A

PROJECT REPORT ON

‘‘SELECTION & RECRUITMENT’’

IN

VISAKHAPATNAM PORT TRUST

A project report submitted in partial fulfillments for the award of the degree

Submitted by

MATTA NIKHIL

Admission no. 1811061

Under the Guidance of

Sri. K. Sridhar Babu

(Asst. Secretary)

PGDM Final year of

ALWAR SCHOOL OF BUSINESS AND COMPUTERS

VISAKHAPATNAM

2018-2020
 ACKNOWLEDGEMENT

I express my immense gratitude to the people who have contributed towards the
successful completion of this project work at VISAKHAPATNAM PORT TRUST.

I express my gratitude to Sri. Chairman of Visakhapatnam Port Trust for giving me

this opportunity

I express my gratitude to Sri. SRIDHAR BABU, Asst. Secretary of Visakhapatnam

Port Trust for giving me this opportunity and encouragement throughout my
project work and for this valuable guidance in project work
 CERTIFICATE

This is to certify that M. NIKHIL a student of Post Graduation Diploma

in Management affiliated to ALWAR SCHOOL OF BUSINESS AND
COMPUTERS has done project work titled SELECTION AND
RECRUITMENT at VISAKHAPATNAM PORT TRUST, under my
guidance during the period 27-06-2019 to 09-08-2019

Date: Sri. K. SRIDHAR BABU

Visakhapatnam Asst. Secretary

GAD/VPT
 DECLARATION

I here by solemnly declare that this project entitled A STUDY ON “SELECTION

AND RECRUITMENT” at Visakhapatnam Port Trust has been prepared by me
during the period of 6 weeks from 27-062019 to 09-08-2019 under the guidance of
Sri. SRIDHAR BABU Asst. Secretary. This project is result of my own work and
has not been submitted to any other institute or university earlier.

Place : Visakhapatnam Matta Nikhil

Date: REG NO: 1811061

 CONTENTS

Chapter-I

Chapter-II

Chapter-III

Chapter-IV

Chapter-V

Bibliography
 CHAPTER-I

INTRODUCTION

Human resource is a basic need of any work to be done. According to

ARTHUR LEWIS : “There are great differences in development between countries
which seem to have roughly equal resources, so it is necessary to enquire into
diference in human behavior”

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

Recruitment highlights each applicant’s skills, talents and experience.

Their selection involves developing a list of qualified candidates, defining a
selection strategy, identifying qualified candidates, thoroughly evaluating qualified
candidates and selecting the most qualified candidate.

Recruitment is the first stage in the process which continues with

selecting the candidate and ends with placing the candidate. Recruitment facilitates
in acquiring the number and types of people necessary to ensure continued
operations of the organization. Recruitment is finding the potential applicants for
actual or anticipated org vacancies thus, it acts as link in bringing together the
people with jobs and those seating jobs. The purpose of recruitment is to identify
suitable man power to meet the job requirements and job specifications.

It is the most important function of personnel administration on the

other hand selection is concerned with securing right information about the
applicant. The object of selection process is to determine whether the prospective
candidate possesses the qualification for the specific job it is a long process. Starts
from the interview and ends with the contract of employment.

It is said if right person is appointed at right place the half work has
been done. In this project I have tried to cover all important points that should be
kept in mind while recruitment and selection process are conducted. A research
study through a questionnaire filled in by all the sales managers of the
VISAKHAPATNAM PORT TRUST, is attached & tried to find out which
methods and various other information related to recruitment and selection would
be helpful. I have tried to come to a conclusion at what time mostly manpower
planning is required, & what are the various methods used for recruiting the
candidates and on what basis selection is done.

VISAKHAPATNAM PORT TRUST has a well articulated equal

opportunity policy, which lays strong emphasis on hiring of individuals
irrespective of age, race, caste or gender. As a best practice in recruitment.
OBJECTIVES

1. To study the recruitment and selection procedure followed in

VISAKHAPATNAM PORT TRUST.
2. To study the various sources of recruitment followed in the said company.

