Summer Training Report

STEEL & POWER LIMITED
RESEARCH PROJECT REPORT

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0N
RECRUITMENT & 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
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CERTIFICATE
This is to certify that SHIKHA SHARMA a regular student of MBA has undergone training in JINDAL STEEL&POWER LTD on the topic RECRUITMENT& 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)
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DECLARATION
ISHIKHA SHARMA--do declare that the research report entitled RECRUITMENT AND SELECTION POLICY being submitted to the DIHE for the fulfillment of the requirement of degree of MBA is my own endeavor. It has not been submitted earlier to any other institution / university for any degree.
Place: New Delhi Date: 5th -07-2011
SHIKHA SHARMA (Name of students)
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ACKNOWLEDGEMENT
I would like to extend my heartfelt gratitude to all those who have contributed towards the successful completion of my project. Foremost among them is my projects guide Mr. Sarat Kishore Panda (Human Resource Manager of JSPL) I would be failing in my duty, 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. His responses and interaction have formed the basis of this project and I would not be able to complete my project without his support.
I would even like to Thank Mr. Priya Ranjan(AGM) HR Manager, for his guidance and continuous help, whenever required. I would be drifting like a rudderless ship but for sirs timely guidance and support throughout the duration of the project, I was able to complete the 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 cooperation during the project. They too have contributed in no mean amount towards the success of my endeavors.
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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. 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. Profitability of the Organization depends on its utilization. If their utilization is done properly Organization will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. This information is obtained through Job Analysis, Job Descriptions, and Job Specifications. JSPL procure manpower in a very scientific manner. It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful.
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PREFACE
With immense pleasure and deep sense of sincerity, I have completed my Industrial training. It is an essential requirement for each and every student to have some practical exposure towards real world situations. A systematized practical experience to inculcate self confidence in a student so that they can mentally prepare themselves for this competitive environment. The purpose of training is:
1. Developing intellectual ability of student 2. Bring confidence 3. Developing skills 4. Modify Attitude
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TABLE OF CONTENT
1. INTRODUCTION OF THE ORGANIZATION Group History JSPL Mission JSPL Vision Jindal Philosophy & Groups Jindal Construction Major Competitors Network
2. INTRODUCTION OF THE TOPIC 3. METHODOLOGY

Need Structure of the Study Objectives of the Study Limitations of the Study
4. RECRUITMENT & SELECTION PROCESS AT JSPL
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HR Philosophy of Jindal Steel & power Ltd Source of Recruitment Process of Selection Promotion
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5. FINDINGS AND ANALYSIS 6. CONCULSION& RECONMDATOIN 7. BIBLEOGRAPHY 8. ANNEXURE 9. QUESTIONNAIRE
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I. INTRODUCTION TO THE ORGANISATION

Strong leadership forms the nucleus of JSPL and drives all its endeavors. Hailing from diverse backgrounds, armed with vast experience and knowledge, the companys core team takes strategic decisions, focusing on the development of the organization, people and the nation as a whole.
Smt. Savitri Jindal Chairperson
Mr. Naveen Jindal Executive Vice Chairman & Managing Director
Mr. Ratan Jindal Director
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Mr. Vikrant Gujral Mr. Anand Goel Mr. Sushil Maroo Group Vice Joint Managing Director Chairman & Head Director Corporate Global Venture Affairs
Mr. A. K. Mukherji Whole time Director
Mr. S. Ananthakrishnan Nominee Director,.
Mr. R. V. Shahi Director, Independent
Mr. Arun K. Purwar Director, Independent
JSPL- TAKNG INDIA AHEAD

