project sash

72
A Summer Project Report On “RECRUITMENT AND SELECTION process” AT KIRIBURU IRON ORE MINES Submitted in partial fulfillment of the course curriculum of BACHELOR OF BUSINESS ADMINISTRATION SESSION (2013-2016) Submitted by SASMITA BASA R0LL. No.-03914BBA016 Dr. Ambedkar Memorial Institute of Information Technology & Management Science, Rourkela. Under the supervision of Industry Guide Faculty Guide 1

Upload: sasmita-basa-dm

Post on 09-Feb-2017

28 views

Category:

Documents


0 download

TRANSCRIPT

A Summer Project Report On

“RECRUITMENT AND SELECTION process”AT

KIRIBURU IRON ORE MINES

Submitted in partial fulfillment of the course curriculum of

BACHELOR OF BUSINESS ADMINISTRATION

SESSION (2013-2016)

Submitted by

SASMITA BASA

R0LL. No.-03914BBA016

Dr. Ambedkar Memorial Institute of Information Technology & Management

Science, Rourkela.

Under the supervision of

Industry Guide Faculty Guide

Mr. RabinarayanSathpathy Ms. Ipsita Swain

DGM RMD (Training centre) (Assistant professor),DAMITS

SAMBALPUR UNIVERSITY ODISHA

1

BONAFIDE CERTIFICATE

This is to certify that the project titled RECURITMENT & SELECTION PROCESS is a bonafide record of the interim report by Sasmita Basa(roll.no.03914BBA016) a student of Dr. Ambedkar Memorial Institute Of Information Technology And Management Science College,(Session 2013-2016), has successfully completed her summer Internship Project for the partial fulfillment of the requirements of the award of the degree of Bachelor in Business Administration of Sambalpur University, Odisha. To the best of my knowledge and belief, this project is her original effort and contribution, which she has worked sincerely under my guidance in this duration. The summer project report has not been submitted earlier to this University or to any other University/Institutions.

Wishing her good luck for a successful career and all future endeavors.

2

DECLARATION

I Ms. SwagatikaSahoodo here by declare that the Summer Project Report entitled

“PRACTICES & PROCESS OF PERFORMANCE APPRISAL OF

EXECUTIVE IN ODISHA MINING CORPORATION LTD.

BHUBANESWAR, ODISHA” has been prepared by me & submitted to the

administrative department of HR,Dr. Ambedkar Memorial Institute of Information

Technology & Management Science, Rourkela. For the partial fulfillment of BBA

course of SambalpurUniversity ,Odisha. It is the original one & not published

elsewhere or submitted to any other university or institution for award of my degree

or BBA.

3

ACKNOWLEDGEMENT

At the outset, I would like to express sincere and deep felt thanks to the Management of personnel Department (HRD) SAIL, KIRIBURU IRON ORE MINES for providing me an opportunity to undergo four weeks of industrial training at SAIL,KIRIBURU IRON ORE MINES. I acknowledge my gratefulness to RabiNarayanSathpathy(D.G.M ,RMD TRAINING CENTRE ) under whose expert guidance and immense cooperation it could be possible to study and submit a project report on ‘Recruitment and Selection’ process at KIRIBURU IRON ORE MINES(SAIL).

I take opportunity to express my heartiest gratitude to my respective faulty lecturers, parents and friends who have been constantly helping me either directly or indirectly is successful completion of the project.

Sasmita Basa

03914BBA016

4

TABLE OF CONTENTS

Title page no.COVER PAGECERTIFICATIONACKNOWLEDGEMENTSTABLE OF CONTENTS

CHAPTER 1 : INTRODUCTION 7-14

1.1 IMPORTANCES OF RECURITMENT AND SELECTION PROCESS

1.2 OBJECTIVE OF RECRIUTMENT and SELECTION

1.3OBJECTIVE OF THE STUDY

1.4 FACTORS AFFECTING RECRUITMENT

1.5INDUCEMENTS

1.6 CONSTRAINTS

1.7 SCOPE OF STUDY1.8 LIMITATIONS

CHAPTER 2 : ORGANISATIONAL PROFILE 15-17

2.1 KIRIBURU IRON ORE MINES- An Outline 2.2 LOCATION OF COMPANY

CHAPTER3:RECRUITMENT&SELECTIONPROCESS 18-32

5

3.1RECRUITMENT POLICY OF SAIL

3.2 OBJECTIVE OF RECRUITMENT POLCY 3.3 SOURCES OF RECRUITMENT 3.4 PROCESS OF RECRUITMENT

3.5 RECRUITMENT FROM EXTERNAL SOURCES

3.6 SAMPLE RECRUITMENT FORM

3.7 LOW cases

CHAPTER 4: RESEARCH METHODOLOGY 33-34

CHAPTER 5: DATA ANALYSIS 35-41

CHAPTER 6: CONCLUSION 42-43

CHAPTER 7: FINDINGS & OBSERVATION 44-45

CHAPTER 8: RECOMMENTATION 46-47

CHAPTER 9: SUGGESTION 48-49

CHAPTER 10: QUESTIONAIRE 50-53

REFERENCE/BIBLOGRAPHY54-55

6

7

CHAPTER-1

INTRODUCTIONTOTHE

PROJECT

8

The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience.

Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term “Recruitment” for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective requirements of the organization in mind.Employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment.

1.1 IMPORTANCES OF RECURITMENT AND SELECTION PROCESS:

Human resources management is concerned with human being, who is the energetic elements of managements. The success of the organisation or an enterprise will depend upon the ability, strength; motivation of the person’s working in it. The human resource management refers to the systematic approach to the problem in any organisation. it is concerned with recruitment, training, development of personnel. Human resources is the most important assets of an organisation. It ensures sufficient supply proper quantity and as well as efficient utilization of human resources.

9

In order to meet human resources needs and organisation will have to plan in advance about the requirement and the sources etc. The organisation may also have to undertake recruitment selecting and training process. Human resources management include the inventory of present manpower in the organization. Apart of human resources management is assigned to personnel who perform some of the staffing function. The staffing process is the flow of events, which results in a continuous managing organization position at all level from the top management to the operative level. This process includes manpower-planning authorization of planning, developing sources of applicant evaluation of application .employment decision (selection) offers (placement). Induction and orientation, transfer, demotion, promotion and separations. Manpower planning is a process of analyzing the present and future vacancies as a result of retirement, discharge, transfer, promotion,Absences or other reasons. Recruitment is concerned with the process of attracting qualified and components personnel for different job. This include the identification of existing sources of the labour markets, the development of new sources and the need for attracting large number potential application so that good selection may be possible.selection policies and procedure and the evaluation of potential employee in terms of job specification. This process include the development of application blanks, valid and reliable test, interview techniques employees reversal system, evaluation and selection of personnel in terms of specification the making up of final recommendation to the hire management and the sending of offer and rejection letters.

1.2 OBJECTIVE OF RECRIUTMENT and SELECTION

1. To Develop and implement an on-going recruitment.

2. To Provide maximum employment security.

3. To hire the top-quality personal required for the company.

4. To improve the quality of life of employee need.

5. To know the kind of people that we are looking for by analyzing the company goal and using the job description prospective that match your need.

6. To Encourage employee with continuing development of talent and skills.

10

7. To use fair process.

8. To conduct recruitment activities in a efficient and cost

effective manner.

9. To infuse fresh blood at all level of the organization.

10. To attract people with multidimensional skills and experiences that suit the present and futures organisation strategies so as to obtain a pool of suitable candidate for vacant posts.

Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter.

In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out.

Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.

1.3OBJECTIVE OF THE STUDY:

To understand the current recruitment and selections policy being followed at BSP conducted this study and to know how effectively it is being implemented.

To study the present recruitment policies at ‘KIOM’.

11

To study the different method of recruitment and selection on the requirement of the ‘KIOM’.

To find the relationship whether job offered based on qualification to the employee in the ‘KIOM’.

To study the level of job satisfaction in the ‘KIOM’.

To study the changes of recruitment policy in recent times in the ‘KIOM’.

To know how the ‘KIOM’ fulfill its manpower requirement .1.4FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS

• Recruiting policy

• Temporary and part-time employees

• Recruitment of local citizens

• Engagement of the company in HRP

• Company’s size

• Cost of recruitment

• Company’s growth and expansion

2) EXTERNAL FACTORS

• Supply and Demand factors

• Unemployment Rate

• Labor-market conditions

12

• Political and legal considerations

• Social factors

• Economic factors

• Technological factors

1.5INDUCEMENTS

Organizational inducements are all the positive features and benefits offered by an organization that serves to attract job applicants to theorganisation. Three inducements need specific mention here, they are:-

• Compensation: Starting salaries, frequency of pay increases, incentives and fringe benefits can all serve as inducements to potential employees.

• Career Opportunities: These help the present employees to grow personally and professionally and also attract good people to theorganization. The feeling that the company takes care of employee career aspirations serves as a powerful inducements to potential employees.

Image or Reputation: Factors that affect an organization’s reputation include its general treatment of employees, the nature and quality of its products and services and its participation in worthwhile social endeavors.

