A

Project Report

On

Recruitment & selection process

At

SUBMITTED BY :

GOURANGA BEHERA
A Project Report Submitted in Partial Fulfillment of the Requirements for the
Award of the master Degree in
MASTER OF BUSINESS ADMINI STRATION
Under the guidance of
MR. B.N. PRADHAN (HR MANAGER)

LECT:-sujit ku sahoo

D.D AUTO COLLEGE

KEONJHAR
 GUIDE CERTIFICATE

This is to certify that the project

entitled a study on recruitment &
selection process at IFCAL submitted
to Dharanidhar (auto.) college,
Keonjhar by GOURANGA BEHERA roll no.
099116008 as a partial fulfilment of
M.B.A. degree is a sincere work
carried out by him under my guidance
& supervision. The result embodied in
this project has not been submitted
to any other institute for the award
of any degree.
Date: ANJAN
KUMAR JENA

DECLARATION

I do hereby declare that this project

report entitled “a study on
recruitment & selection process at ifcal”
is submitted by me , under the guidance and supervision of sujit Kumar sahoo,
faculty in d.d. autonomous college, Keonjhar as a partial fulfilment of mba
programme

I also declare that this project report is a result if my own endeavour and this
work has not been published or submitted to any other university for any
degree earlier.
Date:

Place: Signature of student

ACKNOWLEDGEMENT
It gives me pleasure to present this report. It
is an outcome of the study on recruitment &
selection process. It got support of many
people. Without their support I wouldn’t have
got success. I wish to record sincere
appreciation & thanks to them.
First of all I would like to take this
opportunity to thank the D.D. autonomous
college Keonjhar for having sip as a part of
the mba curriculum.
I would like to thanks Mr. Sujit kumar sahoo
(guide) for undertaking this project work &
help me throughout my study & help me in
analysis and interpretation of data preparing
the final draft.
I record my deep sense of gratitude to Mr. Bn
pradhan, [manager hr] who had given me a chance
to do a project under his guidance at ifcal.
I would also like to thank sincerely from the
core of my heart to all those persons who
constantly guided me & gave me the practical
knowledge & materials of study.
I would also like to thank all the employees of
ifcal for their kind cooperation & guidance &
support which led me to right direction of my
research.
Finally I am very thankful to my friends whose
cooperation & suggestion have helped me in
successfully completing this project.

DATE:
PLACE: Signature of
Student

CONTENTS
 INTRODUCTION
 COMPANY PROFILE
 RECRUITMENT&SELECTIONPROCESS
 DATA ANALYSIS
 SUGGETION&CONCLUSION
 BIBLIOGRAPHY
 CHAPTER –I
INTRODUCTION
INTRODUCTION ABOUT THE TOPIC:

Human Resource is a basic need of any work: to be done. ARTHUR LEWIS There are great differences
in development between countries which seem to have roughly equal resources, so it is necessary to
enquire into the difference in human behaviour’s

Recruitment and Selection are important for the employees for the progress and prosperity in every
industrially developed country like India, that without it, the country cannot progress one step
ahead, India being an underdeveloped country in such economically back ward country the workers
need several facilities from the management for its existence.

In the early steps, there was no Industrialization, so the need of recruitment and selection are also
not necessary. But as the country is progressing gradually towards more and more industrialization,
due to advancement of science and technology, the requirement of labour and their promotion is
required further progress of country. At the beginning stage starting from the Govt. to employer
and employee also not understands the value of recruitment and selection. But now in every step
recruitment and selection plays vital role.

The automatic attitude of employees and democratic fling of the employees put the industries
establishments in danger different countries follow different procedures to keep the employer-
employees relationship harmonious.

The project report is all about recruitment and selection process that's an important part of any
organization.

Recruitment highlights each applicants skills, talents and experience. their selection involves

developing a list of qualified candidates defining a selection strategy, identifying qualified

candidates, thoroughly evaluating qualifies and selecting the most qualified candidate

once the required number and kind of human resources are determined, the management has to
find the place where required human resources will be available and also find the means of
attracting them towards the organization before selecting suitable candidates for job all this process
is generally known as recruitment. Some people he term met for employment These two are not
one and the same recruitment is only one of the steps in the entire employment process. Some
other uses the term recruitment for selection. These two terms are not one a tee cither. Technically
speaking the function of recruitment proceeds and selection function and it includes only finding,
developing the sources of prospective employees and attracting them to apply jobs for an
organization, where as, the process of finding out the suitable candidate to up the candidates
attracted.

It is said if right person is appointed at right place the half work has been done in this project l have

tried to cover all the important point that should be kept in mind while recruitment and selection
process and have conducted a research study through a questionnaire that I got it filled with all the
new recruiters' of IFCAL and tried to find out which methods and various other information related
to recruitment and selection and tries to come to a conclusion at what time mostly the manpower
planning is don’t , what the, various method used for recruiting the candidates and on what basic
the selection is done .

It is said if right person is appointed at right places the half work has been done in this project l have

tried to cover all the important point that l should be kept in mind while recruitment and selection
process and have conducted a research study through a questionnaire that I got it filled with all the
new recruiters' of IFCAL and tried to find out which methods and various other information related
to recruitment and selection and tries to come to a conclusion at what time mostly the manpower
planning is don’t, what the, various method used for recruiting the candidates and on what basic the
selection is done.
ABOUT IFCAL

IDCOL Ferrochrome and Alloys ltd( A wholly owned subsidiary of the Industrial Devotement
Corporation of Orissa ltd) is a State Government undertaking located at Jajpur Road , District Jajpur,
State Odisha, India, started its operation 'in 'the year 1969 producing High Carbon Ferro Chrome

The plant is well connected having nearest railway station Jajpur Keonjhar Road on Howrah-Chennai
Main line wlich is abont KM from the Plant. It can also be approached by road through NIH S from
Bhubaneswar (Capital of Odisha) & then NI1-215 (ahout 110 KM) Nearest Airport is Bhubaneswar
whereas Para deep being the neatest port serves for export purpose.

