pg final project report

8/7/2019 Pg Final Project Report

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DECLARATION

I here by declare that this project work entitled A study on recruitment and

selection process is my work, carried out under the guidance of my faculty guideABHISHEK BARUA SIR and company guide COLN. SUNIL SHARMA This

report neither full nor in part has ever been submitted for award of any other degree of

either this university or any other university.

Date: 28/04/2011 PRIYANKA GAUTAM

Place:INDORE


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ACKNOWLEDGEMENT

I hereby take this opportunity to express my sincere gratitude to the following

eminent personalities whose aid and advice helped me to complete this project work

successfully without any difficulty.

I am sincerely thankful to Management Team of NATIONAL STEEL &

AGRO INDUSTRIES LTD INDORE, for their valuable support and the interest theyhave shown in me during the course of the project.

I am thankful to Shri COLN. SUNIL SHARMA (GENERAL MANAGER

HR), NATIONAL STEEL for giving me an opportunity to take up this Project.

I would also like to extend my gratitude to my Faculty Guide MR.

ABHISHEK BARUA & BHUPENDRA RAGHUVANSHI who spared her valuable

time and effort to ably guide me in the completion of the project.

I would like to extend my sincere thanks to MS.DIPITI CHAJJED & ARTI

SONI. who spent their valuable time in providing us the best information.&

knowledge.


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TABLE OF CONTENTS

Declaration

Acknowledgements

List of tablesAbbreviations

t

Chapter I : Introduction

1.1) Need for the Study

1.2) Objectives

1.3) Limitations

1.4) Material and Methodology

Chapter II :Company profile

2.1) Introduction

2.2) Products

2.3) Company Description

2.4) Our Associate concerns

2.5) Corporation2.6) Achievements and Awards

Chapter III : Recruitment & selection process

Chapter IV QUESTIONARIES:

Chapter V : Findings & Suggestions and Conclusions

5.1) Findings

5.2) Suggestions

5.3) Conclusion

Appendix

Bibliography

Glossary


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CHAPTER-IINTRODUCTION


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The project is titled as A study on recruitment and selection process .In the

project the intern is required to study the impact of selection procedures on job

satisfaction on different parameters.

Recruitment

Recruitment refers to the process of finding possible candidates for a job or

function, undertaken by recruiters. It may be undertaken by an employment agency or

a member of staff at the business or organization looking for recruits. Either way it

may involve advertising, commonly in the recruitment section of a newspaper or in a

newspaper dedicated to job adverts. Employment agencies will often advertise jobs in

their windows. Posts can also be advertised at a job centre if they are targeting the

unemployed.

Suitability for a job is typically assessed by looking for skills, e.g.

communication skills, typing skills, computer skills. Evidence for skills required for a

job may be provided in the form of qualifications (educational or professional),

experience in a job requiring the relevant skills or the testimony of references.

Employment agencies may also give computerized tests to assess an individual's off

hand knowledge of software packages or typing skills. At a more basic level written

tests may be given to assess numeric and literacy. A candidate may also be assessed

on the basis of an interview. Sometimes candidates will be requested to provide a

rsum (also known as a CV) or to complete an application form to provide this

evidence.

12 Elements of Recruitment Strategy

1. W hat are your primary goals? ( W hy hire?)2. Prioritization of jobs

3. Performance level to target

4. Experience level to target

5. Category of candidate to target


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6. W hen to begin searching for candidates

7. W here to look for candidates

8. W ho does the recruiting?

9. Primary sourcing tools10. W hat skills should you prioritize when selecting candidates?

11. How to assess candidates

12. Primary sales approach

Selection

The aim of selection is to find a person who accepts the position and who gives

satisfactory service and performance in the long term. The system approach starts

from the position of well defined job and clearly analyzes persons specifications.

Selection is not just a question of interviewing, although it is most popular

device in use. Selection is very much a process of deselecting, that is gradually

eliminating candidates until finally one is left on the list for a vacancy. Some methods

are more reliable then other but, to large extent. Selection is about trying to minimize

risk and maximizing certainty of making of the right decision.

Starting from the position where the recruitment process as produced a no of applicants, the important steps as follows:

Short listing the candidates for the next stage. Setting up tests for the short listed candidate some times in the form of an

assessment. Interviewing the candidates and allowing the candidates to interview the

selectors.

Choosing the successful candidates. Obtaining references. Offering the position, confirming in writing and gaining acceptance. Organizing the induction process.


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Personality Tests

A selection procedure measures the personality characteristics of applicants

that are related to future job performance. Personality tests typically measure one or

more of five personality dimensions: extroversion, emotional stability, agreeableness,conscientiousness, and openness to experience.

The methods of a personnel selection include

y Interviews

y Personality tests

y Biographical data

y Cognitive ability tests

y W ork sample tests

y Physical abilities tests

y Self assessments

y Assessment centers

1.1 NEED OF THE STUDY

To get an idea about the Recruitment and Selection Procedure held byRashtriya Ispat Nigam Limited, Visakhapatnam Steel Plant, Visakhapatnam.

1.2 OBJECTIVES

To study about the recruitment and selection process followed by RINL/VSP To Identified different methods in selection process

To know the selection process of employees and its impact on job satisfaction To know the job satisfaction levels of the employees of recruited To know the recruitment policy followed by RINL/VSP.


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1.3 LIMITATIONS

Only the domestic market is the focus of this study. W e have not studied the

international recruitment process here. Sample size is limited due to the limited period allocated for the survey The analysis is completely based on the information provided by the employees

and hence could be biased. Taking appointment of the respondents became a little difficult.

