activities.

• It is the process which likes the employees.

• It helps in increasing the success rate of selection process by decreasing the number
of under qualified or overqualified job applicants.

• It helps in reducing the probability that job applicants once recruited and selected
willleave the organization only after a short period of time.

• Meet the organization legal and social obligations regarding the composition of its
work force.

• Identify and prepare potential job applicants who will be appropriate candidates.

• Increase organization and individual effectiveness of various recruiting techniques

and sources of all types of job applicants.

FACTORS AFFERCTING RECRUITMENT

Recruitment is naturally subject to influence of several factors. These include internal as external
force.

EXTERNAL FACTORS
INTERNAL FACTORS

RECRUITMENT
(a) Recruitment Policy (a) Demographic Factors
(b) HRP (b) Labour laws
(c) Size of the firm (c) Legal Consideration
(d) Image of the job (d) Unemployment

30
THE RECRUITMENT PROCESS:

SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment process from
two kinds of sources: internal and external sources.

The sources within the organization itself to fill a position are internal source of recruitment.

The internal sources of recruitment are: -

1. Promotion: Promotion means to give a higher position, status, salary and

responsibility to employee. So, the vacancy can be filled by promoting a suitable
candidate from the same organization.
2. Transfers: Transfer means a change in the place of employment without any
change in the position, status, salary and responsibility to employee. So, the
vacancy can be filled by transferring a suitable candidate from the same
organization.
3. Internal Advertisements: Here, the vacancy is advertised within the organization.
The existing employees are asked to apply the vacancy. So, recruitment is done
from within the organization.
4. Retired managers: Sometimes, retired managers may be recalled for a short
period. This is done when the organization cannot find a suitable candidate.
5. Recall from Long Leave: The organization may recall a manager who has gone
on a long leave. This is done when an organization faces a problem which can only
be solved by the particular manager. After he solves the problem, his leave is
extended.
31
Merits of Internal Sources
The merits of using internal sources of recruitment: -

• It is time saving, economical, simple and reliable.

• There is no need of induction training because the candidate already
knows everything about the organization, the work, the employee, the rules
and regulation, etc.
• It motivates the employees of work hard in order to get higher jobs in the
sameorganization.
• It increases the morale of the employees and it improves the relation in the
organization.
• It reduces executive turnover.
• It develops loyalty and a sense of responsibility.

Demerits of Internal Sources

The demerits of using internal sources of recruitment: -

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

The external sources of recruitment are: -

1. Management Consultants: Management consultants are used for selecting higher-

level staff. They act as a representative of the employer. They make all the necessary
arrangement for recruitment and selection. In return for their services, they take a
service charge or commission.
2. Public Advertisement: The Personnel department of a company advertises the
vacancy in newspapers, the internet, etc. This advertisement gives information about
a company, the job and the required qualities of the candidate. It invites applications
from suitable candidates. This source is the most popular source of recruitment. This
is because it gives a very wide choice. However, it is very costly and time consuming.
3. Campus recruitment: The organization conducts interview in the campus of
Management institutes and Engineering Colleges. Final year students, who’re soon to
get graduate, and interviewed. Suitable candidates are selected by the
organization

32
 based on their academic record, communication skill, intelligence, etc. The source is
used for recruiting qualified, trained but inexperienced candidates.
4. Recommendation: The organization may also recruit candidates based on the
recommendations from existing managers.
5. Deputation Personnel: The organization may also recruit candidates who are sent
on deputation by the Government or Financial Institutes or by holding or subsidiary
companies.

Merits of External Sources

The merits of using External sources of recruitment: -

• Wide scope of selection process. This is because a large number of suitable

candidates will come for the selection process.
• There are less chance of bias or partiality.
• Here there is no need to maintain confidential records it encourages young blood
withnew ideas to enter the organization.
• It offers.

Demerits of External Sources

The demerits of using external sources of recruitment: -

• It is very costly. This is because advertisements, test, medical examination etc.,

hasto be conducted.
• It is very time consuming. This is because the selection process is very lengthy.
• It may not develop loyalty among the existing managers.
• The existing managers may leave the organization if outsiders are given higher
post.

RECENT TRENDS IN RECRUITMENT

OUTSOURCING:

In India the HR process outsourced from more than a decade now. A Company may draw
required personnel from firms. The outsourcing firm helps the organization and creating a
suitable pool of talent for the final selection by the organization. Outsourcing firm develop
their HR pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms of the intermediaries charge the
organization for their service.

