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APROJECT REPORE ON

RECRUITMENT &RECRUITMENT & SELECTIONSELECTION

POLICIES OFPOLICIES OFKVSKVS

FFOROR THETHE PARTIALPARTIAL FULFILLMENT FULFILLMENT OFOF DDEGREEEGREE OFOF

BB ACHELOR ACHELOR OFOF BBUSINESSUSINESS

AADMINISTRATIONDMINISTRATION

(2009)(2009)

SUBMITTED BY:SUBMITTED BY: SUBMITTED TO:SUBMITTED TO:

MANMEET KAUR MS.MANMEET KAUR MS.

MUDITA AGARWALMUDITA AGARWALROLL NO: 72361ROLL NO: 72361ENROLLMENT NO.KU 0750100ENROLLMENT NO.KU 0750100

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SHRIRAM INSTITUTE OF MANAGEMENT &SHRIRAM INSTITUTE OF MANAGEMENT & TECHNOLOGY TECHNOLOGY

(AFFILIATED TO KUMAUN UNIVERSITY,(AFFILIATED TO KUMAUN UNIVERSITY, NANITAL)NANITAL)

CORBETT SUN CITY, RAMNAGAR ROADCORBETT SUN CITY, RAMNAGAR ROAD

KASHIPUR.KASHIPUR.

INDEX

CONTENTS

PREFACE

ACKNOWLEDGEMENT STUDENT DECLERATION

CHAPTER-1-INTRODUCTION

OBJECTIVES OF STUDY

SCOPE

PERIOD RESEARCH METHODOLOGY

LIMITATIONS

CHAPTER -2-CONCEPTUAL FRAMEWORK

CHAPTER-3-COMPANY PROFILE

CHAPTER -4- ANALYSIS AND FINDING

CHAPTER-5-CONCLUSION & RECOMMENDATION

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CHAPTER- 6-QUESTIONNAIRE

CHAPTER -7-BIBLIOGRAPHY & ANNEXURE

PREFACE

This project is submitted in the partial fulfillment of the requirement of the BBA of SIMT. It is the outcome of work I haveundergone at Kashi Vishwanath Steels Pvt.Ltd., Kashipur.

This project on Recruitment & SelectionPolicies under the course of Bachelor of Business Administration from S.I.M.T.,Kashipur under the guidance of Mr.D.N.Yadav (personnel manager) and Ms. Mudita Agarwal The faculty of BBA Dept. in SIMT. On the completion of this project I take this

opportunity to thanks Ms.D.N.Yadav (Personnel

Manager) KVSL, and whole Kashi Vishwanath

Steels Pvt. Ltd. Kashipur, which gave more

help and supporting guidance.

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The salient features of the project are: ---

The language of the project is clear & to put

the power word in the proper place.

While waiting this project, I have

tried my best to make this project has much

interactive & entertaining as possible.

ACKNOWLEDGEMENT

It is great pleasure to acknowledge my

heartfelt gratitude to those who helped me in

completing my project. My first thanks goes to

our Director Sir, Mr. Ravindra Kumar Agarwal,

supportive Principal Sir, Mr. P. P. Budhlakoti

and Dr. Anand Shrivastava (H.O.D of BBA

department).

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I specially express my gratitude towards Mr.

D.N.Yadav, Senior Personnel Manager, Ms.

Mudita Agarwal my internal guide for their

guidance and co-operation.

At last I sincerely thanks all those people who

either directly or indirectly co-operated with

me in this project.

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STUDENT DECLERATION

This project has been undertaken as a partial

fulfillment of the requirements for the award of

the degree of “BACHELOR IN BUSINESS

ADMINISTRATION” OF KUMAUN UNIVERSITY

NAINITAL (UTTARAKHAND).

The project was executed during V th semester

of BBA under the supervision of Ms. Mudita

Agarwal and Mr. D.N.Yadav (personnel

manager) in KVSL.

Further I declared that this project is my

original work and the analysis and finding are

for academic purpose only. This project has not

been presented in any seminar or submitted

else where for the award of degree or diploma.

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Manmeet Kaur

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CHAPTER – 1 –

INTRODUCTION

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OBJECTIVES OFSTUDY

1. The foremost objective of

Recruitment policies in KVSL is to find & employ the best qualified person for

each job.

2. To know the Recruitment and Selection

procedure of the

Organization.

3. To get familiar with the working

environment.

4. To observe how actually the work is

being performed in corporate

World.

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5. To provide equality.

6. To provide facilities & opportunity growth

on the job.

SCOPE OF THE

STUDY

1. It is helpful to know how Kashi Vishwanath

Steels Ltd. Recruiting people.