In the year 1970 it also started production of Low Carbon Ferrochrome.

The technical knowhow was obtained from Mis A.B. Metallurgy Consultant Sweden and the main
plant machineries were supplied by M/s ELKEM, Norway and ASEA, Sweden.

The Plant has gol two Nos. of submerged Arc Reduction Furnaces of capacity 9 MVA & 6.5 MVA and
Ore Briquetting Plant having capacity 10t/1H.

Single inception it has contributed substantial amount-to the state exchequers.

Presently, it is contributing about 30 cores per annum to Govt. exchequers in the form of Central
Excise Duty, Sale Tax, Income Tax, Royalty, Cess, etc

OBJECTIVES OF THE STUDY

1. To evaluate and analyze the Recruitment and Selection procedure at IFCAL

2. To study the factors determinants of Recruitment and Selection procedure

3. To examine the impact of Recruitment and Selection on the Organizational Performance

4 To evaluate the aspect、 of R1vrutmeni and Selection and suggest measures in improving the
process
SCOPE OF THE STUDY

Meeting the demands of today s changing business environment requires building an efficient staff
for high growth organizations, attracting and retaining the right talent is critical. By adding the right
players to the team it will have a source of competitive advantage. attracted the wrong talent and it
will have difficulty in meeting the strategic objectives. The first challenges is to generate a labour
pool that is large enough for the company to draw on when searching for top talet The second is to
develop an effective process for screening and selecting the best candilates. 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.

Reduction in Training expenses:

Training expenscs can be reduced when the company's recruitment and selection process Good. The
candidatcs attracted will be efficient and the suitable candidate for the job will he 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 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 IVRCI Infrastructure
&Projects limited. This study will be helpful to the juniors and will worl as a guide to them.
RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem it may be understood
as a science of studying how research is done scientifically the scope of research methodology is
wider than that of research methods. When we tnlk of esearth methudalory we not only talk of
research methods but ala consider the loic behind the methods we us in the context of our research
study and explain why we are using a particular method or technique.

RESEARCH DESIGN

A research design is the arrangement of condition for collection and analysis of data in a manner
that aims to combine relevance to the research purpose with economy in procedure,"

Research design is the conceptual structure within which research is conducted; it constitutes the
blueprint for the collection, measurement and analysis of data.

Research methodology, which led to Descriptive study as well as exploratory.

RESEARCH METHOD

PRIMARY DATA :-

The primary data has been collected through the Questionnaire. The Questionnaire has been
properly prepared in order to cover all the Information required for the study. The primary data has
been obtained by interaction with the officials and staff in the division in the organization and also
obtained through the Questionnaire distributed to the persons in different departments in that
particular division.

SECONDARY DATA

1. Through the Annual reports of the corporation, from the Manuals and also from Records
available in the organization. Some other data also collected from the Reports, registers and
books and from the files available in the organization
2. Magazines, brochures
3. Information collected from various HRM books
SAMPLING PLAN

SAMPLE DESIGN:-

The method of sampling used was Random sampling from a finite population refers to that method
of sample selection which gives each possible sample combination an equal probability of being
picked up and each item in the entire population to have equal chance of being included in the
sample.

SAMPLE SIZE:-

The researcher has allowed doing the project in particular division in the Organization. The study is
limited to only that particular division.

SAMPLE SIZE: 40

Keeping in view of the above objectives of the study, an objective type Questionnaire is prepared
and distributed to 40 Persons for the sample and collected opinions.

TOOLS USED FOR ANALYSIS

 Percentage Analysis
 Mean
 Standard Deviation
 KMO& Bartlett's Test
 Total Variance Test

LIMITATIONS OF THE STUDY:

While conducting researeh, at most care was taken to collect Data in unprejudiced manner to make
this study precise and truthful. But, due to certain unavoidable reasons, there are certain
unavoidable reasons, there are certain limitations which are as mentioned below:

 Employces were busy in their work and thus did not spare much time to respond openly to
the questions asked.
 Information and responses given by the respondents may be a biased due to several
reasons.
 Limited time span for carrying out study also restricted the research work
 CHAPTER –II

RECRUITMENT & SELECTION PROCESS

RECRUITMENT

Recruitment is defined as a process to discover, the sources of manpower to meet the recruitment
the stafting schedule & employ effective measures for attracting the manpower in adequate number
to facilitate, selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process
of searching for prospective employees & simulating thiem to apply for the jobs in an organization"
Those definitions can he analyzed by discussing the process of recruitment through systems
approach.

OBJECTIVE OF RECRUIMENT

The objective of recruitment is:

 To attract people with multi-dimensional skills &experience that suits the present & future
organizational sirategies
 To induct outsiders with a new prospective to lead the company
 To infuse blood at levels of an organization
 To develop an organisation culture that attract competent to the company.
 To search& head hunt/head pouch people whose skills fit the company's values.
 To devise methodology for assessing physiological traits
 To seek out non-conventional development grounds of talents
 To search for talent globally & not just within the company To seek out non-conventional
 development grounds of talents
 To design entry pay that competes on quality but not on quanturn.
 To anticipate & find people for positions that does not exist yet

PROCESS OF RECRUITMENT

Recruitment refers to the process of identifying & attracting job seekers so as to build a pool
qualified job applicant. The process comprises five interrelated stages .

1. Recruitment Planning
The first stage in the recruitment process is planning. Planning involves the translation of likely job
vacancies & information about the nature of these jobs into set of largest that specify the number &
type of applicants to be contacted.