POACHING / RAIDING:

“Buying talent” (rather than developing it) is the latest mantra being followed by organization
today. Poaching means employing a competent and experienced person already working
with another reputed company in the same or different industry; the organization might be a
competitor in the industry.

33
E-RECRUITMENT:
Many big organizations use internet as a source of recruitment’s-recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through World
Wide Web. The job seekers send their application or C.V through e-mail using the internet.

SELECTION
Selection refers in the process by which qualified applicants are selected by means of various
test in pre-determined numbers, out of large amount of applicants.

Once the recruiting effort has developed a pool of candidates, the next step in the HRM
process is to determine who is best qualified for the job. This step is called the selection
process. The enterprise decides whether to make a job offer and how attractive the offer
should be. The job candidates decide whether the Enterprise and the job offer fits his or her
needs and personal goals. Success, in this case, means performing well on the criteria the
enterprise uses to evaluate employees.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the applicant and
ending with contract of employment.

34
HUMAN RESOURCE DEVELOPMENT

Human Resource Development (HRD) as a theory is a framework for the expansion of human
within of organization through the development of both the organization and the individual to
achieve performance improvement. ADAM SMITH states, ‘the capacities of individuals
depend on their access to education’. The same statement applies to organizations
themselves, but it requires a much broader field to cover both areas.

Human resource development is the integrated use of training, organization and career
development effort to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current
and future jobs through planned learning activities. Groups within organization use HRD to
initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.

ROLE OF HRD IN C.C.L

FACILTATION:

• Nurturing the future

• Strategic interventions for organization growth

FUNCTIONAL:

• Identifying skill gap

• Designing training interventions
• Internal consultant
• Management research, publication and documentation
• Develop the HRD function

RECRUITMENT POLICY
RECRUITMENT POLICY OF C.C.L CONSISTS OF:

• Objective
• Scope
• Sources of recruitment
• Recruitment plan
• Job specification

35
 • Requisition
• Mode of selection
• Selection committee
• Final selection

RECRUITMENT SOURCES OF C.C.L

INTERNAL SOURCES:

• PROMOTION: CCL promotes the employees from one department to another with
more benefits and greater responsibility based on efficiency and experience.

EXTERNAL SOURCES:

• PRESS ADVERTISEMENT: Advertisement of the vacancy in newspaper and journals

are a widely used source of recruitment.
• E- RECRUITMENT: C.C.L uses internet as a source of recruitment. E-recruitment is
the use of technology to assist the recruitment is the use of technology to assist the
recruitment process.

RECRUITMENT IN CENTRAL COALFIELD LIMITED

CCL has two types of manpower

1. Statuary manpower: This are decided under "Mines act 1952".

2. Non-statuary manpower: and all other manpower arenon statuary.

In CCL Recruitment is done in two ways are discussed:

1. External recruitment

2. Internal recruitment

EXTERNAL RECRUITMENT
It is done through:

a) CAMPUS RECRUITMENT:

Campus recruitment is done for executive level employees only. it is done by COAL INDIA
LIMITED and not by its subsidiaries like CCL, BCCL,ETC. For campus placement coal India

36
limited went colleges and selects the student who qualifies the interview taken by CIL with
the appropriate qualification. After that the students get selected for the job.

b) WRITTEN TEST AND INTERVIEWS: This process of recruitment is both for executive
and non executive post.

For executive posts recruitment is done by CIL for executive grades are E1 to E9.

FOR NON EXECUTIVE POSTS

In case of non statuary manpower "External recruitment done by or any subsidiaries of coal
India limited". Statuary post permission is taken by central coal field limited board.

Increase of non-statuary manpower "CCL or any subsidiaries of coal India limited has to take
permission from CIL for external recruitment."

For external recruitment through written test and interview open advertisement is made by
the company in news paper internet and employment exchange etc. The candidate fills the
application form and hard copies of asked documents like qualification degrees. Work
experience certificate in case of SC ST with latest format is sent by candidate to central coal
field ltd. If in advertisement demand draft of certain amount of money is asked then it is send
to CCL by the candidate if the candidate is working in government sector. In semi
Government sector or in PCU he has to send his “Releaseorder” or “no objection certificate
“toCCL.

After the receiving of hard copies the CCL, send a admit card to candidate for appearing in
written test on a particular centre mentioned on admit card. After qualifying the written test
the candidates are called for interviews the candidates who also qualifies the interviews is
selected and called for "medical checkup". After his or her medical checkup he or she gets
his posting letter or appointment letter.

