Summer Training Report

STEEL & POWER LIMITEDRESEARCH PROJECT REPORT . 0N µRECRUITMENT & SELECTION PROCESS AT JSPL· RESEARCH PROJECT REPORT SUBMITTED TOWARDS FULFILLMENT OF MASTERS IN BUSINESS ADMINISTRATION APPROVED BY AICTE. (2010-2012) UNDER THE SUPERVISON OF MR.SARAT KISHORE PANDA (Corporate SR. HR Manager) JINDAL STEEL AND POWER LTD. Submitt ed to: DIHE Submitt ed by: SHIKHA SHARMA 2ND SEM MBA pg. 1 STEEL & POWER LIMITED . CERTIFICATE This is to certify that SHIKHA SHARMA a regular student of MBA has undergone training in ³JINDAL STEEL&POWER LTD´ on the topic µRECRUITMENT& SELECTION PROCESS¶ for a period of 8 weeks commencing from 5TH May. 2011 to 5th July 2011. This summer training project report embodies the facts & figures collected & interpreted by her during the course of training. Dr.D.K.Garg (CHAIRMAN) pg. 2 STEEL & POWER LIMITED . pg. 3 DECLARATION I²SHIKHA SHARMA--do declare that the research report entitled ³ RECRUITMENT AND SELECTION POLICY´ being submitted to the DIHE for the fulfillment of the requirement of degree of MBA is my own endeavor. Place: New Delhi Date: 5th -07-2011 SHIKHA SHARMA (Name of students) pg. 4 .STEEL & POWER LIMITED . It has not been submitted earlier to any other institution / university for any degree. I was able to complete the project. pg. Priya Ranjan(AGM) HR Manager. I would even like to Thank Mr. I would be drifting like a rudderless ship but for sir¶s timely guidance and support throughout the duration of the project. They too have contributed in no mean amount towards the success of my endeavors. Sarat Kishore Panda (Human Resource Manager of JSPL) I would be failing in my duty.STEEL & POWER LIMITED . His responses and interaction have formed the basis of this project and I would not be able to complete my project without his support. for his guidance and continuous help. whenever required. Foremost among them is my projects guide Mr. 5 . if I do not express my gratitude for His helpful and generously extended support and by sparing his valuable time to guide and suggest me towards completion of my project. ACKNOWLEDGEMENT I would like to extend my heartfelt gratitude to all those who have contributed towards the successful completion of my project. I do owe a deep sense of gratitude to all my friends and all those who stood with me and for their continuous support and co±operation during the project. some information regarding job and job doer is highly essential. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in JSPL Human resource is a most valuable asset in the Organization. and Job Specifications. he may not run the business. So right man should be procured at right place in right time. pg. Job Descriptions and Job Specifications. JSPL procure manpower in a very scientific manner. otherwise their proper utilization may not be done. Profitability of the Organization depends on its utilization. If a good dancer appointed as a Chief Executive Officer of a Company. 6 .STEEL & POWER LIMITED . Without these recruitment may be unsuccessful. Job Descriptions. This information is obtained through Job Analysis. To procure right man at right place in right time. If their utilization is done properly Organization will make profit otherwise it will make loss. Thank you SHIKHA SHARMA Executive Summary The objective of the study is to analyze the actual recruitment process in JSPL and to evaluate how far this process confirms to the purposes underlying the operational aspects of the industry. It gets information by use of these important documents like Job Analysis. 7 . Developing skills 4. I have completed my Industrial training.STEEL & POWER LIMITED . A systematized practical experience to inculcate self confidence in a student so that they can mentally prepare themselves for this competitive environment. Bring confidence 3. PREFACE With immense pleasure and deep sense of sincerity. The purpose of training is: 1. Modify Attitude pg. It is an essential requirement for each and every student to have some practical exposure towards real world situations. Developing intellectual ability of student 2. INTRODUCTION OF THE TOPIC 3. 8 . TABLE OF CONTENT 1. METHODOLOGY Need Structure of the Study Objectives of the Study Limitations of the Study 4. INTRODUCTION OF THE ORGANIZATION Group History JSPL Mission JSPL Vision Jindal Philosophy & Groups Jindal Construction Major Competitors Network 2. RECRUITMENT & SELECTION PROCESS AT JSPL¶ pg.STEEL & POWER LIMITED . ANNEXURE 9.STEEL & POWER LIMITED HR Philosophy of Jindal Steel & power Ltd Source of Recruitment Process of Selection Promotion . 9 . CONCULSION& RECONMDATOIN 7. 5. QUESTIONNAIRE pg. FINDINGS AND ANALYSIS 6. BIBLEOGRAPHY 8. STEEL & POWER LIMITED . pg. 10 . I. Hailing from diverse backgrounds. the company¶s core team takes strategic decisions. Ratan Jindal Director pg. Smt. 11 . armed with vast experience and knowledge. people and the nation as a whole. INTRODUCTION TO THE ORGANISATION Strong leadership forms the nucleus of JSPL and drives all its endeavors. Naveen Jindal Executive Vice Chairman & Managing Director Mr. Savitri Jindal Chairperson Mr.STEEL & POWER LIMITED . focusing on the development of the organization. JSPL is a leading player in steel power. America and Geogia. Arun K. mining oil and gas and infrastructure. Mr. K. The company operates in sectors straddling across Asia.. Mr. Mr.P.STEEL & POWER LIMITED . Vikrant Gujral Mr. In 1969. Naveen Jindal . Sushil Maroo Group Vice Joint Managing Director Chairman & Head Director ± Corporate Global Venture Affairs Mr. Jindal drives JSPL and its group pg.TAKNG INDIA AHEAD Jindal steel and power is a part of the Jindal group. V. Shahi Director.jindal (1930-2005). S. A. the youngest son of the Legendary late Shri O. R. Independent JSPL. founded by O. Africa. one of the earlier incarnations of his business empire. Independent Mr. Ananthakrishnan Nominee Director. he started pipe unit Jindal India limited. 12 . Mukherji Whole time Director Mr. Anand Goel Mr. Purwar Director.P. Plates . Jindal Steel and power limited is the most valuable private steel producer in India. diamond.0 MTPA steel plant in phases and a 1600 Mw power plant with an investment of over Rs. and high value metals and mineral exploration. Coils . slabs Ferro chrome . The products manufactured by this company are. .U has been signed between JSPL and the government of Chhattisgarh for setting up an additional 7. It has not only diversified into power generation but also into petroleum. mild steel slabs . 26. Jindal petroleum ltd.O.1 billion (10. : H-Beams .. with an annual turnover of over US $ 2. wire rods .000 corers. sponge iron . The company is also involved in power generation.000 corers) The number of employees involved in this company is 7001. Jindal steel Bolivia.STEEL & POWER LIMITED companies Jindal power ltd . 13 . EXPANSION PLANS:- y RaigarhA M. infrastructure. pg. iron-ore . Rails . The companies managing the business are: y Jindal steel and power limited y Jindal petroleum limited y Jindal power limited y Jindal steel Bolivia y Jindal cement limited JPL. a subsidiary of JSPL has been contributing significantly to the growing needs of power in country. 000 corers. y BoliviaJSPL plans to invest Rs 10. South America in coming years for mining and setting America in coming years for mining and setting up of an integrated 1. 450MW power plant 6 MT sponge iron and 10 MT ore pellet plant. 40.7 MT steel plant. 14 .5 million ton integrated steel plant and 2600 Mw captive power plant in phases with a total investment of Rs. In terms of tonnage. An million ton integrated steel plant and 2600 Mw captive plant in phases. 30. Following are the policies of JSPL:- y y y y y Environment and quality policy Total productive maintenance policy Energy policy Occupational health and safety policy C. it is the third largest steel producer in India. y OrissaA 12.STEEL & POWER LIMITED y Jharkhand. with a total investment of Rs.000 corers.R policy pg.S.500 corers in Bolivia . STEEL & POWER LIMITED . effectively and prosper further: pg. MISSION The Company embraces certain core values in order to function ethically. VISION To create a competitive advantage for all stakeholders through effective people management. 15 . STEEL & POWER LIMITED y y y y y y Respect for Individual: Recognize each individual¶s contribution in the growth and development of the Company. with a clear focus to deliver sustained values for all stakeholders. Meritocracy: Foster an environment of excellence in performance. Dynamic Thinking: Demonstrate a winner¶s attitude. and dignity. pg. Treat all Jindalites with respect . embrace new ideas and institutionalize continuous improvement in all aspects of business and performance. Social Responsibility: Work on social and environmental issues to enrich the quality of life within the community we serve. 16 . Integrity: Conduct all business dealings along transparent lines. Creativity & Innovation: Encourage creative experimentation. stabilizing the population. a Member of Parliament. At a very young age. Jindal is a management graduate from the University of Texas at Dallas. O. As a result of his decade long crusade. USA. power. promotion of sports at all levels. and a sports enthusiast. After consolidating its position as a leading player in the steel. Naveen Jindal is not only a successful entrepreneur but also a caring politician and an effective parliamentarian. pg. His ideology is to incorporate the best practices of business management into politics. Jindal. He started active participation in politics during his college days. Mr. the Hon¶ble Supreme Court of India. the steel visionary and Minister of Power in the government of Haryana. in a historic judgment on 23rd January 2004 held that the right to fly the National Flag freely. aiming for a hunger free society. Weeding out corruption. into a world class company. Mr.P. with respect and dignity is a Fundamental Right of Every Indian Citizen. He represents Haryana state¶s Kurukshetra constituency in parliament. Executive Vice Chairman and Managing Director of Jindal Steel and Power Ltd (JSPL). a moderately performing company in the steel sector. Mr. is the youngest son of Late Sh. choosing the Trico lour as his symbol. promoting a clean environment and providing health and educational facilities in his constituency are on top of his political agenda.the honour for a student at the University of Texas at Dallas. JSPL has recently diversified into the oil & gas sector. 17 . Shri Jindal¶s next campaign was successful when in December 2009 the Home Ministry agreed to a proposal made by him to fly the flag at night where the flag is installed on the monumental / giant pole with proper illumination. Jindal single-handedly took up the cause of restoring in Indians a national pride. Naveen Jindal has transformed JSPL. He was the President of the Student Government and recipient of the µStudent Leader of the Year Award¶ . Mr. the highest wealth creator in the country.STEEL & POWER LIMITED . Mr. Naveen Jindal. mining and infrastructure sectors. Power & Steel. 11. 18 . Jindal is a national record holder in skeet shooting and an accomplished Polo player. Taking it forward. which commands higher realizations than other power generation companies that are subject to regulated tariffs. JSPL is the one of the lowest cost producer of sponge iron in India. Backward integration has given JSPL the distinction of being the only sponge iron producer with its own captive raw material sources and power. he campaigned and in Feb 2010 got the Rules Committee of Indian Parliament through Hon¶ble Speaker to allow the members of Parliament to display the National Flag as a lapel pin while seated in the House.STEEL & POWER LIMITED . The company produces economical and efficient steel and power through backward integration from its own captive coal and iron-ore mines. billets. It is a leading player in the Steel Industry. It is also entering into niche valueadded segment such as rounds. he is taking a lot of interest in promoting hockey. blooms and slabs pg. JSPL operates in a promising mix of two business segments. Mr. The company serves both domestic as well as international markets. JSPL sells power on merchant basis.Will it replicate its earnings growth of the past? Jindal Steel & Power Limited (JSPL) is a Jindal Group company with an annual turnover of over Rs. Currently..000 Cr. the national game of India. Jindal Steel & Power Ltd. STEEL & POWER LIMITED . 19 . pg. showing an increasing demand for its products The company¶s operating margins have improved over the years.STEEL & POWER LIMITED . 20 . The company has clocked an impressive CAGR of 36. JSPL has performed very well over the last ten years. This is mainly due to the significant reduction in raw material costs as a % of sales turnover. a result of the captive iron mines and power plants. JSW etc. This advantage has helped the company register robust EPS growth rates pg. have been much better than its peers like SAIL.5% for its Net Sales. Jindal¶s margins at an average of 38%. In fact. pg. The world¶s longest track rails are a testimony of JSPL¶s manufacturing capabilities where continuous innovation is a practice rather than an exception. match all international standards. A range of certifications such as BSI-London for Quality (BS: EN 9002:2000) and Environmental Management System (BS EN14001: 1996) testifies to the quality and performance of the track rails. providing enhanced safety. cost reduction and travel comfort.STEEL & POWER LIMITED . UIC 54. JSPL rails are rolled in different sections ranging from IRS-52. helping to adhere to specifications laid down by the Indian Railways and international bodies. JSPL has pioneered the manufacturing of 121 meter long track rails in the Indian sub-continent. Our products are subjected to stringent quality norms and can. 21 . What differentiates JSPL¶s 121 m long rails from the others is that there is a drastic reduction in the welded joints. Beside our internal quality assurance mechanism. Rails can be supplied in customized finished lengths ranging from 13 m to 121 m and Flash Butt welded rails from 240 m up to 484 m. JINDAL CONSTRUCTIONS RAILS Giving impetus to the significant rail sector. we also ensure that a comprehensive third-party inspection is conducted before the final dispatch of the products to the customers. The Plant is equipped with state-of-the-art facilities that would aid continuous on-line inspection and quality control. 