2. Strategy Development
Once it is known how many & what type of recruits are required, serious consideration needs to be
given to devise a suitable strategy for recruiting the candidate for the organisation. It may include
issues like whether to prepare the required candidates themselves or hire it from outside, what type
of recruitment method to be used, what geographical area be considered for searching the
candidates, which source of recruitment to be practiced, & what sequence of activities to be
followed in recruiting candidates in the organization.
 3. Searching
Once a recruiting plan & strategy are worked out, the search process can begin. Search involves two
steps

i) Source activation
ii) Selling.

4. Screening
Screening of application can be regarded as a integral part of the recruiting process. The selection
process will begin after the application have been scrutinized & short listed. The purpose of
screening is to remove from the recruitment process, at an early stage, those application who are
visible unqualified for the job, effective screening can save great deal of time and money.

5. Evaluation & Control

Evaluation &control is necessary as considerable costs are incurred in the recruitment process The
costs generally incurred are

 Salaries for recruiter

 Management & professional time spent on preparing job description job specification,
advertisements, agency liaison , & so forth
 Cost of advertisements or other recruitment methods, ie, agency fees
 Cost of producing supporting literature
 Cost of overtime &outsourcing while the vacancies remain unfilled
 Cost of recruiting suitable candidates for the selection process

Recruitment is of 2 types

1. INTERNAL RECRIUMENT

It is a recruitment wlucli takes-place within the concern or organization Internal sources of

recruitment are readily available to an organization. Internal sources are primarily three Transfer
promotions and Re employment of ex-employees. Re-employment of ex-employees is one of the
internal sources of recruitment in which employees can be invited and appointed to fill vacancies in
the concern. There are situations when ex-employees provide unsolicited applications also

Internal recruitment may lead to increase in employee's productivity as their motivation

level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that
it refrains the organization from new blood. Also, not all the manpower requirements can be met
through internal recruitment. Hiring from outside has to be done. Internal sources are of 3 types

a. Transfers
b. Promotions (through Internal Job Postings) and
c. Re employment of ex-employees
 Re employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern There are situations when
ex-employee-provide unsolicited application also

2. EXTERNAI, RECRUITMENT

External sources of recruitment have to be solicited from outside the organization. external sources
are external to a concern Rot in involves lot of time and money . the external sources of recruitment
include employment at factory gate, advertisements, employment exchange, employment agencies ,
educational institutions, labour contractors, recommendations etc

a. Employment at Factory Level :-

This is source of external recruitment in which the applications for vacancies are presented on
bulletin boards outside the Factory or at the gate This kind of recruitment is applicable generally
where factory workers are to be appointed. There are people who keep on soliciting jobs from one
place to another these applicant are called as unsolicited applicants. These types of worker apply on
their own for their job For this kind of recruitment Workers have a tendency to shift from one
factory to another and therefore they are called as” Badli “workers

ADVERTISEMENT

It is an external source which has got an important place in recruitment procedure. The
biggest advantage of advertisement is that it covers a wide area of market and scattered applicants
can get information from advertisements. Medium used is Newspapers and television.

EMPLOYEMENT EXCHANGES

There are certain Employments exchanges which are run by government. Most of the government

undertakings and concerns employee people through such exchanges. Now-a-days recruitment in
government agencies has become compulsory through employment exchange.

d. Employment Agencies –

There are certain professional organizations which look towards recruitment and employment of
people, i.e. these private agencies run by private individuals supply required manpower to needy
concerns.

Educational Institutions:-
There are certain professional Institutions which serve as an external source for recruiting fresh
graduates from these institutes. his kind of recruitment done through such educational institutions is
called s Campus Recruitment. They have special recruitment cells which help in providing jobs to
fresh candidates.
Recommendations:-
There are certain people who have experience in a practical area. They enjoy goodwill and a stand
in the company. There are certain vacancies which are filled by recommendations of such people
The biggest drawback of this source is that the company has to rely totally on such people which can
later on prove to be inefficient.

Labour Contractors:-
These are the specialist people who supply manpower to the Factory or Manufacturing plants.
Through these contractors, workers are appointed on contract basis, i.c. for a particular time period
Under conditions when these leave the organization, such people who are appointed have to also
leave the concern.

SOURCES OF RECRUITMENT

The recruitment and seleotion 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 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:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company These contain:

> Posts to be filled

> Number of persons
> Duties to be performed
> Qualification required
> preparing the job description and person specification
> locating and developing the sources required number and type of employees
> short listing and identifying the prospective employee with required characteristics
> arranging the interviews with the selected candidates
> conducting the interview and decision making.
RECRUITMENT PROCESS:

Identify vacancy

a) identify vacancies
b) prepare job description and person specification
c) advertising the vacancies
d) Managing the response
 e) Short-listing
f) Arrange interviews
g) Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities.

INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS

The employees are transferred from one department to another according to their efficiency and
experience.

2. PROMOTION

The employees are promoted from one department to another with more benefits and greater
responsiility, based on efficiency and experience.

3.UPGRADING AND DEMOTION:

Others are Upgrading and Demotion of present employees according to their performance.

4.RETIRED AND RETRENCHED EMPLOYEES:

Retired and retrenched employees Recruitment such people may also be recruited once again in
case of shortage of qualified personnel or increase in load of work. Save time and costs of the
organizations as the people are already aware of The organizational culture and the policies and
procedures.

6. DECEASED EMPLOYEES AND DESABLE EMPLOYEES:

The dependents and relatives of Deceased employees and Disabled employees are also done by
many companies so that the members of the family do not become dependent on the mercy of
others.

the suitability of candidates Management can inquire these leaders for suitable jobs in some
organization these are formal agreements to give priority in recruitment to the candidates
recommended by the trade union.