The seats for post depend on the vacancies of the post. If there are 10 vacancies then only
10candidates will be selected. From the total available vacancies only 50%.

Seats are filled from external recruitment remaining 50% are filled by the internal examination
of persons already being the employee in CCL. From the 50% seat of external recruitment
some seats are reserved for SC's and ST's. If all the seats of ST's and SC's are not filled then
it is considered as "Backlog".

In case of backlog if there is seats available for SC's ST's and it is not totally filled this year
then it is added to next year vacancies and the number of seats get increased for SC's S

For example: If the total number of seats are 100 out of which 30 is reserved for SC's ST's
are from the reserved seats only 20 seats are filled and 10 are vacant then these ten seats
are added to the next year seats. Suppose that in the next year the total seats available are
100 then the 10 seats which were left vacant will be added and the number of seats will
become 110.

If backlog are large with respect to SC,s and ST,s candidate then special drive are made for
SC's and ST's candidates only.

37
INTERNAL RECRUITMENT
1. COMPASSIONATE EMPLOYMENT:

As per IBCCL it is mentioned in clause 9.3 in NCWA. According to this clause if the
employees of CCL or any subsidiaries of Coal India limited are died during the service period
then the dependent of employees are given job. For the CCL or any subsidiaries has to fallow
special guidelines. A special committee will verify service record that dependent name and
age of matched from the service record. In service record family details of employees are
given.

Executive dependent are given category "MR-1"to "Senior OS grade AI".

Non-Executive dependent are given category "TR-1"to "OS great A1.

2. MEDICAL GROUNDS:

As per JBCCL it is mentioned in clues 9.4 in NCWA .According to this clause if the
employees of central coalfield limited or any of subsidiaries of coal India limited are
suffering from partial disease as mentioned in agreement the dependent of suffered
employees are given jobs. For this CCL or any subsidiaries has to fallow some guidenorms.
As proper verification will be made by medical board and the medical board decide that the
job will be given or not.

LAND LOOSERS: It is mentioned in clause 9.2. As per R&R policy the job is given to the
family member in return land obtained.

RECRUITMENTS FOR MANAGERIAL POSITIONS IN CCL DONE THROUGH CIL

KOLKATA:

Recruitment for managerial positions is done through written test and interview
ELIGIBILITY: -
• The educational qualification, experience etc.
• Their role in the organization in respect of their position, job responsibility, key
areas of performance.
• The pay structure along with the various facilities offered by the company.

SELECTION TESTS

▪ Ability Test:
This test helps in determining how well an individual can perform task related to the
job.

38
 ▪ Aptitude Test:
This helps in determining a person’s potential to learn in a given area.

▪ Medical Test:
This test reveals physical fitness of a candidate.

Type of Employment Interview

• One–to–One Interview

• Sequential Interview

39
 • Panel Interview

RESEARCH OBJECTIVES
The study is focused on achievement of following objectives.
1. To analyze the process of recruitment in CCL.

2. To analyze the impact of recruitment on employee job search behavior.

3. To analyze the procedure of selection in CCL.

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

40
SOURCES OF INFORMATION: -

Primary Data

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

Secondary Data

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

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

• Data are collected from the recruitment & selection dept and P & IR dept of the
organization.
• For the purpose of data analysis, the process of ratio analysis has been used.

• Published report and relevant to the subject.

• Records of the organization.

41
 RESEARCH METHODOLOGYFOR MY PROJECT

TIME OF RESEARCH DESGIN: Descriptive

SAMPLE SIZE: 30

SAMPLE UNIT: Executive and non-executive

SAMPLE AREAS: head office, Darbhanga house, CCL

DATA COLLECTION

Primary data- In CCL, Primary data & information have been collected through questionnaire.
A set of questionnaires was prepared with well-structured questions.

Secondary data- Secondary data were collected from books, website and annual reports and
official records of the CCL.

SAMPLING METHOD:
Survey was done by QUESTIONNARE method.

SAMPLE AREA: RANCHI

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

42
DATA ANALYSIS AND INTERPRETATON

1. ARE YOU HAPPY WITH THE RECUITMENT PROCESSIN YOUR ORGANISATION?

48%

52%

INTERPRETATION:

• 48% EMPLOYEES ARE HAPPY WITH THE RECUITMENT PROCESS.

• 152% EMPLOYEES ARE UNHAPPY WITH THE RECUITMENTPROCESS.