60 and IRS T-12/2009 conforming to Indian Railways as well as various other international specifications. therefore. JSPL collaborated with JFE Engineering Corporation. ports /harbors and airports. these sections are superior in terms of strength. higher axial and bending load bearing capacity.STEEL & POWER LIMITED BEAMS . pg. Manufactured through the Universal Rolling method. In fact. The H-beam plant machinery includes: reheating furnace. primary & secondary de-scaler. universal tandem mill.). Japan (formerly known as NKK Corp. The beams are costeffective and provide design flexibility. these beams have standard nominal depth. cooling beds. architects and construction companies globally. integrated manufacturing plant at Raigarh. industrial sheds and structures. Chhattisgarh. straightening machines. JSPL pioneered the production of medium and large size Hot Rolled Parallel Flange Beams and Column Sections (H-Beams) in India. testing and finishing facilities including online ultrasonic and eddy current testing facilities for rails. JSPL's beams are the most sought after by structural engineers. with different flange and web thicknesses. performance and cost effectiveness. material handling systems. car parking lots. Produced as per Indian & International standards. railways. to introduce this innovative product in India. where H-beam sections up to 900 mm are manufactured on a regular basis. efficiency. They are extensively used in construction of multi-storied buildings. bridges. JSPL has a state-of-the-art. Equipped with modern machinery. workability and economy vis-à-vis outdated tapered flange beams. JSPL leads technical innovation and advancement by offering H-Beams that are unmatched in quality. utility buildings. This helps customers to choose from more options in terms of unit weights and sectional properties. 22 . the plant boasts of world-class production facilities with efficient product rollouts. JSPL is equipped with India's first 'one of a kind' state-of-the-art plate mill that produces plates and coils of 3. 23 . Right from the slab charging. high pressure de-scalars are provided at the entry and exit points. The hot rolled plates of the company are manufactured in the upgraded steckle mill that confirms to international quality standards and offers value added service Our plate mill is equipped with walking beam to the customers. for the first time in the private sector. JIS. To ensure excellent surface quality. JSPL epitomizes its performance-oriented service by producing plates ranging from 7120mm in thickness & widths of 1500 -3500 mm and coils varying in thickness of 7 25 mm and widths of 1500 . owing to its sound steel refining properties.3000 mm. JSPL adheres to stringent international standards and the steel grades are manufactured under various specifications like EN. & DNV certifications already.heated at a very high temperature of 1250 degrees Celsius and then rolled in a 2 hi-reversing type roughing mill and a 4 hi-reversing type finishing mill. etc. pg. LRS. plate production to the conclusive stage fully equipped inspection facilities are in place. ABS. BS. An auto level 2 widths and thickness controlling system coupled with heavy leveler assures close dimensional tolerances and an increased level of flatness control. ASTM. respectively.STEEL & POWER LIMITED PLEATS & COILS . GL & NK certification is also under process for servicing the requirements of the shipbuilding industry. Steel refining and rolling processes adopted by the company are considered exclusive type of reheating furnace.5 and 3 meters width. The slabs are re. LRS. the plate mill acquired ISO 9001:2000 and ISO 14001:2004 certifications. The total production capacity of the plant is 1 MTPA. ABS. DNV. ADW-2000. The products are of premium quality. It has been awarded CE. Initiating production in Jan 2007. 220. Semi-finished steel production (casting) facilities at JSPL y y y Four strand Bloom-cum-Beam Blank-cum. one of its kind in India. or 285x390 mm for rolling of structural sections and rails and rounds in die 140. blooms in sizes 285x3950 mm.75 MTPA capacity. pg. 355x280x90mm for rolling of structural sections. blanks and blooms are for both captive use and sale. Six strand billet-cum-round caster (0. for captive use in JSPL's plate mill or for commercial sale. 200. 255. 24 . cast rounds are produced for sale. It can cast beam blanks in size 480x420x120 mm. 180 and 200 mm for production of seamless pipes. SEMI FINISHED PRODUCT JSPL has a capacity to produce about three million tons per annum of semis which are primarily used for captive use in JSPLs¶ 0. all for sale. Single strand Slab caster (1 MTPA capacity. 160. While cast beam.Round caster (1 MTPA capacity). 150x150 mm and 200X200 mm for rolling of structural products or rounds in die 140. 160.75 million tons per annum capacity Rail & Universal Beam Mill and 1. 305 & 355 mm diameter for production of seamless pipes. Semi-finished products from JSPL can be delivered in a very wide range of carbon steel and alloy steel grades with ultra low gas and sulphur contents and come assured with high internal soundness and dimensional uniformity. and 280 mm & in widths ranging from 1500 mm to 2600 mm.) It can cast slabs in thickness of 215.0 million tons per annum capacity Plate & Stackle Mill. 280x320 mm. 250. 280.STEEL & POWER LIMITED .) It can cast billets in sizes 130mmx130mm. electrode quality.6 MTPA Wire Rod mill plant at Patratu is equipped with latest technology from Morgan. In order to contribute significantly to India's growing need for power we started power generation over a decade back. JSPL now offers Wire Rods from its first unit of 6 Million Tone Steel Plant at Patratu. WIRE RODS In line with our corporate philosophy of continuing efforts to expand our product range to offer a complete product basket to the customer. Wire Rods from JSPL come with a promise of consistent quality and high dimensional accuracy. Over the years however. pinch rolls and laying heads along with controlled temperature rolling and controlled cooling to meet the processing requirements of various grades of steel. Quality Wire Rod mill at Patratu produces Low carbon. USA. (JPL) have come up in a big way and are producing about 1400 MW power through both captive and commercial facilities. Jharkhand. pg. In the beginning it was a captive power facility using waste heat from the rotary kiln boilers and the coal rejects of the washery. high carbon wire rods for spring steel. pre-stressed concrete.STEEL & POWER LIMITED . high speed shear. Medium carbon. spoke wire. Jindal Steel and Power Ltd (JSPL) and its subsidiary Jindal Power Ltd. tyre bead & ACSR etc. High carbon and other special grades that include Cold Heading Quality (CHQ). 0. This mill is equipped with advanced rolling equipment such as Reducing & Sizing Mill (RSM). 25 . This results in improved mechanical properties due to finer and more uniform grain size suitable for rapid spheroid zed annealing or high-yield strength with optimal scale weight and type. 26 . MUKAND LTD. ELECTRO STEEL CASTING LTD. KAIYANI STEEL LTD.STEEL & POWER LIMITED .LTD TATA STEEL LTD. MAJOR COMPETITORS SAIL TISCO ESSAR JISCO SAW PIPES UTTAM STEEL LTD. pg. USHA ISPAT LTD. ISPAT INDUSTRIES LTD. MAHINDRA UJINE STEEL CO. 27 . NETWORK pg.STEEL & POWER LIMITED . Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist.STEEL & POWER LIMITED . accidents. ³Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization´. UNEXPECTED: Resignation. which an organization can predict by studying trends in internal and external environment. Flippo. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Usually. RECRUITMENT NEEDS ARE OF THREE TYPES 1. PLANNED: The needs arising from changes in organization and retirement policy. and illness give rise to unexpected needs. INTRODUCTION OF TOPIC RECRUITMENT According to Edwin B. Recruitment is the activity that links the employers and the job seekers. 2. 3. ANTICIPATED: Anticipated needs are those movements in personnel. 28 . deaths. pg. According to the EDWIN B. It involves the creation of a pool of available labor upon whom the organization can depend upon when it needs additional employees´.STEEL & POWER LIMITED DEFINITIONS . According to DALE S. FLIPPO ³Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization´. BEACH ³Recruitment is the development and maintenance of adequate manpower resources. According to DALE MODER ³Selection is the process in which candidates for employment are divided into two classes²those who are to be offered employment and those who are not. 29 . pg. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. The result is a pool of applications from which new employees are selected.STEEL & POWER LIMITED . which helps create a pool of prospective for the organization so that the management can select the right candidate for the right job from this pool. Recruitment of candidates is the function preceding the selection. ³Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Flippo. 30 . A few definitions of recruitment are: A process of finding and attracting capable applicants for employment.´ Recruitment is the activity that links the employees and the job seekers. The main objective of the recruitment process is to expedite the selection process. MEANING OF RECRUITMENT AND SELECTION According to Edwin B. the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipated vacancy. pg. The process begins when new recruits are sought and ends when their applicants are submitted. Usually. y Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. y Recruitment is the process which links the employers with the employees. y Meet the organizations legal and social obligations regarding the composition of its workforce. y Begin identifying and preparing potential job applicants who will be appropriate candidates.STEEL & POWER LIMITED . pg. y Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. y Create a talent pool of candidates to enable the selection of best candidates for the organization. y Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. y Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. y Increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. PURPOSES AND IMPORTANCE y Attract and encourage more and more candidates to apply in the organization. 31 . y Increase the pool of job candidates at minimum cost. y Increase organizational and individual effectiveness in the short term and long term. To design entry pay that competent on quality but not quantum. Management has to attract more candidates in order to increase selection ratio in order to select the most suitable candidates out of the total candidates. Finding out and developing the sources where the required number and kind of employees will be available. To devise methodologies for assessing psychological traits. To anticipate and find people for positions that does not exist yet. To search or head hunt people whose skills fit the company¶s values. 2. To seek out non-conventional development grounds of talent. To search for talent globally and no just within the company. To induce fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the company. Recruitment is positive as it aims increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which pg. Sub-systems of Recruitment: The recruitment consists of the following sub-functions 1. To induct outsiders with a new perspective to lead the company. Developing suitable technique to attract the desirable candidates employing the techniques to attract candidates. 32 . OBJECTIVES OF RECRUITMENT: To attract people with multi-dimensional skills and experience that suits the present and future organizational skills. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required. 3.STEEL & POWER LIMITED . a number of factors make performance of . Job specifications. 33 . of Contacts need.STEEL & POWER LIMITED process the unsuitable are automatically eliminated.5 RECRUITMENT PROCESS Recruitment planning Estimated no. External job filling ‡ Job vs. the function of recruitment seems to be easy. Recruitment philosophy ‡ Internal vs. long-term orientation Recruitment strategy development ‡ choosing reqd. 2. applicant qualifications ‡ choosing recruitment sources and communication channels ‡ choosing inducements Recruitment Activities ‡ Job posting ‡ Ads ‡ Other recruitment sources ‡ Follow up actions ‡ Record keeping Screening / Selecting employees Recruitment Evaluation No. recruitment a complex one. of jobs filled? Jobs filled in timely fashion? Cost per job filled? pg. Career orientation ‡ St-term vs. Though. A lot can be judged about the candidate from his CV. prepare job . pg. advertising. His mindset and attitude can be judged according to his CV. A proper presentation of his CV in an organized and refined manner speaks a lot about the individual.STEEL & POWER LIMITED A general recruitment process involves Identifying vacancies. Only a good recruitment agency with good understanding can perform the same with a good understanding. it is important to keep in regular touch with the candidate. A candidate should be duly informed once the decision is taken. not deviating from the subject. description and person specification. The person taking the interview of the candidate has to be well prepared in advance. In this case. conducting interviews. The recruitment process must be robust and justifiable and should stand up to external scrutiny. Until the final decision about a certain candidate is taken. The decision making process should not take very long to avoid the candidate from taking up some other opportunity. style of taking the interview needs to be decided beforehand so that nothing is left ambiguous in. Concerns like the location of the interview. the test should be prepared carefully. decision making. arranging interviews. convey the decision and appointment action. Interviews are an important and a crucial part of recruitment process. the structure of the question strategy. managing the response. short- listing. the time table. 