1.6CONSTRAINTS

If a firm has a poor image in the market, many of the prospective candidates may not even apply for vacancies advertised by the firm. If the job is not attractive, qualified people may not even apply. Any job that is viewed as boring, hazardous, anxiety producing, low-paying, or lacking in promotion potential seldom will attract a qualified pool of applicants. Recruiting efforts require money. Sometimes because of limited resources, organizations may not like to carry on the recruiting efforts for long periods of time, this can, ultimately, constrain a recruiter’s effort to attract the best person for the job. Government policies often come in the way of recruiting

13

people as per the rules of the company or on the basis of merit/seniority, etc. For example, reservations to specific groups (such as scheduled castes, scheduled tribes, backward castes, physically handicapped and disabled persons, ex-servicemen, etc.) have to be observed as per constitutional provisions while filling up vacancies in government corporations, departmental undertakings, local bodies, quasi-government organizations, etc.

1.7SCOPE OF STUDY

The study was confined to division of ‘KIRIBURU IRON ORE MINES’ at KIRIBURU with special reference to its recruitment policy.

1.8LIMITATIONS

The accuracy of the study is based on the information given by the respondents.

Data collected cannot be asserted to be free from errors because of basis on behalf of the respondents.

14

As the sample size consist of only 10 employee its accuracy has its limitations.

15

16

CHAPTER-2

INTRODUCTION TO

ORGANISATION

ORGANISATIONAL PROFILE

2.1 KIRIBURU IRON ORE MINES- An Outline

SAIL has the second largest mining outfit in the country after Coal India Ltd. Spread over the mineral rich states of Jharkhand,Orissa and Madhya Pradesh, the mines of SAIL started their operations as captive sources of raw materials of its integrated steel plants.

Sources of raw materials at SAIL

In order to ensure consistency in quality and quantity of major raw materials,SAIL has a number of captive mines.The mines were in the beginning captive to

17

respective steel plants. As our demands grew in terms of quality and quantity, it was felt necessary that the mines be brought under one umbrella.In 1989 SAIL launched Raw Materials Division(RMD) as a separate unit and by June 1990 had brought all its mines that were captive to its steel plants in the eastern sector-RSP,DSP,BSL, and IISCO(a subsidiary)-under its umbrella.The basic purpose for formation of RMD was to rationalize supply of raw materials to different SAIL steel plants and to achieve systematic reduction in purchase of iron ore, in particular, from external sources with a view to achieve self-sufficiency in iron ore and ensure uninterrupted availability of raw materials, economically and of consistent quality.

2.2 LOCATION OF COMPANY:

Kiriburu is a census town in West Singhbhum district in the Indian state of Jharkhand.

The town is mainly known for having big Iron-ore Mines KIOM (Kiriburu Iron-Ore Mine) & MIOM (Meghahatuburu Iron-Ore Mine)both governed by SAIL. It is also a famous hill station situated in the core of Saranda forest. Saranda forest is land of seven hundred hills. Saranda means forest of elephants so we find elephant in this forest. The forest has some good waterfalls and hill views.

The mine, was conceived by National Mineral Development Corporation and started as an export development project implemented with Japanese collaboration. Initially meeting the requirements of iron ore export to Japan, it was subsequently earmarked as a source of iron ore for Bokaro Steel Plant. The mine was further expanded and developed and was transferred to Bokaro Steel Limited(BSL).

The mine has the distinction of having facilities to process ore in wet and dry streams simultaneously. The wet circuit is equipped for two-stage wet screening. The crushing plant has two lines, each of which has a capacity of 750TPH. Although kiriburu’s principal linkage is with the Bokaro Steel Plant, the Rourkela Steel Plant is also a regular consumer of its products. A relatively small quantity is also supplied to Durgapur Steel Plant as and when required.

18

19

CHAPTER-3

RECRUITMENT AND SELECTION PROCESS

RECRUITMENT & SELECTION PROCESS

3.1RECRUITMENT POLICY OF SAIL

Steel Authority of India LTD. is a continuous industry with complex technology. To operate this industry, SAIL highly needs skilled personnel and competent managers and administrators. In order to meet the present and future manpower needs in diverse disciplines multiple skills and different work areas, SAIL is committed to a system that ensures induction of the best and the most competent personnel to take up challenging assignment in the company. The selection system seeks to emphasize evaluation of individual capabilities in terms of their potential for fulfilment of company’s objective . 3.2 OBJECTIVE OF RECRUITMENT POLCY a) To meet manpower requirement of the company in terms of the approved Human resourced Plan.

b) To fulfil requirement of competent personnel in terms of requisite capabilities, skills, qualifications, aptitude, merit, and suitability with a view to fulfil company’s objectives.

c) To attract, select and retain the best talent available keeping in view the changing needs of the organization.

d) To ensure an objective and reliable system of selection.

e) To provide suitable induction points for intake and thereby achieve the desirable level of qualification, skill and age mix as required to strengthen the human resource of the company.

3.3 SOURCES OF RECRUITMENT The recruitment shall be done through following sources:- - Through internal source - Through external source is employment exchange, press advertisement, campus selection or through direct negotiation.