2. It is helpful to enhance my knowledge.

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PERIOD OF STUDY

This project has been undertaken as per

the rules of Kumaun University, Nainital. To

know the Recruitment and Selection procedure

of the company and on what basis they are

selecting people.

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This project was executed during fifth

semester in Kashi Vishwanath Steels Pvt. Ltd.

Kashipur.

RESEARCH

METHADOLOGY

STEP-IPRIMARY DATA

COLLECTION

STEP-3 GETTING SOMEREVELANT RESULT ON

THE BASIS OFINTERPRETATION

STEP-2 ANALYSIS AND DATA

INTERPRETATION

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METHOD OF

WORKING

STEP: 1

In this step I had collected data from

personnel manager of Kashi Vishwanath Steels Pvt. Ltd.

STEP: 2

I properly analysis and made some rough

notes from the available data.

STEP-4 PRESENTATION OFRESULT THROUGH

REPORT

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STEP: 3

In this step I tried to find the relevant

information for report making

about the Recruitment and Selection

policies of the company.

LIMITATIONS OF THE

STUDY

Every work has some limitations and some is

the case with me. The major limitations are:-

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1.Time is the major restricting factor.

2. Fake answers of respondents.

3. Due to an unknown fear some of the

respondents were not ready to respond.

4. They are not ready to disclose their

policies.

5. Sometimes they call for training but due to

busy schedule of

Managers, we use to come back.

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CHAPTER – 2 –

CONCEPTUALCONCEPTUAL

FRAMEW FRAMEW

ORK ORK

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RECRUITMENT

Recruitment forms the first stage in the

process which continues with selection and

ceases with the placement of the candidate. It

is the next step in the procurement function,

the first being the manpower planning. Inother words, It is a linking activity bringing

together those with jobs and those seeking

jobs.

According to Edwin B.Flippo

“Recruitment is the process of searching for

prospective employees and stimulating them

to apply of job is the organization”.

Flippo views recruitment both as ‘positive’ and

‘negative’ activity. According the purpose of recruitment is to

locate. Sources of manpower to meet job

requirements and job specifications.

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“Recruitment is a process to discover the

sources of manpower to meet the requirements

of the staffing schedule and to employ

effective measures of attracting that

manpower in adequate numbers to facilitate

effective selection of an effective working

force

_ _ _ _ YOLDER

It is a process of searching for prospective

employees and stimulating and encouraging

them to apply for jobs in an organization

FACTORS AFFECTING RECRUITMENT

Factors governing recruitment may broadly be

divided as

a) internal and

b) external factors.

The internal factors are:--

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(i) Recruitment policy of the organization;

(ii) Human resource planning strategy of the

company;

(iii) Size of the organization and the number

of employee employed;

(iv) Cost involved in recruitment employees,

and finally;

(v) Growth and expansion plans of the

organization.

The external factors are:--

(i) Supply and demand of specific skills in

the labour market;

(ii) Political and legal consideration such as

reservation of jobs for SCs, STs, and so

on.

(iii) Company’s image-perception of the job

seekers about the company.

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SOURCES OF

RECRUITMENT

Sources of manpower supply can broadly

classify into two categories:

1-Internal and

2-External

Many organizations believe that the most consistent source of manpower supply is form

within the organization as it keeps the morale

the employees high. Other sources of

manpower supply are also used to fill the

vacancies in the organization. These external

sources of recruitment are even more

important.

INTERNAL SOURCES OF RECRUITMENT:-

Internal sources are the most obvious sources.

These include personnel already on the pay-roll

of an organization. Whenever the vacancy

occurs, some body from within the

organization is upgraded, transferred,

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promoted or sometimes demoted. Most of the

companies have to a policy of promotion from

eithin. Practice of internal recruitment leads to

a healthy and progressive atmosphere, lower

cost of training and a high rete of labour

turnover.

EXTERNAL SOURCES OF RECRUITMENT:-

Vacancies at lowest level or recruitment at the

time of expansion of the firm or where job

specification can be met by the present

employees, require

external sources of manpower supply.

Following are amongst the most commonly

used outside sources.

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HumanResource

Planning

RecruitingRequired

Personnel

Selecting

Qualified

Personnel

PlacingSelected

Personnel

On Jobs

Finding &

DevelopingSources of

Potential

Employees

Search for

ProspectiveEmployees

a) Developing

Techniques

b) AttractingCandidates

Evaluating

Effectiveness

of Recruiting

Internal

Sources

Personnel

Research

Job Posting

Experience

Transferring

to new job

Upgrading insame position

Promoting

to higher job

External

Sources

EmployeeReferrals

Advertising

Scouting

ProvidingInformation

ClarifyingDoubts

Fig. Recruitment Process

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RECRUITMENT

POLICY Such policies assess the objectives of the

Recruitment and provide a framework of implementation of therecruitment programmes in the form of procedure.