34 . There are a few things that need to be kept in mind during the recruitment process. He should be told the complete process of his appointment clearly with details of all the documents that he needs to submit. This means that a lot of time and resources have to be invested. A record file should be maintained of the candidate for any future reference. A general recruitment process may include a written test to judge particular skills of a candidate. 35 .STEEL & POWER LIMITED . SOURCES OF RECRUITMENT There are several sources and they may be broadly classified into two. 1) Internal sources 2) External sources Internal Source External Source Professional or Trade Associations Advertisements R E C R U I T M E N T Employment Exchange Campus Recruitment Walk-ins and Write-ins Consultants Contractors Displaced Persons Radio and Television E-Recruiting Present Employees Employee Referrals Former Employees Previous Applicants pg. Employee referrals: This can be good source of internal recruitment.STEEL & POWER LIMITED . Examining personal records may help discover employee who are below their educational qualifications or skill levels. 36 . pg. When employees recommend successful referrals. 4) it is cheaper than going outside to recruit. Promotion can be dysfunctional to the firm a advantage of hiring outsiders who may be better qualified and skilled is denied. requires using job posting. personal records and skill banks. Promotion. INTERNAL RECRUITMENT: Present Employee: Promotions and transfers from among the present employees can be a good source of recruitment. 3) It encourages competent individuals who are ambitious. they are paid monetary incentives which are called ³finder¶s fees´. to be effective. Promotion also results in inbreeding which is not good for the organization. Personnel records are also useful to effect promotions. Employees can develop good prospectus for their families and friends by acquainting them with the advantages of a job with the company. Promotion to higher positions has several advantages. They are 1) it is good public relations 2) it builds morale. circulating publications or announcing at staff meetings and inviting employees to apply. Job posting means notifying vacant positions by posting notices. Sometime. those who have previously applied for jobs can be contracted by mail.STEEL & POWER LIMITED . people who have left the company for some reason or the other are willing to come back and work. 37 . a quick and inexpensive way to fill an unexpected opening pg. Previous applicants: Although not truly internal sources. Former employees: Former employees are also a internal source of applicants. Some retired persons employees may be willing to come back to work on a part-time basis or may recommend someone who would be interested in working for the company. An advantage of this source is that the performance of these people is already known. STEEL & POWER LIMITED . EXTERNAL SOURCES: Professional or Trade associations: Many associations provide placement for their members. These services may consist of compiling job seekers, lists and providing access to member¶s regional or national conventions. Professional or Trade associations are particularly useful for attracting highly educated, experienced or skilled personnel. Another advantage of these sources is that recruiters can zero in on specific job seekers, especially for hard-to-fill technical posts. Advertisements: Advertising in newspapers and periodicals is one of the most important methods of recruitment today. This is specially so in case of recruitment of management and technical personnel. The company needing advertiser¶s details about requirement, salary, perquisites , duties and responsibilities etc. the advantage of advertising is that all details about the job can be given I advertisement to allow self-screening by the prospective candidates. Advertisement gives the management a wider range of candidates from which to choose. Its disadvantage of applicant¶s whole screening cots may be quite heavy. Employment Exchange Employment exchanges have been set up all over the country in deference to the provisions of the employment exchange act 1959. The major functions of the exchanges are to increase the pool of possible applicants and to do preliminary screening. Thus, employment exchanges act as a link between the pg. 38 STEEL & POWER LIMITED employers and the prospective employees. . These offices are particularly useful in recruiting blue-collar, white-collar, and technical workers. Campus recruitment: Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Four reasons can be given to explain this trend. First, changes in the economic front have thrown open new opportunities in the home country. Second, quality of life in India has improved considerably. Third, it is becoming highly difficult for foreign students to secure work permits in the US. Fourth, sentiment and love for the mother country compels them to return India. Campus recruitment is often an expensive process, even if the recruiting process eventually produces job offers and acceptances. Consultants Consultants are useful in as much as they have nation-wide contacts and lend professional to the hiring process. They also keep prospective employer and the employee anonymous. Contractors: Contractors are used to recruit causal workers. The names of the workers are not entered in the company records and to this extent, difficulties experienced in maintaining permanent workers are avoided. pg. 39 STEEL & POWER LIMITED . Radio and television: Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs. Radio and television can be used to reach certain types of job applicants such as skilled workers. E-recruiting: Perhaps no method has ever had revolutionary an effect on recruitment practices s the internet. There are respective company websites devoted in some manner to job-posting activities. Currently, employers can electronically screen candidates soft attributes, direct potential hires to a special website for online skill assessment, conduct background checks over the internet, interview candidates via videoconferencing, and manage the entire process with webbased software. Companies benefit immensely through cost savings, Speed enhancement and extend worldwide candidate reach which the internet offers. Factors Affecting Recruitment: Both internal and external factors affect recruitment. The external factors include supply of and demand for human resources, employment opportunities and/or unemployment rate, labor market conditions, political, legal requirement and government policies, social factors, information systems etc. pg. 40 fringe benefits and incentives. size of the company. 41 .STEEL & POWER LIMITED . company¶s growth rate. The internal factors include the company¶s pay package including salary. organizational culture. FACTORS AFFECTING RECRUITMENT pg. company¶s product/services geographical spread of the company¶s operations viz. career planning and growth opportunities. local. Role of Trade Unions and cost of recruitment.. quality of work life. national or global. Government regulations regarding reservations of certain number of vacancies to candidates based on community/region/caste/sex. Function of Recruitment Performing the function of recruitment. increasing the ratio is not as a easy as it seems to be. As such. searching for prospective employees is affected by many factors like 1. 42 . This is because of the hurdles created by the internal factors and external factors which influence an organization. The first activity of recruitment i. 5. pg. nepotism etc. the management is not free to find out or develop the source of desirable candidates and alternatively it has to divert its energies for developing the sources within the limits of those factors thought it cannot find suitable candidates for the jobs.STEEL & POWER LIMITED . 2. Influence of recommendations.e. Influence of trade unions 4. Local candidates 3. Organizations policy regarding filling up of certain percentage vacancies by internal candidates. promotional opportunities 3. Ability and skill of the management to stimulate the candidates.STEEL & POWER LIMITED . promotional opportunities. salary levels. Personnel policies and practices of various organizations regarding working conditions. type and extent of benefits. Working conditions and 2. image of the organization 6. 4. FACTORS AFFECTED BY RECRUITMENT: It is also affected by internal factors like 1. pg. 3. salary. other personnel policies and practices. 5. employee relations 2. Career opportunities in other organizations. 43 . Government regulations. benefits. It is also affected by external factors like: 1. 44 . Thus. Candidates for screening have been attracted. Objectives of Selection: Selection has two main objectives: 1. Requirements of the job to be filled. which clarified the characteristics of jobs being done and the individual qualities necessary to do these jobs successfully. SELECTION In human resource planning we identified our personnel needs. have been clearly specified (Job Analysis) 2. Once these needs were established a job analysis was conducted. 3. which is one of the major objectives of selection. To inform and sell the candidate on the job and the organization. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidate's specifications are matched with the job specifications and requirements or not. This information was then used to recruit a pool of qualified applicants. human resource planning and Recruitment is necessary prerequisites to the selection process. Employee specifications have been dearly specified. We must now begin the process of thinning this set. The selection procedure cannot be effective until and unless: 1. pg. To predict which job applicants would be successful if hired 2. the development of job analysis.STEEL & POWER LIMITED . STEEL & POWER LIMITED . commencing from the preliminary interview of the applicants and ending with the contract of employment.but it in simple and short while hiring shop-floor workers. the process differs among organizations and between two different jobs within the Internal Environment same company. In practice. External Environment Internal Environment Preliminary Interviews | Selection Tests | Employment Interview | Reference and Background Analysis | Selection Decision | Physical Examination | Job Offer | Employment Contract | Evaluation pg. 45 . Selection procedure for senior managers will long-drawn and rigorous . SELECTION PROCESS Selection is a long process. It s vastly used in the U. depending on the job ad the company. Interest tests are used to measure an individual¶s activity preferences. Preliminary Interview: The applications received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants. Different types of test mat be administered.S but is yet to make its presence felt in India. pg. Aptitude tests help determining a persons potential to learn in a given area. Scrutiny enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms. These tests are particularly useful for students considering many careers or employees deciding upon career changes. Ability tests or Achievement tests assist in determining how well an individual can perform tasks related to the job. Medical test reveal physical fitness of a candidate. Selection Tests: Job seekers who pass the screening and the preliminary interview are called for tests. elimination of unqualified applications. This is usually followed by a preliminary interview the purpose of which is more or less the same as Scrutiny of applicants. Graphology test is a test that seeks to predict success or failure through one¶s handwriting. Personality tests are given to measure a prospective employee¶s motivation to function in a particular environment. that is. 46 .STEEL & POWER LIMITED . 47 . It is less intimate and more formal than the one-to-one. Employment Interview: An interview is conducted at the beginning of the selection process. skilled. it can provide a wealth of information. perhaps. gaining additional background information on an applicant. The sequential interview takes the one-to-one a step further and involves a series of interviews. Interview can be adapted to unskilled. Interview is a formal. usually utilizing the strength and knowledge-base of each interview can ask questions in relation to subject area of each candidate. managerial and professional employees.STEEL & POWER LIMITED . It is considered to be an excellent selection device. The panel interview consists of two or more interviewers and the figure may go up to as many. It allows a two-way exchange of information. pg. but if handled and organized well. the interviewers learn about the applicant. in-depth conversation conducted to evaluate the applicant¶s acceptability. and telephone numbers or references for the purpose of verifying information and. The employment interview can be 1) One-to-one 2) Sequential 3) Panel In the one-to-one interview. there are only two participants. Reference and Background Checks Many employers request names. and the applicant learns about the employer.the interviewer and the interviewee. addresses. post on which selected etc. pay scales. Such a letter generally contains a date by which the appointee must report on duty. Job offer: Job offer is made through letter of appointment. certain documents need to be executed by the employer and the candidate. This form contains certain vital details about the candidate which are authenticated and attested. 