1.4 MATERIAL AND METHODOLOGY

SETTING

National Steel

DURATION OF STUDY

The study takes nearly 4weeks from the period of 16-03-2011 to 16-04-2011.

SAMPLE SIZE

The sample size was 60

SAMPLING TECHNIQUE

Simple Random Sampling

DATA COLLECTION PROCEDURE

The sources of recruitment are broadly divided into Internal Sources andExternals Sources. Internal Sources are the sources within organizational pursuits. The

primary data is collected with direct interaction with candidates through questionnaireand personal interview. The questionnaire consists of closed ended and open-endedquestions. Externals Sources are sources outside organizational pursuits.

Internal Sources Promotions Transfer Response of employees to notified vacancy


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Externals Sources Advertisements Employment Exchange Campus Recruitment

Unsolicited applicant Labor Contracts Employee Referrals Field Trips

CHAPTER-II

COMPANY PROFILE


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NATIONAL STEEL AND AGRO INDUSTRIES LTD.

Indore, Madhya Pradesh, India

Indore Products - Manufacturer, Export / Import,Public. Ltd. Firm Since 1985

National Steel And Agro Industries Limited (NSAIL) formerly known as NationalSteel Industries Limited (NSIL) was set up on the 9th. Of January 1985 with theobjective of Manufacturing Galvanized Plain Steel Coils, Galvanized Plain SteelSheets and Galvanized Corrugated Steel Sheets.The initial capacity of the plant was 35, 000 TPA which has now been enhanced to1, 40, 000 TPA.In 1992, NSAIL integrated backward by setting up a 1, 00, 000 TPA Cold Rolling(CR) Mill. NSAIL has also started a 25 M W Power Plant adjacent to its existingsteel complex in order to meet the rising demand for power.

National Steel & Agro Industries Ltd earlier known as National Steel Industries, aRuchi group company co-promoted by Madhya Pradesh Audhyogik Vikas Nigam

to manufacture galvanized plain (GP) and galvanized corrugated (GC) sheets andcoils, set up a GP/GC plant with 40,000-tpa capacity in 1987 in technicalcollaboration with Cockerill W orks, Belgium. The capacity has since beenexpanded to the present 130000. Galvanized sheets manufactured by the companyare used in building and construction, automobiles, appliances and agriculture, andare marketed under the Peacock brand. Exports are done through internationaltrading companies based in Singapore, Malaysia and Europe. The products areultimately sold in W est Asia, W est Africa, Sri Lanka, Bangladesh, Burma,


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Vietnam, Ghana, Zambia and Kenya. A unit for cold-rolled steel sheets and coilswas set up in 1992-93, in technical collaboration with three world leaders -- CMI,Belgium; Stein Heurty, France; and Phoenix W orks, Belgium. The cold-rollingmill started commercial production from Sep.'94 and caters to its GP/GC plant.The company's fully computerised galvanizing line incorporates the world's latestDagal process, comprising superior surface cleaning and preparation techniques. Italso has facilities for computer-aided annealing followed by hot dip galvanizing ina zinc bath. The resultant products adhere to Indian and international standardssuch as ASTM, JIS, DIN and BIS. The company increased its installed capacity to130000 TPA for manufacturing G.P./G.C.Coils/Sheets & to 120000 for C.R.Coils/Sheets in 2000-2001. Since the demand for

the Steel is very much optimistic the company is in the process of setting up aColor Coating Plant and also expand its production facilities by 100%. The above

said expansion and is expected to go streamline in the second half of the financialyear 2004-05. The project is being financed by way of term loans and further issueof share capital. During 2002-03 the company has issued 1187000 RCP Shares at

par to NRI and Bodies Corporate on private placement basis to part finance theabove said project.

PRODUCTS: NSAIL's wide range of products include both, plain and corrugated forms of Galvanized Sheets. W e are group of various firms manufacturing following items :1.Galvanized Plain Steel Coils 2.Galvanized Plain Steel Sheets 3.GalvanizedCorrugated Steel Sheets 4.Ultra-thin gauge GP and GC sheets 5.Regular SpangleChromated & Dry.

COMPANY DESCRIPTION-:

National Steel & Agro Indus. Ltd., formerly National Steel Industries Ltd. wasincorporated in 1985. It was set up in technical collaboration with CMI, Belgium,Phoenix W orks, Belgium, Stein Heurtey, France. It belongs to Ruchi Group and isengaged in the . National Steel & Agro Indus. Ltd., formerly National SteelIndustries Ltd. was incorporated in 1985. It was set up in technical collaborationwith CMI, Belgium, Phoenix W orks, Belgium, Stein Heurtey, France.


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W elcome to National Steel Company

Right from the time, when the Group National Steel Company began its operations in Cochin, in 2003, it had created acomfortable niche for itself while providing a one-stop solution for all steel requirements Established in 2003 Group National SteelCompany has emerged as one stop solution provider for all steelcomponents requirements. The Company has been at the forefrontof the industry by offering the most extensive range of steel

building components and steel pre-engineered building system Always ready tooutline the specification and recommend optimal solutions for steel buildingcomponents requirements, National Steel Company welcome technical inquiriesfrom prospective buyers.

National Steel Company has been striving from the beginning to blend the righthuman resources, optimal processes, and right methodologies to make sure thatcustomer gets the in-class value and quality.

Our Profile

W e are very glad to introduce ourselves and our associate concerns as one of theleading supplies of building materials of reputed manufacturers such as Cement,


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Steel, Sanitarywares, Ceramic Tiles and other allied materials in and aroundErnakulum/ Kochi since 1965. And also we are engaged in C&F operation of M/s.Sahyadri Industries Ltd. Pune for the last 4 years.

