Summer Training Report

STEEL & POWER LIMITED

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RESEARCH PROJECT REPORT RESEARCH PROJECT REPORT

0N0N

‘RECRUITMENT & SELECTION PROCESS AT JSPL’

RESEARCH PROJECT REPORT SUBMITTED TOWARDS FULFILLMENT OF MASTERS IN BUSINESS ADMINISTRATION

APPROVED BY AICTE.

(2010-2012)

UNDER THE SUPERVISON OFMR.SARAT KISHORE PANDA (Corporate SR. HR Manager)

JINDAL STEEL AND POWER LTD.

Submitted to:Submitted to: SubmittedSubmitted by:by:

DIHE SHIKHA SHARMA 2ND SEM MBA

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CERTIFICATE

This is to certify that SHIKHA SHARMA a regular student of MBA has

undergone training in “JINDAL STEEL&POWER LTD” on the topic

‘RECRUITMENT& SELECTION PROCESS’ for a period of 8

weeks commencing from 5TH May. 2011 to 5th July 2011.

This summer training project report embodies the facts & figures

collected & interpreted by her during the course of training.

Dr.D.K.Garg (CHAIRMAN)

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DECLARATION

I—SHIKHA SHARMA--do declare that the research report entitled “

RECRUITMENT AND SELECTION POLICY” being submitted to the

DIHE for the fulfillment of the requirement of degree of MBA is my own

endeavor. It has not been submitted earlier to any other institution / university

for any degree.

Place: New Delhi SHIKHA SHARMA

Date: 5th -07-2011 (Name of students)

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ACKNOWLEDGEMENT

I would like to extend my heartfelt gratitude to all those who have contributed

towards the successful completion of my project. Foremost among them is my

projects guide Mr. Sarat Kishore Panda (Human Resource Manager of JSPL)

I would be failing in my duty, if I do not express my gratitude for His helpful

and generously extended support and by sparing his valuable time to guide and

suggest me towards completion of my project. His responses and interaction

have formed the basis of this project and I would not be able to complete my

project without his support.

I would even like to Thank Mr. Priya Ranjan(AGM) HR Manager, for his

guidance and continuous help, whenever required. I would be drifting like a

rudderless ship but for sir’s timely guidance and support throughout the

duration of the project, I was able to complete the project.

I do owe a deep sense of gratitude to all my friends and all those who stood with

me and for their continuous support and co–operation during the project. They

too have contributed in no mean amount towards the success of my endeavors.

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Thank you

SHIKHA SHARMA

Executive Summary

The objective of the study is to analyze the actual recruitment process in JSPL

and to evaluate how far this process confirms to the purposes underlying the

operational aspects of the industry. How far the process is accepted by it? The

study on recruitment highlights the need of recruitment in JSPL

Human resource is a most valuable asset in the Organization. Profitability of the

Organization depends on its utilization. If their utilization is done properly

Organization will make profit otherwise it will make loss. If a good dancer

appointed as a Chief Executive Officer of a Company, he may not run the

business. So right man should be procured at right place in right time, otherwise

their proper utilization may not be done. To procure right man at right place in

right time, some information regarding job and job doer is highly essential. This

information is obtained through Job Analysis, Job Descriptions, and Job

Specifications. JSPL procure manpower in a very scientific manner. It gets

information by use of these important documents like Job Analysis, Job

Descriptions and Job Specifications.

Without these recruitment may be unsuccessful.

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PREFACE

With immense pleasure and deep sense of sincerity, I have completed my

Industrial training. It is an essential requirement for each and every student to

have some practical exposure towards real world situations. A systematized

practical experience to inculcate self confidence in a student so that they can

mentally prepare themselves for this competitive environment.

The purpose of training is:

1. Developing intellectual ability of student

2. Bring confidence

3. Developing skills

4. Modify Attitude

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TABLE OF CONTENT

1. INTRODUCTION OF THE ORGANIZATION

Group History

JSPL Mission

JSPL Vision

Jindal Philosophy & Groups

Jindal Construction

Major Competitors

Network

2. INTRODUCTION OF THE TOPIC

3. METHODOLOGY

Need

Structure of the Study

Objectives of the Study

Limitations of the Study

4. RECRUITMENT & SELECTION PROCESS AT JSPL’

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HR Philosophy of Jindal Steel & power Ltd

Source of Recruitment

Process of Selection

Promotion

5. FINDINGS AND ANALYSIS

6. CONCULSION& RECONMDATOIN

7. BIBLEOGRAPHY

8. ANNEXURE

9. QUESTIONNAIRE

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I. INTRODUCTION TO THE ORGANISATION

Strong leadership forms the nucleus of JSPL and drives all its endeavors. Hailing from diverse backgrounds, armed with vast experience and knowledge, the company’s core team takes strategic decisions, focusing on the development of the organization, people and the nation as a whole.

Smt. Savitri JindalChairperson

Mr. Naveen JindalExecutive Vice

Chairman & Managing Director

Mr. Ratan JindalDirector

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Mr. Vikrant GujralGroup Vice

Chairman & Head Global Venture

Mr. Anand GoelJoint Managing

Director – Corporate Affairs

Mr. Sushil MarooDirector

Mr. A. K. Mukherji Whole time Director

Mr. S. Ananthakrishnan Nominee Director,.

Mr. R. V. Shahi Director,

Independent

Mr. Arun K. PurwarDirector,

Independent

JSPL- TAKNG INDIA AHEAD

Jindal steel and power is a part of the Jindal group, founded by O.P.jindal (1930-2005). In 1969, he started pipe unit Jindal India limited, one of the earlier incarnations of his business empire. JSPL is a leading player in steel power, mining oil and gas and infrastructure. The company operates in sectors straddling across Asia, Africa, America and Geogia. Mr. Naveen Jindal , the youngest son of the Legendary late Shri O.P. Jindal drives JSPL and its group companies Jindal power ltd . , Jindal petroleum ltd., Jindal steel Bolivia. The products manufactured by this company are : H-Beams , Rails , Coils , Plates , wire rods , sponge iron , mild steel slabs , slabs Ferro chrome , iron-ore .The company is also involved in power generation. Jindal Steel and power limited is the most valuable private steel producer in India, with an annual turnover of over US $ 2.1 billion (10,000 corers)The number of employees involved in this company is 7001.The companies managing the business are:

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- Jindal steel and power limited Jindal petroleum limited Jindal power limited Jindal steel Bolivia Jindal cement limited

JPL, a subsidiary of JSPL has been contributing significantly to the growing needs of power in country. It has not only diversified into power generation but also

into petroleum, infrastructure, diamond, and high value metals and mineral exploration.

EXPANSION PLANS:-

Raigarh-A M.O.U has been signed between JSPL and the government of Chhattisgarh for setting up an additional 7.0 MTPA steel plant in phases and a 1600 Mw power plant with an investment of over Rs. 26,000 corers.

Jharkhand-An million ton integrated steel plant and 2600 Mw captive plant in phases, with a total investment of Rs. 30,000 corers.

Orissa-A 12.5 million ton integrated steel plant and 2600 Mw captive power plant in phases with a total investment of Rs. 40,000 corers.

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Bolivia- JSPL plans to invest Rs 10,500 corers in Bolivia , South America in coming years for mining and setting America in coming years for mining and setting up of an integrated 1.7 MT steel plant, 450MW power plant 6 MT sponge iron and 10 MT ore pellet plant.

In terms of tonnage, it is the third largest steel producer in India.

Following are the policies of JSPL:-

Environment and quality policy Total productive maintenance policy Energy policy Occupational health and safety policy C.S.R policy

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VISION

To create a competitive advantage for all stakeholders through effective people management.

MISSION

The Company embraces certain core values in order to function ethically, effectively and prosper further:

Respect for Individual: Recognize each individual’s contribution in the growth and development of the Company. Treat all Jindalites with respect and dignity.

Integrity: Conduct all business dealings along transparent lines. Meritocracy: Foster an environment of excellence in performance. Dynamic Thinking: Demonstrate a winner’s attitude, with a clear focus

to deliver sustained values for all stakeholders. Creativity & Innovation: Encourage creative experimentation, embrace

new ideas and institutionalize continuous improvement in all aspects of business and performance.

Social Responsibility: Work on social and environmental issues to enrich the quality of life within the community we serve.

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Mr. Naveen Jindal, a Member of Parliament, Executive Vice Chairman and Managing Director of Jindal Steel and Power Ltd (JSPL), and a sports enthusiast, is the youngest son of Late Sh. O.P. Jindal, the steel visionary and Minister of Power in the government of Haryana. At a very young age, Mr. Naveen Jindal has transformed JSPL, a moderately performing company in the steel sector, into a world class company, the highest wealth creator in the country. After consolidating its position as a leading player in the steel, power, mining and infrastructure sectors, JSPL has recently diversified into the oil & gas sector.

Mr. Jindal is a management graduate from the University of Texas at Dallas, USA.Mr. Naveen Jindal is not only a successful entrepreneur but also a caring politician and an effective parliamentarian. He represents Haryana state’s Kurukshetra constituency in parliament. He started active participation in politics during his college days. He was the President of the Student Government and recipient of the ‘Student Leader of the Year Award’ - the honour for a student at the University of Texas at Dallas.Weeding out corruption, stabilizing the population, aiming for a hunger free society, promotion of sports at all levels, promoting a clean environment and providing health and educational facilities in his constituency are on top of his political agenda. His ideology is to incorporate the best practices of business management into politics.

Mr. Jindal single-handedly took up the cause of restoring in Indians a national pride, choosing the Trico lour as his symbol. As a result of his decade long crusade, the Hon’ble Supreme Court of India, in a historic judgment on 23rd January 2004 held that the right to fly the National Flag freely, with respect and dignity is a Fundamental Right of Every Indian Citizen. Shri Jindal’s next campaign was successful when in December 2009 the Home Ministry agreed to a proposal made by him to fly the flag at night where the flag is installed on the monumental / giant pole with proper illumination.

Taking it forward, he campaigned and in Feb 2010 got the Rules Committee of Indian Parliament through Hon’ble Speaker to allow the members of Parliament to display

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the National Flag as a lapel pin while seated in the House. Mr. Jindal is a national record holder in skeet shooting and an accomplished Polo player. Currently, he is taking a lot of interest in promoting hockey, the national game of India.

Jindal Steel & Power Ltd.- Will it replicate its earnings growth of the past?

