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BY
MAHA ARORA
MBA III A
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AT VARDHMAN SPECIAL STEELSAT VARDHMAN SPECIAL STEELS
LUDHIANALUDHIANA
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Vardhman Special Steels
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ContentsIntroduction
Review of Literature
Need of the study
Objectives of the study
Research Methodology
Findings of the study
Conclusion
Recommendations
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Introductiony Part of the Vardhman group.
y Major producer ofSpecial and Alloy Steels in India
y
Mainly caters to the requirement for Engineering, Automotive,Tractors, Bearing and Allied Industries.
y Part of the Vardhman Group - operating in India since1962
y Incorporates some of the most advanced manufacturing
facilities with equally reliable support facilitiesy Ability to adopt changes in technology is evident in its
extensive use of automation and contemporary concepts
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HR at Vardhman Special Steelsy Groups commitment towards Human Resource Development.
y Believes in providing appropriate working environment for
optimum utilization of human resources.
y Seminars, conferences, training programmes and quality circle
programmes are part of the ongoing training processes
y Training is provided to all the classes, i.e. class1 to class 4.
y Sense of empowerment and responsibility underlines the basicprinciple of the groups philosophy.
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Various activities being organized at VSS
y Annual Sports Day
y QC week celebration
y Safety week
y Environment day
y No Tobacco dayy Janamashtmi and Vishwakarma pooja
y MVK Programmes
y Health check up camps
yChabeel in June
y Lohri Celebration
y OfficersGet Together
y Blood donation Camps
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Recruitmenty Processoffinding and attractingcapable applicantsforemployment.
yTodiscover thesourcesofmanpower tomeet therequirement ofstaffingschedule.
y Recruitment ofcandidatesis thefunction precedingtheselection.
y Therecruitment processstartswhen a mangerinitiatesanemployeerequisitionfor a specificvacancyor ananticipatedvacancy.
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Recruitment processy Vacancyy Manpower Requisition
y Recommendation by HR Head
y Approval by Unit Head
y Inviting Applications
y Short listing of applications
y Interview call
y Interview by selection committee
y Letter of intent to candidate selected
y Medical Examination
y Final letter of appointment
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SourcesofRecruitment
SOURCES OF RECRUITMENT
INTERNAL
1.Transfers
2. Promotions
3. Demotion
4. Upgrading
5. Retired employees
6. Retrenched employees
7. Dependents and relatives of deceasedemployees
EXTERNAL
1. Press advertisements
2. Educational institutes
3. Placement agencies/outsourcing
4. Employment exchanges
5. Labor contractors
6. Employee referrals
7. Recruitment at factory gate
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Trainingy Training plays an important role in man-power development
even at the level of industrial unit
y
Necessary, useful and productive for all categories of workersand supervisory staff
y In order to create sense of confidence in the minds of the newly
recruited workers
y Necessary to raise the skill levels and increase the versatility
and adaptability of employees
y An activity that an organization must commit resources to
maintain a viable and knowledgeable work force
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Training Process
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Reviews of Literature
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Name Year Title
Brunello and Medio 2000 Simple search equilibrium model of workplace training and education based
on two features, education and firms with
vacant skilled job slots
Anonymous 2001 Recruitment of the right people is
important to the success of any business
large or small
Callaghan and Thompson 2002 Explores the role of recruitment, selection
and training in the shaping call centre
labor.
Anju 2009 Conventional recruitment components
like Group Discussions (GDs) and
interviews need to be redefined
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Need ofthe Study
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Objectives of the Studyy To study the recruitment and training process of the
industry.
yTo check the awareness regarding the recruitment processamong the respondents.
y To know about the attendance regarding the training
programmes being conducted.
y To know the benefits derived by the respondents from thetraining programmes.
y To know the satisfactory level of the respondents in the
organization
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Research Methodology
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y Research Design
y Conclusion oriented
y Descriptive research
y Sample Designy Universe of the study- staff members of VSS
y Sample frame- questionnaires
y
Sample Size- 50 respondents
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y Data Collection
y Secondary source- magazines, books, journals
and websites
y Primary source - Questionnaires
y Tools of Analysis
y Summated Score
y Bar graphs, Pie Charts
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Findingsofthestudy
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Statement 1 Awareness regarding recruitment and training process
Aware, 50
Unaware, 0
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Statement 2 Recruitment of respondents in the industry
Newspaper, 20
Online, 5
Consultants, 21
Campus, 4
Total, 50
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Statement 3 Importance assigned to the Good Recruitment process
Verymuch, 44
Important,6
Least important, 0
Not important, 0
Total, 50
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Statement 4 Do respondents attend the training programmesconducted regularly.
Yes, 50
No, 0
Total, 50
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Statement 5 Types of training programmes attended by therespondents
Internal trainingprogram, 26
n t e job training
program, 2
Externaltraining, 3
Fire trainingprogram, 1
Total, 5
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Statement 6 Regarding the benefits of training
Enhancesperformance, 26
Motivation, 5
Improvedinterpersonalrelations, 14
Improvedcommunication
skills, 5
Total, 50
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Statement 7 Feedback method to be selected after training
Questionnaires, 14
Effectivemeasurement
form, 22
Performance
appraisal form, 14
Individualmeeting, 0
Total, 50
Other, 50
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Statement 8 Awareness regarding concept of Quality Circle
Yes, 50
No, 0
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Statement 9 Type of Quality circle to which the
respondents belong.
Types of Quality Circles
1 Aakar
2 Arpan3 Darpan
4 Dhruv
5 Ispat
6 Vishkarma
7 Aakash8 Aavishkar
9 Vijay
10 Upkaran
1 %2
%3
%
%5
%
%
111%
29%
313%
%
517%
9%
78%
811%
97%
1
9%
No. of respondents
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CONCLUSION
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Recommendations
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y
Those who attend outside training programmes shall makepresentation for the members of the organization so that theycan share what they learnt there.
y Ensure that there is proper linkage amongorganizational, operational and individual training needs.
y The trainee should be provided with personal assistance whenhe encounters learning obstacles.
y The management must commit itself to allocate majorresources and adequate time to training. This is what high
performing organizations do.
y Make learning one of the fundamental values of the company.Let this philosophy percolate down to all employees in theorganization.
y Create a system to evaluate the effectiveness of training.
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