J.K. Cement Ltd.

Housing

Road Bridges
 Obectives
Today, in every organisation personnel planning as an activity is necessary. It is an important
part of an organisation. Human Resource Planning is a vital ingredient for the success of the
organisation in the long run. There are certain ways that are to be followed by every
organisation, which ensures that it has right number and kind of people, at the right place and
right time, so that organisation can achieve its planned objective so it is recommended to carry
out a strategic analysis of Recruitment and Selection procedure.

Objectives

 To understand the process of recruitment

 To understand the implications of effective selection process.

 To understand the importance of induction training by framing training schedule.

 To conduct/organize interviews which helps to understand human behaviour.

 Company Introduction

 J.K. Cement is an affiliate of the J.K. Organization, which was

founded by Late Lala Kamlapat Singhania.

 Our cement operations commenced commercial production in

May 1975 at our first plant at Nimbahera in the state of
Rajasthan. We commissioned a second grey cement plant at
our Mangrol plant in 2001, with a production capacity of 0.75
million tons. Our installed capacity on the verge of reaching 7.5
MTPA upon commissioning of Greenfield cement plant at
Mudhol, Karnataka.

 Today, J. K. Cement Ltd. is one of the largest cement

manufacturers in Northern India. We are also the second largest
white cement manufacturer in India by production capacity.
 JK Cement : The Journey
 Part of a BIFR company (JK  Following the separation  Strengthen company
Synthetics) : of our cement business by investing net
 Inability to build low cost from a BIFR company: proceeds in:
captive power sources  We were  Captive power
 No working capital sanctioned a projects
arrangement with banks working capital of  Capacity
Rs.650mm expansion

Period of Financial Distress for Post

Future…
JK Synthetics Restructuring

1975 1984 1987 1997 2001 Nov ‘04 Feb ‘06

Grey Cement plant at A captive thermal Acquisition of cement

Nimbahera power plant was set business by JKCL
commenced up at Bamania from JKSL
commercial
production
Commissioning of Public Issue of Shares
White Cement plant 0.75 MnTPA grey of JK Cement
established in Gotan cement plant at
Mangrol
 Our Products

 We produce grey cement and white cement.

 All our products comply with the quality standards specified by

the Bureau of Indian Standards (“BIS”).

 J K. White Cement- We were the first to introduce white cement

manufacturing with expert and modern dry process technology
in the year of 1984 with the technical collaboration of M/s F. L.
Smith, Denmark, a world renowned company in cement world.

 J.K. Wall Putty- White cement based putty for luxurious and
silky interior/exterior finish of your dream home.
 S.W.O.T.
Strengths: Weakness:
 Leading position in attractive Northern  Non availability of right candidate
India grey cement market.

 One of the leading white cement  Job allocation

producer in India.

 Quality of products and strong brand

name.

 Latest accounting and administrative

system to control business, which includes
implementation of SAP.

 Extensive marketing and distribution

network.

 Experience and technical know-how.

Opportunities: Threats:

 Growing Infrastructure Competition within organization

 Market stability External competition by poaching

 High retention rate

 Findings
Recruitment

Recruitment and selection is the process of identifying the need for a job ,defining the
requirements of the position of the job holder, advertising the position and choosing
the most appropriate person for the job. Retention means ensuring that once the best
person has been recruited ,they stay with the business and are not forced by the rival
companies

Undertaking this process is one the main objectives of management. indeed the
success of any business depends to a large extent depends on the quality of its staff.
Recruiting employees with the correct skills can add value to a business and
recruiting workers at a wage or salary that the business can afford ,will reduce cost .

Employees should therefore be carefully selected, managed and retained just like any
other resource.
Recruitment Process

Prepare job description

Identify vacancy
and person specifications

Conducting interview &

Advertising the vacancy
Decision making

Arrange Interviews Managing the response

Short-Listing
Steps involved in selection process

Reception of application

Prelimnary interview

Application blank

Selection test

Employment interview

Background Investigation

Selection Decision

Physical Examination

Placement
EMPLOYEE INDUCTION: THE HEART BEAT OF STAFF
DEVLOPMENT

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The Heart Beat of Staff Development

Induction is the learning process by which an organisation receives and familiarizes new employees
with the organisation, by finding out about its structure, function, norms, rules and procedures.
Inductions normally take place at site of recruitment or at a regional or central hub.
 Individual vs. overall perspective
There are two areas to consider:

 Impact on the individual – how the new

employee feels about the induction
program and whether it succeeded in
helping him/her to assimilate into the
organization and quickly become
productive
 Impact on the organization – how the
program affected organizational
performance.
 RECOMMENDATIONS
 Inadequate recruitment can lead to labor shortages, or problems in management
decision making and the recruitment process could itself be improved by following
management theories
 The process of recruitment does not however end with application and selection of
the right people but involves maintaining and retaining the employees chosen. 
Despite a well drawn plan on recruitment and selection and involvement of qualified
management team, recruitment processes followed by companies can face significant
obstacles in implementation.
 Theories of HRM may provide insights on the best approaches to recruitment
although companies will have to use their in house management skills to apply
generic theories within specific organizational contexts
 Concentrate on 'I' : Make sure that when you are hearing answers from your potential
recruit, that they tell you all about them. Keeping them to 'I' answers is far more
revealing than 'we' or 'they' or 'us'. It is in your interest to dig at this and ask them
precisely how they were involved themselves. Then you start to find some of the real
truth. This enables better judgments and consequent decisions
 Induction must be tailored to orient individual recruits according to their needs.
 Give the new recruit a real job to do as soon as possible. There is nothing more
demoralizing than feeling oneself to be a 'spare part' or a nuisance in a busy
department.
 Encourage employees to find a personal fit with the company culture.
 Case Study
Company name: J.K. Cement Ltd.
Overview: The HR department after vigorous manpower planning came out with a
conclusion that at least 06 Management trainees and 05 Marketing executives were
required for the marketing division. The job description and job specification were well
defined
Case Issue:
i) 11500 applications received jointly for the post of 05 Management Trainees and 06
Management Executives. The said manpower was to be provided to the marketing
department after 15 days.

ii) Though it was an appreciating feedback from the candidates as per company image
is concerned, yet a big problem for the HR specialists to screen all the received CVs
and shortlist just 11 people from them. During the process one CV was short listed
which had some shorthands used and this particular CV created a lot of confusion for
top management during the time of interview.
 Solution
 The meeting of company top officials (HR
department) was called by the management with
instructions to revise the existing HR recruitment
and selection policies so that in future no
discrepancies should occur. The company
officials had a brain storming session and it was
decided that after the screening process of
resumes, there should be provision of on-line
and off-line application blank with all entries well
defined and transparent.
Thank You