Jindal Steel & Power Limited (JSPL) is a Jindal Group company with an annual turnover of over Rs. 11,000 Cr. JSPL operates in a promising mix of two business segments- Power & Steel. It is a leading player in the Steel Industry. The company produces economical and efficient steel and power through backward integration from its own captive coal and iron-ore mines. JSPL is the one of the lowest cost producer of sponge iron in India. Backward integration has given JSPL the distinction of being the only sponge iron producer with its own captive raw material sources and power. JSPL sells power on merchant basis, which commands higher realizations than other power generation companies that are subject to regulated tariffs. The company serves both domestic as well as international markets. It is also entering into niche value-added segment such as rounds, billets, blooms and slabs

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JSPL has performed very well over the last ten years. The company has clocked an impressive CAGR of 36.5% for its Net Sales, showing an increasing demand for its productsThe company’s operating margins have improved over the years. This is mainly due to the significant reduction in raw material costs as a % of sales turnover; a result of the captive iron mines and power plants. In fact, Jindal’s margins at an average of 38%, have been much better than its peers like SAIL, JSW etc. This advantage has helped the company register robust EPS growth rates

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JINDAL CONSTRUCTIONS

RAILS

Giving impetus to the significant rail sector, JSPL has pioneered the manufacturing of 121 meter long track rails in the Indian sub-continent. The world’s longest track rails are a testimony of JSPL’s manufacturing capabilities where continuous innovation is a practice rather than an exception.

What differentiates JSPL’s 121 m long rails from the others is that there is a drastic reduction in the welded joints, providing enhanced safety, cost reduction and travel comfort. Our products are subjected to stringent quality norms and can, therefore, match all international standards. JSPL rails are rolled in different sections ranging from IRS-52, UIC 54, 60 and IRS T-12/2009 conforming to Indian Railways as well as various other international specifications.

A range of certifications such as BSI-London for Quality (BS: EN 9002:2000) and Environmental Management System (BS EN14001: 1996) testifies to the quality and performance of the track rails. Beside our internal quality assurance mechanism, we also ensure that a comprehensive third-party inspection is conducted before the final dispatch of the products to the customers.

Rails can be supplied in customized finished lengths ranging from 13 m to 121 m and Flash Butt welded rails from 240 m up to 484 m.

The Plant is equipped with state-of-the-art facilities that would aid continuous on-line inspection and quality control, helping to adhere to specifications laid down by the Indian Railways and international bodies.

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BEAMS

JSPL pioneered the production of medium and large size Hot Rolled Parallel Flange Beams and Column Sections (H-Beams) in India. The beams are cost-effective and provide design flexibility.

Produced as per Indian & International standards, these sections are superior in terms of strength, efficiency, higher axial and bending load bearing capacity, workability and economy vis-à-vis outdated tapered flange beams. They are extensively used in construction of multi-storied buildings, bridges, utility buildings, car parking lots, industrial sheds and structures, material handling systems, railways, ports /harbors and airports.

JSPL collaborated with JFE Engineering Corporation, Japan (formerly known as NKK Corp.), to introduce this innovative product in India. JSPL leads technical innovation and advancement by offering H-Beams that are unmatched in quality, performance and cost effectiveness.

Manufactured through the Universal Rolling method, these beams have standard nominal depth, with different flange and web thicknesses. This helps customers to choose from more options in terms of unit weights and sectional properties. In fact, JSPL's beams are the most sought after by structural engineers, architects and construction companies globally.

JSPL has a state-of-the-art, integrated manufacturing plant at Raigarh, Chhattisgarh, where H-beam sections up to 900 mm are manufactured on a regular basis. Equipped with modern machinery, the plant boasts of world-class production facilities with efficient product rollouts. The H-beam plant machinery includes: reheating furnace, primary & secondary de-scaler,

universal tandem mill, cooling beds, straightening machines, testing and finishing facilities including online ultrasonic and eddy current testing facilities for rails.

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PLEATS & COILS

JSPL is equipped with India's first 'one of a kind' state-of-the-art plate mill that produces plates and coils of 3.5 and 3 meters width, respectively, for the first time in the private sector.

JSPL epitomizes its performance-oriented service by producing plates ranging from 7-120mm in thickness & widths of 1500 -3500 mm and coils varying in thickness of 7 -25 mm and widths of 1500 - 3000 mm. The products are of premium quality, owing to its sound steel refining properties. The total production capacity of the plant is 1 MTPA. JSPL adheres to stringent international standards and the steel grades are manufactured under various specifications like EN, DNV, BS, ASTM, JIS, LRS, ABS, etc. Initiating production in Jan 2007, the plate mill acquired ISO 9001:2000 and ISO 14001:2004 certifications. It has been awarded CE, ADW-2000, LRS, ABS, & DNV certifications already. GL & NK certification is also under process for servicing the requirements of the shipbuilding industry.

The hot rolled plates of the company are manufactured in the upgraded steckle mill that confirms to international quality standards and offers value added service

Our plate mill is equipped with walking beam to the customers. Steel refining and rolling processes adopted by the company are considered exclusive type of reheating furnace. The slabs are re- heated at a very high temperature of 1250 degrees Celsius and then rolled in a 2 hi-reversing type roughing mill and a 4 hi-reversing type finishing mill. To ensure excellent surface quality, high pressure de-scalars are provided at the entry and exit points.

An auto level 2 widths and thickness controlling system coupled with heavy leveler assures close dimensional tolerances and an increased level of flatness control. Right from the slab charging, plate production to the conclusive stage fully equipped inspection facilities are in place.

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SEMI FINISHED PRODUCT

JSPL has a capacity to produce about three million tons per annum of semis which are primarily used for captive use in JSPLs’ 0.75 million tons per annum capacity Rail & Universal Beam Mill and 1.0 million tons per annum capacity Plate & Stackle Mill.

Semi-finished steel production (casting) facilities at JSPL

Four strand Bloom-cum-Beam Blank-cum- Round caster (1 MTPA capacity), one of its kind in India. It can cast beam blanks in size 480x420x120 mm, 355x280x90mm for rolling of structural sections, blooms in sizes 285x3950 mm, 280x320 mm, or 285x390 mm for rolling of structural sections and rails and rounds in die 140, 160, 200, 220, 255, 280, 305 & 355 mm diameter for production of seamless pipes. While cast beam, blanks and blooms are for both captive use and sale, cast rounds are produced for sale.

Six strand billet-cum-round caster (0.75 MTPA capacity.) It can cast billets in sizes 130mmx130mm, 150x150 mm and 200X200 mm for rolling of structural products or rounds in die 140, 160, 180 and 200 mm for production of seamless pipes, all for sale.

Single strand Slab caster (1 MTPA capacity.) It can cast slabs in thickness of 215, 250, and 280 mm & in widths ranging from 1500 mm to 2600 mm, for captive use in JSPL's plate mill or for commercial sale.

Semi-finished products from JSPL can be delivered in a very wide range of carbon steel and alloy steel grades with ultra low gas and sulphur contents and come assured with high internal soundness and dimensional uniformity.

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.WIRE RODS

In line with our corporate philosophy of continuing efforts to expand our product range to offer a complete product basket to the customer, JSPL now offers Wire Rods from its first unit of 6 Million Tone Steel Plant at Patratu, Jharkhand.

0.6 MTPA Wire Rod mill plant at Patratu is equipped with latest technology from Morgan, USA. This mill is equipped with advanced rolling equipment such as Reducing & Sizing Mill (RSM), high speed shear, pinch rolls and laying heads along with controlled temperature rolling and controlled cooling to meet the processing requirements of various grades of steel. This results in improved mechanical properties due to finer and more uniform grain size suitable for rapid spheroid zed annealing or high-yield strength with optimal scale weight and type.

Wire Rods from JSPL come with a promise of consistent quality and high dimensional accuracy. Quality

Wire Rod mill at Patratu produces Low carbon, Medium carbon, High carbon and other special grades that include Cold Heading Quality (CHQ), electrode quality, high carbon wire rods for spring steel, spoke wire, pre-stressed concrete, tyre bead & ACSR etc.

In order to contribute significantly to India's growing need for power we started power generation over a decade back. In the beginning it was a captive power facility using waste heat from the rotary kiln boilers and the coal rejects of the washery. Over the years however, Jindal Steel and Power Ltd (JSPL) and its subsidiary Jindal Power Ltd. (JPL) have come up in a big way and are producing about 1400 MW power through both captive and commercial facilities.

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MAJOR COMPETITORS

➢ SAIL

➢ TISCO

➢ ESSAR

➢ JISCO

➢ SAW PIPES

➢ UTTAM STEEL LTD.

➢ ISPAT INDUSTRIES LTD.

➢ MUKAND LTD.

➢ MAHINDRA UJINE STEEL CO.LTD

➢ TATA STEEL LTD.

➢ USHA ISPAT LTD.

➢ KAIYANI STEEL LTD.

➢ ELECTRO STEEL CASTING LTD.

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NETWORK

INTRODUCTION OF TOPIC

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RECRUITMENT

According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

1. PLANNED: The needs arising from changes in organization and retirement policy.

2. ANTICIPATED: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

3. UNEXPECTED: Resignation, deaths, accidents, and illness give rise to unexpected needs.

DEFINITIONS

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According to DALE S. BEACH “Recruitment is the development and

maintenance of adequate manpower resources. It involves the creation of a pool

of available labor upon whom the organization can depend upon when it needs

additional employees”.

According to the EDWIN B. FLIPPO “Recruitment is the process of

searching for prospective employees and stimulating them to apply for jobs in

the organization”.

According to DALE MODER “Selection is the process in which

candidates for employment are divided into two classes—those who are to be

offered employment and those who are not.

MEANING OF RECRUITMENT AND SELECTION According to Edwin B. Flippo, “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the

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organization.” Recruitment is the activity that links the employees and the job

seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applicants are

submitted. The result is a pool of applications from which new employees are

selected.

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.

Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective for the organization so that the management

can select the right candidate for the right job from this pool. The main

objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though

specific vacancies do not exist. Usually, the recruitment process starts when a

manager initiates an employee requisition for a specific vacancy or an

anticipated vacancy.

PURPOSES AND IMPORTANCE

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

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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.

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

Increase organizational and individual effectiveness in the short term and

long term.

Increase the success rate of the selection process by reducing the number

of visibly under qualified or overqualified job applicants.

OBJECTIVES OF RECRUITMENT:

To attract people with multi-dimensional skills and experience that suits

the present and future organizational skills.

To induct outsiders with a new perspective to lead the company.

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To induce fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent people to the

company.

To search or head hunt people whose skills fit the company’s values.

To devise methodologies for assessing psychological traits.

To seek out non-conventional development grounds of talent,

To search for talent globally and no just within the company.

To design entry pay that competent on quality but not quantum.