Our associate concerns are located in Ernakulum/ Kochi started his business in theyear of 1965 and developed remarkably well. His sons Mr. Sunil Joseph & Mr.Subin Joseph is also looking after the business under the guidance of their father and moving forward and it is headed by P.X.Joseph who has started his business inthe year of 1965 and developed remarkably well. His sons Mr. Sunil Joseph & Mr.Subin Joseph is also looking after the business under the guidance of their father and moving forward

Our Associate Concerns:

General TradersKochi- 682005

Suppliers of Cement of reputed manufactures toleading andestablished builders.

National AgenciesW est Karuvelipady

Authorised dealer of reputed products such asSanitarywares, Ceramic Tiles & PlumbingFixtures

GNC National Housing

Projects VyttilaBuilders and Developers.

National Chits & InvestmentsThoppumpady Chits & Kurries

National SanitarywaresP.T.Usha Road, EKM

Dealers in Sanitarywares of branded productssuch as Sanitarywares and Ceramic Tiles &Plumbing Fixtures.

Central Enterprises Dealers in Cement & Roofing Sheets.

Capital Traders & AgenciesVyttila & Eloor

Traders in Iron & Steel and De-coiling of SteelBars.

W e are happy that we are running all the above said concerns in our own premises.Moreover, we have recently stared a Steel De coiling unit at Kalamassery and it isfunctioning well as expected. And also it may please be noted that all the firms are


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maintaining all statutory norms required by the authorities.

W e deal High Strength 'Quenched & Self Tempered' rebars (QST, called TMT inIndia). The technology we employ for the TMT (Quenching box) is German-basedEVCON-TURBO and our range

CORPORATION National Steel Corporation


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The National Steel Corporation (19292003) was a major American steel producer. It was founded in 1929 through a merger arranged byW eirton Steel with some properties of the Great Lakes Steel Corporation and M.A. Hanna Company. Despite a difficult market in Depression-setting 1930, thecompany reported USD 8.4 million in profits. Again, in 1931 the company was

profitable unlike many other competitors. The company could attribute its success primarily to sales to the automobile industry. Large steel producing operationswere located near Detroit, providing the company with low shipping costs Throughout the Great Depression, National Steel obtained profitability every year.

The post- W orld W ar II years brought about record profits for the company as steelwas in high demand. The company continued to post healthy profits in the 70s,although the latter half of the decade saw some sharp and turbulent profit slumps.The increasing consumption of foreign-imported steel was often an attributed

problem. United Financial, a savings and loan, was acquired in 1979, addinganother sundry item for its portfolio.

Beginning in 1980, the company reported a serious loss of demand and with it profits in its core steel business. A roller coaster earnings surge the next year crashed down the year after that due to a further increase in imports and lowdemand. In 1983, shareholders agreed to create National Intergroup, a holdingcompany, and merge the steel business as one many units into it. The corporatereorganization was a further step to an already initiated arrangement that started in1982, which broke the company into six independently managed units. The movewas intended to better administer the company which had become diversified awayfrom steel into aluminum and sfinancial services. That same year, the workers of


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the W eirton mill purchased their operation from National Steel, forming anindependent employee-owned corporation.

In February 1984, Nippon Kokan K.K., a major Japanese steel producer, acquired50% of National Steel from National Intergroup for USD 292 million. Later in1990, the Japanese firm would claim another 20% share from National Intergroup,which was eager to sell the steel business. The company stumbled through troubledyears as it shed thousands of workers and stared down bankruptcy in 1991.

In 1994 the company caused a stir in the industry by terminating nearly all of itsvice presidents, as well as its President and CFO, and replaced them by hiringnearly the complete executive staff of the US Steel Gary W orks, including V. JohnGoodwin who was named the new President of National Steel. US Steel wasincensed and filed a lawsuit which was settled out of court. However these drastic

leadership changes were short-lived, as by 1996 Goodwin was gone, the result of a bitter dispute with the Japanese ownership. By 1998 nearly all of the USexpatriates had jumped ship.

The darkest days of National's management history occurred in 2000, when aninternal auditor, tipped off by an informer, discovered that longtime executiveJames Squires was receiving millions of dollars in kickbacks from scrap suppliers.This was an especially painful event for the company because Squires had beenhailed as a "self made man" who had advanced from a mill laborer to a Senior VicePresident over the course of his 42 year career, and had professed to be the

pinnacle of financial stewardship. Nevertheless in August 2001, Squires wasconvicted in Federal Court of receiving kickbacks, and in 2002 was sentenced totwo years imprisonment. Later he was forced to pay National approximately$3,000,000 in a civil law suit. In his allocution at sentencing, Squires noted,apologetically, that he had taken the improper payments because the company was

promoting "Harvard MBA's" more rapidly than it was promoting him. However the company, in fact, had no Harvard MBA's in its employ.

The company then lumbered along for the next few years, hampered by dodderingexecutive management. Bankruptcy was then filed in 2002, the result of a deepdepression in the industry at the time combined with the laggard leadership.

The company would never enjoy extended periods of profit. Finally in March2002, the company filed for bankruptcy with only $2.3 billion in assets for $2.6

billion in debt. After a bidding war between AK Steel and US Steel, in May 2003the remains of National Steel were sold to US Steel for USD 850 million and theassumption of USD 200 million.


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INTRODUCTIONAccording to Edwin B. Flipper, Recruitment in the process of searching the

candidates for employment and stimulating them to apply for jobs in theorganization . Recruitment is the activity that links the employers 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

applications 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 in the function preceding the selection, which

helps create a pool of prospective employees 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 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.