A good recruitment policy must containelements:-

(A): Organization’s objectives- Both in theshort term and long term, must are taken intoconsideration as a basic parameter for recruitment decisions and needs of the personnel- area wise, job family-wise, etc.

(B): Identification of the training needs to takedecision regarding the balance of thequalitative dimension would be recruiting. i.e,the recruitment should prepare profile of eachcategory of workers and accordingly workout the main specifications, decide the sectionsand identify the particular responsibilities

which may be immediately assigned to them.

(C): Preferred sources of recruitment whichwould be tapped by the organization e.g., for skilled or semi skilled manual workers, internal sources and employment exchange may be

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preferred for highly specialized categories and managerial personnel, other resources besidesthe formal may utilized.

(D): Criteria of selection and preferences:These should be based on conscious thought.

In some cases tracks unions may be consulted in working out the recruitment policy, in othersmanagement may take the unilateral decisions.

(E): The cost of recruitment and final implications of the same.

METHODS OR TECHNIQUES OFRECRUITMENT

Dunn and Stephens summarise the

possible recruitment the possible methods

into three categories: direct, indirect and

third party.

DIRECT METHODS

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These include sending traveling recruiters

to educational and professional institutions,

employees’ contacts with public, and,

manned exhibits. One of the widely used

direct methods is that of sending of

recruiters to colleges and technical schools.

Most college recruiting is done in co-

operation with the placement office of a

college.

Other direct methods include sending

recruiters to conventions and seminars,

setting up exhibits at fairs, and using mobile

offices to go to the desired centers.

INDIRECT METHODS

Indirect methods involve mostly

advertising in newspaper, on the radio, in

trade and professional journals, technical

magazines and brochures.

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Advertising in newspaper and/or trade and

magazines is the most frequently used

method, when qualified or experienced

personnel are not

available from other sources. Senior ports

are largely filled by such methods when they

cannot be filled by promotion from within.

Advertisement is very useful for recruiting

blue-collar and hourly workers, as well as

scientific, professional, and technical

employees. Local newspaper can be good

source of blue-collar workers, clerical

employees, and lower-level administrative

employees.

THIRD PARTY METHODS

Private employment agencies are

widely used. They charge a small fee from an

applicant. They specialize in specificoccupations: general office help, salesman,

technical workers, accountants, computer

staff, engineers and executives. These

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private agencies are brokers who bring

employers and employees together.

Schools, Colleges and Professional

Institutions offer opportunities for

recruitment their students. They operate

placement services where complete bio-data

and other particulars of the students are

available. The companies that need teachers of

business and vocational subjects.

SELECTION

*SELECTION PROCEDURE:

The selection procedure is concerned

with securing relevant information about an

applicant. This information is secured in a

number of steps. The objective of selection

process is to determine whether an applicant

meets the qualification for a specific job and to

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choose the applicant who is most likely to

person well in that job.

“Selection is a long process,

commencing from the preliminary interview of

the applicant and ending with the contract of

employment.”

Selection processes or activities typically

followed a standard pattern, beginning with an

initial screening interview and conducting with

the final employment decisions. The traditional

selection process includes: preliminary

screening interview, completion of applicant

form, employment tests, and comprehensive

interview. Background investigation, physical

examination and final employment decision to

hire.

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STEPS IN SELECTION

PROCESS

There is no shortcut to an accurate

evaluation of a candidate. Many employersmake use of such technique and pseudo-

sciences as phrenology, physiognomy,

astrology etc. while coming to hiring decisions.

However, in modern time these are considered

to be unreliable measures:-

↓

Reception

Application

Preliminary

InterviewApplication

Bank Psychological

Tests

Interview

Physical

Examination

Background Investigation

List of

Desirab

le

Applica

nt Final

SelectionNegative Decisions Placement

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The following is popular procedure through it

may modify to suit individual situation:

1) Reception or preliminary interview or

screening.

2) Application bank- - - a fact finder which

helps one in learning about an

applicant’s background and life history.

3) A well conducted interview to explore the

facts and get at the attitudes

of the applicant and his family.

4) A physical examination- - - health and

stamina are vital factor in success.

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5) Physiological testing to explore the surface

area and get an objective look

at a candidate’s suitability for a job.

6) A reference check.

7) Final selection approval by manager and

communication of the decision

to the candidate.

ASSESSMENT & SELECTION:

-Screening nomination and applications to

eliminate obviously unqualified candidates.

- Do preliminary short listing after screening and assessment by following

methods.

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• Review of his background.

• Past achievement

• Personnel interview.

• Review and analyses the complete

records applicants who have survived

the screening measures applied up to

this point. Eliminate those who do not

meet our requirement.