3. To learn what is the process of recruitment and selection that should be

followed:

 To present conceptual framework relating to recruitment & selection

 To study the employee satisfactory level with existing recruitment

policy.

 To evaluate and analyze the effectiveness of recruitment & selection

policies adopted.

 To suggest appropriate measures for improving recruitment and

selection process
RESEARCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical,

financial problems. These problems in life call for acceptable and effective

solutions and for this purpose, research is required and a methodology applied for

the solutions can be found out. Keeping in view the objectives of the study, data is

collected from following sources.

Research was carried out at VISAKHAPATNAM PORT TRUST ltd. To find out

“Recruitment and Selection Process”.

DATA COLLECTION:

Data refers to a collection of organized information, usually the results of

experience, observation or experiment, or a set of premises. This may consists of

numbers, words, or images, particularly as measurements or observations of a set

of variables.

There are two types of data sources available to the research processes.

1. Primary data

2. Secondary data

Primary data:

Primary data was collected through survey method by distributing questionnaires

to branch managers. Also interviews were conducted and through some

observations as well. The questionnaires were carefully designed by taking into

account the parameters of study.

Secondary data:

Data was collected from books, magazines, websites, going through the records of

the organization, etc., it is the data which has been collected by individual or

someone else for the purpose of other than those of our particular research study or

in other words we can say that secondary data is the data used previously.
 COMPANY PROFILE

VISAKHAPATNAM PORT TRUST

Career Management

Campus programme

They have a campus programme, which is aimed at hiring students fresh

from key B-Schools as well as from all the Universities and providing themwith

structured inputs and an environment for their personal and professional growth.

The Summer Trainee Programme is designed to expose them to the vibrancy of a

complex and competitive business environment, challenge intellectually and

encourage them to find innovative solutions.

Leadership Development

To strengthen entrepreneurial and professional capabilities required to

operate in a fiercely competitive and dynamic field of insurance environment and

plan effective succession planning by building futuristic leadership competencies,

various initiative taken by the Futurisk.

Reward and recognize performance

To build a meritocratic environment, they have implemented a value based

performance management process wherein they recognize significant contributions

made by their employees in an objective and transparent manner and on

demonstrated competence levels. Further, they also recognize people who ‘walk

that extra mile’ in living the Futurisk values.

Meaning of HUMAN RESOURCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern

economics.

ARTHUR LEWIS observed

“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

behaviours”

Human Resource management is the management of employee’s skill, knowledge

abilities, talent, aptitude, creativity, ability etc., different terms are used to denote

Human Resource Management. They are labor management, labor administration,

labor –management relationship, employee –employer relationship, industrial

relationship, human capital management, human asset management etc,. though

these terms are used differently widely, the basic nature of distinction lies in the

scope or coverage and evolutionary stage. In simple terms, Human Resource

Management means employing people, developing their resources, utilizing

maintaining and compensating their services in tune with the job and

organisational requirement.
Functions of HUMAN RESOURCE MANAGEMENT

Administration :

Strategic planning, Organizational evaluation, Country Broad relations, policy

recommendations, supervision of department staff.

Benefits :

Health insurance, dental insurance, life insurance, disability insurance, retirement

benefits, vacation, sick leave, paid holidays, donor program, educational incentive,

uniform allowance and others.

Compensation :

Salary and benefit surveys, job evaluation, job description.

Employee relations:

Disciplinary processes, incident investigations, complaint procedure, labor

management relations.

Employee services:

Enrollment in benefits, employee discounts for recreational spots, resolution of

enrollment or claim problems, employee newsletter, educational assistance,

employee service rewards.

Fiscal:

Staffing budgets, departmental budgets, accounts payable, insurance receivables,

insurance fund management, total package costing.

Health and Safety:

Employee assistance, workers compensation claims, drug testing, safety

compliance and training.

Leaves of absence:

State and/or Fedral family and Medical Leave rights, county approved leaves of

absence rights upon return to work, light duty asignments for temporary periods.