RECRUITMENT NEEDS ARE OF THREE TYPES

y PLANNED

The needs arising form changes in organization and retirement policy.

y ANTICIPATED


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Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

y UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected.

Recruitment Vs SelectionBoth recruitment and selection are the two phases of the employment process.

The differences between the two are:

1. Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization whereas selection involves

the series of steps by which the candidates are screened for choosing the most

suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting more and

more employees to apply in the organization whereas the basic of selection

process is to choose the right candidate to fill various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more employees to apply

whereas selection is a negative process as it involves rejection of the unsuitable

candidates.

4. Recruitment is concerned with tapping the sources of human resources whereas

selection is concerned with selecting the most suitable candidate through various

interview and tests.

5. There is no contract of recruitment established in recruitment whereas

selection results in contract of service between the employer and the selectedemployee.

y Attract and encourage more and more candidates to apply in the

organization.

y Create a talent pool of candidates to enable the selection of best candidates

for the organization.


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y Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

y Recruitment in the process which links the employees with the employees.

y Increase the pool of job candidates at minimum cost.y Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

y Help reduce the probability that job applicants once recruited and selected

will leave the organization only after a short period of time.

y Meet the organizations legal and social obligations the composition of its

workforce.

y Begin identifying and preparing potential job applicants who be appropriate

candidates.

y Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants.

Fa ctors Affecting Recruitment

The recruitment function of the organizations is affected and governed by na mix of

various internal and external forces. The internal forces of factors are the factors

that can be controlled by the organization. And the external factors are those factors

which cannot be controlled by the organization. The internal and external forces

affecting recruitment function of an organization are:


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F ACTORS A FFE CTING RE CRUITM E NT

Recruitment Policy of a Comp a ny

In today s rapidly changing business environment, a will defined recruitment policy

is necessary for organizations to respond to its human resource requirement in

time. Therefore, it is important to have a clear and concise recruitment policy in

place, which can be executed effectively to recruit the talent pool for the selection of

the right candidate at the right place quickly. Creating a suitable recruitment policy

is the first step in the efficient hiring process. A clear and concise recruitment policy

helps ensure a sound recruitment process. It specifies the objectives of recruitment

programme. It may involve organizational system to be developed for Implementing

recruitment and procedures by filling up vacancies for implementing recruitment

programmers with best qualified people.

EX TE RNAL F ACTORS

Recruitment policy H um a n resource

pl a nning Size of the firm Cost of recruitment Growth a nd exp a nsion

EX TE RNAL F ACTORS

Supply a nd dem a nd Lab our m a rket

Im a ge/Goodwill

Politic a l-Soci a l-Leg a l E nvironment

Unemployment r a te Competitors


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COMPON E NTS O F TH E RE CRUITM E NT POLICY

y The gener a l recruitment policies a nd terms of the org a niz a tiony Recruitment services of consult a nts

y Recruitment of tempor a ry employees.y Unique recruitment situ a tions

y The selection processy The jo b descriptionsy The terms a nd conditions of the employment y A recruitment policy of a n org a niz a tion should b e such th a t:

y It should focus on recruiting the b est potenti a l people.y Top ensure th a t every a pplic a nt a nd employee is equ a lly with dignity

a nd respect

y Un b ia sed policy.

y To a id encour a ge employees in re a lizing their full potenti a l.y Tr a nsp a rent, t a sk oriented a nd merit ba sed selection.y W eight a ge during selection given to f a ctors th a t suit org a niz a tion

needs.y Optimiz a tion of m a npower o a t the time of selection process.

y Defining the competent a uthority to a pprove e a ch selection.y Ab ides b y relev a nt pu b lic policy legisl a tion on hiring a nd employment

rel a tionship.

y Integr a tes employee needs with the org a niz a tion a l needs.

F ACTORS A FFE CTING R E CRUITM E NT POLICY y Org a niz a tion a l o b jectivesy Personnel policies of the org a niz a tion a nd its competitors.y Government policies on reserv a tions.

y Preferred sources of recruitment.y Need of the org a niz a tion.


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y Recruitment costs a nd fin a nci a l implic a tions

Recruitment M a n a gement System

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools

facilitated by the information management system to the HR of organizations. Just

like performance management system helps to contour the recruitment processes

and effectively managing the ROL on recruitment.

The features, functions and major benefits of the recruitment management system

are explained below:

o Structure and systematically organize the recruitment processes.o Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications.

o Helps to reduce the time-per-hire and cost-per-hire.

o Recruitment management system helps to incorporate and integrate the

various links like the application system on the official website of the

company, the unsolicited applications, outsourcing recruitment, the final

decision marking to the main recruitment process.

o Recruitment management system maintains an automated active database of

the applicants facilitating the talent management and increasing the

efficiency of the recruitment processes.

o Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment

department of the company and the job seeker.

o Offers tolls and support to enhance productivity, solutions and optimizing the

recruitment processes to ensure improved RO I

Recruitment management system helps to communicate and create healthyrelationship with the candidates through the entire recruitment process


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The major challenges faced by the HR recruitment are:

y Adaptability to globalization the HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking place

across the globe HR should maintain the timeline of the processy Lack of motivation recruitment is considered to be a thankless job. Even if

the organization is achieving results, HR department or professionals are not

thanked for recruiting the right employees and performers

y Process analysis the immediacy and speed of the recruitment process are

the main concerns of the HR recruitment. The process should be flexible,

adaptive and responsive to the immediate requirements. The recruitment

process should also be cost effective

y Strategic prioritization the emerging new systems are both an opportunity

as well as a challenge for the HR professionals. Therefore, reviewing staffing

needs and prioritizing tasks to meet the changes in the market has become a

challenge for the recruitment professionals.