• Send all candidates for medical

examination so as to eliminate

medically unfit candidates.

• Administer, Aptitude test, analyses and

interpret tests score & results.

Synthesize, review and evaluate all

data by using a candidate analysis and

evaluation form. Compare it with selection

norms. Maintain all data and forms on file.

• Determine the relative

sections/departments of candidates on

the basis of ability and fitness.

• Select the candidates solely on the

basis of merit and fitness as required

by sound management and applicable

legal and regulatory requirements.

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Look at the whole individual, not just

at one characteristics or one set of

data.

• Inform all candidates immediately after

the decision is made.

SELECTION PROCESS:

1.Projection of position vacant

2.Job specification3.man specification

4.attracting candidates

5.Screening the applicants

6.Preliminary soft listing

7.final selection

8.Job offer

SELECTION OF TRAINEES:

The work of selecting employees and placing

them in the position most appropriate to their qualifications and experience plays an

important role in the industry.

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The essence of selection is to analyses the job

for which the selection is being made and of

the individual capacities and aptitudes which

will enable a person to fill it satisfactorily.

The job and the worker both have their own

characteristics which must fit in.

JOB CHARACTERISTICS:

These can be analyzed as follows.

a) The material and tools for the job, the

movements and activities involved.

b) The kind of work whether heavy or

light, repetitive or requiring frequent

adjustments to the machine, type of skills

responsibility it entails and amount of

supervision it requires.

c)It’s relation to other jobs, either earlier or later in process.

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d) The condition of employment, its

remuneration, the hours of working,

the social conditions of work whether it is

carried out in a team or whether it is done

alone.

Throughout this analysis, inquiry is

directed towards the characteristics whish

make for success, and these may

determine the method of selecting trainees

and the time devoted to training.

WORKER’S CHARACTERISTICS:

The characteristics required of the worker are

physical condition, personnel achievement,

psychological and social.

a) Physical qualities cover strength and

power of endurance. Some jobs can be

performed even by people withdisablement. Such as loss of one of the

limbs or blindness.

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b) Attainment relate to what has been

learned in school or through working on

previous job.

c)General Intelligence is most suitable

described as ability to learn, think analyses

and construct. The man with good grasp

can learn new things quickly and apply

these to work. This quality can be tested

by intelligence tests etc.

d) Special aptitudes are interest in the

individual, in the sense that every

individual as a whole has different

aptitudes for different work.

e) These characteristics can be sought for

certain specific jobs and occupations.

f) Interest is found by individuals in various

ways. For social relationship, it is in

meeting and in interacting with other

persons. Intellectual persons create more

constructive ideas to tackle the job.

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JOB ANALYSIS AND SELECTION:

A job is defined as “the group of duties,

responsibilities and activities assigned to an

individual”. Job analysis seeks to detail exactly

what the job

is, as well as what aptitude is needed for it.

Because of the differences between job

applicants, information from job analysis is

useful and often vitally necessary in selection.

Job analysis is a systematic procedure for

securing and defining a specific job.

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CHAPTER – 3 –

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COMPANY PROFILE

Steel is crucial to the development of any modern economy and is considered to be thebackbone of human civilization. The level of per capita income consumption of steel istreated as one of the important indicator of economic development and living standard of the people of any country. It is a product of large and technologically complex industry having strong forward and backward linkage interms of material flow and income generation.

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All major industrial economies arecharacterized by the existence of a strongsteel industry and the growth of the many of these economies has been largely shape by thestrength of their steel industries in their initial stage of development.

Steel is one of the few materials that havea variety of application and at the same timecompletely recyclable. This has made steel oneof the most widely raises to new economy in itswake, so is the glory of this ones proud metal fading way. The increase imports have raised

the hackles of the domestic manufacturers inthe United States and antidumping duties havebeen imposed on steel companies from many companies including India.

ProductionProcess

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It is important to know the whole procedure of making steel right from the stage of mining of iron ore and coal up to the making of finished steel:

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COMPANY PROFILE

Kashi Vishwanath Steels Ltd.(KVSL)

A COMPANY IS KNOWN BY TWOTHINGS

“IT’S COMMITMENT TO QUALITY AND ITS COMMITMENT TO IT’S

CUSTOMERSWITHOUT EITHER OF THEM

NO COMPANY CAN HOPETO SUCCEED.” - - Managing Director

KVSL: A Company of Winners:

Kashi Vishwanath Steels Ltd. AnISO:9001,ISO:14001 and OHSAS-18001company was established in 1986 by Shri Yogesh Kumar Jindal.The company is part of anestablished “KVS” group of companies,manufacturing rolled steel, section bars of highest quality and at it’s most modern and

advanced plant located in the picturesquelocate of Kashipur, Distt.-U.S.Nagar(Uttarakhand).