20

3.4 PROCESS OF RECRUITMENT

1. INITIAL OF REQUISITION:The department shall initiate a requisition for recruitment incorporating sanctioned strength (SG), Men in Position (MIP), vacancy to be filled-in reasons for filling of the vacancy etc. and forward the same to Recruitment Section of Personnel Department with due approval of the DRC to MD concerned.

2. VERIFICATION OF VACANCY POSITION The Recruitment Section shall get the vacancy position certified by the concerned Establishment Section of the Personnel Department. The views of ISD/O&N shall be taken with regard to filling-up of the posts.

3. RECRUITMENT THROUGH INTERNAL SOURCES Following procedure shall be followed for recruitment through internal sources:

a. APPROVAL FOR INTERNAL CIRCULAR After verification of vacancy position, the proposal for issuing Internal Circular shall be forwarded to CPM for approval.

b. INVITATION OF APPLICATION The Recruitment Section shall issue Internal Circular within the department incorporating the follows:- - Name of the Post - Scale of pay - Job Specification for the post - Department for which post (s) required - Eligibility (only those candidate who have completed at least 3 year’s service in the next below grade on the last date of receipt of application shall be eligible to apply). - Last date of receipt of application - Performa of application.

21

c. SCRUTINY OF APPLICATIONS Applications received shall be scrutinized by the Recruitment Section with respect to the job specification and other conditions laid down in the Internal Circular.

d. SELECTION TEST The eligible candidates in the ration of 1:7 shall be called for selection test. The WT and Literacy Test shall be conducted for recruitment of the post in L3/L2 respectively by a Committee consisting of a representative each of personnel, Training, Department concerned and a nominee of SC/ST.

e. CONSTITUTION OF SELECTIOIN COMMITTEE Recruitment Section shall initiate a proposal to be approved by DGM/GM(P&A) for constituting a Selection Committee consisting of a representative each from the departments/agency.

f. WRITTEN TESTThe question paper for Written Test shall be objective type and generated through Computer. Question Banks shall be developed to suit the testing of different levels/cadres. The question shall have five alternatives; one of them shall be “NONE OF THESE”.

g. TRADE TEST & INTERVIEWThe qualifying marks for Written Test shall be 35% of the total. Depending upon the vacancy position, candidates shall be called for trade Test/Interview in order of merit in the ration of 1:2. The trade test result shall be recorded. The candidates securing 52% or more shall be declared qualified and the result shall be declared on the same day. Where trade test is not applicable, based on Written Test results, qualified candidates shall be called for interview in the ration of 1:2. The qualifying marks for interview shall be 50% of the total and the result shall be declared on the same day. Recruitment for certain categories involve physical Fitness Test which shall be carried out as per the stipulated standard.

h. PANEL OF SELECTION Merit list shall be prepared by Selection Committee by taking 100% of the Written Test and 100% of Trade Test and Interview marks. Where trade test is not

22

applicable, 50% of the interview marks shall be reckoned, for preparing the merit list.

i. ISSUE OF OFFER LETTERThe Recruitment Section shall issue offer letter based on vacancy. The candidates shall be given 15 day’s time to report to the Establishment Section of Personnel Department attached to the new department of posting.In case a candidate does not join his new duty within stipulated joining time, the offer letter shall be issued to the next person in the panel.

4. RECRUITMENT FROM OUTSIDE The proposal for recruitment from outside shall be submitted by Recruitment Section to MD for approval.

a. NOTIFICATION TO EMPLOYMENT EXCHANGEIn case it is not possible to get the vacancy filled-in through internal candidate in non-executive category, notification to Employment Exchange shall be sent incorporating Designation of vacant, post, pay scale, no. of vacancy to be filled-in job specification (keeping in view multi-trade concept), age limit, reservation for SC/ST/Ex-Serviceman, relaxation of age for such categories etc. The Employment Exchange shall be advised to forward names in the ration not less than 1:7 within 15 days of the receipt of notification.

b. PRECRIED FEE The prescribed fee in the form of Postal Order for posts advertised shall be indicated in the advertisement where applicable for both General and SC/ST candidates.

c. RECEIPT & SCRUTINY OF APPLICATON The names sponsored/application received shall be scrutinized by Recruitment Section and the list of eligible candidates to be called for WT/TT/Physical Test shall be got approved from DGM/GM (P&A).

d. WRITTEN TEST/TRADE TEST

23

On receipt of approval, the candidates shall be called for WT/TT/Interview. The forms of interview particulars and Admit card shall also be enclosed along with the Interview Letter.