ORGANISATION ANALYSIS AND NEEDS ASSESMENTWe meet together in order to gain a clear understanding of your company and your

business history, organization, development strategy, culture, management style,

as well as the open position to be recruited for

This step is essential to enable us to jointly determine rules ,

Responsibilities, profiles and qualities of the successful candidate.

When necessary, we also meet with / discuss with relevant managers andcolleagues the candidate will work together with it.

The better we understand the human and organizational context, the more efficient

we will be in finding, evaluating and putting forward the right candidates.

Throughout the recruitment assignment, we will keep you regularly updatedthrough return and / or verbal reports, including O/s of identified candidates.


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It is very important to have timely and concise feed back to enable us to refine our

search even further; it is equally important that we are kept up to date with any few

decisions or company changes that could have an impact upon ourselves for

appropriate candidates.SEARCH FOR CANDIDATESThe two main search methods are

(1) Head hunting:-

a) We jointly establish a list of target companies within there is a high probability of

finding the candidate profile to be recruited. This is followed by the identification of

relevant candidates within each of these companies.

B) We source candidates through our established network of contacts within the

industry. Our specializations in the telephone and Internet sectors enables us to

identify candidates in a quick and efficient manner.

c) Advertising:-

Either through press ads or advertising on selected Internet sites. In each case, We

will prepare the ad text, and propose a relevant media plan, both of which are

submitted to your approval.CANDIDAT E INT E RVI E W A AND E VALUATION

Candidates who have passed our initial selection process are invited for to face in-

depth interviews with our consultants.

PR E SE NTATION O F SH ORT LIST E D CANDIDAT E S

a written assessment of each candidate that we fell has profile and experience to

succeed in the position will be presented you.

The evaluation will take into account not only the suitability of the candidate s

experience and skills required for the job, but also his/her motivation and career

aspirations, as well as his/her ability to integrate effectively into his/her future

work team and your organization in general.


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CANDIDAT E INT E RVI E SW W IT H TH E CLIE NT COMPANY

Short-listed candidates are interviewed by relevant parties within your company

involved in the decision making process, should you require, we will be happy to

organize these interviews; we contact the candidates for their feedback, and toreconfirm their motivations.

REFE RE NCE CH E CKS

Once you have taken your decision to hire a candidate, we will take references

(whenever possible) from former employers or other preference.

F OLLOW UP O F CABDIDAT E INT E RATION

Following Your Decision to hire a candidate, we stay in regular contact with him/her

until their start date. Throughout the probation period, we continue to in regular

contact with both your selves and then newly hired candidate to ensure his/her

successful integration.

EX CLUSIVITY

We work on an exclusive retainer Formal acceptance of our terms and a condition

implies that the assignment is exclusive toes. Therefore any applications made

direct to your company, including

Those from internal application will be forwarded to us.

These will be treated by our company on the same basis as all other applications.

GUARANTEE

Clementine International commits to put at your disposal all necessary means to

replace a candidate that leaves the company within his/her probation period,

whatever the reasons for this departure.

This guarantee is applied only at our client s request and on the condition that theposition and profile initially defend remains unchanged.

Recruitment process

How we recruit: -

We conform to a recruitment process that fairly evaluates all and that is managedwith the aid of a sophisticated applicant tracking system. We believe our system


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makes it easier for people to apple for vacancies and for our recruiters to process

applications as quickly and as fairly as possible.

All our vacancies are published on our careers website and occasionally in the

press, allowing applicants to apply directly to FNB.FNB has relationships with anumber of recruitment agencies that are able to present their candidates through

special technology provided for them. Suitable candidates may also be sourced

through relevant academic, professional and vocations institutions. As a rule, FNB

careers will not consider applications for positions sent to us by fax, email or

through the postal service

Se a rching for a position:

On our Careers site, you will find search tools that you may use to search for

positions that match your needs. All the available positions that match your search

criteria are displayed in a table that highlights positions that needs to be filled

urgently or that are nearing their advertisement expiry date. You may click on the

position title to see the detailed position description.

Applying for a position, if you see a vacancy that you are interested in please use our

system to apply for the vacancy, simply follow the instructions displayed on the

screed. We have tried to structure the application process is such a way that the

entire application process should not take more than a few minutes of your time.

You will normally be asked to complete a page with personal information, attach a

CV and a covering. You may sometimes also be asked to complete a questionnaire

specific to the position of your choice. Should you decide to supply any personal

information that is not mandatory, this information will not be used to evaluate

your application.Selection a nd Interview:-

We will select candidates to interview against the stated criteria for each position. If

you are not selected for an interview, we will inform you as soon as possible. In

some cases we will ask if we may keep your details on our system. We will normally

contact you by email or telephone to arrange an appointment for an interview.


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When we invite you for interview, we will let you know what the format of the

interview will be. If you are successful, you may be invited to attend a second

interview, or some additional evaluation procedures, depending on the position as

well as the requirements of the particular business unit.F eed ba ck:-

Our communication processes are automated, which means that there are no needs

to contact out recruiters to check on the status of your application. Once you have

applied for a position, our recruitment system will create a My page space on our

Careers website which you may access at any time to check progress with your

application. You will also receive emails fro0m us that will keep you up to date with

the latest news about the position.

Offers:-

All our offers for employment are subject to satisfactory references (including

credit, qualification and criminal checks) as well as a clearance from the South

African banking register of employee dishonesty system (Reds) Index.

Cha nges:-

Our recruitment processes may change depending on the requirement of a

particular business unit or vacant position.