Jindal steel and power is a part of the Jindal group, founded by O.P.jindal (1930-2005). In 1969, he started pipe unit Jindal India limited, one of the earlier incarnations of his business empire. JSPL is a leading player in steel power, mining oil and gas and infrastructure. The company operates in sectors straddling across Asia, Africa, America and Geogia. Mr. Naveen Jindal , the youngest son of the Legendary late Shri O.P. Jindal drives JSPL and its group
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companies Jindal power ltd . , Jindal petroleum ltd., Jindal steel Bolivia. The products manufactured by this company are. : H-Beams , Rails , Coils , Plates , wire rods , sponge iron , mild steel slabs , slabs Ferro chrome , iron-ore . The company is also involved in power generation. Jindal Steel and power limited is the most valuable private steel producer in India, with an annual turnover of over US $ 2.1 billion (10,000 corers) The number of employees involved in this company is 7001. 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. It has not only diversified into power generation but also
into petroleum, infrastructure, diamond, and high value metals and mineral exploration.
EXPANSION PLANS:-
y RaigarhA M.O.U has been signed between JSPL and the government of Chhattisgarh for setting up an additional 7.0 MTPA steel plant in phases and a 1600 Mw power plant with an investment of over Rs. 26,000 corers.
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y Jharkhand. An million ton integrated steel plant and 2600 Mw captive plant in phases, with a total investment of Rs. 30,000 corers. y OrissaA 12.5 million ton integrated steel plant and 2600 Mw captive power plant in phases with a total investment of Rs. 40,000 corers. y BoliviaJSPL plans to invest Rs 10,500 corers in Bolivia , South America in coming years for mining and setting America in coming years for mining and setting up of an integrated 1.7 MT steel plant, 450MW power plant 6 MT sponge iron and 10 MT ore pellet plant.
In terms of tonnage, it is the third largest steel producer in India. 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.S.R policy
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VISION
To create a competitive advantage for all stakeholders through effective people management.
MISSION
The Company embraces certain core values in order to function ethically, effectively and prosper further:
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y
y y y
Respect for Individual: Recognize each individuals contribution in the growth and development of the Company. Treat all Jindalites with respect . and dignity. Integrity: Conduct all business dealings along transparent lines. Meritocracy: Foster an environment of excellence in performance. Dynamic Thinking: Demonstrate a winners attitude, with a clear focus to deliver sustained values for all stakeholders. Creativity & Innovation: Encourage creative experimentation, 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.
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Mr. Naveen Jindal, a Member of Parliament, Executive Vice Chairman and Managing Director of Jindal Steel and Power Ltd (JSPL), and a sports enthusiast, is the youngest son of Late Sh. O.P. Jindal, the steel visionary and Minister of Power in the government of Haryana. At a very young age, Mr. Naveen Jindal has transformed JSPL, a moderately performing company in the steel sector, into a world class company, the highest wealth creator in the country. After consolidating its position as a leading player in the steel, power, mining and infrastructure sectors, JSPL has recently diversified into the oil & gas sector. Mr. Jindal is a management graduate from the University of Texas at Dallas, USA. Mr. Naveen Jindal is not only a successful entrepreneur but also a caring politician and an effective parliamentarian. He represents Haryana states Kurukshetra constituency in parliament. He started active participation in politics during his college days. He was the President of the Student Government and recipient of the Student Leader of the Year Award - the honour for a student at the University of Texas at Dallas. Weeding out corruption, stabilizing the population, aiming for a hunger free society, promotion of sports at all levels, promoting a clean environment and providing health and educational facilities in his constituency are on top of his political agenda. His ideology is to incorporate the best practices of business management into politics. Mr. Jindal single-handedly took up the cause of restoring in Indians a national pride, choosing the Trico lour as his symbol. As a result of his decade long crusade, the Honble Supreme Court of India, in a historic judgment on 23rd January 2004 held that the right to fly the National Flag freely, with respect and dignity is a Fundamental Right of Every Indian Citizen. Shri Jindals 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.
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Taking it forward, he campaigned and in Feb 2010 got the Rules Committee of Indian Parliament through Honble Speaker to allow the members of Parliament to display the National Flag as a lapel pin while seated in the House. Mr. Jindal is a national record holder in skeet shooting and an accomplished Polo player. Currently, he is taking a lot of interest in promoting hockey, the national game of India.
Jindal Steel & Power Ltd.- 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. 11,000 Cr. JSPL operates in a promising mix of two business segments- Power & Steel. It is a leading player in the Steel Industry. The company produces economical and efficient steel and power through backward integration from its own captive coal and iron-ore mines. 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. JSPL sells power on merchant basis, which commands higher realizations than other power generation companies that are subject to regulated tariffs. The company serves both domestic as well as international markets. It is also entering into niche valueadded segment such as rounds, billets, blooms and slabs
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JSPL has performed very well over the last ten years. The company has clocked an impressive CAGR of 36.5% for its Net Sales, showing an increasing demand for its products The companys operating margins have improved over the 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. In fact, Jindals margins at an average of 38%, have been much better than its peers like SAIL, JSW etc. This advantage has helped the company register robust EPS growth rates
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JINDAL CONSTRUCTIONS
RAILS Giving impetus to the significant rail sector, JSPL has pioneered the manufacturing of 121 meter long track rails in the Indian sub-continent. The worlds longest track rails are a testimony of JSPLs manufacturing capabilities where continuous innovation is a practice rather than an exception. What differentiates JSPLs 121 m long rails from the others is that there is a drastic reduction in the welded joints, providing enhanced safety, cost reduction and travel comfort. Our products are subjected to stringent quality norms and can, therefore, match all international standards. JSPL rails are rolled in different sections ranging from IRS-52, UIC 54, 60 and IRS T-12/2009 conforming to Indian Railways as well as various other international specifications. 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. Beside our internal quality assurance mechanism, we also ensure that a comprehensive third-party inspection is conducted before the final dispatch of the products to the customers. 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. The Plant is equipped with state-of-the-art facilities that would aid continuous on-line inspection and quality control, helping to adhere to specifications laid down by the Indian Railways and international bodies.
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BEAMS
JSPL pioneered the production of medium and large size Hot Rolled Parallel Flange Beams and Column Sections (H-Beams) in India. The beams are costeffective and provide design flexibility. Produced as per Indian & International standards, these sections are superior in terms of strength, efficiency, higher axial and bending load bearing capacity, workability and economy vis--vis outdated tapered flange beams. They are extensively used in construction of multi-storied buildings, bridges, utility buildings, car parking lots, industrial sheds and structures, material handling systems, railways, ports /harbors and airports. JSPL collaborated with JFE Engineering Corporation, Japan (formerly known as NKK Corp.), to introduce this innovative product in India. JSPL leads technical innovation and advancement by offering H-Beams that are unmatched in quality, performance and cost effectiveness. Manufactured through the Universal Rolling method, these beams have standard nominal depth, with different flange and web thicknesses. This helps customers to choose from more options in terms of unit weights and sectional properties. In fact, JSPL's beams are the most sought after by structural engineers, architects and construction companies globally. JSPL has a state-of-the-art, integrated manufacturing plant at Raigarh, Chhattisgarh, where H-beam sections up to 900 mm are manufactured on a regular basis. Equipped with modern machinery, the plant boasts of world-class production facilities with efficient product rollouts. The H-beam plant machinery includes: reheating furnace, primary & secondary de-scaler,
universal tandem mill, cooling beds, straightening machines, testing and finishing facilities including online ultrasonic and eddy current testing facilities for rails.
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PLEATS & COILS
JSPL is equipped with India's first 'one of a kind' state-of-the-art plate mill that produces plates and coils of 3.5 and 3 meters width, respectively, for the first time in the private sector. 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 - 3000 mm. The products are of premium quality, owing to its sound steel refining properties. The total production capacity of the plant is 1 MTPA. JSPL adheres to stringent international standards and the steel grades are manufactured under various specifications like EN, DNV, BS, ASTM, JIS, LRS, ABS, etc. Initiating production in Jan 2007, the plate mill acquired ISO 9001:2000 and ISO 14001:2004 certifications. It has been awarded CE, ADW-2000, LRS, ABS, & DNV certifications already. GL & NK certification is also under process for servicing the requirements of the shipbuilding industry. 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. Steel refining and rolling processes adopted by the company are considered exclusive type of reheating furnace. The slabs are re- 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. To ensure excellent surface quality, high pressure de-scalars are provided at the entry and exit points. An auto level 2 widths and thickness controlling system coupled with heavy leveler assures close dimensional tolerances and an increased level of flatness control. Right from the slab charging, plate production to the conclusive stage fully equipped inspection facilities are in place.
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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 0.75 million tons per annum capacity Rail & Universal Beam Mill and 1.0 million tons per annum capacity Plate & Stackle Mill. Semi-finished steel production (casting) facilities at JSPL
y
Four strand Bloom-cum-Beam Blank-cum- Round caster (1 MTPA capacity), one of its kind in India. It can cast beam blanks in size 480x420x120 mm, 355x280x90mm for rolling of structural sections, blooms in sizes 285x3950 mm, 280x320 mm, or 285x390 mm for rolling of structural sections and rails and rounds in die 140, 160, 200, 220, 255, 280, 305 & 355 mm diameter for production of seamless pipes. While cast beam, blanks and blooms are for both captive use and sale, cast rounds are produced for sale. Six strand billet-cum-round caster (0.75 MTPA capacity.) It can cast billets in sizes 130mmx130mm, 150x150 mm and 200X200 mm for rolling of structural products or rounds in die 140, 160, 180 and 200 mm for production of seamless pipes, all for sale. Single strand Slab caster (1 MTPA capacity.) It can cast slabs in thickness of 215, 250, and 280 mm & in widths ranging from 1500 mm to 2600 mm, for captive use in JSPL's plate mill or for commercial sale.
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.
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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, JSPL now offers Wire Rods from its first unit of 6 Million Tone Steel Plant at Patratu, Jharkhand. 0.6 MTPA Wire Rod mill plant at Patratu is equipped with latest technology from Morgan, USA. This mill is equipped with advanced rolling equipment such as Reducing & Sizing Mill (RSM), high speed shear, pinch rolls and laying heads along with controlled temperature rolling and controlled cooling to meet the processing requirements of various grades of steel. 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. Wire Rods from JSPL come with a promise of consistent quality and high dimensional accuracy. Quality Wire Rod mill at Patratu produces Low carbon, Medium carbon, High carbon and other special grades that include Cold Heading Quality (CHQ), electrode quality, high carbon wire rods for spring steel, spoke wire, pre-stressed concrete, tyre bead & ACSR etc. In order to contribute significantly to India's growing need for power we started power generation over a decade back. In the beginning it was a captive power facility using waste heat from the rotary kiln boilers and the coal rejects of the washery. Over the years however, Jindal Steel and Power Ltd (JSPL) and its subsidiary Jindal Power Ltd. (JPL) have come up in a big way and are producing about 1400 MW power through both captive and commercial facilities.
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MAJOR COMPETITORS
SAIL TISCO ESSAR JISCO SAW PIPES UTTAM STEEL LTD. ISPAT INDUSTRIES LTD. MUKAND LTD. MAHINDRA UJINE STEEL CO.LTD TATA STEEL LTD. USHA ISPAT LTD. KAIYANI STEEL LTD. ELECTRO STEEL CASTING LTD.
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NETWORK
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INTRODUCTION OF TOPIC
RECRUITMENT
According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. 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. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES 1. PLANNED: The needs arising from changes in organization and retirement policy. 2. ANTICIPATED: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. 3. UNEXPECTED: Resignation, deaths, accidents, and illness give rise to unexpected needs.
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DEFINITIONS
According to DALE S. BEACH Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can depend upon when it needs additional employees.
According to the EDWIN B. FLIPPO Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
According to DALE MODER
Selection is the process in which
candidates for employment are divided into two classesthose who are to be offered employment and those who are not.
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MEANING OF RECRUITMENT AND SELECTION