RECRUITMENT AT FACTORY GATE

Unskilled workers may the recruited at the factory gate these may Be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.
FACTORS EFFECTING RECRUITMENT:
The recruitment function of the organizations is affected and governed by a mix of various internal
and external forces. The internal forces or factors are the fectors that can be controlled by the
organization. And the external factors are those fectors which can be controlled by the organization.
The internal and external forces affecting recruitment function an organization are:

INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the organization are:

1) RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a
framework for implementation of recruitment programmed. It may involve organizational system to
be developed for implementing recruitment programmers and procedures by filling up vacancies
with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

*Organizational objectives

*Personnel policies of the organization and its competitors

*Government policies

*Preferred sources of recruitment

*Need of the organization

*Recruitment costs and financial implications.

1) HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the existing manpower
of the organization. It also helps in determining the number of employees to be recruited and what
qualification they must possess

2) SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is planning to
increase its operations and expand its business, it will think of hiring more personnel, which will
handle its operations.

COST:

Recruitment incur cost to the employer , therefore, organization try to employ that sources of
recruitment which will bear a lower cost of recruitment for each candidate.

4) GROWTH AND EXPANSON

Organization will employ or think of employing more personnel if it is expanding its operation.
EXTERNAL FACTOR AFFECTING REQUIREMENT:

The external forces are the foces which cannot be controlled by the organization. The major external
forces are

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals and
there is limited supply in the market for the professional demanded by the company, then the
company will have to depend upon internal sources by providing them special training and
development programs.

2. LABOUR MARKET:

Employment conditions in the community where the organization is located will influence the
recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment,
even informal attempts at the time of recruiting like notice board display of the requisition or
announcement in the meeting etc will attracted more than enough applicants.

3. IMAGE & GOODWILL

Image of the employer can work as a potential constraint for recruitment. An organization with
positive image and goodwill as an employer finds it easier to attract and retain employees than an
organization with negative images, Image of a company is based on what organization does and
affected by industry. For example finance was taken up by fresher MBA's when many finance
companies were coming up.

4. POLITICAL-SOCIAL- LEGAL. ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have direct
impact on recruitment practices. For example Government of India has introduced legislation for
reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also,
trade unions play important role in recruitment. This restricts management freedom to sclect those
individuals who it believes would be the best performers If the candidate can't meet criteria
stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of the economy (whether
economy is growing or not and its rate) When the company is not creating new jobs, there is often
oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORS

The recruitment policies of the competitors also affect the recruitment function of the organizations.
To face the competition, many a times the organizations have to change their recruitment policics
according to the policies being followed by the competitors.
RECRUITMENT POLICY OF A COMPANY:

In today's rapidly changing business environment, a well defined recruitment policy is necessary for
organizations to respond to its human resource requirements in time. Therefore, it is important to
have a clear and concise recruitment policy in place, which can be executed effectively to recruit the
best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and concise recniitment
policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of

recruitment programmed. it may involve organizational system to be developed for implementing
recruitment programmed and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUIIMENT POLICY

> The general recruitment policies and terms of the organization

> Recruitment services of consultants

> Recruitment of temporary employees

> Unique recruitment situations

> The selection process

> The job descriptions

> The terms and conditions of the employment

A recruitment policy of an organization should be such that:

*It should focus on recruiting the best potential people

*To ensure that every applicant and employee is treated equally with dignity and respect.

*Unbiased policy

*To aid and encourage employees in realizing, their full potential.

* Transparent, task oriented and merit-based select

* Weight age during election given tbufactors the suit organization needs.

*Optimization of manpower at the time of selection process

*Defining the competent authority to approve each selection

*Abides by relevant public policy and legislation on hiring and employment relationship

*Integrates employee needs with the organizational needs.

SELECTION

Once the potential applicants are identified, the next step is to evaluate their qualification, qualities,
experiences , capabilities, etc. make the selection. It is the process of offering jobs to the desired
applicants. Selection means choosing a few from those who apply, It is picking up of applicants or
candidates with requisite qualifications and qualities to fill jobs in the organization.

PURPOSE

The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organization best, to find out which job applicant will be successful, if
hired. To meet this goal, the company obtains and assesses information about the applicants in
terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile
of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants
through successive stages of selection process. How well an employee is matched to a job is very
important because it is directly affects the amount and quality of employee s work. Any mismatch in
this regard can cost an organization a great deal of money, time and trouble, especially, in terms of
training and operating costs In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate negative information about the company, causing incalculable
harm to the company in the long run Effective election, therefore, demand s constant monitoring of
the fit' between people the job.

PROCESS OF SELECTION

The selection process is based on the following parameters in the organization. When there is
opening in an organization, organization look for people, as per the process, as per the department
and they schedule their interview accordingly which makes them know about the job vacancy, job
opening and help the candidates in performing so the HR basically deals with this process and
completes all the necessary details of the process of selection of the candidates as per the process
and methods. They apply certain principles for selection of the candidates and give the position to
the candidates as per their requirement, qualification; eligibility, experience and necessary positions
and they specify the specific job to specific employee so they can perform better. Selection process
is not that easier to perform because this task requires lot of skills as per the level of screening the
students. This is a very challenging and a difficult task or a job to select and reject the candidates in
the interview process because it requires no heart in the field and only requires the interviewer to
think from their mind and apply the tools and necessary strategies for making this concept clear This
process helps the company in filling the suitable employees with suitable positions to performs the
task and duties in the organization. Selection is not same as recruitment because it talks about
choosing the best and the nght candidate for the poisition, fort the vacancy and for the organization.
It requires the candidate should process skills, abilities knowledge, eligibility, qualification ant many
more.

What are the tools applied in the selection process?

The selection process has various tools applied

*Announcement of the job positiorn

*Acceptance of the application forms

*Screening tests of the candidates

*Screening of the application

*Written tests Process of examination

*HR rounds /Employment face to face interview

*Medical process

*Letter of appointment

These are the basic eight steps of a company basically follows to go through the process selection
This process requires very hard core knowledge, abilities and skills so that the right candidate who
deserves the job can get the job offer and not the one who dose not deserve this offer.