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

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:Identifying the vacancy:

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

o Posts to be filled

o Number of persons


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o Duties to be performed

o Qualifications required

o Preparing the job description and person specification.o Locating and developing the sources if required number and type of

employees (Advertising etc)

o Short-listing and identifying the prospective employee with required

characteristics.

o Arranging the interviews with the selected candidates.

o Conducting the interview and decision marking

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Arrange interviews

6. Conducting interview and decision marking

RECRUITMENT PROCESS

1

2

3

45

6

7


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The recruitment process is immediately followed by the selection i.e. the final

interviews and the decision marking, conveying the decision and the appointment

formalities.

Internet Recruitment / we b sites:-

Such sites have two main features: job boards and a resume/curriculum vitae (CV)

database. Job boards allow member companies to post job vacancies. Alternatively,

candidates can upload a resume to be included in searches by member companies.

Candidates can upload a resume to be included in searches by member companies.

Fees are charged for job postings and access to search resumes. Since the late 1990s,

the recruitment website has evolved to encompass end-to-end recruitment. Websitecaptures candidate details and then pools them in client accessed candidate

management interfaces (also online). Key players in this sector provide e-

recruitment software and services to organizations of all sizes and within numerous

industry sectors, who want to e-enable entirely ort partly their recruitment process

in order to improve business performance.

The online software provided by those who specialize in online recruitment helps

organizations attract, test, recruit, employ and retain quality staff with a minimal

amount of administration. Online recurrent websites can be very helpful to find

candidates that ate very actively looking for work and post their resumes online, but

they will not attract the passive candidates who might respond favorably to an

opportunity that is resented to them through other means. Also, some candidates

who are actively looking to change jobs are hesitant to put their resumes on the job

boards, for fear that their current companies, co-workers, customers or other might

see their resumes.

Job Se a rch E ngines:-

The emergence of vertical search engines, allow job-seekers to search acrossmultiple website. Some of these new search engines index and list theadvertisements of traditional job boards. These sites tend to aim for providing a


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one-stop shop for job-seekers. However, there are many other job search engines

which index pages solely from employers website, choosing to bypass traditional

job boards entirely. These vertical search engines allow job-seekers to find new

positions that may not be advertised on traditional job boards, and onlinerecruitment websites.

SE LE CTION INTRODUCTION

Me a ning a nd Definition

After identifying the source of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organisation, the

management has to perform the function of selecting the right employees at the

right time .The oblivious guiding policy in section is the intention to choose the best

qualified and suitable job candidate job for each unfilled 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.

E ssenti a ls of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

1. Some one should have the authority to select. This authority comes from the

employment requisition, as developed by an analysis of the work load and work

force.

2. There must be some standard of personnel with which a prospective employee

may be compared, i.e. a comprehensive job description and job specification should

be available beforehand.

3. There must be a sufficient number of applicants from whom the requirednumber of employees may be selected.

Signific a nce of selection process

Selection of personnel to man to organization is a crucial, complex and continuefunction. The ability of an organization to attain its goals effectively and to developin a dynamic environment largely depends upon the effectiveness of its selection


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(1) Job Analysis. (2) Recruitment. (3) Application Form. (4) Written Examination.(5) Preliminary Interview. (6) Business Games. (7) Tests. (8) Final Interview. (9) MedicalExamination (10) Reference Checks. (11) Line Manager s Decision. (12) Employment.

Job Analysis

HumanResource Plan

Recruitment

RE CRUITM E NT AND S E LE CTION PROC E SS

Development Bases forSelection

Application / Resume /CV/Bio-data

Written Examination

Preliminary Interview

Asses the Fit Betweenthe Job and thecandidate

BusinessGames

Tests

Final Interview

Medical Examination

Line Mangers Decision

Employment


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1. Approval from Man-Power for the recruitment of the vacancies.

2. Process is done in the following two ways.

Internal source

External source3. As per presidential directives only categorized, i.e., Roster

4. Issue of notification, done in two ways:-

PUBLIC NOTI F ICATION

Publications done through advertising, i.e., Newspapers

E MPLOYM E NT EX CH ANGE

The vacancies are sent to employment exchange for the desired candidates.

The list of finalized candidates is sent to the recruitment cell in the ratio 1:20.

5. Receipt of the application within the time limit as mentioned in the notification.

6. Scrutiny of the application and short-list of candidates is done.

7. Written test

The test is conducted of 85 marks. These marks having qualified in the

categorized way as in the following:

8. Interview Test

Interview is done by comprising of selection committee. The committee isappointed by the CMD of VSP. The selection comprising the member of:

y Representative from indenting department

y Representative from SC/ST/OBC.y Representative from Minority (other than Hindu).y Representative of personnel Department.

CATEGORY PERCENTAGE

General/OBC 50

SC/ST 40


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y Lady Representative in the case of non-executive posts, i.e., Group-C

And Grope-D posts.

9 . Medic a l E xa min a tion

The selected candidates from both written and interview are called for medial

examination. If any reason the candidate fails in the test the next candidate in the

list is eligible for the medical test. Since the test is validate for 1 year from the letter

list candidate i.e., written and interview.

10. Issue of offer letter, i.e., the appointment letter for the job.

11. Induction and Training ProgramThe candidates who got offer letters are eligible for induction and training in

this process the candidate are posted in the following way:

CARD TRAINING PERIOD EDUCATIONALQUALIFICATION

POSTED

Executives Management Trainee with 12

month

Graduate with 60%in General/OBC

50% in SC/ST

Junior Manager

Highly Skilled Senior Traineewith 18 months

DiplomaEngineering

Charge Man

Un-Skilled Trainee Khalasiwith 12 months

Illiterate Khalasi

12. Place of posting


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INDIR E CT RE CRUITM E NTThe indirect recruitment was done by a circular to various departments of the VSP.