Customer satisfaction being a very important part of their ideology, the company is sensitive to the requirement of its greatest

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assets customer. And committed to ensureutmost satisfaction and value for every penny spent by their esteemed clients. This is thereason that their entire product enjoys good market share and reputation in their respectivefields.

The KVSL Group: A Force to ReckonWith

The group managed by the well

established entrepreneurs of the Kumaunregion. All the companies belonging to groupare managed by highly qualified professionalsof repute. The group has ventured into diversebusiness activities, ranging from Refined Oil,Vegetable Ghee, Textiles, Steels Melting &Rolling, Horticulture and Agriculture.

Diversity in Excellence: Product

At KVSL, the tradition of innovation and the zeal to satisfy the customer’sdiversification requirements keeps on inspiringto produce more and more diversification and high quality products. As a result of which,today nearly Go rolled section produced withthe latest technology under one roof areavailable to the customers.

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True Quality Springs From The Seedsof Excellent

KVSL believes in perfection and excellence.

Control on quality begins from the selection of the raw material till the final productioneliminating all the possibilities of inconsistency in quality.

The company possesses well equipped R&D department with latest testing monitoringfacilities. Captive production of Pencil Ingot isdone under vigilant quality control with the

best available raw material to suit each rolled section, approved by bureau of IndianStandard I.S.: 2830. KVSL is committed tocustomer satisfaction.

Working Hand-in-Hand withEnvironment

The use of state-of art equipment withthe inbuilt safeguard monitoring and control system helps to keep a check on environmental

pollution. Reduction of waste and induction of useful recycling of reduces are treated as priority areas.

The group is also responsible for thedevelopment of a small forestry; the entireworking campus is covered with trees and

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plants. The Environment Management Systemof KVSL has found to confirm to theEnvironment Management System standard ISO: 14001: 1996 by IQRS wide their certificateNo. IQRS/033010 dated January 22, 2003.

Spreading Wide: Our MarketingNetwork

KVSL has a galaxy of more than 360dealers in different cities of the state of

Uttrakhand, U.P, Delhi, Himachal, Haryana,Chandigarh, Punjab, Rajasthan, and MadhyaPradesh. A close coordination among thedealer, customer and management ismaintained by KVSL’s products are duly approved by BIS (IS 1786 & IS 2062), RDSDO,and DGS & D products are also registered withvarious central state’s Undertaking viz. NTPC,

NHPC, PSEB, Uttrakhand Power Corporation,U.P. Power corporation, UPRNN, U.P. Samaj Kalyan Nigam, Rural Engineering Services, and so on…

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Quality Management System

In accordance with its declarationquality policy, the company has all along

followed the principle of adhering to thequality standard, and adhering to the quality standards and targeting customer satisfaction.The company is a licensee of the bureau of theIndian Standard and authorized user of ISImark of quality. It caters to the customers inthe state of Uttar Pradesh, Uttrakhand, Punjab,Haryana, Himachal Pradesh, and Rajasthan etc.In recognition of the company’s efforts tomaintain the consistency in adhering to thequality standard to provide total customerssatisfaction, the company has been certified tothe Quality Management System ISO: 9001.

Quality Policy

Kashi Vishwanath Steels Ltd. iscommitted to customer satisfaction by manufacturing a product which ensures“Quality” and “Value for Money”. The

management believes that staying at the peak is more difficult than achieving it and thereforethe entire KVSL team strives towardscontinuously improving upon the existingsystem and process to remain a market leader.

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PRODUCT PROFILE

INNER STRENGTH AND

DURABILITY.THAT IS THE SYMBOL OF KVS

RELIALIBILITY. - - - KVSL

Diversity in Excellence: Products

In per suit of achieving higher quality and constant up gradation of its productsrange KVSL has already been vigilant and kept watch on the development of technology taking place around the world to be able provide the latest and advanced produced toconsumer.

Company has started withmanufacturing of C.T.D.(Cold Twisted Deformed) bars and today it is producingnearly 60 rolled sections with latest technology under one roof.

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KVS Powercon [TMT] Technology

The bars thus produced have additional features like:

• Earthquake Resistance• Higher Corrosion Resistance

• Excellent Weld Ability

• Higher Fatigue Strength to DynamicLoad

• Better Bending Quality and Easier Work Ability at Site

• Higher Strength and Better Elongation

• Fire Hazard Resistance……. no loss of strength up to 500’c.

Earthquake Resistance:

KVS Power bars are new generationreinforcement constructive

material for the end users especially inseismically regions of newly formed state of Uttrakhand etc.

KVS Powercon bars has higher fatigueresistance to dynamic loading dueto higher ductility quality. This makes powercon mist suitable for high-rise Buildings,Bridges, and Dams etc are earthquake prone.

