RECRUITMENT AND SELECTION

AT NALCO
Guided by: Presented by:
PROF.S.P Tripathy Mousumi patel
MBA 2nd year
Roll no-180626032
 Contents

• Literature review
• Methodology
• Data Analysis and findings
• Suggestions
• Conclusion
• References
 Literature review

• Recruitment: Recruitment is the generating of

applications or applicants for specific positions to
be filled up in the organization. In other words, it
is a process of searching for and obtaining
applicants for jobs so that the right people in
right number can be selected.
• Selection: Selection is the process of choosing the
most suitable persons out of all the applicants.
Selection is a process of matching the
qualification of applicants while the job
requirement.
 Recruitment and selection process

Step-1:Decision is made as to whether recruitment is necessary

Step-2:Job description is prepared:- job description is a summary
of what an employee will do after getting selection.
Step-3:job specification is prepared:-job specification is statement
showing what a person must possess for getting selected.
Step-4:plans are made on how and when to advertise
Step-5:Applicants are shortlisted
Step-6:References are requested
Step-7:Candidates are invited for interviews and selection test
Step-8:Selected candidates
 Aims and objectives

To know about the company of NALCO .The objective of

my study is to understand and critically analyze the
recruitment and selection procedures at Nalco.
1. To understand the process of recruitment
2. To know the sources of recruitment at various levels
and various job
3. To critically analyze the functioning of recruitment
procedures
 Methodology

• This study was conducted keeping an eye to the

above stated objectives. The survey has based on the
following.
• Survey of secondary data:
Information and data were collected from various
reports, Annual report, policy papers, booklets and the
up to data records maintained in the organization.
 DATAANALYSIS
Q1.What are the sources for recruitment and
selection?\
Chart Title
80%

70%

60%

50%

40%

30%

20%

10%

0%
internal external both

• About 73% of the manager say that they prefer both internal as well as external
• Source of recruitment and selection where as only 9% go for internal source and
18% go for external sources.
Q2.which the method do you mostly prefer for
recruitment and selection preferred why of recruitment?

Chart Title
70%

60%

50%

40%

30%

20%

10%

0%
third party indirect direct

About 65% the mangers go for direct recruitment and selection and 32% go for
indirect and 3% go for third party recruitment way.
Q3.when do you prefer to go for manpower planning ?

60%
Chart Title
50%

40%

30%

20%

10%

0%
YEARLY NO FIXED TIME QUATERLY

About 50% of the managers go for quarterly manpower planning

30%do not follow any pattern they don't have any fixed time where as 20% go
for yearly.
Q4. What are the sources for external recruitment are
preferred?
Chart Title
40%

35%

30%

25%

20%

15%

10%

5%

0%
interviews placement casual campus data bank

Around 34% of manager go for campus interviews,33% go for data bank, 25% from
casual application that received and only 8% go for any placement agencies.
Q5.What from of interview did you prefer?
Chart Title
45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
other video confrencing teiephonic personal interviews

Most of the manager prefer personal interviews,30% prefer to take

telephonic and 20% video conferencing and 10% adopt some other means
interview.
 Conclusion
• Above all, the process recruitment and
selection has all the way become more
difficult. Since the organization want to hire
more talented and effective employee and can
create a difference in the interest of the
organization. The organizations have adopted
different method of recruiting a candidate.
 SUGGESTION
• After our finding we have following suggestion for the
organization so as to improve the recruitment practices
within the organization They are as follows:
• Mention the job description with some more information
for forthcoming applicants.
• Define gap analysis before conducting recruitment
practices.
• Integrated human resources process by not only looking at
the skill and knowledge but also the behavior required by
employee to be successful in the job.
• At the time span changes, recruitment practices should be
conducted technically.
• Giving a chronological consent of recruitment procedures
to the applicants.
• Using psychometric tests to access the competencies.
 BIBLIOGRAPHY

1. K.Ashawathapa - Human Resource Management

2. V.S.P. Rao- Human Resource Management
3. C.R.Kothari - Research Methodology
4. Nalco library
5. WWW. Google.com
6. WWW.NalcoIndia.com
7.Human Resource Magazine Journals
THANKYOU!!!