Now slowly I'll explain all these terms in a brief so it will be easy for the hr lovers to understand the
terms and concepts easily in a precise way.

1. Announcement of the job position

when there is a position vacant in the organization, company announce or declares the position by
the help of news papers, by the help of internet, by the help of job sites, by the help of various
consulting sources and also they disclose the position by the heip of television and radio channels if
there is an urgent requirement in the company.

2. Acceptance of the application forms:-

The application forms which the number of candidates have applied when they sent to the
company in the following given address in this major sources for being in touch then they
accept few of the form they fell is suitable as per the job experience of the candidate, as per
the residents / address of the candidate and so on The application forms get selected if the
person matches all the criteria of the company and fulfills the requirements

3 Sereening tests of the candidates:-

When company accepts the candidates. application forms of few candidate he wants to me with the
people he have selected or talk with the people through phone for their screening tests so they start
making them a call for further process and define about the company and brief the candidates with
all the necessary details and also about the position.

4. Screening of the application:

When the company feels that some of the resume is not matching the minimum requirements of the
position in the company, they screen those resumes as per the minimum qualification, minimum
experience or minimum knowledge and so on
 5. Written tests / Process of examination:
When the company calls the candidates and select few of them for the written tests as per
their process, as per their knowledge and also as per the number of position available in the
company, they call up candidates for giving the written interview so they can judge more
about the candidates suitability and candidate's stability in the organization.
6. HR rounds/ Employment face to face interview:

After they selected few of the candidates in the fifth round they focus on the HR rounds which is
basically known as the final round in the company where one thinks and feel that they wil now got
selected but it is exactly not like that because company as now also lot of tests left and exams left
where they can reject you if you lose your level of confidence and patience so they focus on HR
round basically to know about the expectation level of the employees, to understand the employee
and also to know about its joining period or notice period.

7. Medical process:
the company then arranges the medical process which is important for the work place

8 .Letter of appointment:

After clearance of all the tests, the candidate who passes successfully with all the tests, with all the
criteria gets an offer letter and known as the employee now rather than candidate.

Thus the selection process includcs basically these of the above steps and Procedures

DIFFERENT EMIPLOYEE SELECTION METHODS

Selecting the right employee can be a stressful, time consuming and costly effort if not carefully
handled. Through in-depth interviews, employee referral, internal hiring or even a combination of
the aforementioned method, an employer can sift through the potentially qualified and find for the
job

Screening:-

The most common employee selection method is the screening/ interview process. There are many
ways to approach interviewing potential employees such as posting Web ads, or ads in newspapers
and magazines. If it is a high profile job and many people are expected to request an interview, have
a pre screening process and perform a resume evaluation via email, After the pre screens, if there
are still many lined up, have one or two call backs for several of the best interviewers

Referrals:

Another method for employee selectionris the employce referral. You may find that a current
employee knows someone in the field who is looking for a new position or even an associate of good
character not versed in company related skills who is looking for a career, or a changein career
direction. You employee, possibly motivated by a bonus incentive ,may seek candidates who Are
,exact fits for the open position making chances for a good hire more possible. also , selecting a
candidate Who is familiar with an existing employee may make her learning curve easier, as the
newbie will already have an inside source allowing questions to be asked without fear. However,
there are drawbacks using this method, as a poor referral could be made, for instance as a favour to
a friend, therefore leading to an unsuccessful hire.

Internal Hiring

By selecting employces who are already within the organization, the organization employer knows
exactly what the candidates are bringing to the table such as skills, abilities, work ethic and
personality. Other advantages of' internal hiring are that the employee is already very familiar with
the organization and may have a grasp on expectations, is familiar with department heads and
workers and has ideas about what improvements to make. If there are no qualified employees
internally, watch your competitor companies for qualified people leaving who would be a match for
the position.

Employment Agencies

Employment agencies play an intermediate role between job seekers and employers. The agency
matches the skilis and abilities of the seeker to the open position, so there is a better chance that an
employer will be happy with the selection of candidates vying for the job. The agency will check the
background, aptitude, experience and other factors for a fee, which can be pricey depending on the
volume of expected job seekers.

College, High School and Military

Another way of finding employecs is asking college departments that specialize in a particular field
about graduating students. Many college grads are very eager to get to work and have flexible
schedules with less life factors to juggle, such as children, spouses and homes. Likewise, for an entry-
level job asking high school counsellors and teachers about graduates is another idea for finding
employees. Not all high school graduates want to go to college and would jump at the opportunity
to start earning money right away. Also communicate with local military authorities for finding
recruits who have completed or almost completed their service to country.

STEPS IN SELECTION PROCESS

1. Reception

A company is known by the people it employs, In order to attract people with talents, skills and
expeienee a company has to create a favourable impression on the applicants' righ from the štage of
reception. Whoever meets the applicant initially should be tactful and able to extend help in a
friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no
jobs are available at that point of time, the applicant may be asked to employs In order to attract
people to call back the personnel department after some time.

2. Screening Interview

A preliminary interview is generally planned by large organisations to cut the cost of selection by
allowing only cligible candidates to go through the further stages in selection. A junior executive
from the Personnel Department may elicit responses from the applicants on important items
determining the suitability of an applicant for a job such as age, education, experience, pay
expectations, aptitude, location, choice etc. this 'courtesy interview as it is often called helps the
department screen out obvious misfits. If the department finds the candidate suitable, a prescribed
application form is given to the applicants to fill and submit

3. Application Blank

Application blank or form is one of the most common methods used to collect information on the
various aspects of the applicants' academic, social, demographic, work related background and
references. It is a brief history sheet of employee's background. Usefulness of Application Blank or
Form Application blank is highly useful selection tool, in that way it serves three important purposes:

a) It introduces the candidate to the company in a formal way.

b) It helps the company to have a cross-comparison of the applicants; the company can screen and
reject candidates if they fail to meet the eligibility criteria at this stage itself.

c) It can serve as a basis to initiate a dialogue in the interview.