e. PANNEL OF SELECTION & ISSUE OF OFFER LETTER After the WT/TT & Interview, the step outlined at shall be followed excepting that Selection Note shall be got approved from MD and particulars of candidates shall not be sent to Vigilance Department. The selected candidates based on vacancy to be filled-in shall be advised to appear for the medical through a letter. Those found medically fit shall be issued Offer Letter along with 3 sets of Attestation From. A list of candidates selected and offer issued shall be endorsed to Employment Exchange in case the candidate was sponsored by them.

f. JOINING OF DUTY As soon as a candidate comes to join duty, the dealing Assistant shall scrutinise the offer of appointment and check-up the following points: i) The department for which the candidate is meant. ii) Last date of joining mentioned in the offer of appointment. iii) The vacancies cleared for filling-up. iv)Whether the medical examination report has declared the candidate medically fit. v) Whether the candidate has brought release order from the orgn.in which he was previously working. vi)Whether the candidate has furnished the Attestation From duly countersigned by the Gazette Officer. vii) Certificate. A candidate shall also be required to fill-up the following forms: i) Joining Report Form. ii) Marriage Declaration Form. iii) Personal Data Form. iv) Movable/Immovable Property Return Form. v) Application Form for allotment of residential accommodation. vi) Attestation Form. The candidates shall them be advised to report to the concerned department.

5. RECRUITMENT OF TRAINEES

24

Following steps shall be followed in respect of recruitment of trainees Sr/Jr. Trainees, Students Nurse, DCPO (Trainee), Fireman (Probationers).

a. INITIATIONOF REQUISITION The department desirous of filling-up the vacant posts shall initiate a requisition incorporating the no. of posts to be filled-up and forward the same to DGM/GM(P&A) through the concerned Divisional Head.

b. VERIFICATION OF VACANCY The requisition shall be passed on to Recruitment Section for verification of vacancy etc. The views of IED/O&M shall be taken wherever required.

c. APPROVAL FOR NOTIFICATION Recruitment Section shall then process the case further through CPMDGM/GM(P&A) for obtaining approval of MD.

d. NOTIFICATION TO EMPLOYMENT EXCHANGE On receipt of approval of MD the Employment Exchange shall be notified to send the names of eligible candidates.

e. SCRUTINY OF NAMES & CALLING CANDIDTES FOR WRITTEN TEST The names of candidates forwarded shall be scrutinised by Recruitment Section. The list of eligible candidates shall then be processed further for obtaining CPM’s approval for calling candidates for Written Test.

f. WRITTEN TEST The Written Test shall be conducted jointly be Recruitment Section and Training Department. The verification of documents shall be done for those who qualify in Written Test.

g. INTERVIEW CALL Candidates securing minimum 35% marks shall be called for interview. The form in respect of Interview particulars and Admit Card shall also be enclosed with

25

Interview Letter. Simultaneously, a proposal shall be initiated for constituting the Selection Committee consisting a representative each of: i) Personnel ii) Department concerned iii) Training iv)SC/ST, v) Dy. Chief (Factories), Govt. of Bihar and the list shall be got approved from CPM/DGM/GM (P&S)

h. PANEL OF SELECTION & ISSUE OFOFFER LETTER The panel of Selection shall be based on vacancy the selected candidates shall be issued Medical Examination papers in or of merit. Those found medically fit shall be issued offer Letter.

i. JOINING :All selected candidates shall be advised to report to Training Department on a particular date.

6. RECRUITMENT OF EXECUTIVESAs in the case of non-executives, recruitment through the market is resorted to in exceptional case and for certain specialized cadres which are not available internally.

a. RECRUITMENT OF EXECUTIVES FROM INTERNAL SOURCES Following steps shall be followed for recruitment of executives through internal sources:

i) INITIATION OF REQUISITION The dept. concerned shall initiate a note giving detailed justification for filling-up the vacancies through internal sources and put-up to MD through the divisional Head concerned for issue of internal circular.

ii) Verification of Vacancy & Issue of I.C

26

The O.D Section of Personnel Department shall verify the vacancy position and issue internal circular giving all relevant details.

iii) Scrutiny of Application The applications received against I.C. shall be forwarded to department concerned for security. O.D. Section shall also scrutinise the applications eliminate scope of commission/commission.

iv) Interview call letters The eligible candidates shall be issued call letters for attending interview. A Selection committee consisting of a representative each of Personnel, Dept. concerned and a representative of SC/ST shall be constituted with the approval of MD.

v) Approval of Selection Note The Selection committee shall then prepare a Selection Note and obtain approval of MD through DGM/GM/(P&A).

vi) Issue of offer Letter Offer letter shall then be issued to the selected candidate in order of merit. The Presidential Directives in respect of reservation of SC/ST candidates or any other requirement shall be kept in view wherever applicable.

vii) Joining of Duty The candidate shall be asked to report to O. D. Section of Personnel Department for joining who in turn will direct him to the HOD concerned along with a copy of the Joining Report.