Payroll administration:

Computer-based or manual evaluation systems, supervisory training, compliance

with timeliness standards

Performance appraisal:

Employee files, litigation files, payroll record, safety records and other

administrative files
Record-keeping:

Job posting, advertising, testing administration, employment interviews,

background investigations, post-offer employment testing.

Recruitment:

Recruitment is defined as a process to discover the sources of manpower to meet

the requirement of the staffing schedule and to employ effective measures for

attracting the manpower in adequate numbers to facilitate effective selection of an

effective work force

Selection :

After identifying the sources of human resources, searching for prospective

employes and simulation helps to apply for jobs in an organization, the

management has to perform the function of selecting the right man at right job and

at the right time.

Seperations and terminations:

Rights upon termination of employment, severance benefits, unemployment

compensation, exit interviews.

Training and Development:

County-wide needs assessment, development of supervisory and management

skills, employee training, and workshops. Benefits orientation for new and

transferring employees, Supervisory newsletter.

Salary and Benefits:

Salary/Wages plans, employee benefits.

Importance of HUMAN RESOURCE MANAGEMENT

 Attract highly qualified and competent people

 Ensure that the selected candidate stay longer with the company

 Make sure that there is match between cost and benefit

 Helps the organization to create more culturally diverse workforce

Whereas, poor quality of selection means extra cost on training and supervision.

Furthering more, when recruitment fails to meet organizational needs for talent,

a typically response is to raise entry level pay scales. This can distort traditional

wages and salary relstionship in organization, resulting in unavoidable

consequences. Thus the effectiveness of the recruitment process can play a

major role in determining the resources that must be expended on other HR

activities and their ultimate success.

Scope of HRM at Organizational level:

The scope of HRM is extensive and far reaching. Therefore, it is very difficult

to define it concisely. However, we may classify the same under following

heads:

 HRM in Personnel Management: This is typically direct manpower

management that involves manpower planning, hiring, training and

development, induction and orientation, transfer, promotion,

compensation, layoff and retrenchment, employee productivity. The

overall objective here is to ascertain individual growth, development and

effectiveness which indirectly contribute to organizational development.

It also includes performance appraisal, developing new skills,

disbursement of wages, incentives, allowances, travelling policies, and

procedures and other related courses of actions.

 HRM in Employee Welfare: this particular aspect of HRM deals with

working conditions and amenities at workplace. This includes a wide

array of responsibilities and services such as safety services, health

services, welfare services, social security and medical services, it also

covers appointment of safety officers, making the environment worth

working, eliminating workplace hazards, support by top management,

 job safety, safeguarding machinery, cleanliness, proper ventilation and

lighting, sanitation, medical care, sickness benefits, maternity benefits,

unemployment benefits and family benefits.

It also refers to supervision, employee counseling, establishing

harmonious relationships with employees, education and training.

Employee welfare is about determining employees real needs and

fulfilling them with active participation of both management and

employees. In addition to this, it also takes care of canteen facilities, rest

and lunch rooms, housing, transport, medical assistance, education,

health and safety, recreation facilities, etc.

 HRM IN Industrial Relations: Since it is a highly sensitive area, it

needs careful interactions with labor or employee unions, addressing

their grievance and settling the disputes effectively in order to maintain

peace and harmony in the organization. It is the art and science of

understanding the employment relations, joint consultation, disciplinary

procedures, solving problems with mutual efforts, understanding human

behavior and maintaining work relations, collective bargaining and

settlement of disputes.

The main aim is to safeguarding the interest of employees by securing

the highest level of understanding to the extent that does not leave a
negative impact on organization. It is about establishing, growing and

promoting industrial democracy to safeguard the interests of both

employees and management.

Human Resources Department at VISAKHAPATNAM PORT TRUST

 Human Resource Department

 Recruitment and Selection

 Resource allocation

 Training and development

Human Resource development

This department looks after the needs and requirement of the present employees.