4. Selection Testing.

Selection tests or the employment tests are conducted to assess intelligence, abilities, and
personality trait. A test is a standardized, objective measure of a person's behaviour, performance or
attitude. It is standardized because the way the tests is carried out, the environment in which the
test is administered and the way the individual scores are calculated-are uniformly applicd. It is
objective in that it tries to measure individuals bias and interpretation.

TEST AS SELECTION TOOL:

Tests are useful selection devices in that they uncover qualifications and talent that can't be
detected otherwise. They can be used to predict how well one would perform if one is hired, why
one behaves the way one does, what situational factors influence employee productivity, etc. Tests
also provide unbiased information that can be put to scientific and statistical analysis.

SELECTION INTERVIEW
Intcrview is the oral examination of candidates for employment. This is the most essential step in the
selection process. In this step the interviewer matches the information obtained about the
candidates through various means to the job requirements and tothe information obtained through
his own observations during the interview. Interview gives the recruiter an opportunity

 To size up the candidate personally

 To ask question that are not covered in the tests
 To make judgments on candidates enthusiasm and intelligence;
 To assess subjective aspects of the candidate facial expressions, appearance, nervousness
and so forth;
 To give facts to the candidate regarding the company, its policies, etc. and promote goodwill
towards the company
Types of interviews

Several types of intervicws are commonly used depending on the nature and importance of the
position to be filled within an organization.

In a non directive interview the recruiter asks questions as they come to mind. their is no specific
format to be followed.

In a patterned interview, the employer follows a pre-determined sequence of questions. Here the
interviewee is given a special form containing questions regarding his technical competence,
personality traits, attitudes, motivation, etc.

In a structured or situational interview, there are fixed job related questions that are presented to
each applicant

In a panel interview several interviewers question and seek answers from one applicant. The panel
members can ask new and incisive questions based on their expertise and experience and clicit
deeper and more meaningful expertise from candidates

Interviews can also be designed to create a difficult environment where the applicant's confidence
level and the ability to stand erect in difficult situations are put to test. These are referred to as the
stress interview.

This is basically an interview in which the applicant is made uncomfortable by a series of, often,
rude, annoying or embarrassing questions

Steps in interview process:

Interview is an art It demands a positive frame of mind on part of the interviewers must be treated
properly so as to leave a good impression about the company in their minds HR experts have
identified certain steps to be followed while conducting interviews

PREPARATION

 Establishing the objective of the interview

 Receiving the candidates application and resume
 Keeping tests score ready, along with interview assessment forms
 Selecting the interview method to be followed
 Choosing the panel of experts who would interview the candidates
 Identifying proper room for environment
1. RECEPTION:

The candidate should be properly reccived and led into the interview room. Start the interview on
time.
 2. INFORMATION EXCHANGE
 State the purpose of the interview, how the qualifications are going to be matched with
skills needed to handle the job.
 Begin with open-ended questions where the candidate gets enough freedom to express
himself
 Focus on the applicant's education, training, work experience, etc. Find unexplained gaps in
applicants past work or college record and elicit facts that are not mentioned in the resume.

3. EVALUATION:

Evaluation is done on basis of answers and justification given by the applicant in the
interview
4 PHYSICAL AND MEDICAL EXAMNATION:
After the selection decision and before the job offer is made, the candidate is tequirel to
undergo a physical fitness test. A job offer is olen contingent upon the candidate being
declared fit after the physical examination.

5 REFERENCE CHECKS

Once the interview and medical Examination Of the candidate is over, the personnel department will
engage in checking references. Candidates are required to give the names of 2 or 3 references in
their application forms. These references may be from the individuals who are familiar with the
candidate's academic achievements or from the applicant's previous employer, who is well versed
with the applicant's job performance and sometimes from the co-workers

HIRING DECISION:
The line manager has to make the final decision now whether to select or reject a candidate after
soliciting the required information through different techniques discussed earlier. the line manager
has to take adequate care in taking the final decision, because of economic, behavioral and social
implications of the selection decision of rejecting a candidate would impair the moral of the people
and they suspect the selection procedure and the very basis of selection in a particular organization.

candidate would impairthe morale of the people and bcy suspect the set

A true understanding betveen line mapagers and personnel managers should be established so as to
fačiate good selection decişions. After taking the final decision, the organization has to intimate his
decision to the successful as well as unsuccessful candidates. The organization sends the
appointment order to the successful candidates either immediately or after sometime depending
upon its time schedule
 CHAPTER -3

COMPANY PROFILE
 IFCAL BACKGROUND

IFCAL, a wholly owned subsidiary of IDCOL. is a Govt of Odisha. one of most sophisticated pant of

FERROCHROME PLANT is situated at JAJPUR ROAD about 1km away from Jajpur Road Railway
Station on Eco Railway in the district of Jajpur (ODISHA)

The started in March 1967 & Production the plant was able to start exporting. The plant has a
licensed annual capacity of 10.000 MT of low carbon ferrochrome Besides producing High and low
Carbon ferrochrome & silicon chrome, the plant also has produce ferrosilicon occasionally to ISI
specification. Due to low demand and high cost of production of low carbon ferrochrome (L.C.F.C)
was stopped. At present the plant is pioducing only High Carbon Ferrochrome. (H.C.F.C). The unit
earns valuable foreign exchange by exporting the High carbon ferrochrome to industrially advanced
countries like Japan, Australia, Holland, G.D.R., Korea, Romania, Philippines, North Korea, and Italy &
Manila. It has also been awarded the certificate of merit by FFPC in recognition of outstanding
export ferrochrome.