b. RECRUITMENT OF EXECUTIVES FROM EXTERNAL SOURCES Following steps shall be followed for recruitment of executives from open market:

27

i) Initiation of Requisition The department concerned shall initiate a requisition for filling-up of vacant post indicating sanctioned Strength, Men in Position and no. of posts to be filled-up etc. and forward to GM/DGM(P&A) through the concerned Divisional Head. The view of IED/D&M shall also be obtained.

ii) Verification of vacancy The Recruitment Section of Personnel Department shall get the vacancy position verified by the O. D. Section of Personnel Department. Once the vacancy position is available, the Recruitment Section shall process the cause through DGM/GM(P&A) for obtaining MD’s approval for adverting the post.

iii. Press Advertisement Public Relations Dept. shall then be intimated to advertise the post in the leading newspapers. The request shall incorporate following information: 1 Name of the post 2 .Scale of pay 3 .Department for which it is meant 4 .Job specification i.e. Qualification and Experience. 5. Eligibility 6. Age Limit 7. Last date of receipt-generally one month time of application. . shall be given for receipt of application. 8. Special conditions, if any such as reservation of posts for SC/ST 9. Performa of application.

iv) Scrutiny of Application All the applications received within the stipulated time shall be forwarded to concern department for scrutiny. The applications shall also be scrutinized by Recruitment Section with regard to job specification, age etc. to eliminate any scope of commission/commission. The application received beyond the stipulated time shall not be accepted.

v) Constitution of Selection Committee

28

A list of eligible candidates along with a proposal for constituting Selection Committee shall be put-up to MD through DGM/GM(P&A) for approval.

vi) Written Test & Interview The candidates so screened shall be asked to appear for Written Test through a letter placed at along with Application form and Admit Card. The selected candidates who qualify in Written Test shall then be asked to appear before the Selection committee.

vii) Issue of Offer Letter The recommendations of Selection Committee shall be forwarded to MD through DGM/GM(P&A) for approval. Based on vacancy to be filled –in offer Letter with Attestation Form and Medical Examination Form shall be sent to the selected candidate in order of merit.

viii) Joining Report Those found medically fit shall report to Organisation Development Section of Personnel Department. The dealing officer shall verify that following:- i) The dept. for which the candidate is meant.

ii) Last date of joining mentioned in the offer of appointment.

iii) The vacancies cleared for filling-up. iv) Whether the medical examination report has declared the candidate medically fit. v) Whether the candidate has brought release order form the organisation in which he was previously working. vi) Whether the candidate has furnished the Attestation Form duly countersigned by the Gazette Office. vii) Certificate The candidate shall also be asked to fill-up the following forms: i) Joining Report Form. ii) Marriage Declaration Form. iii) Personal Date Form. iv) Movable / Immovable Property Return Form. v) Application Form for allotment of residential accommodation. vi) Attestation Form. On completion of the above formalities, the candidate will be advised to report to the HOD/Divisional Head concerned.

29

3.5 RECRUITMENT FROM EXTERNAL SOURCES

Recruitment from external sources will be resorted to for injection of fresh blood at induction of direct recruits from external sources at other level(s)/grade(s) will be made if suitable candidates from internal sources are not available.

However , the company may, if required, induct directrecruitment from external sources at other level(s)/grade(s)also, not withstanding anything stated above for optimumutilization of its assets and/or infusion of modern system,skill and techniques of operation etc. necessary for

30

Internal I.e. from within the External

I.e. from open market

Employment Exchange

Advertisement in the press

Direct negotiation

SAIL, Website

RECRUITMENT

technology up graduation and modernization.

Recruitment of executives from external sources will be made, generally through open advertisement in the press. However campus recruitment from premier institutes of repute as approved from time to time and/or recruitment through direct negotiation with individual (s)/organization (s), may also be resorted to as per rules framed here under with the prior approval of the competent authority.

Recruitment to non-executive posts will be normally done through employment exchange. However if suitable candidates are not available with the employment exchange the posts in question will be filled up through openadvertisement in the press after following the prescribed procedure.

31

3.6 SAMPLE RECRUITMENT FORM

Application Blank Format No of the Post Advertisement No. Personal Data

32

Full Name:- Mr./Mrs.

Application’s Photograph

Date of Birth, State, Marital Status

Nationally, Whether SC/ST Height……………..c.mWeight……………. Kgs.

Vision: Normal/Corrected Spectacle Lens Nos.

Address to which we should write: Telephone No.

Permanent address Telephone No.

Father’s/Husband’s Name & Occupation

If you have any relative employed in/or on the Board of our company, please give details.

Details of previous employment in this company or its sister concerns, with reasons for-leaving.

Details of previous employment elsewhere, with reasons for leaving.

