chittaranjan das

By Nirosha Patnaik

Roll No.# 201077002

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RECRUITMENT AND SELECTION PROCESS OF IREL, OSCOM

Under the guidance ofMr. Sisira Kanti Mishra

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CONTENTCONTENT

• INTRODUCTIONINTRODUCTION

•OBJECTIVE OF STUDYOBJECTIVE OF STUDY

•RESEARCH METHODODLOGYRESEARCH METHODODLOGY

•DATA ANALYSIS AND INTERPRETATIONDATA ANALYSIS AND INTERPRETATION

•CONCLUSIONCONCLUSION

•RECOMMENDATIONRECOMMENDATION

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INTRODUCTIONINTRODUCTION

Recruitment is the process of locating and encouraging potential applicants Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings.to apply for existing or anticipated job openings. Recruitment is the process of searching and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in the organisation. it is actually a linking function,joining together those with jobs to fill and those seeking jobs.

IMPORTANCE OF RECRUITMENT

A.Determine the present and future requirements of the firm in conjunction with its HRM planning.

B.Increase the pool of job candidates at minimum cost.

C.Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

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METHODS OF RECRUITMENT

Direct method (campus recruitment)Indirect methods (advertisements in papers)Third party method ( Employment Exchanges, Internet Recruiting)Internal Methods (Promotions and Transfers, Job Posting, Employee referrals).

RECRUITMENT NEEDS ARE OF THREE TYPES:-PLANNEDi.e. the needs arising from changes in organization and retirement policy.ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs. 

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RECRUITMENT PROCESSRecruitment process can be done through five stages which are planning,strategy development, searching,screening,evalution and control. The ideal programme is the one that attracts a relatively large number of qualified applicants who will survive the screening process and accept position with the organisation . RECRUITMENT PLANNING STRATEGY DEVELOPMENT SEARCHING

SCREENING

EVALUATION & CONTROL

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COMPANY PROFILE

Under the Indian Companies Act, 1913, Indian Rare Earths Limited was incorporated in 1950 as a private company as a joint venture with the then Government of Travancore, Cochin. In 1963, IREL became a full-fledged Govt. undertaking under DAE. In 1952, production commenced at RED, which was dedicated to the nation by Sri Jawharlal Nehru. OSCOM was set up during 1972, construction had been started in 1975 and mining had been started in 1984.

Main objective of IREL is to emerge as a leading player in the area of mining and separation of beach sand deposits to produce minerals as well as process value added products. It has mineral processing plants at Orissa, Tamilnadu & Kerala, Rare Earths division at Alwaye, Kerala and Research center at Kollam, Kerala. Its registered and corporate offices are in Mumbai, Maharastra.

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OBJECTIVE OF STUDY

The objective of the study is :

1.To ensure the quality of company’s recruitment and selection process.. 2.To identify company’s sources of recruitment. 3.To take feedback from employees on existing system.

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 RESEARCH METHODOLOGYTo conduct any research a scientific method must be followed .The universe of study is very large in which it is difficult to collect information from all the employees.so the sampling method has been followed ,the analysis is based on primary as well as secondary data. 1:-PRIMARY SOURCES:-Primary data was collected using an appropriate questionnaire and observing it 2:-SECONDARY SOURCES:-The secondary data was collected from internet,magazines,journals.

SAMPLE SIZEThe sample size taken is 30.

DATA ANALYSIS AND INTERPRETATION

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Q.1 Recruitment of employee is done through Internal and External recruitment? YES (87%) NO (13%)

INTERPRETATION Most of the employees are recruited by external and internal policy.  

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Q.2 Are you satisfied with IRE’s existing recruitment policy? YES (73%) NO (27%)

INTERPRETATION Most of the employee are satisfied with company’s recruitment policy.

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Q.3. Does your organization hire the candidates through campus recruitment? YES (10%) NO(90%)

INTERPRETATION It reveals that candidates in IRE are not recruited through campus recruitment.

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Q.4 Do you think that work experience should be a major criteria for selection? Agree (70%) Strongly agree (30%)

INTERPRETATION The above chart reveals that 70% of employees consider work experience as a vital factor.

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 Q.5. Is the advertisement highly effective for the organization?

YES (87%) NO (13%)

INTERPRETATION

The above chart reveals that advertisement is a helping tool in recruiting capable candidates.

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Q.6 Is the recruitment process free from biasness?

. YES (97%) NO(3%)

INTERPRETATION The above chart reveals that employees agree that recruitment process is free from biasness.

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Q 7 Does the organization recruit and select the candidates through employment exchange?. YES (50%) NO(50%)

INTERPRETATION Half of the employees agree to it and half of them don’t agree to it. 

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Q8. Does the selection process of the organization entertain the candidate’s location preference? YES (57%) NO(43%)

INTERPRETATION most of the employees believe that location preference is important for selection. 

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CONCLUSION Recruitment and Selection process at IREL is systematic and very effective.

The majority of employees fall under age group 35 years and above who enjoy more experience with regard to responsibility. The rate of return made is not measured properly. The HR executives should be exposed to lot of management programs.  

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RECOMMENDATION 

The organisation should follow the campus recruitment.

More scope should be given to the young employees.

IREL should not follow son of the soil process.

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