The plants ceaseless efforts of quality control at every stage of production have ensure a constant
growing market for ferrochrome products both in the country and abroad. In view of this increasing
demand, it has been decided to undertake the expansion of the plant to produce an additional
15,000 Tons of High Carbon Ferrochrome per annum

Generally, the plant produces High Carbon Ferrochrome around 60MT daily, out of two furnaces of
plant, the no-1 furnace yields 40MT and no-2 yields 20MT's, more over taking all idle times into
account, the plant budget capacity has fixed at 19,200MIs of H.C.F.C per year.

IFCAL AT GLANCE
IDCOL Ferro Chrome & Alloys ltd (A wholly owned subsidiary of the industrial development
corporation of odisha Itd.) Is a state government, state Odisha India, on the main Howrah-Chennai
Railway line. It is about 340 km from Howrah& 115kms from the state capital, Bhubaneswar

The plant is pioneer in the country to producer "High Carbon Ferrochrome". It was set up in
the year 1969 with process known how supplied by one of the world's best metallurgical consultant
M/S ELKEM, Norway & ASEA, SWEDEN the plant has a installed to produce 19200MT of high Carbon
Ferrochrome,

The plant has its own capacity Chromitcs Mines at Talangi & supplies grade of Chrome ore to plant
for consumption. The mines have capacity to produce 5000MT "Chrome Concentrate hrough
beneficial process
LOCATION
IFCAL Ferro Chrome Plant to Para deep : 135 kms.

IFCAL Plant to Tailangi Chromites mines: 60 kms.

IFCAL Plant to NIH 5 at Panikoili 12 kms

Tailangi Mines to Paradeep Port : 200 kms via Express Highway and NH 5

Nearest Rail head from IFCAL plant and Tailangi chromites mines is Jajpur Road Railway station
located at 5 kms and 60 kms respectively

PRODUCTION UNITS OF IFCAL

COMPOSITION& GRADATION OF PRODUCTION HCFC

Chromium: 60-70%

Carbon: 6-8%

Silicon: 1-6%

Grade 1= 1-2%

Grade Ⅱ 2-4%

Grade 1-2-4%

SIZE

Lumps 25- 150mm

Chips10-25mm

Powder0-06m

Raw material required for producing I MT of ferrochrome

3. Chrome ore2.5MI

4. Coke0.6M

5. quartzite:0.18MT

6. Carbone paste:0,02MT

7. Pyroxinite :0.18MT

8. Magnetite 0.0015M

9, Power: 3800 UNIS

SOURCES
Chrome:-from own sources from captive mines at talangi

Chromites: Mines sukinda

Coke:-coke is produced from the plant like nilachal ispat nigam from nilachal

Carbon Metallic:- In vicinity of Kalinga Nagar

Quartzite:-from the mines site of sukinda area

Carbon paste Hindalco, Sambalpur Indian Carbon, Calcutta Petro Carbon LTD Haladia

Pyroxinite:- Tisco Mines

Magnetie: Tamil Nadu

Power: Gridco Odisha

COMPOSITION & GRADATION OF PRODUCTION OF HICEC

Chromium : 60-70%

Carbon:6-8%

Silicon: 1-6%

Grade I-I-290

Grade 11-2-4%

Grade III-4-6%

SIZE

Lumps: 25-150mm

Chips: 10-25mm

Powder: 0-06mm

PLANT CAPACITY& TECHNOLOGICAL FEATURE

PRODUCTIONTECHNICAL FEATURE

CAPACITyage pe METALLURGICAL PLANT)

SEGMENT

REDUCTION 13.000 MT per 9.00MVA submerged. Electric Arc

FURNANCE-I

furnace with three Electrode

Operation. Main plant &

machinery supplied by Sweden

annum

REDUCTION 6

FURNANCE-II

6000 MT per annum 6.5 MVA submerged electric Arc

furnace with here Elcctrode

operation

Briquette machine 10 MT/hour

Hydromel press

Briquettes machine.

M/S Paul

engineering

KOLKATTA

Product size (15mm-50mm)

POLICY OF THE ORGANIZATION
We at IDCOL FERRO CHROME & ALLOYS LIMITED to achieve & sustain excellence in quality of
product's processes & systems by providing value for money & satisfaction to all customers through
our commitment to:-

1. Establish & maintain a quality management system as per ISO-9001-2000 standard& improve its
effectiveness continually
2. Meet requirement& enlancement the satisfaction of our customers
3. Cost effectiveness reliability & safety
4. Comply with the applicable regulatory& statutory requirements
5. Establish measurable objectives & review them for continual improvement
6. Review this policy for continual suitable
This policy has been communicated &made understood to all employees& will be available to all
interested

MISSION

 To produce quality high Carbon Ferro Chrome HCFC) and meet the requirement of
customers through timely delivery
 To ensure cost effectiveness, reliability& safety standards
 To reduce waste, scrap and conserve natural resources
 To reduce 1% production cost
 To train at least 10 number orsskilled persons per year for relevant skill improvement
 To comply with the entire customer's complaint during the year

VISION

To become a State owned Icading Ferro Alloy manufacturing company having expertise in
production of HCFC, other related products and mining of Chrome ore in clean and green
environment.

ENVIRONMENT & QUALITY POLICY

We at IDCOL Ferro Chrome & Allovs Ltd. (IFCAL), engaged in manufacturing of High Carbon Ferro
Chrome, strive to achieve & sustain quality & environment by providing product as per customer
requirement and maintaining clean & green environmcnt in and around our plant, while striving to
add value to all stakeholders In order to achieve the same we are committed to

 Consistently provide product as per customers' requirements to enhance satisfaction

 Prevent pollution and improve environmental performance
 Comply to all applicable legal other requirements to which IFCAL subscribes,
 Involve people working for and on behall through training & exposure And Establish
measurable objectives and review them for continual improvement of Environment&
Quality management system
 CHAPTER – IV
DATA ANALYSIS & INTERPRETATION
 1. SINCE HOW MANY YEARS HAVE YOU BEEN WORKING HERE?
a) 0-5 YRS. c) 10-15 yrs.
b) 5-10 yrs. d) more than 15 yrs.