To anticipate and find people for positions that does not exist yet.

Sub-systems of Recruitment:

The recruitment consists of the following sub-functions 1. Finding out and developing the sources where the required number and kind of employees will be available. 2. Developing suitable technique to attract the desirable candidates employing the techniques to attract candidates. 3. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required.

Management has to attract more candidates in order to increase selection ratio in order to select the most suitable candidates out of the total candidates. Recruitment is positive as it aims increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which process the unsuitable are automatically eliminated. Though, the function of recruitment seems to be easy, a number of factors make performance of recruitment a complex one.

2.5 RECRUITMENT PROCESS

Recruitment planningEstimated no. of

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Contacts need. Job specifications.

Recruitment Evaluation No. of jobs filled? Jobs filled in timely fashion? Cost per job filled?

A general recruitment process involves Identifying vacancies, prepare job

description and person specification, advertising, managing the response, short-

listing, arranging interviews, conducting interviews, decision making, convey

the decision and appointment action. This means that a lot of time and resources

have to be invested.

Interviews are an important and a crucial part of recruitment process.

The person taking the interview of the candidate has to be well prepared in

advance. Concerns like the location of the interview, the time table, the

structure of the question strategy, style of taking the interview needs to be

decided beforehand so that nothing is left ambiguous in.

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Recruitment philosophy• Internal vs. External job

filling• Job vs. Career orientation• St-term vs. long-term

orientation

Recruitment strategy development• choosing reqd. applicant

qualifications• choosing recruitment sources and

communication channels• choosing inducements

Recruitment Activities• Job posting• Ads• Other recruitment sources• Follow up actions• Record keeping

Screening / Selecting employees


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A general recruitment process may include a written test to judge

particular skills of a candidate. In this case, the test should be prepared

carefully, not deviating from the subject. A lot can be judged about the

candidate from his CV. A proper presentation of his CV in an organized and

refined manner speaks a lot about the individual. His mindset and attitude can

be judged according to his CV.

There are a few things that need to be kept in mind during the recruitment

process. Until the final decision about a certain candidate is taken, it is

important to keep in regular touch with the candidate. The decision making

process should not take very long to avoid the candidate from taking up some

other opportunity. A candidate should be duly informed once the decision is

taken. He should be told the complete process of his appointment clearly with

details of all the documents that he needs to submit. A record file should be

maintained of the candidate for any future reference.

The recruitment process must be robust and justifiable and should stand

up to external scrutiny. Only a good recruitment agency with good

understanding can perform the same with a good understanding.

SOURCES OF RECRUITMENT

There are several sources and they may be broadly classified into two.1) Internal sources2) External sources

Internal Source External Source

Professional or Trade Associations Advertisements R

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E Employment Exchange Present Employees C R Campus Recruitment Employee Referrals U I Walk-ins and Write-ins Former Employees T M Consultants Previous Applicants E N Contractors T Displaced Persons Radio and Television

E-Recruiting

INTERNAL RECRUITMENT:

Present Employee:

Promotions and transfers from among the present employees can be a

good source of recruitment. Promotion to higher positions has several

advantages. They are 1) it is good public relations 2) it builds morale;

3) It encourages competent individuals who are ambitious; 4) it is cheaper than

going outside to recruit.

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Promotion can be dysfunctional to the firm a advantage of hiring outsiders who

may be better qualified and skilled is denied. Promotion also results in

inbreeding which is not good for the organization.

Promotion, to be effective, requires using job posting, personal records

and skill banks. Job posting means notifying vacant positions by posting

notices, circulating publications or announcing at staff meetings and inviting

employees to apply. Personnel records are also useful to effect promotions.

Examining personal records may help discover employee who are below their

educational qualifications or skill levels.

Employee referrals:

This can be good source of internal recruitment. Employees can develop

good prospectus for their families and friends by acquainting them with the

advantages of a job with the company. When employees recommend successful

referrals, they are paid monetary incentives which are called “finder’s fees”.

Former employees:

Former employees are also a internal source of applicants. Some retired

persons employees may be willing to come back to work on a part-time basis or

may recommend someone who would be interested in working for the company.

Sometime, people who have left the company for some reason or the other are

willing to come back and work. An advantage of this source is that the

performance of these people is already known.

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Previous applicants:

Although not truly internal sources, those who have previously applied for

jobs can be contracted by mail, a quick and inexpensive way to fill an

unexpected opening

EXTERNAL SOURCES: Professional or Trade associations:

Many associations provide placement for their members. These services

may consist of compiling job seekers, lists and providing access to member’s

regional or national conventions. Professional or Trade associations are

particularly useful for attracting highly educated, experienced or skilled

personnel. Another advantage of these sources is that recruiters can zero in on

specific job seekers, especially for hard-to-fill technical posts.

Advertisements:

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Advertising in newspapers and periodicals is one of the most important

methods of recruitment today. This is specially so in case of recruitment of

management and technical personnel. The company needing advertiser’s details

about requirement, salary, perquisites , duties and responsibilities etc. the

advantage of advertising is that all details about the job can be given I

advertisement to allow self-screening by the prospective candidates.

Advertisement gives the management a wider range of candidates from which

to choose. Its disadvantage of applicant’s whole screening cots may be quite

heavy.

Employment Exchange

Employment exchanges have been set up all over the country in deference to

the provisions of the employment exchange act 1959. The major functions of

the exchanges are to increase the pool of possible applicants and to do

preliminary screening. Thus, employment exchanges act as a link between the

employers and the prospective employees. These offices are particularly useful

in recruiting blue-collar, white-collar, and technical workers.

Campus recruitment:

Colleges, universities, research laboratories, sports fields and institutes are

fertile ground for recruiters, particularly the institutes. Four reasons can be

given to explain this trend. First, changes in the economic front have thrown

open new opportunities in the home country. Second, quality of life in India

has improved considerably. Third, it is becoming highly difficult for foreign

students to secure work permits in the US. Fourth, sentiment and love for the

mother country compels them to return India.

pg. 38


.

Campus recruitment is often an expensive process, even if the recruiting

process eventually produces job offers and acceptances.

Consultants

Consultants are useful in as much as they have nation-wide contacts and lend

professional to the hiring process. They also keep prospective employer and the

employee anonymous.

Contractors:

Contractors are used to recruit causal workers. The names of the workers are not

entered in the company records and to this extent, difficulties experienced in

maintaining permanent workers are avoided.

Radio and television:

Radio and television are used but sparingly, and that too, by government

departments only. Companies in the private sector are hesitant to use the media

because of high costs. Radio and television can be used to reach certain types

of job applicants such as skilled workers.

E-recruiting :

Perhaps no method has ever had revolutionary an effect on recruitment

practices s the internet. There are respective company websites devoted in some

manner to job-posting activities. Currently, employers can electronically screen

candidates soft attributes, direct potential hires to a special website for online

pg. 39


.

skill assessment, conduct background checks over the internet, interview

candidates via videoconferencing, and manage the entire process with web-

based software. Companies benefit immensely through cost savings,

Speed enhancement and extend worldwide candidate reach which the internet

offers.

Factors Affecting Recruitment :

Both internal and external factors affect recruitment. The external factors

include supply of and demand for human resources, employment opportunities

and/or unemployment rate, labor market conditions, political, legal requirement

and government policies, social factors, information systems etc.

The internal factors include the company’s pay package including salary, fringe

benefits and incentives, quality of work life, organizational culture, career

planning and growth opportunities, size of the company, company’s

product/services geographical spread of the company’s operations viz., local,

national or global, company’s growth rate, Role of Trade Unions and cost of

recruitment.

FACTORS AFFECTING RECRUITMENT

pg. 40


.

Function of Recruitment

Performing the function of recruitment, increasing the ratio is not as a easy

as it seems to be. This is because of the hurdles created by the internal

factors and external factors which influence an organization. The first

activity of recruitment i.e. searching for prospective employees is affected

by many factors like

1. Organizations policy regarding filling up of certain percentage vacancies

by internal candidates.

2. Local candidates

3. Influence of trade unions

pg. 41


.

4. Government regulations regarding reservations of certain number of

vacancies to candidates based on community/region/caste/sex;

5. Influence of recommendations, nepotism etc. As such, the management

is not free to find out or develop the source of desirable candidates and

alternatively it has to divert its energies for developing the sources

within the limits of those factors thought it cannot find suitable

candidates for the jobs.

FACTORS AFFECTED BY RECRUITMENT:

It is also affected by internal factors like

1. Working conditions and

2. promotional opportunities

3. salary levels, type and extent of benefits;

4. other personnel policies and practices;

5. image of the organization

6. Ability and skill of the management to stimulate the candidates.

It is also affected by external factors like:

pg. 42


.

1. Personnel policies and practices of various organizations regarding

working conditions, salary, benefits, promotional opportunities, employee

relations

2. Career opportunities in other organizations;

3. Government regulations.

SELECTION

In human resource planning we identified our personnel needs. Once these needs

were established a job analysis was conducted, which clarified the characteristics

of jobs being done and the individual qualities necessary to do these jobs

successfully. This information was then used to recruit a pool of qualified

applicants. We must now begin the process of thinning this set, which is one of

the major objectives of selection. The selection procedure is the system of

functions and devices adopted in a given company to ascertain whether the

candidate's specifications are matched with the job specifications and

requirements or not. The selection procedure cannot be effective until and

unless:

pg. 43


.

1. Requirements of the job to be filled, have been clearly specified (Job

Analysis)

2. Employee specifications have been dearly specified.

3. Candidates for screening have been attracted.

Thus, the development of job analysis, human resource planning and

Recruitment is necessary prerequisites to the selection process.

Objectives of Selection:

Selection has two main objectives:

1. To predict which job applicants would be successful if hired

2. To inform and sell the candidate on the job and the organization.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the

applicants and ending with the contract of employment. In practice, the process

differs among organizations and between two different jobs within the Internal

Environment same company. Selection procedure for senior managers will

long-drawn and rigorous ,but it in simple and short while hiring shop-floor

workers.

Internal Environment

Preliminary Interviews

pg. 44

External Environment


.

| Selection Tests | Employment Interview | Reference and Background Analysis | Selection Decision | Physical Examination | Job Offer | Employment Contract | Evaluation

Preliminary Interview :

The applications received from job seekers would be subject to scrutiny so as to

eliminate unqualified applicants. This is usually followed by a preliminary

interview the purpose of which is more or less the same as Scrutiny of

applicants, that is, elimination of unqualified applications. Scrutiny enables the

HR specialists to eliminate unqualified job seekers based on the information

supplied in their application forms.