Rese a rch Methodology The study is directed to wards the currently followed recruitment practices in VSP

and includes the opinions of the recruitment practices representing the sample Size.

The general methods adopted in conducting the research are asfallows:

o Define the research problem.

o Review the literature.

o Formulate hypothesis.

o Design research.

o Collect data.

o Analyze data.

o Interpret the data.

o Report the data.

W ritten Test Trade Test PoliceVerification

Medical Test InterviewOffer of Appointment tothe Candidates


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RE SE ARCH DE SIGN:-

Research design is the conceptual structure with in which research

would be conducted. The function of the research design sis to provide the

collection of relevant evidence with minimum expenditure of efforts, time andmoney. The suitable design is the one that minimizes bias and maximizes the

reliability of the data collected and analyzed.

SAMPLE SIZE :-A SAMPLE SIZE OF 100 is drawn the respondents belong to different departments of

the company

COLLE CTION O F DATA:-The data is collected through primary and secondary sources.

PRIMARY SOURC E S:-The primary data is collected from the respondents belonging to different

departments of the organization.

SAMPLE SIZE :-

SAMPLE TOOL:- Simple random sampling was administrated Questionnaire with

consisted of open ended and close ended questions.

SE CONDARY SOURC E Y:--Secondary data is collected from the following sources.

y Discussions and personal observations.y Organization report and files.

y Journals and websites.

RE SE ARCH ANALYSIS:-Research analysis is the computation of certain induces or measures along with

searching patterns of relationship that exists among the data group.


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Statistical tools such as percentages were used. The information gathered is

represented in the form of tables so that the interpretation would be precise.

TH E ME TH OD OF STUDY F OLLOW E D IN T H IS PROJ E CT (IN BRI EF )

Sample Size : 30Data collection Method : Questionnaires, observations, Discussions

and Organization reports.

Duration of the study : 45 days.

Analysis : Through percentage method

As the requirement to fill a new position will arise the concerned HOD will look into

the matter. He/she will take all particulars regarding the position and prepare a

manpower from, which contains all the particulars regarding the position all the

specicaytions are made and approved by the concerned HOD and that from is sent

HR department. HRD will begin to fill up that position by considering all the

specification. The particulars like the

Position

Experience

Qualification

Skill set

Budget

Time limit

No. of positions

Location

With all the above particulars the requisition from will be prepared authorized by

the H ID. If the required position is at junior level or t middle level HODauthorization is enough, if the requirement is at top level along with the HOD the

approval of the M.D of the organization is required.

POSITION

It states that for which position we are looking for the candidate.


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EX P E RI E NCE

The minimum and maximum no. of years of experience, required by the candidate

for the position.

QUALIF ICATIONThe academic and other qualification the management is looking for in a candidate

to fill the position.

SKILL SE T

What are the specific skills that the candidate should possess in order to meet the

requirements?

BUDGE T

What is the salary the company is willing to pay to the candidate who is to be hired

TIM E LIMIT

The maximum time that can be taken to fill that particular position.

NO. OF VACANCIE S

This specifies the total No. of positions to be filled.

LOCATION

If the company is having more than one branch then it should be made clear in

which particular branch the candidate is required. When the requisition form

reaches the H.R. department then the hunt suitable candidates begins. The H.R. team

has to look in to the specification and then decide for the source of the candidate.

Various sources of candidates are:

Internal source Data bank

Advertisement in mews paper H.R. net work Word of mouth Consultants Job sites Employee reference


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INT E RNAL SOURCE :

When the requirements arise then the H.R team will check out from their

records whether there is any candidate in the organization with the specified

particulars.If any candidate is located with the appropriate profile then the candidate is given

importance.

DATA BANK

A data bank is maintained by the H.R. team which contains the profiles of the

candidate. These profiles will be maintained in an organized manner such that the

retrieval of the profile will be easier.

ADVE RTIS E NTS IN N E W S PAP E RS

When the no. of vacancies is more in number the company will give an

advertisement in news papers by mentioning all the particulars. Then the

candidates with the suitable or relevant qualification will forward their resumes to

the H.R. department.

H .R.NE RW ORK

The H.R. team will have its own network that can also be used in tracing the

candidates. The H.R. personal of various of various organizations from this network.

W ORD O F MOUT H

The H.R. team also uses the word as a tool for searching the candidates. H.R. team

passes the information about the requirements in their own network and collect

some profiles. They use these profiles and based on the requirement.

CONSULTANTS

Consultant is one of the expensive sources where the candidate will be registeredwith the consultant. When there are some vacancies the H.R team will approach

consultants to forward the candidates with adequate qualities.


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JOBSIT E S

A jobsite provide space for companies to keep their articles, banners,

advertisements and postings. Interested candidates may forward their profiles,

when they get through the advertisements.E MPLOY EE REFE RE NCE :

Employees may forward the candidates whom they know and fell that they

are best in rendering their services.

Then the HR decides the source (internally or externally) of the candidates.

When the candidates from various sources, send their resumes to the company. The

company follows the procedure as step wise.

RE SUME SCREE NING:

Many Candidates send their resumes when they come to know about the

opportunities in the organization. HR personal will shortlist these resumes and

select the resumes that will meet requirement.

CALL TO T H E CANDIDAT E :

The candidates who are short-listed will be informed about the interview and

then they ate called to attend the interview.

TE CH IBICAL INT E RVI E W :

A panel technical people interview the candidate with is purely based on the

technical skills of the candidate. If the panel is satisfied with the performance then

the candidate is sent for next level of the interview.