48 . An appointment letter will be given to him/her mentioning the terms of employment. This is very important because a person of poor health cannot work completely and the investment in him may go waste. Contracts of Employment: After job offer has been made and the candidates accept the offer. pg. If a candidate successfully overcomes all the obstacles or tests given above he would be declared selected. It is necessary when he or she is already employment.STEEL & POWER LIMITED Selection Decision: . in which case the appointee is required to obtain a relieving certificate from the previous employer. The appointment must be given a reasonable time for reporting. It is valid for future reference. So it is essential. Steps in the selection procedure are not rigid. They may vary from one organization from another or in the same organization from job to job. One document is the Attestation form. Physical Examination: Candidates who have crossed the above hurdles are required to go for the medical examination. Thus. 49 . candidates ability to integrate the multi-skills and potentiality to apply the\m based on situational and functional requirement. it is said that recruitment tends to be positive while selection tends to be somewhat negative. Organization have to develop multi-dimensional testing in order to find out whether the candidates possess a variety of skills or not. competitiveness and the consequent customercentered strategies. Factors Affecting Selection Decision: The goal of selection is to sort out or eliminate those judged unqualified to meet the job and organizational requirements. whereas the goal of recruitment is to create a large pool of persons available and willing to work. the need for multi-skills is being felt be most of the companies consequent upon globalization. pg. Multi-dimensional testing: However.STEEL & POWER LIMITED . The important among them are: a) Profile matching: Possible care is taken to match the candidate's bio-data with the job specifications. b) Organizational and social environment some candidates. pg. abilities & motivation increases the information from which decision makers will make their predictions and final choice. d) Multiple correlations: It is based on the assumption that a deficiency in one factor can be counter-balanced by an excess amount of another. Each of these steps represents a decision point requiring some affirmative feedback for the process to continue. c) Successive hurdles: In this method hurdles are created at every stage of selection process. candidates' specifications must match with not only job specifications but also with organizational and social environment requirements.STEEL & POWER LIMITED . Each step in the process seeks to expand the organization¶s knowledge about the applicant¶s background. 50 . who are eminently suitable for the job. A number of factors affect the selection decisions of candidates. Hence. Therefore. may fall as successful employees due to varying organizational and social environment. applicants must successfully pass every screen ing device in case of successive hurdles. These two terms are not one and the same either. 51 . whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted. Some others use the term recruitment for selection.STEEL & POWER LIMITED . developing the sources of prospective employees and attracting them to apply for jobs in an organization. pg. RECRUITMENT IS DISTINCT FROM EMPLOYMENT AND SELECTION Once the required number and kind of human are determined. These two are not one and the same recruitment is only one of the steps in the entire employment process. Technically speaking the function of recruitment precedes the selection function and it includes only findings. the management has to find the places where required human resources are will be available and also find the means of attracting them towards the organization on before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term µrecruitment¶ for employment. Formal definition of recruitment would give clear cut idea about the function of recruitment. 52 . Managing the response 5.STEEL & POWER LIMITED RECRUITMENT PROCESS . Arrange interviews 7. Using sources for the vacancy 4. Conducting interview and decision making pg. A general recruitment process is as follows: 1. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. Prepare job description and person specification 3. Identify vacancy 2. Short-listing 6. These contain: y Post to be filled.STEEL & POWER LIMITED . y Number of persons y Duties to be performed y Qualification required 2) Preparing job description and person specification 3) Using the sources for the vacancy: Locating and developing the sources of required number and type of employees. 6) Arranging interviews: Arranging the interviews with the selected candidates. 53 . 1) Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. 4) Managing the response 5) Short listing: Short listing and identifying the prospective employees with required characteristics. 7) Conducting interview and decision making pg. / Division/ Region) Resume Sourcing Resume Screening ‡Data Bank ‡Employee Referrals ‡Placement Agencies ‡Advt. RECRUITMENT & SELECTION PROCESS Kick of Meeting Manpower Requisition Review & Process Initiation Sources Of Recruitment Transfer (s) (Inter Dept.STEEL & POWER LIMITED . Response ‡Walk-in Interviews Short-listing Sending Call Letters Personal Interview Interview Process Panel Interview Compensation Fixation Issue of Appointment Letters Open Personal File Payroll Preparation Joining Formalities Employee Orientation Employee Placement END pg. 54 . STEEL & POWER LIMITED . SOURCES OF RECRUITMENT pg. 55 . The process begins when new recruits are sought and ends when their applications are submitted. consultants. peers. It is done when any department in the organization requires the person or a candidate for a specific job.. The interview stage consists of multiple rounds of interviews/discussions with the interview panel consisting of senior members of the concerned Department. head hunting etc. they are short listed and it is sent to the HOD of the HR department and the short listed resumes are checked by the HOD and he finally selects the resumes and th e final selected resumes are called for the test and/or interview stage. These interview rounds assess the candidates on the basis of the following parameters ± pg.com etc. The HR department. Recruitment is a process of finding and attracting capable applicants for employment.STEEL & POWER LIMITED . RECRUITMENT & SELECTION PROCESS AT JSPL¶ The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. a psycho-analyst as well as members of the HR Team. it is further sent to the HR department so as to find the right person for the required job. through web sites like Naukri. 56 . The result is a pool of applications from which new employees are selected. employee referrals. it is conveyed to the HOD of the particular department where. if it identifies the vacancy. At Jindal Steel and Power Ltd. according to the Job Description selects the required resumes which they get through the advertisements. the HOD designs the job description and then. After scrutinizing. the HR department has two different processes planned out for recruiting and selecting ± y Employees at Senior Positions y Mass recruitment of Engineers and Managers under GET and JLMG Schemes Recruitment and Selection of Employees at Senior Positions: If any department needs the candidate that is. After collecting the resumes all the resumes are scrutinized by the HR department on the basis of the Job Description. level headedness o Apparent health o Candidate¶s basic etiquettes y Candidate¶s Functional Competency on the basis of his/her o Job Knowledge/Technical Competence o Academic Achievement o Career Progression o Growth Potential y Candidate¶s Communication skills on the basis of his/her conversational ability and clarity/thoroughness y Candidate¶s Leadership skills on the basis of his/her o Interpersonal relations/Empathy/Warmth o Energy/Drive. 57 . y Candidate¶s Personality on the basis of his/her o Appearance. poise. Analytical Ability The interview panel then shortlists/rejects/selects candidates on the basis of these interview rounds. Initiative o Decision Making. confidence. the selected candidate must go through a pre-employment check which consists of ± y Health Check-Up (Usually JSPL has a tie up with Apollo Hospital for step) y Address Check y Reference Check if any(To check the credibility of the reference in case the employee has one) pg. dress & manners o Emotional stability. The final selected candidates are then called for an HR round of discussion to discuss the following important factors: y Salary Negotiation y Travel and other compensations y Date of joining (DOJ) After the successful completion of the HR round of discussion.STEEL & POWER LIMITED . members of the HR team along with senior members of the concerned department visit the appropriate campuses to recruit and select fresh employees. These checks are important to make sure the honesty and genuineness of the candidate. websites followed by All India Written Test GET Campus Recruitment After being intimidated by the concerned department(s) which is demanding new employees. The JSPL team gives a presentation to the interested students as a recruitment method. members of the HR team) pg. Mass recruitment of Engineers and Managers under GET and JLMG Schemes The process of mass recruitment is performed by JSPL to select fresh/less experienced but highly talented and young candidates under the GET (Graduate Engineer Training) and JLMG (Jindal Lead Management Group) schemes. 58 . Students usually go through the following selection rounds: y Written Test y Psychometric Test y Board Interview (Board Consist of senior member of the concerned department with vacancies. One of the following recruitment practices is followed before the selection process begins to make a data pool of sufficiently talented candidates ± y Campus recruitment y Advertisements in newspapers. a psycho-analyst.STEEL & POWER LIMITED y Credentials Check y Criminal Check y Certificate Check . JSPL often hires different agencies for the various above mentioned checks. 59 .STEEL & POWER LIMITED Shortlisted candidates are put on hold until . y Placement agencies y Employee Referrals y Newspaper y Campus y Specific industry search position y Internet y Local employment exchange y Internet Employees from other Jindal company: in case of prior/current employment with any other Jindal Group Company. Employee near relation: Their cases will be considered as per policy of ³Employment of relatives/close personal Acquaintance policy´. y They invite application internally through notice/circulars for all such vacancies and are put up on the notice board and intranet. Other Sources: Other sources can be adopted if suitable candidate are not available internally. management would consider the case only after the consent of the concerned sister Company. y The candidates fulfilling the requirements apply against the internal notification to the HR department through their supervisors or HOD. Employment of Ex-employees: their cases will be considered as per policy of ³Employment of Ex-Employee´ pg.they are finally selected after further rounds of interviews/discussions and undergo the same HR discussion rounds and pre-employment checks as discussed in the previous selection method before finally becoming JSPL employees. Internal Sources: y The organization encourages in filling the vacancies from within the existing people if they are fulfilling the criteria and found suitable. It is vital that the selection procedure of the human assets be such that the Company is able to select the best talent. In accordance with its objectives of creating a pool of skilled and capable employees. For any further queries. 60 . Jindal Lead Management Group (JLMG) has been introduced in our Company. The responsibility of functional as well as behavioral/management training rests with the HR department concerned. pg. please feel free to mail us at get2010@jindalsteel. The Discipline-wise revised results of the selected candidates are as follows: y y y y y Civil Electrical I&C Mechanical Metallurgical The appointment letters to the selected candidates will be sent through e-mail and courier shortly. Please keep in mind that Date of Joining will be announced at a later date. The training program is organized/conducted based on training needs identified. JSPL ALL INDIA GRADUATE ENGINEER TRAINEE RECRUITMENT 2010 We congratulate all the selected candidates who have come out successful through our selection procedure. who will plan for and execute the training initiatives in close co-ordination with functional heads. JSPL is highly committed to acquiring the best talent from the industry and nurturing & developing human assets to enhance its own function. Tentatively it shall be in July 2010 for the fresh graduates.STEEL & POWER LIMITED . The participants are nominated for both in-house and external training including overseas training programs.com The Human Resource department will endeavors to provide on an average 4-5 days of training per employee on an annual basis. 