Languages: Mother tongue

Speak Read Write

Education

Examination School/College/ university/Institute

Year of From

Attendant To

Major subjects

Class,% of Remarks & ranks

Scholastic Achievements

TRAINING

Name of the company

Period From To Position held

& nature of work

Salary p.m. Basic Total

WORK EXPERIENCE

Employer Period From To Position held & nature of work

Salary p.m. Basic Total

33

3.7 LOW cases

In case of Accidents arising out of and in the course of appointment apart from the statutory ‘PAYMENT OF WORKMEN’S COMPENSATION’ (as per rules) employment is given to the nominated dependent of the employee in case of death or total permanent disablement of the employee who has met with an accident. In such cases Workmen’s compensation is also payable to the employee in case of total permanent disablement and to the spouse in case of death of the employee.

In such cases employment is given on regular basis and as per the qualification of the dependent nominated.

The following criteria are adopted for qualification based employment:

Sl. Qualification Grade

1 B.A, B.com, Matric and below S-1

2 Diploma,mineing foremen S-3

3 B.com with P.G. Diploma in personal mgt/finance,B.E,M.B.B.S

E-0

34

35

RESEARCH METHODOLOGY

(Specific to non-executive)Sample size:the study was conducted with sample size of 30 employee selected at random from Medical invalidation,working department and management staff of KIOM.

Data collection:

Primary data – A detailed and well-structured questionnaire was presented to the managerial staff at ‘KIOM’. Copies of the questionnaire being disturbed to the employee at random to obtain their view followed this.

Further discuss regarding the recruitment policy were held with the D.G.M RTC to have an in depth knowledge and future plans of the company for its effective implementation.

Secondary data- it was collected from the company’s profile from company’s website.

Analysis: The data collected through questionnaire disturbed to the employee was analyzed and interpreted using the MS-EXCEL.

36

CHAPTER-4 RESEARCH METHODOLOGY

37

CHAPTER-5 DATA ANALYSIS

DATA ANALYSIS

1. Employees were asked whether they were allocated the post opted by them, for which the following responses were obtained:

Options No.of respondents Percentage

Yes 20 66.67

No 10 33.33

Total 30 100

20

10

30

N0.OF RESPONDENTS

YES NO TOTAL

GRAPH-1

38

INTERPRETATION:

Out of the 30 respondent whose opinion was asked Allocation of the post, 66.67% of respondents said that they were allotted the post opted by them where as 33.34% of the respondents said that they were no allotted the opted by them.so the Majority of the employees are satisfied with their allotted post in the organization, but still a few employees are dissatisfied with the posts allotted to the in the organization.

2.Employees were asked as to how they were recruited in the company for which the following responses were obtained.

Options No.of respondents Percentage

Open competitions 13 43.33

Recommendations 10 33.33

Employment exchange 07 23.33

Trade union recommendations

0 0

consultancy 0 0

Campus interviews 0 0

total 30 100

39

13; 22%

10; 17%

7; 12%

30; 50%

NO OF RESPONDENTS

OPEN COMPETITIONSRECOMMENDATIONSEMPLOYMENT EXCHANGETRADE UNION RECOM-MENDATIONSCONSULTANCYCAMPUS INTERVIEWSTOTAL

GRAPH-2

INTERPRETATION:Out of the 30 respondent questioned about their recruitment in the organization43.33% of the respondents were recruited through open competition, 33.33% through recommendations and 23.33% through employment exchange. So the Majority of the employees were recruited through open competition which is a good sign of transparent recruitment policy in the company.

40

3.Employees were asked whether they observed any change in the recruitment process in recent times for the which following responses were obtained.

Options No.of respondents Percentage

Yes 30 100

No 0 0

Total 30 100

3030

NO.OF RESPONDENTS

YES NO TOTAL

GRAPH-3

INTERPRETATION:

41

Out of the 30 employees questioned regarding any change in the recruitment in recent Times, all the employees with vast experience, found change in the process of recruitment policy of the company in recent times.

4. The employees were asked whether the requirement of manpower is identified well in advance considering the factors like retirement for which they responded in the following way.

Options No.of respondents Percentage

Yes 20 66.66

No 10 33.33

Total 30 100

42

20

10

20

NO.OF RESPONDENTS

YES NO TOTAL

GRAPH-4

INTERPRETATION: Out of 30 respondents whose opinion was asked if the requirement of the manpower in each department/ division is identified well in advance, 66.67% replied in affirmative and 33.33% said no. So the Majority of the employees agreed that the manpower requirement of each department was identified well in advance.

43

44

CHAPTER-6CONCLUSION

CONCLUSION The following are the conclusions:-

The source of recruitment in the organization is totally based in both the factors i.e. internal and external.

The recruitment of the prospective candidate for a particular post is based in experience, age, qualification and percentage in the academic year.