Selection Tests :

Job seekers who pass the screening and the preliminary interview are called for

tests. Different types of test mat be administered, depending on the job ad the

company.

pg. 45


.

Ability tests or Achievement tests assist in determining how well an

individual can perform tasks related to the job.

Aptitude tests help determining a persons potential to learn in a given area.

Personality tests are given to measure a prospective employee’s motivation to

function in a particular environment.

Interest tests are used to measure an individual’s activity preferences. These

tests are particularly useful for students considering many careers or employees

deciding upon career changes.

Graphology test is a test that seeks to predict success or failure through one’s

handwriting. It s vastly used in the U.S but is yet to make its presence felt in

India.

Medical test reveal physical fitness of a candidate.

Employment Interview :

An interview is conducted at the beginning of the selection process. Interview

is a formal, in-depth conversation conducted to evaluate the applicant’s

acceptability. It is considered to be an excellent selection device. Interview can

be adapted to unskilled, skilled, managerial and professional employees. It

allows a two-way exchange of information, the interviewers learn about the

applicant, and the applicant learns about the employer.

The employment interview can be

1) One-to-one

2) Sequential

3) Panel

In the one-to-one interview, there are only two participants- the interviewer

and the interviewee.

pg. 46


.

The sequential interview takes the one-to-one a step further and involves a

series of interviews, usually utilizing the strength and knowledge-base of each

interview can ask questions in relation to subject area of each candidate.

The panel interview consists of two or more interviewers and the figure may

go up to as many. It is less intimate and more formal than the one-to-one, but if

handled and organized well, it can provide a wealth of information.

Reference and Background Checks

Many employers request names, addresses, and telephone numbers or

references for the purpose of verifying information and, perhaps, gaining

additional background information on an applicant.

Selection Decision :

If a candidate successfully overcomes all the obstacles or tests given above he

would be declared selected. An appointment letter will be given to him/her

mentioning the terms of employment, pay scales, post on which selected etc.

Steps in the selection procedure are not rigid. They may vary from one

organization from another or in the same organization from job to job.

Physical Examination:

Candidates who have crossed the above hurdles are required to go for the

medical examination. This is very important because a person of poor health

cannot work completely and the investment in him may go waste. So it is

essential.

Job offer:

pg. 47


.

Job offer is made through letter of appointment. Such a letter generally contains

a date by which the appointee must report on duty. The appointment must be

given a reasonable time for reporting. It is necessary when he or she is already

employment, in which case the appointee is required to obtain a relieving

certificate from the previous employer.

Contracts of Employment :

After job offer has been made and the candidates accept the offer, certain

documents need to be executed by the employer and the candidate. One

document is the Attestation form. This form contains certain vital details about

the candidate which are authenticated and attested. It is valid for future

reference.

Multi-dimensional testing :

However, the need for multi-skills is being felt be most of the companies

consequent upon globalization, competitiveness and the consequent customer-

centered strategies. Organization have to develop multi-dimensional testing in

order to find out whether the candidates possess a variety of skills or not,

candidates ability to integrate the multi-skills and potentiality to apply the\m

based on situational and functional requirement.

Factors Affecting Selection Decision:

The goal of selection is to sort out or eliminate those judged unqualified to meet

the job and organizational requirements, whereas the goal of recruitment is to

pg. 48


.

create a large pool of persons available and willing to work. Thus, it is said that

recruitment tends to be positive while selection tends to be somewhat negative.

A number of factors affect the selection decisions of candidates. The important

among them are:

a) Profile matching: Possible care is taken to match the candidate's bio-data

with the job specifications.

b) Organizational and social environment some candidates, who are eminently

suitable for the job, may fall as successful employees due to varying

organizational and social environment. Hence, candidates' specifications must

match with not only job specifications but also with organizational and social

environment requirements.

c) Successive hurdles: In this method hurdles are created at every stage of

selection process. Therefore, applicants must successfully pass every screening

device in case of successive hurdles.

pg. 49


.d) Multiple correlations: It is based on the assumption that a deficiency in one

factor can be counter-balanced by an excess amount of another.

Each of these steps represents a decision point requiring some affirmative

feedback for the process to continue. Each step in the process seeks to expand

the organization’s knowledge about the applicant’s background, abilities &

motivation increases the information from which decision makers will make

their predictions and final choice.

RECRUITMENT IS DISTINCT FROM EMPLOYMENT AND SELECTION

Once the required number and kind of human are determined, the management

has to find the places where required human resources are will be available and

also find the means of attracting them towards the organization on before

selecting suitable candidates for jobs. All this process is generally known as

recruitment.

Some people use the term ‘recruitment’ for employment. These two are not one

and the same recruitment is only one of the steps in the entire employment

process. Some others use the term recruitment for selection. These two terms

are not one and the same either.

pg. 50


.

Technically speaking the function of recruitment precedes the selection function

and it includes only findings, developing the sources of prospective employees

and attracting them to apply for jobs in an organization, whereas the selection is

the process of finding out the most suitable candidate to the job out of the

candidates attracted. Formal definition of recruitment would give clear cut idea

about the function of recruitment.

RECRUITMENT PROCESS

Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

pg. 51


.1. Identify vacancy

2. Prepare job description and person specification

3. Using sources for the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

1) Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

Post to be filled.

Number of persons

Duties to be performed

Qualification required

2) Preparing job description and person specification

3) Using the sources for the vacancy: Locating and developing the sources of required number and type of employees.

4) Managing the response

5) Short listing: Short listing and identifying the prospective employees with required characteristics.

pg. 52


.

6) Arranging interviews: Arranging the interviews with the selected candidates.

7) Conducting interview and decision making

pg. 53

RECRUITMENT & SELECTION PROCESS


.

Manpower Requisition

Kick of Meeting

Review & Process Initiation

Issue of Appointment Letters

Sending Call Letters

Short-listing

Interview Process

Compensation Fixation

Open Personal File

Employee Orientation

Joining FormalitiesPayroll Preparation

END

Resume SourcingTransfer (s) (Inter Dept. / Division/ Region)

Resume Screening

Sources Of Recruitment

Data BankEmployee ReferralsPlacement Agencies

Advt. Response

Walk-in Interviews

Employee Placement

Personal Interview

Panel Interview

SOURCES OF RECRUITMENT

pg. 54


.

RECRUITMENT & SELECTION PROCESS AT JSPL’

pg. 55


.

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations.

Recruitment is a process of 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. It is done when any department in the organization requires the person or a candidate for a specific job.

At Jindal Steel and Power Ltd., the HR department has two different processes planned out for recruiting and selecting –

Employees at Senior Positions

Mass recruitment of Engineers and Managers under GET and JLMG Schemes

Recruitment and Selection of Employees at Senior Positions:

If any department needs the candidate that is, if it identifies the vacancy, it is conveyed to the HOD of the particular department where, the HOD designs the job description and then, it is further sent to the HR department so as to find the right person for the required job.

The HR department, according to the Job Description selects the required resumes which they get through the advertisements, through web sites like Naukri.com etc, consultants, employee referrals, peers, head hunting etc.

After collecting the resumes all the resumes are scrutinized by the HR department on the basis of the Job Description. After scrutinizing, they are short listed and it is sent to the HOD of the HR department and the short listed resumes are checked by the HOD and he finally selects the resumes and the final selected resumes are called for the test and/or interview stage.The interview stage consists of multiple rounds of interviews/discussions with the interview panel consisting of senior members of the concerned Department, a psycho-analyst as well as members of the HR Team. These interview rounds assess the candidates on the basis of the following parameters –

Candidate’s Personality on the basis of his/her

o Appearance, poise, confidence, dress & manners

pg. 56


.

o Emotional stability, level headedness

o Apparent health

o Candidate’s basic etiquettes

Candidate’s Functional Competency on the basis of his/hero Job Knowledge/Technical Competence

o Academic Achievement

o Career Progression

o Growth Potential

Candidate’s Communication skills on the basis of his/her conversational ability and clarity/thoroughness

Candidate’s Leadership skills on the basis of his/hero Interpersonal relations/Empathy/Warmth

o Energy/Drive, Initiative

o Decision Making, Analytical Ability

The interview panel then shortlists/rejects/selects candidates on the basis of these interview rounds. The final selected candidates are then called for an HR round of discussion to discuss the following important factors:

Salary Negotiation Travel and other compensations Date of joining (DOJ)

After the successful completion of the HR round of discussion, the selected candidate must go through a pre-employment check which consists of –

Health Check-Up (Usually JSPL has a tie up with Apollo Hospital for step)

Address Check Reference Check if any(To check the credibility of the reference in

case the employee has one) Credentials Check Criminal Check Certificate Check

pg. 57


.JSPL often hires different agencies for the various above mentioned checks.

These checks are important to make sure the honesty and genuineness of the candidate.

Mass recruitment of Engineers and Managers under GET and JLMG Schemes

The process of mass recruitment is performed by JSPL to select fresh/less-experienced but highly talented and young candidates under the GET (Graduate Engineer Training) and JLMG (Jindal Lead Management Group) schemes.

One of the following recruitment practices is followed before the selection process begins to make a data pool of sufficiently talented candidates –

Campus recruitment Advertisements in newspapers, websites followed by All India Written

Test GET

Campus Recruitment

After being intimidated by the concerned department(s) which is demanding new employees, members of the HR team along with senior members of the concerned department visit the appropriate campuses to recruit and select fresh employees. The JSPL team gives a presentation to the interested students as a recruitment method.Students usually go through the following selection rounds:

Written Test Psychometric Test Board Interview (Board Consist of senior member of the concerned

department with vacancies, a psycho-analyst, members of the HR team)

Shortlisted candidates are put on hold until they are finally selected after further rounds of interviews/discussions and undergo the same HR discussion rounds and pre-employment checks as discussed in the previous selection method before finally becoming JSPL employees.

pg. 58


.

Internal Sources:

The organization encourages in filling the vacancies from within the existing people if they are fulfilling the criteria and found suitable.

They invite application internally through notice/circulars for all such vacancies and are put up on the notice board and intranet.

The candidates fulfilling the requirements apply against the internal notification to the HR department through their supervisors or HOD.

Other Sources: Other sources can be adopted if suitable candidate are not available internally.

Placement agencies Employee Referrals Newspaper Campus Specific industry search position Internet Local employment exchange Internet

Employees from other Jindal company: in case of prior/current employment with any other Jindal Group Company, management would consider the case only after the consent of the concerned sister Company.

Employee near relation: Their cases will be considered as per policy of “Employment of relatives/close personal Acquaintance policy”.