61 . one¶s further growth is based on his/her performance. It also helps in developing interpersonal relationships and knowledge sharing. Another important source is the resume received on the email-id of company. group discussions. pg. Mentoring goes beyond the normal bosssubordinate relationship as it also involves sharing of professional skills. Post achieving the level of AVP. & listing the right applicant. 15 days after the interview. STEPS IN RECRUITMENT Request from the concerned needy department is checked.STEEL & POWER LIMITED CAREER GROWTH PLAN . expertise and experience with the mentee. The career path defined typically for JLMG recruits indicates a person¶s promotion to reach the level of AVP on completion of 10 years subject to his performance. Written tests. Mostly the company has a list of collages to approach In search of candidates. technical skill is the main focus points & then knowledge. During the interview. an offer letter is sent & if the confirmation is received. Releasing the advertisements or going through the applications. where preference is given to the fresher¶s. which are standardized & reputed. & personal interview conducted. Mentoring refers to a developmental relationship where a more experienced person (the mentor) helps and guides a young and inexperienced person (the mentee) to better his professional life. The company approaches the collages. These applications are than shortlisted. In order to derive the best out of this relationship. Daily about 100 applications are received. the mentor has to provide a congenial atmosphere wherein the mentee shall feel comfortable. Access the Recruitment & vacancy position. To intimate the note to take approval for the post & its specifications as per guidelines. placement is given. 62 . pg.STEEL & POWER LIMITED . where in 2 day are for fire & safety & other 2 day plant visit. engineering & MBA. y The only problem faced by the company during recruitment is the contact numbers which expire. (3)OTHER ADDITIONAL STEPS:- y The candidates selected is kept for training basis for 1 year & then placed as an employee. y There are external faculties for training. making the time consuming. the candidate is approached either through the referral of existing employees. the candidates of ravel firms are approached or selection is done through consolation. company decides various norms for recruitment & selection mainly the candidates who has minimum 60% can apply. y There are 4 day of induction. company goes for campus & off campus interviews: Written tests Group discussions Personal interview (1)MIDDLE LEVEL:- y For the middle level. or add is placed in newspaper & internet. For selection. (2)SENIOR LEVEL:- y For the senior level. It is related to graduates. JSPL DIVIDES RECRUITMENT & SELECTION INTO -3 (1) FRESHER: At this level. diploma. The process aids in quicker decision making and also provides quick convergence of opinions on each candidate.M02: Business Class Air Travel M-07. pg. Interview evaluation An interview evaluation sheet (Annexure V) has been designed as a tool to enable the panel members to objectively evaluate the candidature of the interviewees even though intuition & judgment shall play an equally important role in the process of evaluation. Interview expenses reimbursements to candidates Outstation candidates appearing for interview shall be eligible for the travel Expense reimbursement. The Talent Acquisition coordinator anchors the mandate and assists to smoothly facilitate the process the essence of the panel is to effectively evaluate each candidate in a comprehensive and consistent manner. M 01. The panel interview format is being utilized for all the senior management hires across the JSPL group.STEEL & POWER LIMITED Process of Selection . Each panel is managed by a senior lead facilitator who anchors the assessment and recruitment process.M03: Air Economy Class to and fro M-08 to M-11 & Trainees: II AC train fare. 63 . the HR Lead may agree to pay notice pay net of tax. Any attempt on the part of employee to influence the selection process shall disqualify the candidate. Also. Both shall not have any reporting relationship. pg. Reference check Objective: . The following guidelines will be applicable in case of a candidate who is related to employee: a) The selection of the candidate who is relative of an employee shall purely be on merits. It should be made clear that the reimbursement would essentially depend on documentary proof. in case a vacancy adversely affects the efficiency of operations / project progress. c) Any of the HR matters of the relation of employee shall not be handled by the employee. all cases of employment of spouse/relatives of an employee shall be approved by Business HR Head. d) Notwithstanding above. Notice pay Often in order to facilitate the employee to join us at the earliest we have to buy his notice period. 64 . it is reasonable to commit to reimburse notice pay.STEEL & POWER LIMITED Employment of spouse/relatives .The objective of a reference check is to obtain information on the individual's work performance and on personal characteristics that affect (positively or negatively) the individual's suitability for the particular position sought. b) The relation of an employee shall not be employed in the same function. As the notice period pay is subject to tax deduction at our end. g. interview. character & ethics Management & Supervisory skills Reason for leaving Eligibility for rehiring pg. Reference checks are generally used for 3 purposes: 1. Education Qualification Check 2. Scope of reference work 1. Employment verification A. To uncover background information on applicants that may not have been identified by other selection procedures.STEEL & POWER LIMITED . Supervisor's feedback Work ability & Competency Duties & Responsibilities Integrity. HR Feedback Confirmation of length of employment Last position held Compliance with exit formalities Eligibility for rehiring B. To verify information given by job applicants through other selection processes (e. 65 . To serve as a basis for predicting job success of job applicants. and 3. resume) 2. in case of outstation candidates. including Form 16 if required. reference check and other relevant criteria.STEEL & POWER LIMITED . 66 . HR representative should also inform the candidate about the following: a) Candidates stay arrangements at the time of joining.component wise b) Expected compensation c) Comparison with like profiles within the organization d) Any industry benchmarks e) Specific items of offer like joining period. d) The appointment letter will be issued to the candidate on the day of joining. notice Pay reimbursement.To be conducted with three references provided by the candidate Special agencies have been identified and impaneled for reference check. role agreed upon. tentative location and any other specific assistance to be provided on joining. on the day of joining. HR representative shall hand over a List containing the documents to be provided at the time of joining: a) 4 colour passport size photographs b) Copies of certificates in support of qualification/experience/date of birth c) Relieving letter from last employer d) Proof of last drawn salary. technical reviews. pg. Offer process The decision to offer a selected candidate will be made by HR on the basis of the interview panel's inputs. c) Mode of transport should he use for traveling to claim joining fare. C. At the time of issuing offer letter. b) Person to be reported. Reference Check . relocation time frame and expenses. The offer decision will be influenced by: a) Current compensation . leading to higher pg. and conserving energy through scientific and systematic methods. Creating a clean and pleasant work environment. T.M. Value addition to our products. Refinement of measures for prevention of pollution. zero losses and zero accidents. Conserving and improving the quality of resources. Improving overall equipment efficiency (OEE) for safe and efficient operation of the plant.STEEL & POWER LIMITED .P. HR philosophy of Jindal Steel & Power Ltd. zero breakdowns. Utilization of solid wastes. contamination and noise caused by any activity of the company Adherence to the statutory requirements on products and the environment. Environment & Quality Policy Jindal Steel & Power Limited is committed towards total satisfaction of customers and other stakeholders and achieving business excellence by y y y y y y y y y Producing and supplying quality products in an eco-friendly environment conforming to product specification and delivery schedule. water and land by controlling pollution due to emission. Involving all employees for implementing and continually improving the effectiveness of quality management systems & environmental management systems. Protecting air. 67 . Implementing the concept of 'Green Productivity'. Policy We at Jindal Steel & Power Limited will work for implementation of Total Productive Maintenance (TPM) at all spheres of our activities by y y y Aiming at zero defects. 68 . Monitoring of energy consumption Creating innovativeness in employees through awareness Converting waste as resource Benchmarking the energy consumption norms Adherence to statutory requirements Occupational Health & Safety Policy Jindal Steel & Power Limited is committed to establishing a safe work culture by y y y y y y Creating awareness among its people regarding importance of safety and safe work practices/ procedures. Complying with all statutory obligations on safety. Ensuring continual improvement in quality of life of employees by improving safe working practices. . Energy Policy Jindal Steel & Power Ltd. This is achieved by y y y y y y Taking on the specific objective of energy conservation through process/equipment modification. Raigarh. hygienic work environments occupational health practices and good housekeeping in workplace .. Establishing and implementing safety practices to improve the work environment Ensuring availability of appropriate safety appliances to all employees and maintaining good housekeeping.STEEL & POWER LIMITED employee morale and greater organizational profitability. is committed to work for effective utilization of all types of energy. Striving for continual improvement of safety of all resources and enhancing their life. pg. C. environment. Thus. JSPL conferred with CSR Excellence Award National Energy Conservation Award. Policy JSPL believes that an effective growth policy must also take into account the fulfillment of the basic needs of the masses. 2009 Most Promising Entrant into the Big League Forbes Asia Award pg. especially of those living in rural areas. 69 . sanitation. water. health. JSPL endeavors to improve the quality of life of communities living in the area it operates. to improve the infrastructure.S. etc in the area it operates in.STEEL & POWER LIMITED . education.R. To achieve this. JSPL deploys its resources to the extent it can reasonably afford. STEEL & POWER LIMITED SAIL-HR Award for excellence in Human Resource Management 2009 . RECRUITMENT AS A HR FUNCTION ³Recruitment´ is the phase that immediately precedes selection. Its purpose is to pave the way for the selection procedures by producing, ideally, the smallest number candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organization. It is through recruitment that many individuals will come to know about organization, and decide whether they wish to work for it. It is not possible to select quality employees when the quality candidates do not know of job openings, are not interested in working for the company and do not apply. According to Dowling and Schuler ³Recruitment is searching for and obtaining potential job candidates in sufficient numbers and quality so that organization can select the most appropriate people to fill its job needs´ According to Whitehall (1992) describes the Recruitment process as a positive one:´ building a roster of potentially qualified applicants,´ as opposed to the ³negative´ process of selection. pg. 70 STEEL & POWER LIMITED . The recruitment process has two key objectives: The attraction and retention of the interest of suitable applicants. The projection of a positive image of the organization to those who come in contact with it. The ideal recruitment effort is one that attracts the qualified and not attracts the unqualified. A good recruitment program will attract a large number of qualified applicants who will take the job if it is offered. It also provides sufficient information so that unqualified applicants can self-select themselves out of the job candidacy. This will minimize the cost of processing unqualified applicants. This applies to candidates from outside of the organization (external recruitment) as well as current employees interested in different jobs within the company (internal recruitment). pg. 71 STEEL & POWER LIMITED METHODOLOGY 1. INTRODUCTION: . Once the required number and kind of human resources are determined, the management has to find the places where required human resources are/will be available and also the means of attracting them towards the organization before selecting candidates for jobs. All this process is generally known as µRECRUITMENT¶. Some people use the term µrecruitment¶ 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 two terms are not one and the same either. Technically speaking the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective 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. Formal definition of recruitment would give clear cut idea about the function of recruitment. After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for each unfulfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of function and devices adopted in a given company to ascertain whether the candidate¶s specifications are matched with the job specifications and requirements are not. pg. 72  Reduces Cost of Selection: By adopting a good recruitment and selection process the company can reduce the cost in selecting the prospective candidates. mental. It is difficult for the companies to find a large number of efficient candidates and attract them to apply for jobs. The first challenge is to generate a labor pool that is large enough for the company to draw on when searching for top talent. and behavioral. have been clearly specified [job analysis. pg. etc] have been clearly specified. Candidates for screening have been attracted.STEEL & POWER LIMITED . But finding and keep quality employees can pose a challenge. The second is to develop an effective process for screening and selecting the best candidates. For high growth organizations.  