The selection process is totally based on skills, communication and technical qualities.

The formal interview is conducted by the HRD.

After selection the employees are inducted for 1-5 days or more than 15 days.

. .

45

46

CHAPTER-7FINDINGS AND OBSERVATIONS

FINDINGS & OBSERVATION

The most significant findings out of the study on recruitment strategy prevailing in the organisation is very effective. The employees are quite satisfied with the current recruitment methods.

The study shows that 60% of the employees who have put in long year of services have recruited via open competition which shows the transparency of the recruitment policies of the company.

95% of the employees have been working in the organisation for a long period which signifies the job security and satisfaction offered by the company to its employee.

Our study shows that 70% of the employees have joined this organisation aiming for career growth, good pay scales and more benefit which the company offers. Thus the company has a positive outlook towards the career growth of its employees in addition to others existing benefits.

The organisation approaches to its recruitment policy shows that the right person is very essential for the right job nearly 80% of the employee felt that they were offered job according to their qualification and experiences.

It also trying to infuse new blood in the organisation by appointing fresh graduates and technologist to set a competitive so as to face the competitive world.

The company gives utmost importance to its manpower requirement by identifying it well in advance taking into consideration the contingencies like retirement.

47

48

CHAPTER-8RECOMMENDATION

RECOMMENDATION

The outcome of the study illustrate that KIRIBURU IRON ORE MINES has a good recruitment policy where the employee are recruited by each department as per the requirement from time to time. But there is still a scope for improvement of its recruitment policy .The following are some of the suggestion which enables the company to enhances its recruitment methodology.

It should focus its attention more on campus interview to attract young potential employee we have to zeal to achieve goal for themselves and the company.

It can take up short term project with new technologies and fixed deadlines.

It needs to further focus on talent audition and job fairs.

Incentives and contest for employee referrals and the use of web based resources such as job boards and job distribution services would go long way in enhancing the recruitment process.

The organisation cannot develop a recruitment strategy without simultaneously formulating an employee retention plan. it is one thing to attract worker ,but quite another to retain them.

49

50

CHAPTER-9SUGGESTIONS

SUGGESTIONS

Human resources department should be more practical and efficient so that the recruitment and selection become more effective.

Stress should be given on proper maintains of database of application for future recruitment in organisation.

It should follow new traits/ trends in the recruitment process. The stress should be given on knowledge and the experience should be

major criteria for selection of employee. More stress should also be given to recruit qualification & skills percentage

for scrutinizing the application of prospective candidates.

51

52

CHAPTER-10 QUESTIONAIRE ON

RECRUITMENT AND SELECTION

QUESTIONAIRE ON RECURITMENT AND

SELECTIONS

1. Have you been allotted the post opted by you?

a) Yes

b) No

2. How are you recruited?

a) Open competition

b) Recommendation

c) Employment exchange

d) Trade union recommendation

e) Consultancy

f) Campus interview

3.What kind of recruitment is it? a) Short time period.

b) Long time period.

c) Daily wages.

d) For a particular project only.

4. What is your option for your job is because of? a) Good pay scale.

b) More benefit.

c) Career growth.

d) All above.

53

5. Do you find any relation between you qualification and the job offered to you?

a) Yes.

b) No. 6. Have you observed any change in recruitment policy in recent times?

a) Yes.

b) No

7. Is the recruitment policy in your organisationcentralized or each department/ division selects its own candidate? Select any one?

a) Centralised.

b) Department recruitment.

8. Company were generated any new position within the employee?

a) Yes.

b) No.

c) All of above.

9. The manpower requirement of each department/ division is identified well in advance taking into consideration the retirement budgeted plan and other contingencies?

a) Yes.

b) No.

10. The planning of manpower requirement is done in the light of business plans of the company?

a) Yes.

b) No.

11. What are the bases for selection for prospective employee?

a) Personnel traits (attitude, personality).

b) Skills (communication & technical).

c) Both.

54

12. What types of test do you conduct?

a) Aptitude test.

b) Achievement test.

c) Situation test

d) Interest test.

e) Personality test.

13. Interview is followed during selection?

a) Yes.

b) No.

14. What type of interview is conduct?

a) Panel interview.

b) Stress interview.

c) Formal interview.

d) Informal interview.

e) If any other specify interview.

55

56

CHAPTER-11REFERENCE AND BIBLOGRAPHY

REFERENCE/ BIBLOGRAPGHY

PERSONNEL / HUMAN RESOURCE MANAGEMENT V.S.P. RAO & P.SUBBA RAO

HUMAN RESOURCES AND PERSONNEL MANAGEMENT - K .ASWATHAPPA

HUMAN RESOURCES MANAGEMENT – PEARSON 9TH EDITION.

WEBSITE: www.sail.co.in

57