2. SOURCE WHICH ORGANISATION RECUITS THE EMPLOYEES INTERNAL or EXTERNAL sources.

20%

80%
INTERPERTATION:

• 20% PEOPLE REQUIT FROM EXTERNAL SOURCES.

• 80% PEOPLE REQUIT FROM INTERNAL SOURCES.

3. HOW DO YOU FEEL ABOUT INTERVIEW PANEL?

43
 09%
12%
1st Qtr
2nd Qtr

55% 3rd Qtr

4th Qtr

24%
INTERPRETATION:

• 9% EMPLOYEES FEEL POOR ABOUT THE INTERVIEW PANEL.

• 12% EMPLOYEES FEEL SATISFIED ABOUTTHE INTERVIEW PANEL.
• 24% EMPLOYEES FEEL GOOD ABOUT THE INTERVIEW PANEL.
• 55% EMPLOYEES FEEL EXCELLENT ABOUT INTERVIEW PANEL.

4. ARE YOU HAPPY WITH THE SALARY WHAT YOU OFFERED FROM THE COMPANY?

18%

82% 1

INTERPRETATION:

• 82% EMPLOYEES ARE SATISFIED WITH HER/HIM SALARY.

• 18% ONLY EMPLOYEES AREUNSATISFIED WITH HIM /HER SALARY.

5. COMPANY USE OWN WEBSITE FOR THE RECUITMENT PURPOSE. ARE YOU SATISFIED WITH THIS
SATETMENT?

44
 24%

76%
INTERPRETATION:

• 24% EMPLOYEES ARE UNSATISFIED WITH THIS SATEMENT.

• 76% EMPLOYEES ARE SATISFIED WITH THIS SATEMENT.

6.:

20%

80%
INTERPERTATION:

➢ No off respond in internet recruitment effective is 80%.

➢ And rest 20% is respondent in internet recruitment is not effective.

7. METHOD OF SELECTION ADOPTED BY ORGANISATION TO RECRUIT THE PEOPLE:

Sales
7%
23%
1st Qtr
2nd Qtr

30% 40% 3rd Qtr

4th Qtr

45
INTERPRETATION:

Every organization recruit employee from different method.

➢ 30% employees are told that personal interview is adopted.

➢ 40% tell that aptitude test is adopted.
➢ 7% respond group discussion is adopted for recruit the people.
➢ 23% employee tells that personal interview and aptitude test both are adopted by the company.
➢ 0% responds in telephonic interview.

8. ARE YOU SATISFIED WITH THE TECHNIQUS OF RECUITMENT AND SELECTION PROCEES IN YOUR
ORGANISATION?

58%
42%

INTERPRETATION:

• 58% EMPLOYEES ARE UNSATISFIED WITH THIS STATEMENT.

• 42% EMPLOYEES ARE SATSFIED WITH THIS STATEMENT.

9. Parameter for selecting a candidate according to present requirement.

(1 Being the highest)

46
C0MMUNICATION:
40% 37%

35%

30%
NUMBER OF RESPOND

25% 23%
20%
20%

15%
10% 10%
10%

5%

0%
1 2 3 4 5

INTERPRETATION:

10% employees rank communication skill is 1st.

23% employee rank 2nd.

37% employee rank 3rd.

20% employee rank 4th. And

10% employee rank 5th

QUALIFICATION:

70%
63%
60%

50%

40%
NUMBER OF RESPOND

30%
24%

20%
10%
10%
3%
0%
1 2 3 4 5

47
INTERPRETATION:

10% rank 1st qualification.

0% respond on 2nd rank.

3% employees rank qualification 3rd.

10% rank this 4th. And

24% rank qualification 5th.

CONFIDENCE:

35% 33%

30%

25% 23%
NUMBER OF RESPOND

20%
17% 17%

15%
10%
10%

5%

0%
1 2 3 4 5

INTERPRETATION:

10% Employees rank confidence 1st.

34% rank this 2nd.

17% rank this 3rd.

17% employee’s rank 4th. And

23% rank this 5th.

48
LANGUAGE SKILLS:

50%
45% 43%

40%
NUMBER OF RESPOND

35%

30% 27%
25%
20%
15% 13%
10%
10% 7%
5%
0%
1 2 3 4 5

INTERPRETATION:

7% Employees rank language skill 1st.

13% rank this 2nd.

10% rank it 3rd.

43% rank this 4th. And

27% rank this 5th.

49
CONVINCING SKILLS:

60%

50%
NUMBER OF RESPOND

40%

30%

20%

10%

0%
1 2 3 4 5

INTERPRETATION:

0% Employees responds 1st rank.