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employees and the job seekers. A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, 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. The main objective of the recruitment process is to expedite the selection process.
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. Usually, the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipated vacancy.
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PURPOSES AND IMPORTANCE

y Attract and encourage more and more candidates to apply in the organization. y Create a talent pool of candidates to enable the selection of best candidates for the organization. y Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. y Recruitment is the process which links the employers with the employees. y Increase the pool of job candidates at minimum cost. y Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. y Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. y Meet the organizations legal and social obligations regarding the composition of its workforce. y Begin identifying and preparing potential job applicants who will be appropriate candidates. y Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. y Increase organizational and individual effectiveness in the short term and
long term.
y Increase the success rate of the selection process by reducing the number
of visibly under qualified or overqualified job applicants.
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OBJECTIVES OF RECRUITMENT:
To attract people with multi-dimensional skills and experience that suits the present and future organizational skills. To induct outsiders with a new perspective to lead the company. To induce fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the company. To search or head hunt people whose skills fit the companys values. To devise methodologies for assessing psychological traits. To seek out non-conventional development grounds of talent, To search for talent globally and no just within the company. To design entry pay that competent on quality but not quantum. To anticipate and find people for positions that does not exist yet.
Sub-systems of Recruitment:
The recruitment consists of the following sub-functions 1. Finding out and developing the sources where the required number and kind of employees will be available. 2. Developing suitable technique to attract the desirable candidates employing the techniques to attract candidates. 3. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required. 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. Recruitment is positive as it aims increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which
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process the unsuitable are automatically eliminated. Though, the function of recruitment seems to be easy, a number of factors make performance of . recruitment a complex one.
2.5 RECRUITMENT PROCESS

Recruitment planning Estimated no. of Contacts need. Job specifications.
Recruitment philosophy Internal vs. External job filling Job vs. Career orientation St-term vs. long-term orientation
Recruitment strategy development choosing reqd. 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. of jobs filled? Jobs filled in timely fashion? Cost per job filled?
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A general recruitment process involves Identifying vacancies, prepare job