H OD INT E RVI E W :

The candidates who are selected I the HOD level will be now interviewed by

the HR personal in aspects like attitude, objectives, and communication skills etc.F INAL INT E RVI E W :

HR people will take this interview and this will be the final round of interview. Herethe panel discusses all the negotiations will be done, regarding the and benefits


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CHAPTER-IVQuestionnaires


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A QUESTIONNAIRE ON

RECRUITMENT AND SELECTIONIN

NATIONAL STEAL &AGRO INDUSTRIES LTD INDORE

PERSONAL PROFILE Name:

Designation:

Age:

Qualification:

1. W hat is the source of Recruitment?

a) Internal b) External c) Both d) None

2. W ill the Company permit you to leave the job better opportunities outside?a) Yes b) No c) In some cases

3. National steel & agro industries ltd whether the recruitment of vacancies done

every year?

a) Yes b) No c) None

4. National steel & agro industries ltd offers which type of recruitment for its

employees?

a) Temporarily basis employment b) Permanent basis employmentc) Both

5. Are you satisfied with presents or you need any fresh recruitment?

a) Yes b) No

6. Is Recruitment is necessary for National steel & agro industries ltd

a) Yes b) No

7. W as training will be given to the employees after they are recruited?

a) Yes b) No

8. W as recruitment will be done when the vacancies are recruited?

a) Yes b) No

9. Do you feel that recruitment plays an important role in National steel & agro

industries ltd

a) Yes b) No


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10. W ould you believe that after recruitment the employee should be given correct

placement?

a) Yes b) No

11. Give me your opinion if the placement is not good in an organization, it leads toless productivity or not?

a) Yes b) No

12. In National steel & agro industries ltd which type persons were recruited?

a) Technical b) Non-Technical c) Both (a) & (b)

Does

13. In National steel & agro industries ltd needs Managers for the departments like

HR, Finance, and Marketing?a) Yes b) No

14. In, National steel & agro industries ltd what is the process of recruiting the persons

in to the organization?

a) W ritten test b) Interview c) Technical test d) All the above

15. National steel & agro industries ltd which persons will be recruited in regarding

their experience?

a) Experience Candidates b) Fresher c) Both

16. W hich types of tests are conducted at the time of recruitment process in National

steel & agro industries ltd?

a) Physical test b) W ritten test c) Mental ability test d) Oral test

e) All

17. Do you thing inductions necessary for newly appointed employee in In, National


18. a) Yes b) No

19. W hat is your overall opinion about personal recruitment, Selection in National



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CHAPTER-VFINDINGS & SUGGESTIONS


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7.1 FINDINGS

45.22% employees are satisfied with their jobs in the present organization. 31.33% employees are working more than 2 years and above. 40% of the employees are satisfied with their job profile 52.66% of the employees are very satisfied with the organization for providing

good development programs and career focus. 50and above employees are satisfied with their organization for providing good

PA and for providing good environment

7.2 SUGGESTIONS

Perfect manpower consultants is lacking some basic infrastructure like proper

internet connection, manpower etc The organization should have minimum two

systems connected to internet and one system should be used exclusively to

down load the data from the Job Portal and the second one can be used for

other purposes (like sending terms & conditions, receiving and sending mails

etc). One system should be used for maintaining the database and records.

Perfect manpower consultants should avoid dealing with low profile

requirements (like recruiting office assistants, front office executives or were

the salary package is less than Rs 8000). Because time and energy (work force)used to fulfill the low profile requirement can be used in a better else were to

generate more revenues.


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Though consultancy has already owned a good reputation, but it always need

some type of publicity as a reminder to the young stars approaching to the jobs.This might help in accumulating good data base.

7.3 CONCLUSION

By the above study I would like to conclude that:

The recruitment process in VSP is done through mailing services, newspaper ads and references.

The selection process in VSP is depends on the job profile of their requirement The selection procedures had an impact on job satisfaction of employees. The study also says that the satisfaction level of employees are different for

each employee and mostly this satisfaction levels are depends on good

appraisal, official as well as personal benefits and career growth


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BIBLIOGRAPHY

TEXT BOOKS

y P. Subba Rao, Essentials of HUMAN RESOURCE AND MANAGEMENT

RELATIONS, Himalaya Publications, Second edition and Revised print 2007.

y David A. Decenzo, PERSONNEL /HUMAN RESOURCE MANAGEMENTy Tina Agrell, RECRUITMENT TECHNIQUES FOR MODERN

MANAGERS

WEBSITES

y www.google.comy www.answers.comy http://en.wikipedia.org/wiki/y www.jsb.ac.in/library/projects/htmy www.citehr.com


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GLOSSARY

Human Resource Management is a function performed in the organization that

facilitates the most effective use of people (employee) to achieve organizational aswell as individual goals.

Job Descriptive Index (JDI) is a specific questionnaire of job satisfaction that has

been widely used. It measures ones satisfaction in five facets: pay, promotions and

promotion opportunities, coworkers, supervision, and the work itself.

Job Satisfaction is a pleasurable emotional state resulting from the appraisal of ones

job.

Performance Appraisal is an on going process of evaluation and managing both the

behavior and outcomes of employees in the work place.

Recruitment refers to the process of seeking and attracting a pool of people from

which qualified candidates for job vacancies can be chosen.

Selection is a process of ascertaining the qualifications, experience, skill, knowledge,

etc of an applicant with the purpose of determining his suitability the job.

Training is the systematic development of knowledge, skill and attitudes required byan individual to perform adequately a given task or job

pg final project report

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