Motivated employees: Motivated employed can be brought in by the effective recruitment strategies. Attract the wrong talent and it will have difficulty in meeting the strategic goals and objectives. NEED & SIGNIFICANCE OF THE STUDY Meeting the demands of today¶s changing business environment requires building an efficient staff. hiring and retaining the right talent is critical. By adding the right players to the team it will have a source of competitive advantage. social. The selection procedure cannot be effective until and unless: Requirements of the job to be filled. 73 . attracting. etc] Employee specifications [physical. STEEL & POWER LIMITED . This study will be helpful to the juniors and will work as a guide to them. The candidates attracted will be efficient and the suitable candidate for the job will be selected.  Reduction in Training expenses: Training expenses can be reduced when the company¶s recruitment and selection process  Good. Because of his efficiency the candidate may not require additional training for his better performance. 74 . pg. The need of the study is to offer new and improved measures and strategies of recruitment and selection process to IVRCL Infrastructure & Projects Limited. More work can be done at less cost. There will be job satisfaction which in turn reduces the employee turnover and enhances the productivity. This reduces the training expenses.  Employee turnover: Employee turnover can be reduced when the right candidates is selected and placed in the right position. This report is an attempt to delve into the area of ³Recruitment and Selection´ and offer strategies customized for IVRCL Infrastructure & Projects Limited. Data collection methods: Primary Data: The primary data is collected through the personal interview with the HR manager and the other employees of the HR circle. Observation is also made at the recruitments which were conducted at the time of the study. 75 .STEEL & POWER LIMITED METHODOLOGY . journals and books on the topic. A survey has been conducted on the perception of the employees on the recruitment and selection process of JSPL.corporate office. Secondary Data: The secondary data is collected through the reference of the magazines. Detailed report is made on the basis of records available in the company on the recruitment and selection of the employees. A study is conducted on Recruitment and Selection process of JSPL. Scope: ‡ Number of employees working in JSPL. The files of the company are also checked for further information. All the work levels are considered for the survey. pg. Sampling technique: The sampling technique used for the collection of information through the questionnaires is the simple random sampling. ‡ Location considered . Online) y Attending one of the Recruiting program to get an idea y Preparing questionnaire (employee¶s feedback manager¶s feedback) y Distributing the questionnaire and collecting the data from the employees and managers. 76 .STEEL & POWER LIMITED . Sample size: The sample size taken is 100 employees in the company. STRUCTURE OF THE STUDY y Planning of study y Gathering information by internal source ( Text Books .  To suggest improvements for enhancing the effectiveness of the recruiting program. pg.  To know about different strategies those are implementing in recruitment process. The present and future organizational strategies. y Analyzing the data based on the filled questionnaire¶s y Based on the analyzed data . prepare the charts y Extracting suggestions and conclusions based on the analyzed data OBJECTIVES OF THE STUDY  To study the recruitment and selection process  To Decrease the Cost of Recruitment by conducting Walk ± INS.  To know how the company attracts with multi-dimensional and experiences that suit.  To make efforts to follow the Recruitment Process. LIMITATIONS OF THE STUDY Time constraint: Since the project is for a limited duration more information could not be collected from the company. Secondary data: Since the data that has been considered for analysis and evaluation is secondary data.STEEL & POWER LIMITED . 77 . all the limitations that pertain to secondary data will be present. There is a possibility of biased information pg. Minimum 3 year residency period in current grade incase of graduates.STEEL & POWER LIMITED .com. PROMOTIONS Objectives . subject to him fulfilling the promotion criteria & based on his performance throughout the residency period including the review period he may be recommended by his assessor by filling up the promotion form. The execution should possess a minimum rating of 3 above during the assessment year & also during the residency period pg. engineers/ professionals & incase of others such as B. 78 .To identifies & develops the best talents & potential leaders of the company. minimum residency period will be 5-6 years. subject to in fulfilling the promotion criteria & based on his performance throughout the residency period including the period he may be recommended by his assessor by filling up the promotion justification from.-On completion of residency period by the executive. All the recommended executives will have to appear in MDG & only upto being recommended by the MDG panel & approved by the CEO/MD/PD the executive will be promoted to the next level subject to availability of the position & level in the approved organization chart. All employees being consider for promotion to M-07 & up to M-05 Will be promoted by the following process:On completion of residency period by the executive.Sc & B. Process-All employees being considered for promotion to M-11 (in the case Of NM¶S)/M-08 will be promoted by the following Process. Coverage The policy will be applicable for all employees in levels M-05 & M-11 and non management (NM) on the rolls of jspl ltd for that Appraisal period all employees on the rolls of company as on 30th September of that appraisal year & remains in service till 31st March of that appraisal year. After the discussion between the receiver &assessor the executive may be promoted to the next level subject to availability of the position & level in the approved organization chart. 79 . are available in the individual personal files along with other personal details of the individual. RECORDS The company includes the following records Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant pg. STATISTICAL ANNALYSIS An Analysis of the manpower requirements is prepared periodically based on the Following factor: Source of recruitment Resumes received and short-listed Interviews conducted Candidates selected Candidates joined FORMATS The Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT STAFF COMPARISION SHEET  SALARY PROPOSAL SHEET These Formats.STEEL & POWER LIMITED . which are confidential in nature. of assessment year & also during the residency period of assessment for being commended for promotion. when filled up. 80 .STEEL & POWER LIMITED . CANDIDATES WILLINGNESS TO JOIN THE COMPANY 0 Chart showing the wilingness to join the company Reputation of the Company Working Environment working Enviornment Salary Package 17% 23% 5% 28% 11% Job Prospect Location of the Company 16% Career Growth Opportunity Reputation of the Company Working Environment 17% Salary Package 28% Job Prospect 16% Location of the Company 11% Career Growth Opportunity 5% Working Environment 28% pg. STEEL & POWER LIMITED . Location of the company (which comprised 5% of the sample size) where majority of the employees are qualified with technical who in most of the cases dare to bother it pg. I can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively. From the chart it can be understood that most of the employees are inspired by the working environment of the company which resembles the personal traits of the Indians. 81 . Job prospect plays a minor role in the minds of a candidate who had already joined the company. pg. MOST RELIABLE TYPE OF INTERVIEW IS Chart showing the reliable Type of Interview is 7% 36% Behavioral Situational 36% Structurrd Stress 21% Chart Showing the Reliable Type of Interview is Behavioral 36% Situational 21% Structured 36% Stress 7% I tried to find out the most reliable type of interview according the employee.STEEL & POWER LIMITED . 82 . Corresponding to this data I have drawn a pie chart above In JSPL all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit. while 36% structured interview and only 7% favored stress interview. They expressed different view. According to the sample employees I found that behavioral interview is most reliable and this view was supported by 36% of the sample employees. Similar support was begged by the situational interview. The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects. Based on merit and requirement. all the candidates scoring cut-off marks will be called for written test. In case it is detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s). In case of a tie at cut-off marks. even after appointment. The Written Test papers will be objective type in nature and will be in Hindi & English. 83 . In case of a tie at cut-off marks. Example-based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). in order of merit on the basis of Written Test performance. If any of the above shortcomings is/are detected. the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. his/her candidature is liable to be rejected.STEEL & POWER LIMITED . his/her services are liable to be terminated without any know pg. all the candidates scoring cut-off marks will be called for interview. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview. Advertising helps to define exactly the need of the company. as there is a high correlation between advertisements with accurate and complete information and recruitment success     % ¡ 40% Advertisement Walk-ins Variable Search Firms pg. Corresponding to this data I have drawn a pie chart above: The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. 84 . philosophy and so on. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. Often the people you want to attract are not openly looking for a new job. so you need to think of ways to sell the attributes of the company. The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. to recruit people. BEST WAY TO RECRUIT PEOPLE Chart showing the Best wayto Recruit People is 20% 2 % The employees at BHEL expressed their varied views about the best way. and what separates it from its competitors. what makes it unique. values. according to them. its culture. It is worth making your advertisement effective and attractive. Others feel that recruiting people from search firms in a best way.STEEL & POWER LIMITED . Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. e.g. RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY Chart showing EmployeesSatisfied with the Response given by the Staff about Query 00 6% Yes No 94% My survey clearly concludes that response of the company to any query made by the employees was absolutely good since 94% of my survey favors to this. pg. 6% ratio of unsatisfied can also be further reduced if communication system is further improved Corresponding to this data. even than the answer must be given at a later stage after getting full information from the source available and the answer should not be kept in abeyance. 85 .STEEL & POWER LIMITED . I have drawn a pie chart I hereby submit my suggestion that every query by any employee should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available. In case of a tie at cut-off marks.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance).STEEL & POWER LIMITED . HOW CANDIDATES ARE RECRUITED IN THE COMPANY Chart showing Employees Recuitment Process 3% 6% 9% 8 % ¢ Written Exam Written Exam& Interview 6% Others written Exam. Eligible candidates will be invited for objective type written test at their own expense. 86 . GD& interview comprising only 6% and others comprising only 3%. But still some candidates are also chosen through written exam. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i. These µothers¶ include the reference of the existing employees within the organization itself. all the candidates scoring cut-off pg. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 36 employees.G D &Interview From the chart it is quite clear that the company adopts various processes for recruiting the right candidate. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: From the chart above it crystal clear that the candidates get exactly the same job as specified.STEEL & POWER LIMITED .33% of my sample study. JOB SPECIFICATION OF THE EMPLOYEES Chart showing Job Specification of the Responce of the Employees 00 3% yes no 97% Almost all the candidates got the specified jobs offered to them. Still some employees who comprised only 2. 87 . pg. The Written Test papers will be objective type in nature and will be in Hindi & English. So from the company¶s perspective it is a good sign for the overall growth & development. Marks will be called for written test. Manager is whole heartedly accepted to all the employees of the company. 30% says Very Good and 45% says the attitude of H. Manager is excellent.R Ma arer 0 13% 7% 30% Excellent The chart below depicts that most of the employees are doing service as per my survey of 20 employees. which ultimately will increase efficiency. & working of the employees resulting in better growth of the company.R. Manager. This will definitely boost the morale of the employees. 88 . MANAGER Char howi g wha Em loyee ee a out the Attitude of H.STEEL & POWER LIMITED .R. Moreover such behavior of H. Manager can become the ideal of their colleagues & subordinates. Most of the employees are satisfied with the attitude of H.  Very G  © ¤ ¨¥ ¦ § ¤ ¦ £ ¥¤ G d d pg. 13% says Good attitude.R. Corresponding to this data I have drawn a pie chart from the chart it is crystal clear that the attitude & working of H.R. Thus by every means company is profitable.R. THE ATTITUDE OF H. Advertisement in publications and recruitment booklets and information sheets for applicants was found to be the most frequently and the least frequently used method of managerial recruitment. 89 . Whenever the process of Recruitment is to be carried out.   1 %    J b Anal sis pg. while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in JSPL.STEEL & POWER LIMITED . the primary source of recruiting people is Managerial. However. Newspaper advertisement was found to be the most preferred technique. Corresponding to this data I have drawn a pie chart below: Chart showing the Primary Source of information for Recruiting People % 40% Managerial Testing Recruiters Themselves 0% THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE: According to the sample. Managerial source of Recruiting people should be heavily considered. Testing & Recruiters Themselves source are the second most favored source of Recruiting people.  Good Very Good Excellent   pg.s pplication Blank 0 10% % 3 % Chart Showing Opinion about BHEL Company's Application Blank Good10% Very Good35% Excellent 55% The above chart depicts that the Application Blank of the company was up to the marks as everyone has praised & liked it.STEEL & POWER LIMITED . OPINION ABOUT BHEL COMPANY µS APPLICATION BLANK Chart showing Opinion about JSPL Company. 90 . All the information and present status of the candidate is very thoroughly covered and it also acts as a ready rocker for the company. All the information is gathered and defines each and every thing very clearly about candidate who are applying for the job. Salary comparison is not justifies. 5. FINDINGS 1. Manpower is recruited from reliable source however efficiency does not recognize pg. The data banks are not properly maintained. 91 . Proper induction is not given to all the employees. The dead bio-data are never being destroyed. Manpower¶s are recruited from private placement consultancy. It causes manpower surplus which makes loss in the industry. 6. Recruitment procedure is not fully computerized 8. 10. 9. 2. 4. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval. It reserves to only a few levels.STEEL & POWER LIMITED . 3. 7. Salary fixation has a halo effect. Before recruitment cost benefit analysis is not done properly. Old employees are demoralized by getting less surely then new employee. unless it is in place of termination. who are demanding high amount of fees where as HRD Department is not fully utilized to recruit manpower by advertisement. Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes. at least Asst. 5. Each level of employee should be formally inducted and introduced to the Departmental Head. 2. talent. Salary comparison should be seriously done to retain the old employees. 92 . 7. Proper salary structure to be structured to attract people and make it tax effective. pg. External source should be given equal importance with internal source. 8. By which new brain will be inducted in the company with skill. Cost benefit analysis should be alone before creating a position or recruitment of manpower. If not all levels. RECOMMENDATION 1. Manager and above category of employees. 6. efficiency etc. The dead CVs should be destroyed. 9.STEEL & POWER LIMITED . Manpower planning should be followed before recruiting. 3. Fresh requisition requires approval and not replacement. 4. Prasad WEB SITES: www.M.mahalibrary.bhel.cither.jspl.STEEL & POWER LIMITED . Gupta.co.com www.com pg.B.hrmguide.www. 93 .in JSPL manual Principles and Practices of Management ± L.google.jindalinfo. Human Resource Management± by Gary Dessler www.com www.com.bhel. BIBLIOGRAPHY Principles and practice of Management ± by C .com www.com\ www.com www. 94 .STEEL & POWER LIMITED . Annexure Employees requisition form Application blank Call letter Evaluation form (Potential Assessment Instrument) Offer letter List of diagnostic tests Letter of appointment Joining Notification/Welcome letter Regret letter (Annexure 1) (Annexure 2) (Annexure 3) (Annexure 4) (Annexure 5) (Annexure 6) (Annexure 7) (Annexure 8) (Annexure 9) pg. Father¶s/Guardian¶s/Husband¶s Name_______________________________ Height ______________cms.: 0651-2521876. Position_______________ Reference_____________ (Please fill in details completely. Name Relationship A ge 1. 3. 4. Jindal Steel & Power Ltd Annexure-2 Ratu. Weights_________________Kgs. 2. Eyesight. pg.No. All information given will be treated as strictly confidential) Personal Data Name (in Block letter)____________________ _____________________ (Surname) (First name) Present Address________________________________________________ ____________________________Tel__________________ Permanent Address______________________________________________ _________________________Tel__________________ Date of Birth______________________ Marital Status: Married/Single Details of Dependents S. if any______________________________________ _____________________________________________________________.STEEL & POWER LIMITED . Ranchi -835222 . 5. Right___________ Left____________ Blood Group/Rh factors__________________ Physical Handicapped.2521921 Fax: 2521920. if corrected power used. New Delhi (INDIA) Tel. 95 . In case of emergency the person to be notified________________________ Address_________________________________________________________ ____________ Tel________________________ Education Name of school/ college/ university/ institute Period From / To Course (Degree/ Diploma) Branch of study Rank/ Grade/ Class Regular/ correspondence /part-time Particular of scholarships/ special. if any Membership of professional association/ institution Name Your status Duration From | To pg. Name of the Duration Nature of work/ establishments From | To Training Stipend. Merit awards/ any others specific academic achievements. Details of any apprenticeship/ professional trainings.STEEL & POWER LIMITED . 96 . STEEL & POWER LIMITED . Name and location of Employer Period (yr & month) From | To Designation/ position held Place of positioning Present employment Details Nature of Business______________________________________________ Annual Sales Turnover___________________________________________ Total number of employees: Management staff________________________ Unionized staff__________________________ (Briefly outline your principal account abilities and your reporting relationship through an organization chart indicate your position by a C*) Principal Accountabilities ________________________________________________________________ ________________________________________________________________ ______________________ Organization Chart Present Remuneration Details Per month | Per annum Please don¶t Fill this Heads column Basic HRA Conveyance Bonus pg. 97 . Work Experience Details of experience (starting with the present employment and working backwards). STEEL & POWER LIMITED Leave for Assistance Medical PF Gratuity Pension/ Super annuation Others General information Languages Known: Read .Name___________________________ Company____________________ pg. please state the company___________________________________ Post applied for________________________________________________ Date of interview_______________________________________________ Have you ever worked in this company/ sister concern before? Yes No If yes. 98 . please state the company____________________________________ Department_____________________ Designation________________ _____ Period________________________________________________________ Reasons for leaving_____________________________________________ Have your any relatives in the services of the company/ sister concern? If yes. please given details: 1. Write Speak Extra-curricular interests: Have you applied for a job in this company. sister concern prior to this application? Yes No If yes. 2. I hereby that all above information is true and complete. should be taken into account in considering your application. but are not related to you). 99 . What notice period do you require to give to your present employer? Have soon can you join? Any other information. Name__________________________ Company____________________ Division_______________________ Designation_____________________ Relationship_______________________ References (Please give the name and address of 2 persons whom you know well. Division_______________________ Designation_____________________ Relationship_______________________ 2. 1. which you think.STEEL & POWER LIMITED . Signature pg. Annexure 3 Date Call Letter Mr. JSPL (HR Head) pg. Dear Sir. Kindly make it convenient to call on us for an interview on__________ at (time) at the following address. You faithfully.STEEL & POWER LIMITED . Thanking you. Position of_________________ This reference to your application dated_______________ for the above position. duly completed. 100 . Please bring with you the enclosed application form. We would appreciate your confirmation. together with your certificates in original. You will be reimbursed_____________________ (air/ train fare) on production of ticket/ bills. STEEL & POWER LIMITED . Responsbility 6. -Monitoring and reviewing. -Openness and willingness to learn. -Co-operation. -Subordinate development. Communication 7. -Goal alignment. -Ability to learn. Planning and organizing -Planning ability. -Team building. -Interpersonal relations within and across the team. 2. Job Knowledge -Knowledge of basic concepts. -Application of knowledge. -Clarity in through (analytical abilities). Annexure 4 Potential Assessment Instrument Variables and Attributes 1. -Cost consciousness. 5. 101 . Team work -Expression of ideas. Learning and Analytical Ability 3. Quality of work -Quality standards/ attention to details. -Time management. 8. Leadership pg. -Awareness of latest trends and techniques. -Organizing ability. -Delegation. 4. -Contingency planning. Assertion 11. -Generates original ideas at work. Initative -Drive -Utilization of opportunities. 9. -Emotional reaction of crisis. Integrity pg. -Response to crisis. Innovation 13.STEEL & POWER LIMITED . Crisis action 14. 102 . Negatiation 15. Decision-making 10. 12. _______________ We have pleasure in offering you an appointment in our organization. to be presently located in_____________ as___________. pg. Also your appointment will be subject to your being found medically fit. Annexure 5 Date: Name: Complete Address: Letter of Offer Dear Mr./Mrs. CEO Note: Please sign and return the duplicate copy of this letter as a taken of your acceptance to our offer. We look forward to long association with you and take this opportunity to welcome you to our organization and wish you success and prosperity with us. With best regards.STEEL & POWER LIMITED . 103 . The date of your joining would be on or before the_______________ Your appointment is as per the terms and conditions discussed with you and a formal appointment letter will be issued to you when you join duty. Blood Blood Group TLC DLC Sugar 2.Grive Routine 3. pg.Chest X-Ray.C.G 4. Annexure 6 General Physical Examination (Handicap to be described) Investigation 1.STEEL & POWER LIMITED . medical fitness certifications also required from a registered medical practitioner on his letterhead.E. 104 . Apart from above investigation reports. 00 p. With reference to your application for employment and the subsequent you had with us. 5. : Rs0. Your salary and perquisite shall be as follows: 1.00 p. : Rs0._____________. Conveyance Allowance : Rs0.00 p.00 p. Personal Allowance 4. In addition you will be entitled for other benefits and perquisites or per the policy of the company applicable to you level/position.m. : Rs0. Annexure 7 Appointment Letter Date: To: Name and Address: Dear Mr. we are glad to offer you on appointment as________________ in our management staff cadre. 105 . Your initial positioning will beat our____________ office.m. Basic salary 2.m. House Rent Allowance 3.m./Mrs.m.STEEL & POWER LIMITED .00 p. pg. Leave Travel Allowance : Rs0. We take this opportunity to welcome you to our organization and hope that our association will be mutually beneficial. CEO Encl: Terms and Conditions of appointment. 