. description and person specification, advertising, managing the response, short-
listing, arranging interviews, conducting interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested. Interviews are an important and a crucial part of recruitment process. The person taking the interview of the candidate has to be well prepared in advance. Concerns like the location of the interview, the time table, the structure of the question strategy, style of taking the interview needs to be decided beforehand so that nothing is left ambiguous in. A general recruitment process may include a written test to judge particular skills of a candidate. In this case, the test should be prepared carefully, not deviating from the subject. A lot can be judged about the candidate from his CV. A proper presentation of his CV in an organized and refined manner speaks a lot about the individual. His mindset and attitude can be judged according to his CV. There are a few things that need to be kept in mind during the recruitment process. Until the final decision about a certain candidate is taken, it is important to keep in regular touch with the candidate. The decision making process should not take very long to avoid the candidate from taking up some other opportunity. A candidate should be duly informed once the decision is taken. He should be told the complete process of his appointment clearly with details of all the documents that he needs to submit. A record file should be maintained of the candidate for any future reference. The recruitment process must be robust and justifiable and should stand up to external scrutiny. Only a good recruitment agency with good understanding can perform the same with a good understanding.
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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
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INTERNAL RECRUITMENT: Present Employee: Promotions and transfers from among the present employees can be a good source of recruitment. Promotion to higher positions has several advantages. They are 1) it is good public relations 2) it builds morale; 3) It encourages competent individuals who are ambitious; 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. Promotion also results in inbreeding which is not good for the organization.
Promotion, to be effective, requires using job posting, personal records and skill banks. Job posting means notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records are also useful to effect promotions. Examining personal records may help discover employee who are below their educational qualifications or skill levels. Employee referrals: This can be good source of internal recruitment. Employees can develop good prospectus for their families and friends by acquainting them with the advantages of a job with the company. When employees recommend successful referrals, they are paid monetary incentives which are called finders fees.
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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. Sometime, people who have left the company for some reason or the other are willing to come back and work. An advantage of this source is that the performance of these people is already known. Previous applicants: Although not truly internal sources, those who have previously applied for jobs can be contracted by mail, a quick and inexpensive way to fill an unexpected opening
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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 members 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 advertisers 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 applicants 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
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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.
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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.
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The internal factors include the companys pay package including salary, fringe benefits and incentives, quality of work life, organizational culture, career planning and growth opportunities, size of the company, companys product/services geographical spread of the companys operations viz., local, national or global, companys growth rate, Role of Trade Unions and cost of recruitment.
FACTORS AFFECTING RECRUITMENT
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Function of Recruitment
Performing the function of recruitment, increasing the ratio is not as a easy as it seems to be. This is because of the hurdles created by the internal factors and external factors which influence an organization. The first activity of recruitment i.e. searching for prospective employees is affected by many factors like 1. Organizations policy regarding filling up of certain percentage vacancies by internal candidates. 2. Local candidates 3. Influence of trade unions 4. Government regulations regarding reservations of certain number of vacancies to candidates based on community/region/caste/sex; 5. Influence of recommendations, nepotism etc. As such, 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.
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. FACTORS AFFECTED BY RECRUITMENT:
It is also affected by internal factors like 1. Working conditions and 2. promotional opportunities 3. salary levels, type and extent of benefits; 4. other personnel policies and practices; 5. image of the organization 6. Ability and skill of the management to stimulate the candidates.
It is also affected by external factors like: 1. Personnel policies and practices of various organizations regarding working conditions, salary, benefits, promotional opportunities, employee relations 2. Career opportunities in other organizations; 3. Government regulations.
pg. 43
SELECTION
In human resource planning we identified our personnel needs. Once these needs were established a job analysis was conducted, which clarified the characteristics of jobs being done and the individual qualities necessary to do these jobs successfully. This information was then used to recruit a pool of qualified applicants. We must now begin the process of thinning this set, which is one of the major objectives of selection. 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. The selection procedure cannot be effective until and unless:
1. Requirements of the job to be filled, have been clearly specified (Job Analysis) 2. Employee specifications have been dearly specified. 3. Candidates for screening have been attracted. Thus, the development of job analysis, human resource planning and Recruitment is necessary prerequisites to the selection process.
Objectives of Selection: Selection has two main objectives: 1. To predict which job applicants would be successful if hired 2. To inform and sell the candidate on the job and the organization.
pg. 44
SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. In practice, the process differs among organizations and between two different jobs within the Internal Environment same company. Selection procedure for senior managers will long-drawn and rigorous ,but it in simple and short while hiring shop-floor workers. 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
Preliminary Interview:
The applications received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants. This is usually followed by a preliminary interview the purpose of which is more or less the same as Scrutiny of applicants, that is, elimination of unqualified applications. Scrutiny enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms.
Selection Tests:
Job seekers who pass the screening and the preliminary interview are called for tests. Different types of test mat be administered, depending on the job ad the company. Ability tests or Achievement tests assist in determining how well an individual can perform tasks related to the job. Aptitude tests help determining a persons potential to learn in a given area. Personality tests are given to measure a prospective employees motivation to function in a particular environment. Interest tests are used to measure an individuals activity preferences. These tests are particularly useful for students considering many careers or employees deciding upon career changes. Graphology test is a test that seeks to predict success or failure through ones handwriting. It s vastly used in the U.S but is yet to make its presence felt in India. Medical test reveal physical fitness of a candidate.
pg. 46
Employment Interview:
An interview is conducted at the beginning of the selection process. Interview is a formal, in-depth conversation conducted to evaluate the applicants acceptability. It is considered to be an excellent selection device. Interview can be adapted to unskilled, skilled, managerial and professional employees. It allows a two-way exchange of information, the interviewers learn about the applicant, and the applicant learns about the employer. The employment interview can be 1) One-to-one 2) Sequential 3) Panel In the one-to-one interview, there are only two participants- the interviewer and the interviewee. The sequential interview takes the one-to-one a step further and involves a series of interviews, usually utilizing the strength and knowledge-base of each interview can ask questions in relation to subject area of each candidate. The panel interview consists of two or more interviewers and the figure may go up to as many. It is less intimate and more formal than the one-to-one, but if handled and organized well, it can provide a wealth of information.
Reference and Background Checks Many employers request names, addresses, and telephone numbers or references for the purpose of verifying information and, perhaps, gaining additional background information on an applicant.
pg. 47
Selection Decision:
If a candidate successfully overcomes all the obstacles or tests given above he would be declared selected. An appointment letter will be given to him/her mentioning the terms of employment, pay scales, post on which selected etc. 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.
Physical Examination:
Candidates who have crossed the above hurdles are required to go for the medical examination. This is very important because a person of poor health cannot work completely and the investment in him may go waste. So it is essential.
Job offer:
Job offer is made through letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. The appointment must be given a reasonable time for reporting. It is necessary when he or she is already employment, in which case the appointee is required to obtain a relieving certificate from the previous employer.
Contracts of Employment:
After job offer has been made and the candidates accept the offer, certain documents need to be executed by the employer and the candidate. One document is the Attestation form. This form contains certain vital details about the candidate which are authenticated and attested. It is valid for future reference.
pg. 48
Multi-dimensional testing:
However, the need for multi-skills is being felt be most of the companies consequent upon globalization, competitiveness and the consequent customercentered strategies. Organization have to develop multi-dimensional testing in order to find out whether the candidates possess a variety of skills or not, candidates ability to integrate the multi-skills and potentiality to apply the\m based on situational and functional requirement.
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. Thus, it is said that recruitment tends to be positive while selection tends to be somewhat negative.
pg. 49
A number of factors affect the selection decisions of candidates. 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, who are eminently suitable for the job, may fall as successful employees due to varying organizational and social environment. Hence, candidates' specifications must match with not only job specifications but also with organizational and social environment requirements. c) Successive hurdles: In this method hurdles are created at every stage of selection process. Therefore, applicants must successfully pass every screen ing device in case of successive hurdles.
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. Each step in the process seeks to expand the organizations knowledge about the applicants background, abilities & motivation increases the information from which decision makers will make their predictions and final choice.
pg. 50
RECRUITMENT IS DISTINCT FROM EMPLOYMENT AND SELECTION
Once the required number and kind of human are determined, 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 recruitment for employment. These two are not one and the same recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These two terms are not one and the same either.
Technically speaking the function of recruitment precedes the selection function and it includes only findings, 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.
pg. 51
RECRUITMENT PROCESS
Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
1. Identify vacancy 2. Prepare job description and person specification 3. Using sources for the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making
pg. 52
1) Identifying the vacancy: The recruitment process begins with the

human resource department receiving requisitions for recruitment from any department of the company. These contain:
y Post to be filled. 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.
4) Managing the response 5) Short listing: Short listing and identifying the prospective employees with
required characteristics.
6) Arranging interviews: Arranging the interviews with the selected

candidates.
7) Conducting interview and decision making
pg. 53
RECRUITMENT & SELECTION PROCESS

Kick of Meeting
Manpower Requisition
Review & Process Initiation Sources Of Recruitment
Transfer (s) (Inter Dept. / Division/ Region)
Resume Sourcing
Resume Screening
Data Bank Employee Referrals Placement Agencies Advt. 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
SOURCES OF RECRUITMENT
pg. 55
. 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. Recruitment is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is done when any department in the organization requires the person or a candidate for a specific job. At Jindal Steel and Power Ltd., 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, if it identifies the vacancy, it is conveyed to the HOD of the particular department where, the HOD designs the job description and then, it is further sent to the HR department so as to find the right person for the required job. The HR department, according to the Job Description selects the required resumes which they get through the advertisements, through web sites like Naukri.com etc, consultants, employee referrals, peers, head hunting etc. After collecting the resumes all the resumes are scrutinized by the HR department on the basis of the Job Description. After scrutinizing, 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. The interview stage consists of multiple rounds of interviews/discussions with the interview panel consisting of senior members of the concerned Department, a psycho-analyst as well as members of the HR Team. These interview rounds assess the candidates on the basis of the following parameters
pg. 56
y Candidates Personality on the basis of his/her o Appearance, poise, confidence, dress & manners o Emotional stability, level headedness o Apparent health o Candidates basic etiquettes y Candidates Functional Competency on the basis of his/her o Job Knowledge/Technical Competence o Academic Achievement o Career Progression o Growth Potential y Candidates Communication skills on the basis of his/her conversational ability and clarity/thoroughness y Candidates Leadership skills on the basis of his/her o Interpersonal relations/Empathy/Warmth o Energy/Drive, Initiative o Decision Making, Analytical Ability The interview panel then shortlists/rejects/selects candidates on the basis of these interview rounds. 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, 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. 57
y Credentials Check y Criminal Check y Certificate Check
JSPL often hires different agencies for the various above mentioned checks. These checks are important to make sure the honesty and genuineness of the candidate. 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. 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, websites followed by All India Written Test GET
Campus Recruitment After being intimidated by the concerned department(s) which is demanding new employees, members of the HR team along with senior members of the concerned department visit the appropriate campuses to recruit and select fresh employees. The JSPL team gives a presentation to the interested students as a recruitment method. 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, a psycho-analyst, members of the HR team)
pg. 58
Shortlisted candidates are put on hold until .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. y They invite application internally through notice/circulars for all such vacancies and are put up on the notice board and intranet. y The candidates fulfilling the requirements apply against the internal notification to the HR department through their supervisors or HOD.
Other Sources:
Other sources can be adopted if suitable candidate are not available internally. 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, management would consider the case only after the consent of the concerned sister Company. Employee near relation: Their cases will be considered as per policy of Employment of relatives/close personal Acquaintance policy. Employment of Ex-employees: their cases will be considered as per policy of Employment of Ex-Employee
pg. 59
JSPL ALL INDIA GRADUATE ENGINEER TRAINEE RECRUITMENT 2010 We congratulate all the selected candidates who have come out successful through our selection procedure. 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. Tentatively it shall be in July 2010 for the fresh graduates. For any further queries, please feel free to mail us at get2010@jindalsteel.com The Human Resource department will endeavors to provide on an average 4-5 days of training per employee on an annual basis. The training program is organized/conducted based on training needs identified. The participants are nominated for both in-house and external training including overseas training programs. The responsibility of functional as well as behavioral/management training rests with the HR department concerned, 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. 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, Jindal Lead Management Group (JLMG) has been introduced in our Company.
pg. 60
CAREER GROWTH PLAN