Employment of Ex-employees: their cases will be considered as per policy of “Employment of Ex-Employee”

JSPL ALL INDIA GRADUATE ENGINEER TRAINEE RECRUITMENT 2010

We congratulate all the selected candidates who have come out successful through our selection procedure.

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.

The Discipline-wise revised results of the selected candidates are as follows:

Civil Electrical I&C Mechanical Metallurgical

The appointment letters to the selected candidates will be sent through e-mail and courier shortly. Please keep in mind that Date of Joining will be announced at a later date. Tentatively it shall be in July 2010 for the fresh graduates.

For any further queries, please feel free to mail us at [email protected]

The Human Resource department will endeavors to provide on an average 4-5 days of training per employee on an annual basis. The training program is organized/conducted based on training needs identified. The participants are nominated for both in-house and external training including overseas training programs. The responsibility of functional as well as behavioral/management training rests with the HR department concerned, who will plan for and execute the training initiatives in close co-ordination with functional heads.

JSPL is highly committed to acquiring the best talent from the industry and nurturing & developing human assets to enhance its own function. It is vital that the selection procedure of the human assets be such that the Company is able to select the best talent. In accordance with its objectives of creating a pool of skilled and capable employees, Jindal Lead Management Group (JLMG) has been introduced in our Company.

CAREER GROWTH PLAN

The career path defined typically for JLMG recruits indicates a person’s promotion to reach the level of AVP on completion of 10 years subject to his performance. Post achieving the level of AVP, one’s further growth is based on his/her performance.

Mentoring refers to a developmental relationship where a more experienced person (the mentor) helps and guides a young and inexperienced person (the

pg. 60


.

mentee) to better his professional life. Mentoring goes beyond the normal boss-subordinate relationship as it also involves sharing of professional skills, expertise and experience with the mentee. In order to derive the best out of this relationship, the mentor has to provide a congenial atmosphere wherein the mentee shall feel comfortable. It also helps in developing interpersonal relationships and knowledge sharing.

The company approaches the collages, which are standardized & reputed. Mostly the company has a list of collages to approach In search of candidates. Another important source is the resume received on the email-id of company. Daily about 100 applications are received. These applications are than short-listed, where preference is given to the fresher’s.

STEPS IN RECRUITMENT

➢ Request from the concerned needy department is checked. Access the Recruitment & vacancy position. ➢ To intimate the note to take approval for the post & its specifications as per guidelines. ➢ Releasing the advertisements or going through the applications, & listing the right applicant. ➢ Written tests, group discussions, & personal interview conducted. During the interview, technical skill is the main focus points & then knowledge. ➢ 15 days after the interview, an offer letter is sent & if the confirmation is received, placement is given.

JSPL DIVIDES RECRUITMENT & SELECTION INTO -3

(1) FRESHER: At this level, company decides various norms for recruitment & selection mainly the candidates who has minimum 60% can apply. It is related to graduates, diploma, engineering & MBA. For selection, company goes for campus & off campus interviews:

pg. 61


.

Written testsGroup discussionsPersonal interview

(1)MIDDLE LEVEL:-

For the middle level, the candidate is approached either through the referral of existing employees, or add is placed in newspaper & internet.

(2)SENIOR LEVEL:-

For the senior level, the candidates of ravel firms are approached or selection is done through consolation.

(3)OTHER ADDITIONAL STEPS:-

The candidates selected is kept for training basis for 1 year & then placed as an employee.

There are 4 day of induction, where in 2 day are for fire & safety & other 2 day plant visit.

There are external faculties for training. The only problem faced by the company during recruitment is the

contact numbers which expire, making the time consuming.

Process of Selection

Each panel is managed by a senior lead facilitator who anchors theassessment and recruitment process. The Talent Acquisition coordinatoranchors the mandate and assists to smoothly facilitate the process theessence of the panel is to effectively evaluate each candidate in acomprehensive and consistent manner. The process aids in quicker decisionmaking and also provides quick convergence of opinions on each candidate.The panel interview format is being utilized for all the senior managementhires across the JSPL group.

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○ Interview evaluation

An interview evaluation sheet (Annexure V) has been designed as a tool toenable the panel members to objectively evaluate the candidature of theinterviewees even though intuition & judgment shall play an equally importantrole in the process of evaluation.

Interview expenses reimbursements to candidates Outstation candidates appearing for interview shall be eligible for the travel Expense reimbursement.

M 01- M02: Business Class Air TravelM-07- M03: Air Economy Class to and froM-08 to M-11 & Trainees: II AC train fare.

Employment of spouse/relatives

The following guidelines will be applicable in case of a candidate who is related to employee:

a) The selection of the candidate who is relative of an employee shall purely be on merits. Any attempt on the part of employee to influence the selection process shall disqualify the candidate.

b) The relation of an employee shall not be employed in the same function. Both shall not have any reporting relationship.

pg. 63


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c) Any of the HR matters of the relation of employee shall not behandled by the employee.

d) Notwithstanding above, all cases of employment ofspouse/relatives of an employee shall be approved by Business HRHead.

○ Notice pay

Often in order to facilitate the employee to join us at the earliest we have to buy his notice period. Also, in case a vacancy adversely affects the efficiency of operations / project progress, it is reasonable to commit to reimburse notice pay. As the notice period pay is subject to tax deduction at our end, the HR Lead may agree to pay notice pay net of tax. It should be made clear that the reimbursement would essentially depend on documentary proof.

○ Reference check

Objective: - The objective of a reference check is to obtain information on the individual's work performance and on personal characteristics that affect (positively or negatively) the individual's suitability for the particular position sought.

Reference checks are generally used for 3 purposes:

1. To verify information given by job applicants through other selection processes (e.g. interview, resume)

2. To serve as a basis for predicting job success of job applicants, and 3. To uncover background information on applicants that may not have been identified by other selection procedures. Scope of reference work

1. Education Qualification Check

pg. 64


.

2. Employment verification

A. HR Feedback

○ Confirmation of length of employment○ Last position held○ Compliance with exit formalities○ Eligibility for rehiring

B. Supervisor's feedback

○ Work ability & Competency○ Duties & Responsibilities○ Integrity, character & ethics○ Management & Supervisory skills○ Reason for leaving○ Eligibility for rehiring

C. Reference Check - To be conducted with three references provided by the candidate Special agencies have been identified and impaneled for reference check. Offer process

The decision to offer a selected candidate will be made by HR on the basisof the interview panel's inputs, technical reviews, reference check and otherrelevant criteria.The offer decision will be influenced by:

a) Current compensation - component wiseb) Expected compensationc) Comparison with like profiles within the organization

pg. 65


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d) Any industry benchmarkse) Specific items of offer like joining period, relocation time frame andexpenses, notice Pay reimbursement, role agreed upon, tentative locationand any other specific assistance to be provided on joining.

At the time of issuing offer letter, HR representative shall hand over a List containing the documents to be provided at the time of joining:

a) 4 colour passport size photographsb) Copies of certificates in support of qualification/experience/date of birthc) Relieving letter from last employerd) Proof of last drawn salary, including Form 16 if required.

HR representative should also inform the candidate about the following:

a) Candidates stay arrangements at the time of joining, in case of outstationcandidates.b) Person to be reported, on the day of joining.c) Mode of transport should he use for traveling to claim joining fare.d) The appointment letter will be issued to the candidate on the day ofjoining.

HR philosophy of Jindal Steel & Power Ltd.

Environment & Quality Policy

Jindal Steel & Power Limited is committed towards total satisfaction of customers and other stakeholders and achieving business excellence by

Producing and supplying quality products in an eco-friendly environment conforming to product specification and delivery schedule.

Protecting air, water and land by controlling pollution due to emission, contamination and noise caused by any activity of the company

pg. 66


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Adherence to the statutory requirements on products and the environment.

Conserving and improving the quality of resources, and conserving energy through scientific and systematic methods.

Refinement of measures for prevention of pollution. Value addition to our products. Utilization of solid wastes. Implementing the concept of 'Green Productivity'. Involving all employees for implementing and continually improving the

effectiveness of quality management systems & environmental management systems.

T.P.M. Policy We at Jindal Steel & Power Limited will work for implementation of Total Productive Maintenance (TPM) at all spheres of our activities by

Aiming at zero defects, zero breakdowns, zero losses and zero accidents. Improving overall equipment efficiency (OEE) for safe and efficient

operation of the plant. Creating a clean and pleasant work environment, leading to higher

employee morale and greater organizational profitability.

Energy Policy

Jindal Steel & Power Ltd., Raigarh, is committed to work for effective utilization of all types of energy. This is achieved by

Taking on the specific objective of energy conservation through process/equipment modification.

Monitoring of energy consumption Creating innovativeness in employees through awareness Converting waste as resource Benchmarking the energy consumption norms Adherence to statutory requirements

pg. 67


.

Occupational Health & Safety Policy

Jindal Steel & Power Limited is committed to establishing a safe work culture by

Creating awareness among its people regarding importance of safety and safe work practices/ procedures.

Complying with all statutory obligations on safety. Establishing and implementing safety practices to improve the work

environment Ensuring availability of appropriate safety appliances to all employees

and maintaining good housekeeping. Striving for continual improvement of safety of all resources and

enhancing their life. Ensuring continual improvement in quality of life of employees by

improving safe working practices, hygienic work environments occupational health practices and good housekeeping in workplace .

C.S.R. Policy

JSPL believes that an effective growth policy must also take into account the fulfillment of the basic needs of the masses, especially of those living in rural areas. Thus, JSPL endeavors to improve the quality of life of communities living in the area it operates. To achieve this, JSPL deploys its resources to the extent it can reasonably afford, to improve the infrastructure, education, health, water, sanitation, environment, etc in the area it operates in.

pg. 68


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JSPL conferred with CSR Excellence Award

National Energy Conservation Award, 2009

Most Promising Entrant intothe Big LeagueForbes Asia Award SAIL-HR Award for excellence in Human Resource

Management 2009

RECRUITMENT AS A HR FUNCTION

“Recruitment” is the phase that immediately precedes selection. Its purpose is to

pave the way for the selection procedures by producing, ideally, the smallest

number candidates who appear to be capable either of performing the required

tasks of the job from the outset, or of developing the ability to do so within a

period of time acceptable to the employing organization.

pg. 69


.

It is through recruitment that many individuals will come to know about

organization, and decide whether they wish to work for it. It is not possible to

select quality employees when the quality candidates do not know of job

openings, are not interested in working for the company and do not apply.