13% employees rank convincing skill 2nd.

17% rank 3rd.

20% employee’s rank 4th.

50% employee’s rank 5th.

CONVENCING SKILLS:

50
 60%

50%
50%
NUMBER OF RESPOND

40%

30%

20%
20% 17%
13%
10%

0%
0%
1 2 3 4 5

INTERPRETATION:

0% Respond communication skills 1st.

13% rank this 2nd.

17% rank this 3rd.

20% rank this 4th.

50% rank 5th convincing skills.

51
10. RECRUITMENT PROCESS FOR DIFFERENT GRADES OFEMPLOYEES?

22% NO

78% YES

INTERPRETATION:

• 78% Employees tell that in CCL there are different recruitment process for different grades of
employees
• And 25% respond there is no different recruitment process for different grades of employees.

11. TECHNOLOGICAL SUPPORTS FOR THE PROCESS OF RECRUITMENT:

• Online • Can't say

supports

55% 7%

12% 26%
• Videos • other
conferencing

INTERPRETATION:

Some organization use technological supports for the process of recruitment.

• 13%Enployee tell that telephone is use forrecruitment.

52
 • 13%tell that videos conferencing is use forrecruitment.
• 47% respond that online support.
• 27% employee can’t say about thisstatement.

12. HR department’s performance in recruitment and selection.

INTERPRETATION:

• 36% EMPLOYEES SAY THAT THE PERFORMANCE OF HRD IN POOR

• 44% EMPLOYEES SAY THAT THE PERFORMANCE OF HRD IN ADEQUTE.
• 20% EMPLOYEES SAY THAT THE PERFORMANCE OF HRD IN EXCELLENT.

13. Physical examination necessary after final interview.

46% 49% 15%

• yes • sometime • No
necessary

INTERPRETATION:

53
 ➢ 46% of employee believes that physical examination is necessary after final interview.
➢ 49% says sometime physical examination is necessary after final interview.
➢ 15% think that it is notnecessary.

14. Employee thinks about recruitment and selection procedure in CCL.

11%

89% SATISFACTORY
UNSATOSFACTORY

INTERPRETATION:

➢ 89% Employee think that the recruitment and selection procedure in CCL is satisfactory.
➢ 11% think that it is not satisfactory.

15 .The procedures adapted for recruitment and selection of employee enables to give at the right person
right job.

12% NO
42% YES

46% TO SAME
EXTENT

INTERPRETATION:

➢ 42% Respond on the recruitment and selection procedure enables to give at the right person right job.
➢ 12% tell not able to give right person right job.
➢ 46% employee think to same extent it is enable.

54
FINDINGS

• To large extent recruitment policy is helpful in archiving the goals of the company.
• A mostly external source is used for recruit the employee.
• Employees agree to some extent that internet recruitment is effective.
• Present recruitment process needs improvement in terms of its procedure.
• The company do utilize company’s website for the recruitment process and for
finding the talent candidate.
• E- recruitment provide an innovative cost efficient and effective recruitment system.
• E-recruitment dramatically reduces paper work and administration work.

LIMITATION OF THE SURVEY

• As the sample size was small hence conclusion cannot begeneralized.
• Unwillingness and inability of respondents to provide information.
• As the strength of the company is big it was not possible to draw sample fromeach
and every department.

RECOMMENDATIONS

After analyzing the collected data the following recommendation were made to improve the
present recruitment and selection scenario in the organization.
• First of all the management should review their recruitment policy and look for the
areas of improvement for ensuring the best hiring.
• Recruitment management systems should helps to incorporate and integrate the
various links like application system on the official website of the company the
unsolicited application outsourcing recruitment the final decision making to the main
recruitment process.
• Recruitment manager system should help to reduce the time per hire and cost per
hire.
• Management should structure and systematically organize the entire recruitment
process.
• Recruitment management system should facilitate faster unbiased accurate and
reliable processing of application from various applications.

• Recruitment management system should maintain an automated active database

of the applicants facilitating the talent management and increasing the efficiency of
recruitment process.
• Management should follow a systematic process of HR planning.

55
• Internal promotion should be done on regular basis during specified time period.
• Recruitment management process should help to communicate and create
healthy relationships with the candidates’ process.
• Induction should be properly done for selected candidates.
• Physical examination and reference check should be given due consideration after
selecting a candidates.
• Effectiveness of the selection process should be evaluated on regular basis for
ensuring availability of competent and committed personnel. In order to do so, a
periodic audit can be done.