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Higher Corrosion Resistance:

Corrosion causes 20 to 40% deterioration inyield strength making them weak. It istherefore necessary to make them corrosionresistance toimport long life to the construction.

KVS Power bars posses’ inherent corrosionresistance properties due to

unique chemical composition and most scientific method of production

having no residual stresses making KVSPowercon bars better corrosion

resistance by change in chemistry the properly can by altered to suit theuser requirements.

Fire Resistance:

KVS Powercon bars has a special feature of higher resistance to fire. It

has been tested that to 500’C of that threw isno loss of strength, between 550’C to 600’Cthe yield strength drops by a marginal 20/sq.

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Weld Ability:

As chemical composition is restricted permissible parameters KVS

Powercon Bars are very good in weld ability which is superior to conventional CTD Bars. It can be butt- welded ad lap-welded usingordinary retile coated of machining strengthand have following advantages:

• No less of strength at welding joints.

• No preheating and post heatingrequirement during welding.

Resistance to Fatigue Load:

KVS Powercon bars have fatigue resistanceto dynamic loading, due tohigh ductility. Constant amplitude cycles load

test was performed on tree concrete beamsreinforced with the TMT bars (500Mpa) yield strengthand CTD bars (415Mpa) yield strength. All beams were tested up to 2 to10 cycle in +100KN computer controlled MTSservo hydraulic actuator. The beam reinforced with Powercon bars performed better thanconventional

steel with respect to cracking.

Formability:

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KVS Powercon bars has excellent work ability and band in particular as

they posses a unique feature of uniformelongation. They can with stand banding and revending with internal diameter of ID and 4Drespectively.

Strain Ageing:

KVS Powercon bars exhibit excellent ageingresistance due to manufacturing process and

chemical composition. Test has show tendency of embitterment either during welding or cold deformation of weld joints.

Cost Saving Factor:

KVS Powercon bars is savor more than 14%

cost by way of weight compared to theconventional bars. It can be used in all types of concrete structure from large infrastructuresuch as dams, thermal and hydle power projects and bridges, to residential and commercial structures like building and

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factory. It can be used more advantageously because:

• Prewelded meshes can be used toeliminate manual binding at site saving

construction cost abd time.• Lesser bar length is required in welding

as compared to mechanical anchoragesresulting overall saving.

• Saving is transportation costs as lesser quantity of bars are required ascompared to other conventional bars for same type of construction.

PRODUCTS

The product offers a service to thecustomers so as to satisfy their need.The product provided by KVS suits the IndianConsumer and the mostly Indian Consumer has

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a perception that KVS provide genuine products in the form of TMT.

Products of KVS are as:

• TMT Powercon

• CTC Bars

• Square

• Round

• Channel

• Angles

PLACE

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Place includes the various activities of acompany undertakes to make the productsaccessible and available to a large number of target customers.

PROMOTION

Promotion is an important for marketingmix of business enterprises. Promotion is a process of communication with the potential customers.

Advertisement local events sponsorship, promotion and inviting a prominent personality for the delivery function would contributeeffectively in generating a wider local interest and attention.

KVS use hoardings for advertisement of TMT or KVS products.

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ORGANISATION STRUCTURE

BOARD OF DIRECTOR

MANAGING DIRECTOR

DIRECTORPRODUCTION

COMMERCIAL ADVISOR ADVISOR

DEPUTY GENERALGENERAL

MANAGERMANAGER

DEPUTY QUALITY HRMARKETING

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PRODUCTION CONTROL MANAGERMANAGER

FINANCE

MANAGER

BOARD OF DTRECTORS:

• Shri Yogesh Kumar jindal

• Shri Yogendra Kumar Jindal • Shri Devendra Kumar Jindal • Shri Jaibhagwan Agarwal

• Shri Keshwender Kumar Govil

INCORPORATION:

MANUFACTURING FACILITIES AT KVS:

The manufacturing complex consists of the

following production units.

As the KVS Ltd.has the tradition of innovation& the zeal to satisfy the customer’s diversified requirement and providing total satisfaction totheir valuable customers. With respect to thisthey are always inspired to produce more &more diversified & high quality products with

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different ranges in order to fulfill the varyingdemands of the customers. As a result of which, today nearly 60 rolled sections are produced with the latest technology under loneroof, are available to the customers. Downbelow is the list of products of KVS Ltd. They

are in business of:

1.KVS CTD Bars (IS:1986/85)

2.KVS Plain Rounds (IS:2062/99)

3.KVS Squares (IS:2062/99)

4.KVS Angles (IS:2062/99)

5.KVS Flats (IS:2062/99)

6.KVS Channels (IS:2062/99)

7.KVS TMT Bars (IS 1786/85)

COMUNICATION:

KVS Head office is situated at very famous place. This place is heart of India i.e. NewDelhi.