According to Dowling and Schuler “Recruitment is searching for and obtaining

potential job candidates in sufficient numbers and quality so that organization

can select the most appropriate people to fill its job needs”

According to Whitehall (1992) describes the Recruitment process as a positive

one:” building a roster of potentially qualified applicants,” as opposed to the

“negative” process of selection.

The recruitment process has two key objectives:

The attraction and retention of the interest of suitable applicants.

The projection of a positive image of the organization to those who

come in contact with it.

The ideal recruitment effort is one that attracts the qualified and not attracts the

unqualified. A good recruitment program will attract a large number of qualified

applicants who will take the job if it is offered. It also provides sufficient

information so that unqualified applicants can self-select themselves out of the

job candidacy. This will minimize the cost of processing unqualified applicants.

pg. 70


.

This applies to candidates from outside of the organization (external

recruitment) as well as current employees interested in different jobs within the

company (internal recruitment).

METHODOLOGY

1. INTRODUCTION:

Once the required number and kind of human resources are determined,

the management has to find the places where required human resources are/will

be available and also the means of attracting them towards the organization

before selecting candidates for jobs. All this process is generally known as

‘RECRUITMENT’. Some people use the term ‘recruitment’ for employment.

These two are not one and the same. Recruitment is only one of the steps in the

entire employment process. Some others use the term recruitment for selection.

These two terms are not one and the same either. Technically speaking the

function of recruitment precedes the selection function and it includes only

finding, developing the sources of prospective employees and attracting them to

apply for jobs in an organization, whereas the selection is the process of finding

out the most suitable candidate to the job out of the candidates attracted. Formal

definition of recruitment would give clear cut idea about the function of

recruitment.

pg. 71


.

After identifying the sources of human resources, searching for

prospective employees and stimulating them to apply for jobs in an

organization, the management has to perform the function of selecting the right

employees at the right time. The obvious guiding policy in selection is the

intention to choose the best qualified and suitable job candidate for each

unfulfilled job. The objective of the selection decision is to choose the

individual who can most successfully perform the job from the pool of qualified

candidates. The selection procedure is the system of function and devices

adopted in a given company to ascertain whether the candidate’s specifications

are matched with the job specifications and requirements are not.

The selection procedure cannot be effective until and unless:

Requirements of the job to be filled, have been clearly specified [job

analysis, etc]

Employee specifications [physical, mental, social, and behavioral, etc]

have been clearly specified.

Candidates for screening have been attracted.

NEED & SIGNIFICANCE OF THE STUDY

Meeting the demands of today’s changing business environment requires

building an efficient staff. For high growth organizations, attracting,

hiring and retaining the right talent is critical. By adding the right players

to the team it will have a source of competitive advantage. Attract the

wrong talent and it will have difficulty in meeting the strategic goals and

objectives. The first challenge is to generate a labor pool that is large

enough for the company to draw on when searching for top talent. The

second is to develop an effective process for screening and selecting the

pg. 72


.

best candidates. But finding and keep quality employees can pose a

challenge. It is difficult for the companies to find a large number of

efficient candidates and attract them to apply for jobs.

Reduces Cost of Selection: By adopting a good recruitment and

selection process the company can reduce the cost in selecting the

prospective candidates.

Motivated employees: Motivated employed can be brought in by

the effective recruitment strategies.

Reduction in Training expenses: Training expenses can be

reduced when the company’s recruitment and selection process

Good. The candidates attracted will be efficient and the suitable

candidate for the job will be selected. Because of his efficiency the

candidate may not require additional training for his better

performance. This reduces the training expenses.

Employee turnover: Employee turnover can be reduced when the

right candidates is selected and placed in the right position. There

will be job satisfaction which in turn reduces the employee

turnover and enhances the productivity. More work can be done at

less cost.

The need of the study is to offer new and improved measures and strategies

of recruitment and selection process to IVRCL Infrastructure & Projects

Limited. This report is an attempt to delve into the area of “Recruitment and

Selection” and offer strategies customized for IVRCL Infrastructure &

pg. 73


.

Projects Limited. This study will be helpful to the juniors and will work as a

guide to them.

METHODOLOGY

A study is conducted on Recruitment and Selection process of JSPL. Detailed

report is made on the basis of records available in the company on the

recruitment and selection of the employees.

A survey has been conducted on the perception of the employees on the

recruitment and selection process of JSPL. All the work levels are considered

for the survey.

Scope:• Number of employees working in JSPL.

• Location considered - corporate office.

Data collection methods:

Primary Data:

The primary data is collected through the personal interview with the HR

manager and the other employees of the HR circle. Observation is also made at

the recruitments which were conducted at the time of the study.

pg. 74


.

Secondary Data:

The secondary data is collected through the reference of the magazines,

journals and books on the topic. The files of the company are also checked for

further information.

Sampling technique:

The sampling technique used for the collection of information through the

questionnaires is the simple random sampling.

Sample size:

The sample size taken is 100 employees in the company.

STRUCTURE OF THE STUDY

Planning of study

Gathering information by internal source ( Text Books , Online)

Attending one of the Recruiting program to get an idea

Preparing questionnaire (employee’s feedback manager’s feedback)

Distributing the questionnaire and collecting the data from the employees

and managers.

Analyzing the data based on the filled questionnaire’s

Based on the analyzed data , prepare the charts

Extracting suggestions and conclusions based on the analyzed data

OBJECTIVES OF THE STUDY

To study the recruitment and selection process

To Decrease the Cost of Recruitment by conducting Walk – INS.

pg. 75


. To make efforts to follow the Recruitment Process.

To know about different strategies those are implementing in recruitment process.

To know how the company attracts with multi-dimensional and experiences that suit. The present and future organizational strategies.

To suggest improvements for enhancing the effectiveness of the recruiting program.

LIMITATIONS OF THE STUDY

Time constraint:

Since the project is for a limited duration more information could not be

collected from the company.

Secondary data: Since the data that has been considered for analysis and evaluation is

secondary data, all the limitations that pertain to secondary data will be present.

There is a possibility of biased information

pg. 76


.

PROMOTIONS

Objectives - To identifies & develops the best talents & potential leaders of the company. Coverage The policy will be applicable for all employees in levels M-05 & M-11 and non management (NM) on the rolls of jspl ltd for that Appraisal period all employees on the rolls of company as on 30th September of that appraisal year & remains in service till 31st March of that appraisal year.

Process-All employees being considered for promotion to M-11 (in the case Of NM’S)/M-08 will be promoted by the following Process;-On completion of residency period by the executive, subject to him fulfilling the promotion criteria & based on his performance throughout the residency period including the review period he may be recommended by his assessor by filling up the promotion form.

After the discussion between the receiver &assessor the executive may be promoted to the next level subject to availability of the position & level in the approved organization chart.

All employees being consider for promotion to M-07 & up to M-05 Will be promoted by the following process:- On completion of residency period by the executive, subject to in fulfilling the promotion criteria & based on his performance throughout the residency period including the period he may be recommended by his assessor by filling up the promotion justification from.

pg. 77


.

All the recommended executives will have to appear in MDG & only upto being recommended by the MDG panel & approved by the CEO/MD/PD the executive will be promoted to the next level subject to availability of the position & level in the approved organization chart.

Minimum 3 year residency period in current grade incase of graduates, engineers/ professionals & incase of others such as B.Sc & B.com, minimum residency period will be 5-6 years. The execution should possess a minimum rating of 3 above during the assessment year & also during the residency period

of assessment year & also during the residency period of assessment for being commended for promotion.

STATISTICAL ANNALYSIS

An Analysis of the manpower requirements is prepared periodically based on the Following factor:

Source of recruitment Resumes received and short-listed Interviews conducted Candidates selected Candidates joined

FORMATS

The Formats of the company includes the following:

MANPOWER REQUIREMENT

PERSONAL DATA FORM

INTERVIEW ASSESSMENT FORM

JOINING REPORT

STAFF COMPARISION SHEET

SALARY PROPOSAL SHEET

pg. 78


.

These Formats, when filled up, are available in the individual personal files along with other personal details of the individual, which are confidential in nature.

RECORDS

The company includes the following recordsManpower Requirement FormsCorrespondence for release advertisementsCorrespondence with consultant

CANDIDATES WILLINGNESS TO JOIN THE COMPANY

17%

28%

16%

11%

5%

23%

Chart showing the wilingness to join the company

Reputation of the Company Working En-vironment

working Enviornment

Salary Package

Job Prospect

Location of the Company

Career Growth Oppor-tunity

Reputation of the Company Working Environment 17%

Salary Package 28%

Job Prospect 16%

Location of the Company 11%

pg. 79


.

Career Growth Opportunity 5%

Working Environment 28%

From the chart it can be understood that most of the employees are inspired by

the working environment of the company which resembles the personal traits of

the Indians. I can also see that matters much followed reputation of the

company and salary package which comprised 11% and 16% respectively. Job

prospect plays a minor role in the minds of a candidate who had already joined

the company.

Location of the company (which comprised 5% of the sample size) where

majority of the employees are qualified with technical who in most of the cases

dare to bother it

pg. 80


.

MOST RELIABLE TYPE OF INTERVIEW IS

36%

21%

36%

7%

Chart showing the reliable Type of Interview is

BehavioralSituationalStructurrdStress

Chart Showing the Reliable Type of Interview is

Behavioral 36%

Situational 21%

Structured 36%

Stress 7%

I tried to find out the most reliable type of interview according the employee.

They expressed different view.

pg. 81


.

According to the sample employees I found that behavioral interview is most

reliable and this view was supported by 36% of the sample employees. Similar

support was begged by the situational interview, while 36% structured interview

and only 7% favored stress interview. Corresponding to this data I have drawn a

pie chart above In JSPL all the applications received in each branch/function

(HR or Finance) will be separately arranged in descending order of merit.

Example-based on a percentage of aggregate marks of all the years/ semesters

of professional course and only the required number (according to the ratios

mentioned) starting from the top will be called for written test in each discipline

of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all

the candidates scoring cut-off marks will be called for written test. The Written

Test papers will be objective type in nature and will be in Hindi & English.

