A project on “Human Resource Recruitment in

Prakash Industries Limited”

Master of Business AdministrationOf

Joseph School of Business Studies

Prepared Under: Prepared by:Dr. Sebastian T. Joseph Anurag John Phillips

12MBA071

Introduction• Prakash Industry Limited was established in 1980 with a vision to

become an integrated Steel & Power company. Prakash Industries Limited (PIL) is today known for its quality products at competitive prices. Over the years the company has spread its wings across the geographical borders of India.

• Founder: Sh. B.D.Agarwal ji.• Company has set up a state of the art technology integrated steel

plant at Champa in the state of Chhattisgarh. The sponge iron Kilns installed at Champa are based on SL/RN technology of Lurgi, Germany, which is the only renowned technology in coal based Sponge Iron manufacturing. Thus a fully integrated approach is adopted in the company. Company has always emphasized on backward integration to ensure uninterrupted supply of quality raw materials.

• Today, the company operates a captive power generation plant, making the company self reliant in power for the integrated steel plant & future expansion projects. Along with expansion plans in the steel sector, company has also decided to focus on expansion in power generation with installation of boilers based on utilization of low grade fuel & latest technology turbines

HR Recruitment: According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organisation.

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.

Need for RecruitmentThe need for recruitment may be due to the following reasons / situations:• Vacancies - due to promotions, transfers,

retirement, termination, permanent disability, death and labour turnover.

• Creation of new vacancies - due to growth, expansion and diversification of business activities of an enterprise.

• In addition, new vacancies are possible due to job specification.

Objective of the study

• To understand the process of recruitment.• To know the sources of recruitment at various

levels and various jobs.• To critically analyse the functioning of recruitment

procedures.• To search or headhunt people whose, skill fits into

the company’s values.

Scope of the study

The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:• To Understand and analyse various HR factors

including recruitment procedure at consultant.• To suggest any measures/recommendations for

the improvement of the recruitment procedures.

Limitation of The Study

The study is subjected to the following limitations :

• The study is based on the data provided by the company statements so, the limitations of the company’s employees remaining are equally applicable.

• In some cases data is collected from the companies past records.

Research MethodologyRESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any branch of knowledge’.

• METHODOLOGY OF STUDY: The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis, collected facts of data, analysed facts and proposed conclusions in form of recommendations. The data has been collected from both the sources primary and secondary sources.

• DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing

questionnaires to employees. The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data: Data was collected from web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

• KIND OF RESEARCH: The research done by EXPLORATORY RESEARCH. This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action.

• SAMPLE DESIGN: A complete interaction and enumeration of all the employees was not possible so a sample was chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any biased while collecting the data.

• TOOLS OF ANALYSIS: The data collected from both the sources is analysed and interpreted in the systematic manner with the help of statistical tool like percentages

Data Analysis & Interpretation

These questions were asked to the managers of the PIL and their opinions were taken down and represented graphically.Our questionnaire consisted of Eleven questions. However we will only be presenting a few of them.

• Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.

• Question 2: What source you adopt to source candidates?

• Source: Compiled from questionnaire data

• Interpretation: This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10% responded for Candidate referral and 5% responded for Advertising.

85

105

Source

Job PortalCandidate ReferralAdvertis-ing

• Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round?

   

  

Most of the Executives Prefer two stages of interview,40% prefer to take three stages interviews whereas only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.   • Question 4: How do you track the source of candidate?     

Most of the Executives 80% prefer online, 15% prefer Data whereas only 5% goes for software to source a candidate.

• Question 5: Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process?

      

Yes-95% No-5%This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.  •  Question 6: What is the average time spent by executives during recruitment

(each candidate)?      

1 -5 minutes 60% . 5 -10 mins 20%. 10 -15 mins 10%. more than 15 mins 10%. This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20% responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded for more than 15 mins.

95

5

Yes/ No

Yesno

6020

10

10

Average Time

1- 5 Minutes5- 10 Mins10- 15 Minsmore than 15 mins

• Question 7: Do you follow different recruitment process for different grades of employees?

   

Yes95% No5% This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No. • Question 8: What are the basic questions you ask to the candidate?    

Experience ( Total/ Relevant)- 0% , Current/ Expected CTC- 0%, Current Job Profile- 0%, Notice Period- 0%, All of the above- 100%.This analysis indicates that the entire respondents i.e. 100% responded for asking all the basic question.

95

5

Different recruitment process for different grades of em-

ployeesYesNo

All of the above,

100

Questions asked

Experience (Total/ Rel-evant)

Current/ Expected CTC

Current Job Profile Notice PeriodAll of the above

• Question 9: Do you have any system to calculate cost per recruitment?      

Yes 30%. No70% This analysis indicates that most of the respondent i.e. 70% responded for No and 30% responded for Yes.

• Question 10: Is there any provision for evaluation and control of recruitment process? 

  

Yes-45%, No-55%This analysis indicates that most of the respondents, i.e. 55% responded for No and 45% responded for Yes.  

70

30

Yes/ No

YesNo

4555

Yes/ No

YesNo

Findings

• According to the Survey, Recruitment differs from

company to company for each category.

• According to the Survey, the company do utilize

internet sites for the recruitment process and for

finding the talent candidate

• According to survey it is observed that the

company are utilizing the job description in order

to make screening process more efficient

Suggestions

• Time management is very essential and it should not be

ignored at any level of the process.

• Recruitment policy is satisfactory in PIL but the

periodicity of recruitment is being more which needs to

be reduced.

• Communication, personal and technical skills need to be

tested for employees.

Conclusions• Polices adopted by PIL are transparent and legal.

• Recruitment is fair.

• The recruitment should not be lengthy.

• To some extent a clear picture of the required candidate should be made in order to search for appropriate candidates.

• Most of the employees were satisfied, but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

Thank

YouThank

You