.
The career path defined typically for JLMG recruits indicates a persons promotion to reach the level of AVP on completion of 10 years subject to his performance. Post achieving the level of AVP, ones further growth is based on his/her performance. 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. Mentoring goes beyond the normal bosssubordinate relationship as it also involves sharing of professional skills, expertise and experience with the mentee. In order to derive the best out of this relationship, the mentor has to provide a congenial atmosphere wherein the mentee shall feel comfortable. It also helps in developing interpersonal relationships and knowledge sharing. The company approaches the collages, which are standardized & reputed. Mostly the company has a list of collages to approach In search of candidates. Another important source is the resume received on the email-id of company. Daily about 100 applications are received. These applications are than shortlisted, where preference is given to the freshers.
STEPS IN RECRUITMENT
Request from the concerned needy department is checked. Access the Recruitment & vacancy position. To intimate the note to take approval for the post & its specifications as per guidelines. Releasing the advertisements or going through the applications, & listing the right applicant. Written tests, group discussions, & personal interview conducted. During the interview, technical skill is the main focus points & then knowledge. 15 days after the interview, an offer letter is sent & if the confirmation is received, placement is given.
pg. 61
JSPL DIVIDES RECRUITMENT & SELECTION INTO -3 (1) FRESHER: At this level, company decides various norms for recruitment & selection mainly the candidates who has minimum 60% can apply. It is related to graduates, diploma, engineering & MBA. For selection, company goes for campus & off campus interviews: Written tests Group discussions Personal interview (1)MIDDLE LEVEL:-
y For the middle level, the candidate is approached either through the referral of existing employees, or add is placed in newspaper & internet.
(2)SENIOR LEVEL:-
y For the senior level, the candidates of ravel firms are approached or selection is done through consolation.
(3)OTHER ADDITIONAL STEPS:-
y The candidates selected is kept for training basis for 1 year & then placed as an employee. y There are 4 day of induction, where in 2 day are for fire & safety & other 2 day plant visit. y There are external faculties for training. y The only problem faced by the company during recruitment is the contact numbers which expire, making the time consuming.
pg. 62
Process of Selection
Each panel is managed by a senior lead facilitator who anchors the assessment and recruitment process. 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. The process aids in quicker decision making and also provides quick convergence of opinions on each candidate. The panel interview format is being utilized for all the senior management hires across the JSPL group.
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. M 01- M02: Business Class Air Travel M-07- M03: Air Economy Class to and fro M-08 to M-11 & Trainees: II AC train fare.
pg. 63
Employment of spouse/relatives
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. Any attempt on the part of employee to influence the selection process shall disqualify the candidate. b) The relation of an employee shall not be employed in the same function. Both shall not have any reporting relationship. c) Any of the HR matters of the relation of employee shall not be handled by the employee. d) Notwithstanding above, all cases of employment of spouse/relatives of an employee shall be approved by Business HR Head.
Notice pay
Often in order to facilitate the employee to join us at the earliest we have to buy his notice period. Also, in case a vacancy adversely affects the efficiency of operations / project progress, it is reasonable to commit to reimburse notice pay. As the notice period pay is subject to tax deduction at our end, the HR Lead may agree to pay notice pay net of tax. It should be made clear that the reimbursement would essentially depend on documentary proof.
Reference check
Objective: - 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.
pg. 64
Reference checks are generally used for 3 purposes:

1. To verify information given by job applicants through other selection processes (e.g. interview, resume) 2. To serve as a basis for predicting job success of job applicants, and 3. To uncover background information on applicants that may not have been identified by other selection procedures. Scope of reference work 1. Education Qualification Check 2. Employment verification
A. HR Feedback Confirmation of length of employment Last position held Compliance with exit formalities Eligibility for rehiring B. Supervisor's feedback Work ability & Competency Duties & Responsibilities Integrity, character & ethics Management & Supervisory skills Reason for leaving Eligibility for rehiring
pg. 65
C. Reference Check - To be conducted with three references provided by the candidate Special agencies have been identified and impaneled for reference check. Offer process The decision to offer a selected candidate will be made by HR on the basis of the interview panel's inputs, technical reviews, reference check and other relevant criteria. The offer decision will be influenced by: a) Current compensation - 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, relocation time frame and expenses, notice Pay reimbursement, role agreed upon, tentative location and any other specific assistance to be provided on joining. At the time of issuing offer letter, 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, including Form 16 if required. HR representative should also inform the candidate about the following: a) Candidates stay arrangements at the time of joining, in case of outstation candidates. b) Person to be reported, on the day of joining. c) Mode of transport should he use for traveling to claim joining fare. d) The appointment letter will be issued to the candidate on the day of joining.
pg. 66
HR philosophy of Jindal Steel & Power Ltd.

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
Producing and supplying quality products in an eco-friendly environment conforming to product specification and delivery schedule. Protecting air, water and land by controlling pollution due to emission, contamination and noise caused by any activity of the company Adherence to the statutory requirements on products and the environment. Conserving and improving the quality of resources, and conserving energy through scientific and systematic methods. Refinement of measures for prevention of pollution. Value addition to our products. Utilization of solid wastes. Implementing the concept of 'Green Productivity'. Involving all employees for implementing and continually improving the effectiveness of quality management systems & environmental management systems.
T.P.M. 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
Aiming at zero defects, zero breakdowns, zero losses and zero accidents. Improving overall equipment efficiency (OEE) for safe and efficient operation of the plant. Creating a clean and pleasant work environment, leading to higher
pg. 67
employee morale and greater organizational profitability.