Based on merit and requirement, the short-listed candidates will have to appear

for Psychometric Test and/or Behavioral Assessment Interview followed by

Personal Interview. Candidates will be invited for Psychometric Test and/or

Behavioral Assessment Interview followed by personal interview, in order of

merit on the basis of Written Test performance. In case of a tie at cut-off marks,

all the candidates scoring cut-off marks will be called for interview. The

candidates are advised to ensure while applying that they fulfill the eligibility

criteria and other requirements mentioned in this advertisement and that the

particulars furnished by them are correct in all respects. In case it is detected at

any stage of recruitment process that the candidate does not fulfill the eligibility

criteria and/or does not comply with other requirements of this advertisement

and/ or he/she has furnished any incorrect/ false information or has suppressed

any material fact(s), his/her candidature is liable to be rejected. If any of the

pg. 82


.

above shortcomings is/are detected, even after appointment, his/her services are

liable to be terminated without any know

BEST WAY TO RECRUIT PEOPLE

40%

25%

20%

15%

Chart showing the Best wayto Recruit People is

AdvertisementWalk-insVariableSearch Firms

The employees at BHEL expressed their varied views about the best way, according to them, to recruit people. The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting people from search firms in a best way. Corresponding to this data I have drawn a pie chart above: The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Advertising helps to define exactly the need of the company, and what separates it from its competitors. Often the people you want to attract are not openly looking for a new job, so you need to

pg. 83


.

think of ways to sell the attributes of the company, e.g. what makes it unique, its culture, values, philosophy and so on. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete information and recruitment success

RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY

94%

6%

Chart showing EmployeesSatisfied with the Response given by the Staff about Query

Yes No

My survey clearly concludes that response of the company to any query made

by the employees was absolutely good since 94% of my survey favors to this.

6% ratio of unsatisfied can also be further reduced if communication system is

further improved Corresponding to this data.

I have drawn a pie chart I hereby submit my suggestion that every query by any

employee should be seriously considered and it should be dealt in depth and if

at any particular time of query if proper reply/material is not available, even

than the answer must be given at a later stage after getting full information from

the source available and the answer should not be kept in abeyance.

pg. 84


.

HOW CANDIDATES ARE RECRUITED IN THE COMPANY

85%

6%

3%6%

Chart showing Employees Recuitment Process

Written ExamWritten Exam& InterviewOtherswritten Exam,G D &Interview

From the chart it is quite clear that the company adopts various processes for

recruiting the right candidate. Actual recruitment procedure followed by the

company is by conducting written examination followed by interview which

comprised 85% of my sample survey of 36 employees. But still some

candidates are also chosen through written exam, GD& interview comprising

only 6% and others comprising only 3%. These ‘others’ include the reference of

the existing employees within the organization itself. Eligible candidates will be

invited for objective type written test at their own expense. In Other words all

the applications received in each branch/function (HR or Finance) will be

separately arranged in descending order of merit i.e. based on a percentage of

aggregate marks of all the years/ semesters of professional course and only the

required number (according to the ratios mentioned) starting from the top will

pg. 85


.

be called for written test in each discipline of Engineering/Function (HR or

Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off

Marks will be called for written test. The Written Test papers will be objective

type in nature and will be in Hindi & English.

JOB SPECIFICATION OF THE EMPLOYEES

97%

3%

Chart showing Job Specification of the Responce of the Employees

yes

no

Almost all the candidates got the specified jobs offered to them. This implies

that the company has the organized manpower planning and well organized

recruitment policy as shown in the following chart: -

From the chart above it crystal clear that the candidates get exactly the same job

as specified. So from the company’s perspective it is a good sign for the overall

pg. 86


.growth & development. Still some employees who comprised only 2.33% of my

sample study.

THE ATTITUDE OF H.R. MANAGER

13%

30%57%

Chart showing what Employees feet about the Attitude of H.R Manarer

GoodVery GoodExcellent

The chart below depicts that most of the employees are doing service as per my

survey of 20 employees. Most of the employees are satisfied with the attitude of

H.R. Manager. 13% says Good attitude, 30% says Very Good and 45% says the

attitude of H.R. Manager is excellent.

Corresponding to this data I have drawn a pie chart from the chart it is crystal

clear that the attitude & working of H.R. Manager is whole heartedly accepted

to all the employees of the company. This will definitely boost the morale of the

employees, which ultimately will increase efficiency, & working of the

employees resulting in better growth of the company. Thus by every means

pg. 87


.

company is profitable. Moreover such behavior of H.R. Manager can become

the ideal of their colleagues & subordinates.

Corresponding to this data I have drawn a pie chart below:

40%

20%

15%

25%

Chart showing the Primary Source of information for Recruiting People

ManagerialTestingRecruiters ThemselvesJob Analysis

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE: -

According to the sample, the primary source of recruiting people is Managerial.

However, Testing & Recruiters Themselves source are the second most favored

source of Recruiting people. Whenever the process of Recruitment is to be

carried out. Managerial source of Recruiting people should be heavily

considered. Advertisement in publications and recruitment booklets and

information sheets for applicants was found to be the most frequently and the

least frequently used method of managerial recruitment. Newspaper

advertisement was found to be the most preferred technique, while

pg. 88


.

advertisement in the technical and professional journals was the least preferred

technique for managerial recruitment in JSPL.

OPINION ABOUT BHEL COMPANY ‘S APPLICATION BLANK

10%

35%55%

Chart showing Opinion about JSPL Company,s Application Blank

Good

Very Good

Excellent

Chart Showing Opinion about BHEL Company's Application Blank

Good10%

Very Good35%

Excellent 55%

The above chart depicts that the Application Blank of the company was up to

the marks as everyone has praised & liked it. All the information and present

status of the candidate is very thoroughly covered and it also acts as a ready

pg. 89


.rocker for the company. All the information is gathered and defines each and

every thing very clearly about candidate who are applying for the job.

FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the

replacement does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few

levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting

less surely then new employee.

6. Salary fixation has a halo effect.

7. Recruitment procedure is not fully computerized

8. Manpower’s are recruited from private placement consultancy, who are

demanding high amount of fees where as HRD Department is not fully utilized

to recruit manpower by advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes

manpower surplus which makes loss in the industry.

pg. 90


.

10. Manpower is recruited from reliable source however efficiency does not

recognize

RECOMMENDATION

1. Fresh requisition requires approval and not replacement.

2. The dead CVs should be destroyed.

3. Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category

of employees.

4. Salary comparison should be seriously done to retain the old employees.

5. Proper salary structure to be structured to attract people and make it tax

effective.

6. Cost benefit analysis should be alone before creating a position or

recruitment of manpower.

7. External source should be given equal importance with internal source. By

which new brain will be inducted in the company with skill, talent, efficiency

etc.

8. Manpower planning should be followed before recruiting.

9. Proper enquiry should be done regarding previous employment of a candidate

before recruitment to avoid industrial disputes.

pg. 91


.

BIBLIOGRAPHY

Principles and practice of Management – by C .B. Gupta.

Human Resource Management– by Gary Dessler

www.bhel.com,www.bhel.co.in

JSPL manual

Principles and Practices of Management – L.M. Prasad

WEB SITES:

www.google.com

www.mahalibrary.com

www.hrmguide.com

www.cither.com\

www.jspl.com

www.jindalinfo.com

pg. 92

http://www.cither.com\

http://www.jindalinfo.com/

http://www.jspl.com/

http://www.hrmguide.com/

http://www.mahalibrary.com/

http://www.google.com/


.

Annexure

Employees requisition form (Annexure 1)

Application blank (Annexure 2)

Call letter (Annexure 3)

Evaluation form (Potential Assessment Instrument) (Annexure 4)

Offer letter (Annexure 5)

List of diagnostic tests (Annexure 6)

Letter of appointment (Annexure 7)

Joining Notification/Welcome letter (Annexure 8)

Regret letter (Annexure 9)

pg. 93


.

Jindal Steel & Power LtdAnnexure-2

Ratu, Ranchi -835222 , New Delhi (INDIA)Tel.: 0651-2521876,2521921 Fax: 2521920. Position_______________Reference_____________

(Please fill in details completely. All information given will be treated as strictly confidential)

Personal Data Name (in Block letter)____________________ _____________________ (Surname) (First name)Present Address________________________________________________ ____________________________Tel__________________Permanent Address______________________________________________ _________________________Tel__________________Date of Birth______________________Marital Status: Married/SingleDetails of DependentsS.No. Name Relationship Age 1. 2. 3. 4. 5.

Father’s/Guardian’s/Husband’s Name_______________________________Height ______________cms. Weights_________________Kgs.Eyesight, if corrected power used, Right___________ Left____________Blood Group/Rh factors__________________Physical Handicapped, if any______________________________________

pg. 94


.

_____________________________________________________________.

In case of emergency the person to be notified________________________

Address_____________________________________________________________________ Tel________________________

EducationName of school/ college/ university/ institute

Period

From / To

Course(Degree/ Diploma)

Branch of study

Rank/ Grade/ Class

Regular/ correspondence/part-time

Particular of scholarships/ special. Merit awards/ any others specific academic achievements.

Details of any apprenticeship/ professional trainings.Name of the establishments

DurationFrom | To

Nature of work/ Training

Stipend, if any

Membership of professional association/ institutionName Your status Duration

From | To

pg. 95


.

Work ExperienceDetails of experience (starting with the present employment and working backwards). Name and location of Employer

Period (yr & month) From | To

Designation/ position held

Place of positioning

Present employment DetailsNature of Business______________________________________________Annual Sales Turnover___________________________________________Total number of employees: Management staff________________________ Unionized staff__________________________(Briefly outline your principal account abilities and your reporting relationship through an organization chart indicate your position by a C*)

Principal Accountabilities______________________________________________________________________________________________________________________________________________________ Organization ChartPresent Remuneration Details

HeadsPer month | Per annum Please don’t Fill this

column

Basic

HRA

Conveyance

Bonus

pg. 96


.

Leave for Assistance MedicalPF

Gratuity

Pension/ Super annuation

Others

General informationLanguages Known: Read Write Speak

Extra-curricular interests:Have you applied for a job in this company, sister concern prior to this application? Yes No If yes, please state the company___________________________________ Post applied for________________________________________________Date of interview_______________________________________________

Have you ever worked in this company/ sister concern before?Yes NoIf yes, please state the company____________________________________Department_____________________ Designation_____________________Period________________________________________________________Reasons for leaving_____________________________________________

Have your any relatives in the services of the company/ sister concern?If yes, please given details:1.Name___________________________ Company____________________

pg. 97


.

Division_______________________ Designation_____________________ Relationship_______________________

2. Name__________________________ Company____________________Division_______________________ Designation_____________________ Relationship_______________________

References (Please give the name and address of 2 persons whom you know well, but are not related to you).

1. 2.

What notice period do you require to give to your present employer?

Have soon can you join?

Any other information, which you think, should be taken into account in considering your application.I hereby that all above information is true and complete.

Signature

Annexure 3

pg. 98


.

Date

Call Letter

Mr.

Dear Sir,

Position of_________________

This reference to your application dated_______________ for the above position. Kindly make it convenient to call on us for an interview on__________ at (time) at the following address.