Head office:-A-80, Vivek Vihar, Phase I New

Delhi-110095

Phone No.:-011-22142705, 22167048

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Fax: 011-22167009

Visit at: www.kvsgroup.co.in

Branch Office:-SHIVANGEE CRAFT LTD.

CATEGORY OF EMPLOYEES

(A) Executive & Supervisory

(B) Clerical Staff

(C) Workers

(D) Trainees

(E) Apprentices

PROMOTIONS

If an employee has shown the abilities, he may

be considered for promotion, provided;

1. His current job content has increased.

2.His performance is good or better and he

meets the requirements of higher position.

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3. He is doing a job of a higher level.

4. There are vacant positions in the

organization

ATTENDANCE, LEAVE AND HOLIDAY

RULEWORKING HOURS

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SHIFTS ARRIVALTIME

LUNCHTIME

DEPARTURETIME

GENERAL

SHIFT

09.00 13.00.TO14.00

18.00

A06.00 14.00

B

14.00 22.00

C22.00 06.00

N♦ Shift employees shall have ½ hr. rest by rotation at their work place.

♦ Employees who are unable to take lunchduring the specified time due to preoccupation can take lunch before or after the specified time but the total lunchtime should not exceed 1 hour.

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CHAPTER -4-

ANALYSIS ANALYSIS

&&

FINDIFINDI

NGSNGS

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DATA ANLYSIS AND

FINDINGS

For worker and trainees Recruitment a

selection committee has been

constituted so that they can have disciplined

and dedicated manpower.

They go for long the work force in a

systematic manner so that no group

Of particular can dominate. In the working a

rational worker mix up is

Suggested as under:

Uttrakhand ……. 70%

U.P. ………. 20%

Others ………... 10%

Selection committee comprises:

1. Training Officers

2. Head of Production

3. Final Selection

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1) While recruiting the selection committee

should thoroughly check the candidate that he

adjust in the department in working for long

period.

* Annexure of this basis is shown on last

pages of this report.

2) In KVS both the internal and external

methods are used for recruitment. For

external Recruitment they advertise in

newspaper.3) A proper Performa of the application

form is set by KVS and this form is filled up

by the candidates.

* The annexure of this application form is

shown on last pages of this report.

4) The department regarding which placement

is required the managers of that

departments are included in the interview

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panel. Then the proper interview is taken by

the managers and the norms of the interview

are set.

5) If the applicant is not compatible enough

to match the norms of the interview process,

say candidates are less compatible or they are

not suitable enough to gain the job then the

Recruitment panel moulds the interview

according to the compatibility of the

candidates.

6) The interview states the candidate

according to their answers by providing them

grades: A, B, C, D,

A: Excellent

B: Good

C: Fair

D: Poor

SHRIRAM INSTITUTE OF MANAGEMENT &

TECHNOLOGY

Normally the traits judged by the panel are:

I. Background

II. Personality

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III. Qualification

IV. Experience

V. Knowledge

VI. Overall suitability

VII. Special Remarks

Brief nothing are made and grades are

provided accordingly.

* Interview Rating Sheet is shown in the

annexure on the last pages.

7) Recommendations are keenly preferred.

8) The most important trait is given priority in

KVS is background of the candidate. The more

the poor background of the candidate the more

the chances of placement.

9) Physical compatibility for the fourth class

employees.

10) Through training culture for the studentsis not there but still if the training is provided

the some student and if they find them

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compatible for their organization they offer

them the job but for the boys only.

11) There is not a female employee.

SELECTON PROCEDURE:

The aim is to find workers suitable for the

jobs available, even in days of full employment

this discrimination goes on. The field of

selection being small it is essential to suit the

man to the job and vice versa. The procedures

in standard use fall into three groups:

- Questionnaires

- Tests

- Interviews

Of which the most important one is an

interview.

SELECTION BY INTERVIEWS

By interviews process, a picture of

employment possibilities of the applicant can

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be built up. Some of the topics generally

discussed during interview are as follows:

a) WORK EXPERIENCE

1) Past job experience

2) Interest in taking a new job

3) The reason behind the

change

b) EDUCATION

1) Basic education.

2) Education requirement for

the job.

3) Past experience.

c) FAMILY BACKGROUN:

1) Regarding family

conditions.