56
 CONCLUSION:

Every company looks for an employee who can work effectively. They are in searchof a person
who has the maximum skill required for the job. After selecting the rightperson company main
aim is to place that person at the right job. The main strengthof any company is its employee.
Effective worker are the best route to success forthis reason a company strives to attract and
hire the best and to provide best placeto work.
Some of the biggest and most constant challenge that plague organization is people related
because they don’t give more emphasis on getting the recruitment process right .If they get
the right person in the right line and many other business benefit are immediate tangible and
significant.
CCL has competent and committed workforce still there are scope for more improvement .To
ensure that company recruit the right people it has to identify essential skill and behavior that
applicant should demonstrate for each position there should be a job description outlining
typical duties and responsibilities and a person specification defining personal skill and
competences .The emphasis should be on matching the needs of the applicants. This would
minimize employeeturnover and enhance satisfaction.
It is important for the company to have a clear and concise recruitment policy in place which
can be executed effective to recruit the best talent pool for the recruitment selection of the
right candidates at right place quickly creating a suitable recruitment policy is the first step
in efficient hiring process. A clear and concise recruitment policy help to ensure a sound
recruitment process. The recruitment management system should be such that it helps to save
the time and cost of the HR recruiters in company and improving the recruitment process.

57
 BIBLOGRAPHY

BOOKS REFERED:

Human resource management (C.B. GUPTA)

WEBSITE REFERED:

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

58
 QUESTIONNAIRE

QUESTIONNARE ON “A RECURITMENT & SELECTION PROCES ”

HELLO SIR / MA’AM
My name is AKANSHA KUMARI SINGH, and I am pursuing BBA from school of Bachelor
of Business Administration under SARALA BIRLA UNIVERSITY, RANCHI.
I am an intern in CCL and doing a project on Study of Recruitment and Selection
Process.
I am conducting a survey which is based on the employee attitude level to IR-L
department. It will be very helpful if You spend your precious time in filing up this
questionnaire so that I can collect the data and complete my project which will reflect
the current status of all facilities provided by CCL to its employee.

THANK YOU

PERSONAL DATA

(a) Name :

(b) Designation:

(c) Gender : Male ( ) Female ( )

(d) Experience: 0-5yrs ( )5-10yrs ( )10-15Yrs ( ) Above 15Yrs( )

Kindly rate the question from 1 to 15 as per the following scale:

1. Are you happy with the recruitment process?

a) Yes ( ) b) No( )

c) To some extent ( )

2. Through which sources your organizations recruit the employee?

a) Internally ( ) b) Externally ( ) c) Both ( )

59
3 How are you feel about your interview panel?
(a) Poor ( )
(b) Satisfied ( )
(c) Good ( )
(d) Excellent ( )

4 Are you happy with the salary what you offered from the company?

(a) Yes ( )
(b) No ( )

5 Company uses own website for the recruitment purpose. Are you satisfied with this
statement?

(a) Yes ( )
(b) No ( )

6 Is internet recruitment is effective in your opinion?

(a) Yes ( )
(b) No ( )

7 What was the method of selection adapted by you to recruit the people?

(a) Telephonic interview ( )

(b) Personal interview ( )
(c) Aptitude test ( )
(d) Group discussion ( )
(e) Any other ( )

8 Are you satisfied with the techniques of recruitment and selection process in your
organization?

(a) Satisfied ( )

(b) Unsatisfied ( )

9 What are the parameters for selecting a candidate according to your present
requirement ? (rate from 1-5 and 1 being the highest)

PARAMETERS 1 2 3 4 5
Communication
skills

60
 Qualification
Confidence
Language skills
Convincing
skills

10 Do you follow different recruitment process for different grades of employees?

(a) No ( )
(b) Yes ( )

11 Do you take any technological support for the process of recruiting?

(a) Telephone ( )
(b) Video conferencing ( )
(c) Online support ( )
(d) Other please specify ( )

12 How would you rate the HR department’s performance in recruitment and selection?

(a) Poor ( )
(b) Adequate ( )
(c) Excellent ( )

13 Is the physical examination necessary after final interview?

(a) Yes ( )
(b) No ( )
(c) Sometime necessary ( )

14 How do you think about recruitment and selection procedure in your company?

(a) Satisfactory ( )
(b) Unsatisfactory ( )

15 Does the procedure adopted for recruitment and selection of employees enables to
give at the right person right job?

(a) Yes ( )
(b) No ( )
(c) To some extent ( )

61