This department includes number of function which are as follows:

1. Training and Development – it includes technical, soft skills and process

related training

2. Process and policies – it contains all the rules and regulations that need to

be followed by the employees

3. Appraisal and increment – it is in the formal feedback of the employes

about their performance and the conduct of work

4. Induction – involves the information to the new employees about the

company, job, departments etc.,

5. Motivational activities and entertainment – involves motivating the

employees to improve their productivity

6. Roles and responsibilities – that every individual employee needs to fulfill

7. Key Result Area – it is the measurement quantifiable of output for the roles

of responsibilities

8. Employee separation includes resignation and dismissal

9. Joining formalities – take place when a new employee joins the company

10. Computerization

11. Helpdesk

12. Employee verification – take place at the time of joining of the new

employee

13. Surveys

14. Project trainees

15. Counseling and grievance handling – both are different as counseling is

basically helping out in personal problems whereas, grievances handling

involves the handling of complaints that the employees has towards the

management.

All the above head are include in the human resource development and

involves the overall development of individual employees which in turn

increases the over all profit of the company.

 INDUSTRY PROFILE

INTRODUCTION TO INDIAN SEA PORT

Ports are commonly known as place of safe shelter with necessary

infrastructure, for purpose of trade. In that view, there are airports and seaports

are gateways to the world. Seaport is an essential link in the international

maritime transport chain. At present, over 85% of international trade goes by

sea. In case of developing countries like ours,percentage of international trade

would be in the range of 75% - 85%. So, there is imperative need for all the

seaports in our country to expand rapidly.

CLASIFICATIONS OF PORTS:

Ports of india are classified into 3 categories:

 Major Ports

 Minor Ports

 Satellite Ports

Indian government has a federal structure, and according to its

constitutions, maritime transport is to be administrated by both central

and state governments. While the central government’s shopping ministry

administers major ports, the minor and intermediate ports are

 administered by the relevant departments in nine coastal states- Andhra

Pradesh, Orissa, West bengal, Tamil nadu, Kerala, Karnataka, Goa,

Maharashtra, and Gujarat. Several of this 187 minor and intermediate

ports have been identified by the respective governments to be developed,

in a phased manner, a good proportion of them involving public-private

partnership.

 MAJOR PORTS
  Mumbai (Maharashtra)

 Jawaharlal Nehru (Maharashtra)

 Mamugao (Goa)

 New Mangalore (Karnataka)

 Cochin (Kerala)

 Kandla (gujarat)

 EAST COAST

 Tuticorin (Tamil Nadu)

 Chennai (Tamil Nadu)

 Ennore (Tamil Nadu)

 Visakhapatnam (Andhra Pradesh)

 Paradip (Orissa)

 Kolkata, Haldia (West Bengal)

 MINOR PORTS: 187

State/Union Territories No. of Minor Ports

Gujarat 40

Maharashtra 53

Goa 5

Karnataka 10
Kerala 13

Diu & Daman 2

Lakshadweep islands 10

Pondicherry 1

Tamil Nadu 15

Andhra Pradesh 12

Orissa 2

West Bengal 1

Andaman & Nicobar islands 23

 no. of minor ports

gujarat

maharashtra

goa

karnataka

kerala

diu & daman

lakshadweep islands

pondicherry

tamil nadu

andhra pradesh

orissa

SHIPPING:

Major ports handled over 74% of all cargo traffic in 2007. All major ports,

except one ennore port are government administered, but private sector

participation in ports has increased. There are also 7 shipyards under the control of

the central government of india, 2 shipyards controlled by state governments, and

19 privately owned shipyards.

 As of 2000, there were 102 shipping companies operating in india, of which

five were privately owned and based in india and one was owned by Shipping

corporation of india. There were 639 government-owned ships, including 91 oil

tankers, 79 dry cargo bulk carriers, and 10 celular container vessels. Indian-flagged

vessels carried about 15% of overseas cargo at Indian ports for financial year 2003.

THE MAIN ACTIVITIES OF PORT

 Maintenance of port approaches, navigable channels and alongside berths,

dredging, conservancy, hydro graphic surveys.

 Pilot age, towage, berthing and unberthing of visiting ships.

 Handling, warehousing and transportation of goods in port area.