5%

40% 25%
0-5 years
5-10 years
10-15 years
30%
15 years & above

2. DOES THE ORGANIZATION CLEARLY DEFINE THE POSITION OBJECTIVES,RECRUITMENT&

CANDIDATE SPECIFICATION IN THE RECRUITMENT PROCESS?
a) Yes b) No

80%
70%
60%
50%
40%
30%
20%
10%
0%
yes no

3. HOW WELL ARE THE ORGANIZATION AFFIRMATIVE ACTION NEEDS CLARIFIED & SUPPORTED
IN THE SELECTION PROCESS?
a) Poor b) Adequate c) excellent
 20%

55% excellent
adequate
35%
poor

4. IS THE ORGANIZATION DOING TIMELY RECRUITMENT & SELECTION PROCESS?

a) Yes b) no

80%

60%

40%

20%

0%
YES NO

5. DOES HR PROVIDES AN ADEQUATE POOL OF QUALITY APPLICANTS?

a) Yes b) no

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
6. RATE THE EFFECTIVENESS OF THE INTERVIEWING PROCESS & OTHER SELECTION
INSTRUMENTS LIKE TESTING?
a)poor b) adequate c) excellent

20%

POOR
ADEQUATE
70% EXCELLENT

7. DOES THE HR TEAM ACT AS A CONSULTANT TO ENHANCE THE QUALITY OF THE APPLICANT
PRE SCREENING PROCESS?
a) Yes b) no c) Cant say

20%

YES
NO
15%
CAN'T SAY
65%

8. DOES HR TRAIN HIRING EMPLOYEES TO MAKE THE BEST HIRING DECISIONS?

a) Yes b) no
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

9. RATE HOW WELL HR FINDS GOOD CANDIDATES FROM NON TRADITIONAL SOURCES?
a) Poor b) adequate c) excellent

7%

15.35% EXCELENT
ADEQUATE
POOR
77.65%

10. HOW WOULD YOU RATE THE HR DEPARTMENTS PERFORMANCE IN RECRUITMENT &
SELECTION?
a) Poor b) adequate c) excellent

80.00%

70.00%

60.00%

50.00%

40.00%

30.00%

20.00%

10.00%

0.00%
EXCEIIENT ADEQUATE POOR
 11. IS THE HR DEPARTMENT EFFICIENT IN SELECTION POLICY OF THE EMPLOYEES?
a) Yes b) no

100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

12. DOES THE HR MAINTAINS AN ADEQUATEPOOL OF QUALITY PROTECTED CLASS APPLICANTS?

a) Yes b) no

60%

50%

40%

30%

20%

10%

0%
YES NO
 CHAPTER-V
CONCLUSION & SUGGESTION

In order to achieve the same we are committed to

 Consistently provide product as per customers' requirements to enhance satisfaction

 Prevent pollution and improve environmental performance,
 Comply to all applicable legal & other requirements to which IFCAL subscribes,
 Involve people working for and on behalf through training& exposure And Establish
measurable objectives and review them for continual improvement of Environment&
Quality management system

CONCLUSIONS

Super achievers don't waste time in unproductive thoughts, esoteric thoughts or catastrophic
thoughts. They think constructively and they know that their level of thinking determines their
success.

Success is the progressive realization of a worthy goal. I don't know the key to success, but the key
to failure is trying to please everybody. Success and happiness go hand in hand. Whatever the mind
of man can conceive and believe, the mind can achieve. It becomes very important for an HR
professional to be very thoughtful, constructive and disciplined in its people oriented approach.

I would like to mention here, that HR professional is having a big responsibility to hire the best
person from the available talent pool. At the same time, one needs to be cost conscious. It is a good
practice in recruitment to be objective and seek to identify the candidates' abilities or ambition,
based on applicant's .sex, caste, age religious belief, sexual orientation or any disability is a bad
practice 7 should be avoided

At IFCAL, Jajpur Röad, I appreciate the practice of the payment of relocation cost to the employees
which serves as a motivating factor to convince the candidate to join the organization. I even
appreciate the concept of on line application forms& job posting through portals as in today's era of
automation, online application form is highly preferred and recommended

At the end, I would like to mention the IR's strong initiatives to add some programmes to improve
and engage their employees like brain storming sessions, SAP trainings, Workers Education
Programme, Yoga shivirs for relaxation, professional quizzes and many more, are highly
commendable.
 SUGGESTIONS
1. Man power planning for different departments should be complete within a short span so as to
streamline the recruitment process

2. Appropriate measures should be taken to in order to overcome infrastructural flaws so as to

facilitate a well structured interview process.

3. The entire interview flow diagram should be made very clear and there must be a defined panel to
conduct the intervievw

4. In absence of the concerned authority, the power to conduct the interview should be delegated to
his nexlevel sothat the recruitment process does not get hampered.

5. Common amenities including sitting arrangement, conveyance facility including sitting

arrangement, conveyance facility should also be improved.

6. I suggest the use regret letters to intimate to the candidates who are rejected. This is not a yery
time consuming,cxercise as a standard format can be developed and Sentsto the respective
candidates through e-mail This also helps in creating a better and more professional image of the
company.

7. In the process of making, the positions & their respective roles should be made very clear so that
the entire departmental activities could be properly coordinated towards the achievement of
organizational objectives as a whole.
 BIBLIOGRPHY

1. Human Resources Management - P Subba Rao

2. Principles & Practice of Management - L.M. Prasad
3. Essentials of Management - Weihrich & Koontz
4. Internet