.
Energy Policy
Jindal Steel & Power Ltd., Raigarh, is committed to work for effective utilization of all types of energy. This is achieved by
y
y y y y y
Taking on the specific objective of energy conservation through process/equipment modification. 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
Creating awareness among its people regarding importance of safety and safe work practices/ procedures. Complying with all statutory obligations on safety. Establishing and implementing safety practices to improve the work environment Ensuring availability of appropriate safety appliances to all employees and maintaining good housekeeping. Striving for continual improvement of safety of all resources and enhancing their life. Ensuring continual improvement in quality of life of employees by improving safe working practices, hygienic work environments occupational health practices and good housekeeping in workplace .
pg. 68
C.S.R. Policy JSPL believes that an effective growth policy must also take into account the fulfillment of the basic needs of the masses, especially of those living in rural areas. Thus, JSPL endeavors to improve the quality of life of communities living in the area it operates. To achieve this, JSPL deploys its resources to the extent it can reasonably afford, to improve the infrastructure, education, health, water, sanitation, environment, etc in the area it operates in.
JSPL conferred with CSR Excellence Award
National Energy Conservation Award, 2009
Most Promising Entrant into the Big League Forbes Asia Award
pg. 69
SAIL-HR Award for excellence in Human Resource Management 2009 .
RECRUITMENT AS A HR FUNCTION
Recruitment 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 Recruitment 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 negative process of selection.
pg. 70
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
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 RECRUITMENT. Some people use the term recruitment for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These 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 candidates specifications are matched with the job specifications and requirements are not.
pg. 72
The selection procedure cannot be effective until and unless: Requirements of the job to be filled, have been clearly specified [job analysis, etc] Employee specifications [physical, mental, social, and behavioral, etc] have been clearly specified. Candidates for screening have been attracted.
NEED & SIGNIFICANCE OF THE STUDY
Meeting the demands of todays changing business environment requires building an efficient staff. For high growth organizations, attracting, hiring and retaining the right talent is critical. By adding the right players to the team it will have a source of competitive advantage. Attract the wrong talent and it will have difficulty in meeting the strategic goals and objectives. The first challenge is to generate a labor pool that is large enough for the company to draw on when searching for top talent. The second is to develop an effective process for screening and selecting the best candidates. But finding and keep quality employees can pose a challenge. It is difficult for the companies to find a large number of efficient candidates and attract them to apply for jobs. Reduces Cost of Selection: By adopting a good recruitment and selection process the company can reduce the cost in selecting the prospective candidates. Motivated employees: Motivated employed can be brought in by the effective recruitment strategies.
pg. 73
Reduction in Training expenses: Training expenses can be reduced when the companys recruitment and selection process Good. The candidates attracted will be efficient and the suitable candidate for the job will be selected. Because of his efficiency the candidate may not require additional training for his better performance. This reduces the training expenses. Employee turnover: Employee turnover can be reduced when the right candidates is selected and placed in the right position. There will be job satisfaction which in turn reduces the employee turnover and enhances the productivity. More work can be done at less cost. The need of the study is to offer new and improved measures and strategies of recruitment and selection process to IVRCL Infrastructure & Projects Limited. This report is an attempt to delve into the area of Recruitment and Selection and offer strategies customized for IVRCL Infrastructure & Projects Limited. This study will be helpful to the juniors and will work as a guide to them.
pg. 74
METHODOLOGY
A study is conducted on Recruitment and Selection process of JSPL. Detailed report is made on the basis of records available in the company on the recruitment and selection of the employees. A survey has been conducted on the perception of the employees on the recruitment and selection process of JSPL. All the work levels are considered for the survey. Scope: Number of employees working in JSPL. Location considered - corporate office. 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. Secondary Data: The secondary data is collected through the reference of the magazines, journals and books on the topic. The files of the company are also checked for further information. Sampling technique: The sampling technique used for the collection of information through the questionnaires is the simple random sampling.
pg. 75
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 , Online) y Attending one of the Recruiting program to get an idea y Preparing questionnaire (employees feedback managers feedback) y Distributing the questionnaire and collecting the data from the employees
and managers.
y Analyzing the data based on the filled questionnaires 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 make efforts to follow the Recruitment Process. To know about different strategies those are implementing in recruitment process. To know how the company attracts with multi-dimensional and experiences that suit. The present and future organizational strategies.
To suggest improvements for enhancing the effectiveness of the recruiting program.
pg. 76
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, all the limitations that pertain to secondary data will be present. There is a possibility of biased information
pg. 77
. PROMOTIONS
Objectives - To identifies & develops the best talents & potential leaders of the company. 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.
Process-All employees being considered for promotion to M-11 (in the case
Of NMS)/M-08 will be promoted by the following Process;-On completion of residency period by the executive, 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. 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. 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, 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. 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. Minimum 3 year residency period in current grade incase of graduates, engineers/ professionals & incase of others such as B.Sc & B.com, minimum residency period will be 5-6 years. The execution should possess a minimum rating of 3 above during the assessment year & also during the residency period
pg. 78
of assessment year & also during the residency period of assessment for being commended for promotion.
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, when filled up, are available in the individual personal files along with other personal details of the individual, which are confidential in nature. RECORDS The company includes the following records Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant
pg. 79
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. 80
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. I can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively. Job prospect plays a minor role in the minds of a candidate who had already joined the company.
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. 81
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. 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, while 36% structured interview and only 7% favored stress interview. 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.
pg. 82
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 case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English. Based on merit and requirement, the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview, in order of merit on the basis of Written Test performance. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for 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. 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), his/her candidature is liable to be rejected. If any of the above shortcomings is/are detected, even after appointment, his/her services are liable to be terminated without any know
pg. 83
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, according to them, to recruit people. The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting people from search firms in a best way. 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. Advertising helps to define exactly the need of the company, and what separates it from its competitors. 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, e.g. what makes it unique, its culture, values, philosophy and so on. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete information and recruitment success
40%
Advertisement Walk-ins Variable

Search Firms
pg. 84
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. 6% ratio of unsatisfied can also be further reduced if communication system is further improved Corresponding to this data. 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, 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.
pg. 85
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,G D &Interview
From the chart it is quite clear that the company adopts various processes for recruiting the right candidate. 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. But still some candidates are also chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These others include the reference of the existing employees within the organization itself. Eligible candidates will be invited for objective type written test at their own expense. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i.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). In case of a tie at cut-off marks, all the candidates scoring cut-off
pg. 86
Marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.
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. 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. So from the companys perspective it is a good sign for the overall growth & development. Still some employees who comprised only 2.33% of my sample study.
pg. 87
THE ATTITUDE OF H.R. MANAGER

Char howi g wha Em loyee ee a out the Attitude of H.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. Most of the employees are satisfied with the attitude of H.R. Manager. 13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R. Manager is excellent. Corresponding to this data I have drawn a pie chart from the chart it is crystal clear that the attitude & working of H.R. Manager is whole heartedly accepted to all the employees of the company. This will definitely boost the morale of the employees, which ultimately will increase efficiency, & working of the employees resulting in better growth of the company. Thus by every means company is profitable. Moreover such behavior of H.R. Manager can become the ideal of their colleagues & subordinates.