 Civil, mechanical and electrical engineering and maintenance of harbor

crafts and plants.

 Fire fighting and fumigation.

 Stores

 Medical, Welfare, Housing etc.,

 Management of port properties and estates.

To carry out various activities, each port engages different types of labour. The

workers employed by the port authorities are generally called “port workers” and

they work on shore. For work on board the ship, workers registered with Dock
Labor Board (DLB) known as Dock Labour are engaged. The DLB has been

amalgamated into VPT w.e.f. 26-09-2008 duly renamed as CHD (Cargo Handling

Division) functioning under the control of traffic manager.

Ports are classified as Major ports, Medium ports and Minor ports. The Major port

Trust Act, 1963 and Indian Sea Ports Act, 1908, generate the Major ports and the

rules and regulations framed there under.

Each Major port has a Board of Trustees representing various interests connected

with the port operations and the shipping industry. The Chairman of each Major

Port Trust is appointed by the Central Government. Besides Chairman, the Port

Trust Board consists of Deputy Chairman, representatives of Customs, Railways,

Defence, State owners, Shippers etc., All the members of the Board, Chairman and

Deputy Chairman are part time members.

 COMPANY PROFILE

MEANING OF PORT :

 A Port :

A transhipment point between sea and surface transport and entry and exit for

imports and export trade plays unique role in the country’s transport system. A

port is place by shore where ships may run into shelters to load and unload.

According to the encyclopedia of the social equipped to facilitate the

transshipment of fright between water and land carriers.

 A Harbour :

It is a body of water protected from wind and wave action with sufficient

depth and with bottom of good holding ground, in that vessel may find heaven

in and another safely

PORT VISION :

To be the most preffered port in South Asia offering services of global

standards.

PORT MISSION :

To be a major partner in meeting the logistic requirements of Importers and

Exporters.

LOCATION OF PORT :

Visakhapatnam port is one of the leading major ports in India. The port is

located on the east coast of India between Chennai and Kolkata at a latitude of
17 42 00 North longitude of 83 23 00 East and the time zone is GMT + 5:30.

The port has three harbours viz., outer harbor, inner harbor, and the fishing

harbor. The outer harbor with a water spread of 200 hectares has 6 berths and

inner harbor with a water spread of 100 hectares has 18 berths.

Bestowed with natural deep-water basins, the outer harbor is capable of

accommodating vessels upto 200,000 DWT and draft upto 18.1 meters. The

inner harbor is capable of accommodating fully laden panama vessels upto

14.5 meters, with tide advantage.

ORIGIN & HISTORY MILE STONES :

The need for the development of a port in this natural bay was spelt by the

British Rulers as far back as 1858 and the first detailed report “VIZAG the

Port of Central Province” was published in 1877. This proposal how ever was

temporarily frozen due to the advent of the first world war. It was only 1914

that the proposal for the construction of harbor at Visakhapatnam was initiated

by the then Bengal-Nagpur Railways. During 1922, Bengal-Nagpur Railway

revived the proposal of Col. Cartwright Rind of British Admiralty for the

construction of an Indian Harbor. The actual construction commenced in 1927

and the port has only a road stead port till then, was opened to a passenger

ship S. S. Jala Durga of the Scindia Steam Navigation Company.

Visakhapatnam was an ancient Port city which has relations with Middle East

and Rome. Ships were anchored at open roads and then loaded with cargo

transported from Visakhapatnam shore by means of small masula boats. A

reference to Visakhapatnam merchant is available in the inscriptions of Sri

Bheemeswara Swamy Temple (1068AD), East Godavari District, AP. During

12th century AD, Visakhapatnam was forfeited merchandize town managed by

a guild. It has become a settlement of branch of East India Company in 1682.

Rs 83 lakhs worth of goods were moved through

Visakhapatnam/Bheemunipatnam in 1882-83.

Principle commodities traded at anchorage Port included Muslin cloth-

manufactured at Uppada(East Godavari District), manganese ore-exports to

UK and USA, oilseeds, jiggery, jute and indigo, hides and skins. Extensive

trade relations existed with Burma. Vessels of British India Steam Navigation

Company regularly visited the port.