Please bring with you the enclosed application form, duly completed, together with your certificates in original.

You will be reimbursed_____________________ (air/ train fare) on production of ticket/ bills.We would appreciate your confirmation.Thanking you,

You faithfully, JSPL(HR Head)

Annexure 4

Potential Assessment Instrument Variables and Attributes

1. Job Knowledge -Knowledge of basic concepts.

pg. 99


.

-Awareness of latest trends and techniques. -Application of knowledge.

2. Learning and Analytical Ability -Ability to learn. -Openness and willingness to learn. -Clarity in through (analytical abilities).

3. Planning and organizing -Planning ability. -Contingency planning. -Organizing ability. -Time management. -Monitoring and reviewing.

4. Quality of work -Quality standards/ attention to details. -Cost consciousness.

5. Responsbility

6. Communication -Expression of ideas.

7. Team work -Interpersonal relations within and across the team. -Co-operation. -Goal alignment.

8. Leadership -Team building. -Subordinate development. -Delegation.

9. Decision-making

10. Assertion

11. Initative -Drive -Utilization of opportunities.

pg. 100


.

12. Innovation -Generates original ideas at work.

13. Crisis action -Response to crisis. -Emotional reaction of crisis.

14. Negatiation

15. Integrity

Annexure 5

Date:Name:Complete Address:

Letter of Offer

Dear Mr./Mrs._______________

pg. 101


.

We have pleasure in offering you an appointment in our organization, to be

presently located in_____________ as___________. The date of your joining

would be on or before the_______________

Your appointment is as per the terms and conditions discussed with you and a

formal appointment letter will be issued to you when you join duty.

Also your appointment will be subject to your being found medically fit.

We look forward to long association with you and take this opportunity to

welcome you to our organization and wish you success and prosperity with us.

With best regards, CEO

Note: Please sign and return the duplicate copy of this letter as a taken of your acceptance to our offer.

Annexure 6

General Physical Examination(Handicap to be described)

Investigation

pg. 102


.

1.Blood Blood Group

TLC

DLC

Sugar

2.Grive Routine

3.E.C.G

4.Chest X-Ray.

Apart from above investigation reports, medical fitness certifications also

required from a registered medical practitioner on his letterhead.

Annexure 7

Appointment Letter

Date:

To:Name and Address:

Dear Mr./Mrs._____________,

pg. 103


.With reference to your application for employment and the subsequent you had

with us, we are glad to offer you on appointment as________________ in our

management staff cadre. Your salary and perquisite shall be as follows:

1. Basic salary : Rs0.00 p.m.

2. House Rent Allowance : Rs0.00 p.m.

3. Personal Allowance : Rs0.00 p.m.

4. Conveyance Allowance : Rs0.00 p.m.

5. Leave Travel Allowance : Rs0.00 p.m.

In addition you will be entitled for other benefits and perquisites or per the

policy of the company applicable to you level/position.

Your initial positioning will beat our____________ office.

You will be covered under the rules and regulations applicable to the

management staff of our company.

It is clearly understood that you will work only for the company or our associate

companies and will not take up any employment or any place of profit with any

other organization without our sanitation in writing.

pg. 104


.

Please confirm your acceptance of the appointment by signing the duplicate of

this letter.

We take this opportunity to welcome you to our organization and hope that our

association will be mutually beneficial.

Your Faithfully,

For SNL Bearings Ltd.

CEO

Encl: Terms and Conditions of appointment.

Standard Terms and Conditions of Appointment

Date:

1.Transferability

During your tenure of service, you may at any time be transferred to any other

place of business of the company now existing or to be acquired in future, from

1 department to another from office to factory or factory to office, to any of our

pg. 105


.

branches or factories situated in India or Abroad any associate concerns in India

or Abroad, in the same or any other capacity as the management may in its sole

discretion deem it necessary, and on such transfer you will be governed by the

rule and regulation of that factory/ office as the case may be.

2.Probation

You will be on probation for a period of 6 months from the day you report for

duty. Your appointment will, subject to your performance being formed

satisfactory and will be confirmed probationary period. The management if

considered necessary may extend the period of probation. During the probation

period, your services can be terminated either side by giving 1 month’s notice in

writing or 1 month’s salary in lieu thereof. During your probation, you will not

be eligible for any leave. Should you however, require any short emergency

leave such an application would be considered on merit?

3.Notice period

After your confirmation, if your performance is not coming up to the Expected

level, your services can be terminated by giving you 3 months notice or

payment or 3 months’ salary in lieu thereof.

4.Leave

pg. 106


.

You will be entitled of casual leave of 7 days, sick leave of 7 days and

privilege leave of 21 days (in case of MG1), 25 days of MG-2 &3 and 30

days for MG-4 and above p.a. respectively as the case may be. The

modalities of computation of the above leave would be as per company

rules.

5.Salary Revision

According to company’s compensation policy, the compensation received by a

responsibility held and the performance. The performance will be evaluated and

reviewed from time to time. Based on such reviews, the employees’

compensation will be reviewed and revised appropriately. In case of

unsatisfactory performance, the management may at its sale discretion decide

not to revise the salary or with hold the increment, as may be the case.

Any tax liability arising out of the above salary/perks will be to your account.

6.Provident fund

You will be eligible to join the PF scheme as per rules applicable the crate. You

will contribute 12% and the company will make an equal contribution to the

fund.

pg. 107


.

7.Gratuity

You will be entitled to the benefits of gratuity applicable to management staff in

accordance with the Rules of the gratuity Fund/ gratuity act as the case may be

and as may be in force from time to time.

8. Superannuation Fund

The company will contribute 15% of the salary to the superannuation fund.

You will the entitled to the benefits of the superannuation fund applicable

to management staff in accordance with the rules of the fund as may be in

force from time to time.

9.Retirement

You will be liable for retirement on attaining the age of 58 years.

10.Medical fitness

Your medical examination will be arranged and this offer is subject to

pg. 108


.

your being found medically fit, (for this purpose please contact________

at our___________ office).

11.General terms

You will disclose and assign to the company forth with any discoveries/

invention made by you during the tenure of your employment with the company

and such invention will be the sole property of the company.

pg. 109


.

Your appointment and placement on the rolls of the company is on the basis of

the information furnished by you and in the event of such information furnished

by you being found materially in accurate or false, your services are liable to

immediate termination in addition to and without prejudice to any whatsoever

right of act the company may have against you.

The company reserves the rights to modify/ alter the terms and conditions of

your appointments from time to time.

I hereby accept the terms and conditions of my employment I wish to inform

you that I will be joining duty on or before_______________.

(Name)

Annexure 8

Joining Notification

To: Date:

pg. 110


.

It is pleasure to inform that Mr./Mrs./Miss___________________ has joined us as (Designation)____________________ (Place)____________________ w.e.f. (Date of joining)__________________.

He will be reporting to____________________________.

We welcome him/her in our organization and wish him successful career with us.

(HR Head/Centre Head)

Annexure 9

Regret Letter

Mr./Ms. Date:

Dear Sir,

pg. 111


.

Position of_______________

This has reference to your application dated_____________ and the subsequent

interview.

You had with us. We regret to inform you that we are unable to consider your

candidate for the above position, as your profile doesn’t meet with our

requirements.

We however thank you for the interest you have evinced in joining our

organization.

With best wishes,

You’re faithfully, JSPL(HR Head)

THE RESEARCH PROBLEM

The topic Understudy was “RECRUITMENT AND SELECTION

PROCESS IN JSPL”

The sample size was 20

Primary data- Questionnaire

Secondary data – Company manual, Internet, Magazine, Reference book.

pg. 112


.

Survey on Employee Perception on Recruitment and Selection

Process of JSPL

Name:

Designation:

Qualification;

1. What is your opinion on the Recruitment & Selection process in JSPL?

a) Excellent b) Good c) Average d) Bad

pg. 113


.

2. How long have you been working with IVRCL?

a) 0-1 year b) 1-3 yrs c) 3-5 yrs

3. How did you come to know about the vacancy, when applying at JSPL?

a) Advertisement b) Walk-Ins c) Job Portals d) Campus Placement

4. Which of the following attracted you to apply for the job at JSPL?

a) Decent Salary b) Opportunity for growth

c) Job security d) Identification with the company

5. What information does the recruiter provide to attract the candidates?

a) Job description b) Job specification c) Employee specification d) None

6. What do you prefer to know before applying for the job?

a) Job description b) Job specification

c) Job responsibilities d) Employee specification e) Alt the above

7. What do you think is the time gap between recruitment and selection process?

a ) 1 week b) 2 weeks c) 3 weeks d) 1 month

8. Are your academic studies related to the work you perform?

a) Yes b) No

9. Are you aware of the happenings of other departments of the company?

a) Yes b) No

pg. 114


.

10. How do you describe the organization?

a) Formal b) Semi-formal c) Informal

11. How is your job description different from your role being played in the

organization?

a) Both are same b) Slightly different c) significantly different

12. Would you recommend your formal colleagues or friends to join this

organization?

a) Yes b) No

Questionnaire

1Candidate willingness to join the company

Reputation of the company Salary Package Working Environment Job Prospect Location of the Company Career growth opportunity

2. Most reliable type of interview

pg. 115


.

Behavioral Situational Stress

3. Best way to recruit people

Advertisement Walk-ins Search firms

4. Response given by the staff about their query

Agree/Disagree

5. How candidates are recruited in the company

Written exam Written exam & Interview Written exam, G.D Interview

6. Job specification of the response of the employee

Yes/No

7. Attitude of H.R Manager

Good Very good Excellent

8. The primary source of information for recruiting people should be Managerial Testing Recruiters themselves Job analysis

9. Opinion about JSPL Company’s Application on Blank

pg. 116


.

Good Very good Excellent

CONCLUSION

Studying the recruitment procedures of JSPL analyzing the respondent’s

answers, opinion survey and data analysis it came to conclusion that JSPL is a

growing Company. It has a separate personnel department which is entrusted

with the task of carrying out its various roles efficiently. The business of JSPL

is carried on in a very scientific manner. In the saturation point of business it

pg. 117


.need not waste the time to diversify into the business. Management understands

the business game very well. At the time of difficulty it takes necessary action

to solve the problem. Now the personnel department of JSPL is in infancy

stage. It always try to modernize the department. It strongly believes in

manpower position of the organization because it knows in the absence of ‘M’

for man all ‘Ms’ like money, material, machines, methods and motivation are

failure. It always tries to develop the human resources. In the absence of right

man, material, money, machines all things will not be properly utilized. So it

always recruits manpower in a scientific manner.

pg. 118

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