Very G

d d
pg. 88
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, the primary source of recruiting people is Managerial. However, Testing & Recruiters Themselves source are the second most favored source of Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people should be heavily considered. 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. Newspaper advertisement was found to be the most preferred technique, while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in JSPL.
1 %

J b Anal sis
pg. 89
OPINION ABOUT BHEL COMPANY S APPLICATION BLANK
Chart showing Opinion about JSPL Company,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. 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.
Good
Very Good
Excellent

pg. 90
FINDINGS
1. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval, unless it is in place of termination. 2. The data banks are not properly maintained. 3. The dead bio-data are never being destroyed. 4. Proper induction is not given to all the employees. It reserves to only a few levels. 5. Salary comparison is not justifies. Old employees are demoralized by getting less surely then new employee. 6. Salary fixation has a halo effect. 7. Recruitment procedure is not fully computerized 8. Manpowers are recruited from private placement consultancy, who are demanding high amount of fees where as HRD Department is not fully utilized to recruit manpower by advertisement. 9. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which makes loss in the industry. 10. Manpower is recruited from reliable source however efficiency does not recognize
pg. 91
RECOMMENDATION
1. Fresh requisition requires approval and not replacement. 2. The dead CVs should be destroyed. 3. Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees. 4. Salary comparison should be seriously done to retain the old employees. 5. Proper salary structure to be structured to attract people and make it tax effective. 6. Cost benefit analysis should be alone before creating a position or recruitment of manpower. 7. External source should be given equal importance with internal source. By which new brain will be inducted in the company with skill, talent, efficiency etc. 8. Manpower planning should be followed before recruiting. 9. Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.
pg. 92
BIBLIOGRAPHY
Principles and practice of Management by C .B. Gupta. Human Resource Management by Gary Dessler www.bhel.com,www.bhel.co.in JSPL manual Principles and Practices of Management L.M. Prasad
WEB SITES:
www.google.com www.mahalibrary.com www.hrmguide.com www.cither.com\ www.jspl.com www.jindalinfo.com
pg. 93
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. 94
Jindal Steel & Power Ltd Annexure-2 Ratu, Ranchi -835222 , New Delhi (INDIA) Tel.: 0651-2521876,2521921 Fax: 2521920. Position_______________ Reference_____________
(Please fill in details completely. 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.No. Name Relationship A ge 1. 2. 3. 4. 5. Fathers/Guardians/Husbands Name_______________________________ Height ______________cms. Weights_________________Kgs. Eyesight, if corrected power used, Right___________ Left____________ Blood Group/Rh factors__________________ Physical Handicapped, if any______________________________________ _____________________________________________________________.
pg. 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. Merit awards/ any others specific academic achievements.
Details of any apprenticeship/ professional trainings. Name of the Duration Nature of work/ establishments From | To Training
Stipend, if any
Membership of professional association/ institution Name Your status Duration From | To
pg. 96
Work Experience Details of experience (starting with the present employment and working backwards). 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 dont Fill this Heads column Basic HRA Conveyance Bonus
pg. 97
Leave for Assistance Medical PF Gratuity Pension/ Super annuation Others General information Languages Known: Read
Write
Speak
Extra-curricular interests: Have you applied for a job in this company, sister concern prior to this application? Yes No If yes, please state the company___________________________________ Post applied for________________________________________________ Date of interview_______________________________________________ Have you ever worked in this company/ sister concern before? Yes No If yes, 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.Name___________________________ Company____________________
pg. 98
Division_______________________ Designation_____________________ Relationship_______________________ 2. Name__________________________ Company____________________ Division_______________________ Designation_____________________ Relationship_______________________
References (Please give the name and address of 2 persons whom you know well, but are not related to you). 1. 2. What notice period do you require to give to your present employer?
Have soon can you join?
Any other information, which you think, should be taken into account in considering your application. I hereby that all above information is true and complete.
Signature
pg. 99
Annexure 3 Date Call Letter Mr.
Dear Sir, Position of_________________ This reference to your application dated_______________ for the above position. Kindly make it convenient to call on us for an interview on__________ at (time) at the following address. Please bring with you the enclosed application form, duly completed, together with your certificates in original. You will be reimbursed_____________________ (air/ train fare) on production of ticket/ bills. We would appreciate your confirmation. Thanking you,
You faithfully, JSPL (HR Head)
pg. 100
Annexure 4 Potential Assessment Instrument Variables and Attributes
1. Job Knowledge
-Knowledge of basic concepts. -Awareness of latest trends and techniques. -Application of knowledge. -Ability to learn. -Openness and willingness to learn. -Clarity in through (analytical abilities).
2. Learning and Analytical Ability
3. Planning and organizing
-Planning ability. -Contingency planning. -Organizing ability. -Time management. -Monitoring and reviewing.
4. Quality of work
-Quality standards/ attention to details. -Cost consciousness.
5. Responsbility 6. Communication 7. Team work -Expression of ideas. -Interpersonal relations within and across the team. -Co-operation. -Goal alignment. -Team building. -Subordinate development. -Delegation.
8. Leadership
pg. 101
9. Decision-making
10. Assertion 11. Initative -Drive -Utilization of opportunities. -Generates original ideas at work. -Response to crisis. -Emotional reaction of crisis.
12. Innovation 13. Crisis action
14. Negatiation 15. Integrity
pg. 102
Annexure 5 Date: Name: Complete Address: Letter of Offer Dear Mr./Mrs._______________
We have pleasure in offering you an appointment in our organization, to be presently located in_____________ as___________. 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. Also your appointment will be subject to your being found medically fit. 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, CEO Note: Please sign and return the duplicate copy of this letter as a taken of your acceptance to our offer.
pg. 103
Annexure 6
General Physical Examination (Handicap to be described)
Investigation 1.Blood Blood Group TLC DLC Sugar
2.Grive Routine 3.E.C.G 4.Chest X-Ray.
Apart from above investigation reports, medical fitness certifications also required from a registered medical practitioner on his letterhead.
pg. 104
Annexure 7
Appointment Letter
Date: To: Name and Address: Dear Mr./Mrs._____________, With reference to your application for employment and the subsequent you had with us, we are glad to offer you on appointment as________________ in our management staff cadre. Your salary and perquisite shall be as follows: 1. Basic salary 2. House Rent Allowance 3. Personal Allowance 4. Conveyance Allowance : Rs0.00 p.m. : Rs0.00 p.m. : Rs0.00 p.m. : Rs0.00 p.m.
5. Leave Travel Allowance : Rs0.00 p.m.
In addition you will be entitled for other benefits and perquisites or per the policy of the company applicable to you level/position. Your initial positioning will beat our____________ office.
pg. 105
You will be covered under the rules and regulations applicable to the management staff of our company. 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. Please confirm your acceptance of the appointment by signing the duplicate of this letter. We take this opportunity to welcome you to our organization and hope that our association will be mutually beneficial.
Your Faithfully, For SNL Bearings Ltd. CEO
Encl: Terms and Conditions of appointment.
pg. 106
Standard Terms and Conditions of Appointment