2) Present (Father & Mother)

occupation & number of brother & sister in the family.

d) OTHER IMPORTANT INFORMATION :

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1) Health

2) Social activities

3) Economic adjustment etc.

e) CHARACTER:

Three qualities are necessary in

efficient employees

1) Sincerity

2) Ideals and

3) Principles

SOURCES OF RECRUITMENT IN KVS

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Basically there are two sources of recruitment

via:-

1. External Sources

2. Internal Sources

EXTERNAL SOURCES:-

Advertisement

Newspaper

Journals

Magazines

Classified & career advertisement

Consultant

Campus Placement

Institutes & colleges : This is an extremely potent

method for sourcing applicants. The student

not only gains valuable work experience but

also has the opportunity to see what is like

to work for you.

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INTERNAL SOURCES:-

Current Employees:-

In KVS most employees are recruited through

internal sources i.e.- they are recruited

form with in the organization. Sources i.e.,

they are people who already working there

fill the vacant position with little bit of

training, coaching and support. KVS has an

internal promotional policy which is not only

a good way to fill vacancies as they occurs,

it is also a very good way to retain the good

employees that they already have.

Employee Referrals:

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It is one of the most effective methods or

finding new people. Basically one of the

employees working there refers someone

who is capable or doing the job. Employees

who are happy with the company they work

for are often quite willing to suggest a

friend who they feel can do the job. As they

tend to take ownership for the referral they

usually make sure that it is someone who is

a good fit with the company, has the skills

to do the job and is fully aware of the

pluses and minuses of working for you.

A. Promotion:

KVS frequently uses the technique of

promotion. In the process of promotion first the transfer the location of job and increase

the designation and salary as well.

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FACILITIES IN THE COMPANY:

1) Medical facilities in the

company.

2) Transport facility.

3) If employee comes on the

holiday than he get free lunch

facility.

4) Free house facility.

5) Canteen facility also provide to

the employees in the company.

OBJECTIVE OF PLANNING

FUTURE AIM OF THE COMPANY:

1) Increase the quality of the product.

2) Export the maximum product.

3) Selection and Recruitment of the

employee before a hand for the development

of the company.

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CHAPTER – 5 –

RECOMMENDARECOMMENDATIONTION

&&

CONCLCONCL

USIONUSION

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RECOMMENDATION

Besides the family background other traits

should also be given priority.

They should also appoint the recruitment

agencies and recruitment should be made in

the college campus also.

Before the appointment offer is issued pre-

appointment formalities are to be

completed including medical test and

verification of character to ascertain is of

good character.

There is obviously lots of personnel function

matter, disciplinary codes, pay roll

administration etc.

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CONCLUSION

This project provide me an opportunity tounderstood the companies strategies and

various program launched by the company.

Secondly, I got familiar with the working

environment. How actually the work is being performed in companies. I saw the application

of theoretical aspects in practical life which

was the main objective of our study.

Thirdly, I came to know about the recruitment sources in KVS and the steps to be followed for

the selection of new employees.

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CHAPTER -6-

QUESTIONNAIQUESTIONNAIRERE

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QUESTIONNAIRE

Recruitment &Selection

NAME: - - - - -DESIGNATION: - - - - - AGE: - - - - - -DEPARTMENT: - - - - -GENDER: - - -

1) Do you feel that the Recruitment &Selection policies are well planned &implemented or not?

a) Well planned b) Well implement c) Not well planned d) Not well implement

2) With whom you people felt morecomfortable during your selection interview?

a) Expert b) Supervisor c) Senior personal of Department

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3) What you think which source is best for therecruitment & selection?

a) Press advertisementsb) Recommendationc) Gate recruitment d) Casual callers

4) On what basis Recruitment & Selection isdone?

a) Experienceb) Merit c) Both

5) Which tests you have to give duringselection procedure?

a) Mechanical Aptitude test b) Work sample test c) Skill test d) All of these

6) Do you need some training after recruitment

& selection (if you get selected) or not?

a) Yesb) No

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7) Is any job-security promised by your company, at the time of selection?

a) Yesb) No

8) During your selection interview which preference did you give for your job selection?

a) Abroad b) Indiac) Anywhere

9) Are you satisfied with the present recruitment & selection policies?

a) Satisfied b) Well satisfied

c) Rather satisfied d) Not satisfied

10) What are your reasons for thedissatisfaction, from the recruitment &selection process?

a) Biasnessb) Non-equality c) Complex procedure

11) Do you think the recruitment & selection policies practiced needs changes?

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a) Yesb) No

12) In case if your answer is ‘Yes’ to the above

question, what change would you like tosuggest?

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - .

CHAPTER -7-

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BIBLIOGRAPHY BIBLIOGRAPHY

&&ANNANN

EXUREEXURE

BIBLIOGRAPHY

• Gupta,C.B., Human Resource

Management,2000, New Delhi, Sultan

Chand & Sons, pp.2.46-2.59

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• Memoria,C.V.,Gankar,S.V.,Personal

Management,2007,Mumbai,Himalaya

Publishing House,pp.185-201

• www.google.com

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