106 . For SNL Bearings Ltd. It is clearly understood that you will work only for the company or our associate companies and will not take up any employment or any place of profit with any other organization without our sanitation in writing.STEEL & POWER LIMITED . pg. You will be covered under the rules and regulations applicable to the management staff of our company. Please confirm your acceptance of the appointment by signing the duplicate of this letter. Your Faithfully. Probation You will be on probation for a period of 6 months from the day you report for duty. During your probation. in the same or any other capacity as the management may in its sole discretion deem it necessary. Standard Terms and Conditions of Appointment Date: 1. The management if considered necessary may extend the period of probation. and on such transfer you will be governed by the rule and regulation of that factory/ office as the case may be. 2. subject to your performance being formed satisfactory and will be confirmed probationary period. your services can be terminated either side by giving 1 month¶s notice in writing or 1 month¶s salary in lieu thereof. Should you however. from 1 department to another from office to factory or factory to office.Transferability During your tenure of service. you will not be eligible for any leave. require any short emergency leave such an application would be considered on merit? pg. you may at any time be transferred to any other place of business of the company now existing or to be acquired in future. During the probation period. Your appointment will. 107 . to any of our branches or factories situated in India or Abroad any associate concerns in India or Abroad.STEEL & POWER LIMITED . The modalities of computation of the above leave would be as per company rules. In case of unsatisfactory performance. 5. Any tax liability arising out of the above salary/perks will be to your account. if your performance is not coming up to the Expected level. 3. 4. as may be the case. sick leave of 7 days and privilege leave of 21 days (in case of MG1).a.Leave You will be entitled of casual leave of 7 days. the employees¶ compensation will be reviewed and revised appropriately. your services can be terminated by giving you 3 months notice or payment or 3 months¶ salary in lieu thereof. The performance will be evaluated and reviewed from time to time. the compensation received by a responsibility held and the performance. respectively as the case may be.Salary Revision According to company¶s compensation policy.Notice period After your confirmation.STEEL & POWER LIMITED . pg. the management may at its sale discretion decide not to revise the salary or with hold the increment. Based on such reviews. 25 days of MG-2 &3 and 30 days for MG-4 and above p. 108 . Gratuity You will be entitled to the benefits of gratuity applicable to management staff in accordance with the Rules of the gratuity Fund/ gratuity act as the case may be and as may be in force from time to time. You will contribute 12% and the company will make an equal contribution to the fund.Provident fund You will be eligible to join the PF scheme as per rules applicable the crate. 109 . pg.STEEL & POWER LIMITED . 8. 7. Superannuation Fund The company will contribute 15% of the salary to the superannuation fund. You will the entitled to the benefits of the superannuation fund applicable to management staff in accordance with the rules of the fund as may be in force from time to time. 6. 9.Retirement You will be liable for retirement on attaining the age of 58 years. 10.STEEL & POWER LIMITED . 110 . (for this purpose please contact________ at our___________ office).Medical fitness Your medical examination will be arranged and this offer is subject to your being found medically fit. pg. I hereby accept the terms and conditions of my employment I wish to inform you that I will be joining duty on or before_______________. 111 . 11.STEEL & POWER LIMITED . The company reserves the rights to modify/ alter the terms and conditions of your appointments from time to time. your services are liable to immediate termination in addition to and without prejudice to any whatsoever right of act the company may have against you.General terms You will disclose and assign to the company forth with any discoveries/ invention made by you during the tenure of your employment with the company and such invention will be the sole property of the company. Your appointment and placement on the rolls of the company is on the basis of the information furnished by you and in the event of such information furnished by you being found materially in accurate or false. (Name) pg. (Date of joining)__________________. 112 .e. We welcome him/her in our organization and wish him successful career with us./Mrs.f.STEEL & POWER LIMITED . (HR Head/Centre Head) pg. He will be reporting to____________________________. Annexure 8 Joining Notification To: Date: It is pleasure to inform that Mr./Miss___________________ has joined us as (Designation)____________________ (Place)____________________ w. Position of_______________ This has reference to your application dated_____________ and the subsequent interview./Ms. Annexure 9 Regret Letter Mr. Date: Dear Sir. 113 . as your profile doesn¶t meet with our requirements. You had with us. JSPL (HR Head) pg. You¶re faithfully. With best wishes. We regret to inform you that we are unable to consider your candidate for the above position.STEEL & POWER LIMITED . We however thank you for the interest you have evinced in joining our organization. Questionnaire Secondary data ± Company manual.STEEL & POWER LIMITED . Magazine. Reference book. THE RESEARCH PROBLEM The topic Understudy was ³RECRUITMENT AND SELECTION PROCESS IN JSPL´ The sample size was 20 Primary data. Internet. 114 . pg. What is your opinion on the Recruitment & Selection process in JSPL? a) Excellent b) Good c) Average d) Bad 2. What information does the recruiter provide to attract the candidates? a) Job description b) Job specification c) Employee specification d) None 6. when applying at JSPL? a) Advertisement b) Walk-Ins c) Job Portals d) Campus Placement 4.STEEL & POWER LIMITED . Survey on Employee Perception on Recruitment and Selection Process of JSPL Name: Designation: Qualification. 115 . 1. What do you prefer to know before applying for the job? a) Job description b) Job specification pg. How long have you been working with IVRCL? a) 0-1 year b) 1-3 yrs c) 3-5 yrs 3. How did you come to know about the vacancy. Which of the following attracted you to apply for the job at JSPL? a) Decent Salary c) Job security b) Opportunity for growth d) Identification with the company 5. e) Alt the above 7. Are your academic studies related to the work you perform? a) Yes b) No 9. 116 . How do you describe the organization? a) Formal b) Semi-formal c) Informal 11. Would you recommend your formal colleagues or friends to join this organization? a) Yes b) No pg. Are you aware of the happenings of other departments of the company? a) Yes b) No 10. What do you think is the time gap between recruitment and selection process? a ) 1 week b) 2 weeks c) 3 weeks d) 1 month 8.STEEL & POWER LIMITED c) Job responsibilities d) Employee specification . How is your job description different from your role being played in the organization? a) Both are same b) Slightly different c) significantly different 12. STEEL & POWER LIMITED . How candidates are recruited in the company Written exam Written exam & Interview Written exam. Job specification of the response of the employee Yes/No pg. Best way to recruit people Advertisement Walk-ins Search firms 4. Questionnaire 1Candidate willingness to join the company Reputation of the company Salary Package Working Environment Job Prospect Location of the Company Career growth opportunity 2. Most reliable type of interview Behavioral Situational Stress 3. Response given by the staff about their query Agree/Disagree 5. G.D Interview 6. 117 . R Manager Good Very good Excellent 8. Opinion about JSPL Company¶s Application on Blank Good Very good Excellent pg. Attitude of H. 118 .STEEL & POWER LIMITED . The primary source of information for recruiting people should be Managerial Testing Recruiters themselves Job analysis 9. 7. In the absence of right man. So it always recruits manpower in a scientific manner. Now the personnel department of JSPL is in infancy stage. The business of JSPL is carried on in a very scientific manner. It strongly believes in manpower position of the organization because it knows in the absence of µM¶ for man all µMs¶ like money. material. CONCLUSION Studying the recruitment procedures of JSPL analyzing the respondent¶s answers. material. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. opinion survey and data analysis it came to conclusion that JSPL is a growing Company. machines. pg. methods and motivation are failure. Management understands the business game very well. It always tries to develop the human resources. At the time of difficulty it takes necessary action to solve the problem. 119 .STEEL & POWER LIMITED . In the saturation point of business it need not waste the time to diversify into the business. machines all things will not be properly utilized. money. It always try to modernize the department. /Mrs. He will be reporting to____________________________.STEEL & POWER LIMITED .f. 120 . We welcome him/her in our organization and wish him successful career with us./Miss___________________ has joined us as (Designation)____________________ (Place)____________________ w. (HR Head/Centre Head) pg. Annexure 8 Joining Notification To: Date: It is pleasure to inform that Mr. (Date of joining)__________________.e. With best wishes. Position of_______________ This has reference to your application dated_____________ and the subsequent interview. We however thank you for the interest you have evinced in joining our organization. Annexure 9 Regret Letter Mr. We regret to inform you that we are unable to consider your candidate for the above position. as your profile doesn’t meet with our requirements.STEEL & POWER LIMITED . You had with us./Ms. Date: Dear Sir. 121 . You’re faithfully. JSPL (HR Head) pg. Internet. 122 .STEEL & POWER LIMITED . Magazine.Questionnaire Secondary data – Company manual. THE RESEARCH PROBLEM The topic Understudy was “RECRUITMENT AND SELECTION PROCESS IN JSPL” The sample size was 20 Primary data. pg. Reference book. How did you come to know about the vacancy. 123 . Which of the following attracted you to apply for the job at JSPL? a) Decent Salary c) Job security b) Opportunity for growth d) Identification with the company pg. 1. Survey on Employee Perception on Recruitment and Selection Process of JSPL Name: Designation: Qualification. How long have you been working with IVRCL? a) 0-1 year b) 1-3 yrs c) 3-5 yrs 3. What is your opinion on the Recruitment & Selection process in JSPL? a) Excellent b) Good c) Average d) Bad 2. when applying at JSPL? a) Advertisement b) Walk-Ins c) Job Portals d) Campus Placement 4.STEEL & POWER LIMITED . How do you describe the organization? a) Formal b) Semi-formal c) Informal 11. What information does the recruiter provide to attract the candidates? a) Job description b) Job specification c) Employee specification d) None 6. Are your academic studies related to the work you perform? a) Yes b) No 9. 7. Are you aware of the happenings of other departments of the company? a) Yes b) No 10. 124 . What do you think is the time gap between recruitment and selection process? a ) 1 week b) 2 weeks c) 3 weeks d) 1 month 8. What do you prefer to know before applying for the job? a) Job description c) Job responsibilities b) Job specification d) Employee specification e) Alt the above .STEEL & POWER LIMITED 5. How is your job description different from your role being played in the organization? pg. Would you recommend your formal colleagues or friends to join this organization? a) Yes b) No Questionnaire 1Candidate willingness to join the company Reputation of the company Salary Package Working Environment Job Prospect Location of the Company Career growth opportunity 2. 125 . Best way to recruit people Advertisement pg. b) Slightly different c) significantly different 12.STEEL & POWER LIMITED a) Both are same . Most reliable type of interview Behavioral Situational Stress 3. Job specification of the response of the employee Yes/No 7. G. Attitude of H. Response given by the staff about their query Agree/Disagree 5. 4. How candidates are recruited in the company Written exam Written exam & Interview Written exam. The primary source of information for recruiting people should be Managerial Testing Recruiters themselves Job analysis 9.STEEL & POWER LIMITED Walk-ins Search firms .R Manager Good Very good Excellent 8. 126 .D Interview 6. Opinion about JSPL Company’s Application on Blank Good Very good Excellent pg. Management understands pg. CONCLUSION Studying the recruitment procedures of JSPL analyzing the respondent’s answers. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently.STEEL & POWER LIMITED . In the saturation point of business it need not waste the time to diversify into the business. The business of JSPL is carried on in a very scientific manner. opinion survey and data analysis it came to conclusion that JSPL is a growing Company. 127 . It always tries to develop the human resources. machines all things will not be properly utilized. So it always recruits manpower in a scientific manner. to solve the problem. pg.STEEL & POWER LIMITED the business game very well. Now the personnel department of JSPL is in infancy stage. material. It always try to modernize the department. money. At the time of difficulty it takes necessary action . It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money. material. 128 . machines. In the absence of right man. methods and motivation are failure.