Date: 1.Transferability During your tenure of service, you may at any time be transferred to any other place of business of the company now existing or to be acquired in future, from 1 department to another from office to factory or factory to office, to any of our branches or factories situated in India or Abroad any associate concerns in India or Abroad, in the same or any other capacity as the management may in its sole discretion deem it necessary, and on such transfer you will be governed by the rule and regulation of that factory/ office as the case may be. 2.Probation You will be on probation for a period of 6 months from the day you report for duty. Your appointment will, subject to your performance being formed satisfactory and will be confirmed probationary period. The management if considered necessary may extend the period of probation. During the probation period, your services can be terminated either side by giving 1 months notice in writing or 1 months salary in lieu thereof. During your probation, you will not be eligible for any leave. Should you however, require any short emergency leave such an application would be considered on merit?
pg. 107
3.Notice period After your confirmation, if your performance is not coming up to the Expected level, your services can be terminated by giving you 3 months notice or payment or 3 months salary in lieu thereof. 4.Leave You will be entitled of casual leave of 7 days, sick leave of 7 days and privilege leave of 21 days (in case of MG1), 25 days of MG-2 &3 and 30 days for MG-4 and above p.a. respectively as the case may be. The modalities of computation of the above leave would be as per company rules. 5.Salary Revision According to companys compensation policy, the compensation received by a responsibility held and the performance. The performance will be evaluated and reviewed from time to time. Based on such reviews, the employees compensation will be reviewed and revised appropriately. In case of unsatisfactory performance, the management may at its sale discretion decide not to revise the salary or with hold the increment, as may be the case. Any tax liability arising out of the above salary/perks will be to your account.
pg. 108
6.Provident fund
You will be eligible to join the PF scheme as per rules applicable the crate. You will contribute 12% and the company will make an equal contribution to the fund.
7.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.
8. 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.
pg. 109
9.Retirement
You will be liable for retirement on attaining the age of 58 years.
10.Medical fitness Your medical examination will be arranged and this offer is subject to your being found medically fit, (for this purpose please contact________ at our___________ office).
pg. 110
11.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, 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. The company reserves the rights to modify/ alter the terms and conditions of your appointments from time to time.
I hereby accept the terms and conditions of my employment I wish to inform you that I will be joining duty on or before_______________.
(Name)
pg. 111
Annexure 8
Joining Notification To: Date:
It is pleasure to inform that Mr./Mrs./Miss___________________ has joined us as (Designation)____________________ (Place)____________________ w.e.f. (Date of joining)__________________.
He will be reporting to____________________________.
We welcome him/her in our organization and wish him successful career with us.
(HR Head/Centre Head)
pg. 112
Annexure 9
Regret Letter Mr./Ms. Date:
Dear Sir, Position of_______________
This has reference to your application dated_____________ and the subsequent interview. You had with us. We regret to inform you that we are unable to consider your candidate for the above position, as your profile doesnt meet with our requirements.
We however thank you for the interest you have evinced in joining our organization. With best wishes,
Youre faithfully, JSPL (HR Head)
pg. 113
THE RESEARCH PROBLEM
The topic Understudy was RECRUITMENT AND SELECTION PROCESS IN JSPL The sample size was 20 Primary data- Questionnaire Secondary data Company manual, Internet, Magazine, Reference book.
pg. 114
Survey on Employee Perception on Recruitment and Selection Process of JSPL

Name: Designation: Qualification; 1. What is your opinion on the Recruitment & Selection process in JSPL? a) Excellent b) Good c) Average d) Bad
2. 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, when applying at JSPL? a) Advertisement b) Walk-Ins c) Job Portals d) Campus Placement
4. 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. What information does the recruiter provide to attract the candidates? a) Job description b) Job specification c) Employee specification d) None 6. What do you prefer to know before applying for the job? a) Job description b) Job specification
pg. 115
c) Job responsibilities d) Employee specification

.
e) Alt the above
7. 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. Are your academic studies related to the work you perform? a) Yes b) No
9. Are you aware of the happenings of other departments of the company? a) Yes b) No
10. How do you describe the organization? a) Formal b) Semi-formal c) Informal
11. 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. Would you recommend your formal colleagues or friends to join this organization? a) Yes b) No
pg. 116
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. Best way to recruit people Advertisement Walk-ins Search firms 4. Response given by the staff about their query Agree/Disagree 5. How candidates are recruited in the company Written exam Written exam & Interview Written exam, G.D Interview 6. Job specification of the response of the employee Yes/No
pg. 117
7. Attitude of H.R Manager Good Very good Excellent 8. The primary source of information for recruiting people should be Managerial Testing Recruiters themselves Job analysis 9. Opinion about JSPL Companys Application on Blank Good Very good Excellent
pg. 118
CONCLUSION
Studying the recruitment procedures of JSPL analyzing the respondents answers, opinion survey and data analysis it came to conclusion that JSPL is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. The business of JSPL is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into the business. Management understands the business game very well. At the time of difficulty it takes necessary action to solve the problem. Now the personnel department of JSPL is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of M for man all Ms like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.
pg. 119

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STEEL & POWER LIMITED

RESEARCH PROJECT REPORT

RESEARCH PROJECT REPORT SUBMITTED TOWARDS FULFILLMENT OF MASTERS IN BUSINESS ADMINISTRATION

Submitt ed to: DIHE

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

Place: New Delhi Date: 5th -07-2011

SHIKHA SHARMA (Name of students)

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

2. INTRODUCTION OF THE TOPIC 3. METHODOLOGY

4. RECRUITMENT & SELECTION PROCESS AT JSPL

STEEL & POWER LIMITED

5. FINDINGS AND ANALYSIS 6. CONCULSION& RECONMDATOIN 7. BIBLEOGRAPHY 8. ANNEXURE 9. QUESTIONNAIRE

STEEL & POWER LIMITED

STEEL & POWER LIMITED

I. INTRODUCTION TO THE ORGANISATION

Smt. Savitri Jindal Chairperson

Mr. Naveen Jindal Executive Vice Chairman & Managing Director

Mr. Ratan Jindal Director

STEEL & POWER LIMITED

Mr. A. K. Mukherji Whole time Director

Mr. S. Ananthakrishnan Nominee Director,.

Mr. R. V. Shahi Director, Independent

Mr. Arun K. Purwar Director, Independent

JSPL- TAKNG INDIA AHEAD

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

PLEATS & COILS

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

According to DALE MODER

Selection is the process in which

STEEL & POWER LIMITED

MEANING OF RECRUITMENT AND SELECTION

STEEL & POWER LIMITED

PURPOSES AND IMPORTANCE

STEEL & POWER LIMITED

STEEL & POWER LIMITED

2.5 RECRUITMENT PROCESS

STEEL & POWER LIMITED

A general recruitment process involves Identifying vacancies, prepare job

STEEL & POWER LIMITED

Present Employees Employee Referrals Former Employees Previous Applicants

STEEL & POWER LIMITED

STEEL & POWER LIMITED

STEEL & POWER LIMITED

The attraction and retention of the interest of suitable

The projection of a positive image of the organization to those

To suggest improvements for enhancing the effectiveness of the recruiting program.