With the advent of British Rule in 1858, the need for a port in this part of the

country was emphasized in a report of a British Survey Party. Later in 1877 a

report called Vizag the Port of Central Provinces further emphasized the need

for construction of port at Visakhapatnam. It was only after the I World War

(1914-18) that the proposal of Col.H.Cartwright Reid of British Admiralty for

construction of a harbor at Visakhapatnam at the mouth of river

Meghadrigedda was approved by the govt.

The port was formally inaugurated by the excellence Lord Willington, the then

Viceroy and Governor General of India on 19th December 1933. The saga of

the construction of the harbor particularly forming of entrance channel,

sinking of two old ships “JANUS AND WELLESDON” to form breakwaters

instead of building a wall in the sea were all feats in engineering and are

subjects of discussion over today.

Mr W C Ash (1928-1934) and Mr D B Rattemberry (1934-1936) were the

engineers also played prominent role in the construction of the beautiful

harbor. The port was constructed at a cost of Rs 378 lakhs and when it was

opened, it consisted of three berths and handled 1.30 lakhs tonnes of traffic.

The port administration has passed through different department and

ministries of the government of India till its transfer to the port trust in

February 1964 under the Major Port Trust Act 1963 as shown below:-

1926-1935 Railway Board

1935-1937 Commerce Departments

1937-1942 Communication Departments

1942-1944 War Transport Departments

1944-1946 Defence (War) Departments

1946-1956 Bengal Nagpur Railways

1956-1964 Ministry of Transport

1964-feb Trust under MPT Act

PORTS AS INFRASTRUCTURE:

For International trade transportation by sea is that cheapest. Port is an

infrastructure, affording the facilities import/export of trade/cargo. Thus Port

is an important infrastructure for socio-economic development. High value

more than 90% of import/export, trade pass through the port. Advent of steam
power, steel hut, opening up of Suez Canal, all have boosted and caused the

ever increasing maritime trade. Indian has 6000 km of, Coastal line and some

160 ports.

Chennai, Calcutta, Mumbai, Mormugao were the oldest ports. The Metro

cities became the port trade. The Port of Visakhapatnam & Cochin came up

1933& 1936. After partition of india, in lieu of Karachi, Kandla Port was

newly constructed and commissioned in 1959. There is no proposal in 10 th

plan to create any new major port. The effort is to expand and consolidate the

existing major ports.

In addition there are about 150 major ports and few intermediate ports

functioning mainly to take care of coastal grade. Port development is a cost

intensive project. Unless interlinked infrastructure of road, railways, besides

assured traffic and water way exists, it may not be viable. That is the reason

many minor ports are non functional. 10th plan project a traffic of 150 Mn ton

for minor ports.

GROWTH:

The metamorphosis of Visakhapatnam – a sleepy fisherman village into an

industrial is not sparkling event that occurred over night. This story is

intimately connected with the growth of the VISAKHAPATNAM PORT.

Substantial investments were made during successive plan periods for the

construction of additional berths, modernization of cargo handling facilities,

development of transit sheds, warehouses, open stacking spaces and

development of road and railway networks to meet the increasing

requirements of the trade. Thus the port which started with three berths has

now grown into fullfledged front line port among the ports of india.

Visakhapatnam Port comprises of two harbors viz. the inner Harbor in 100

hectares of water basin and the outer harbor in 200 hectares of water basin

besides, there is a fishing harbor developed adjacent to outer harbor in 24

hectares of water basin. The outer harbor is encompassed by three break

waters viz. North break water (412 Mts), South break water (1543 Mts) and

East break water (1070 Mts)

LAND:

Total land acquired 10796 Acres

Alienated to defence and other 3322 Acres

organizations

Under VPT’s use 1981 acres

Occupied by Hills/Geddes 1092 Acres

Leased to govt. and pvt. Organisations 2630 acres

 Land available for future lease 1771 acres

LIST OF CARGO’S:

Cargo

Bulk Cargo Project Cargo

 Bulk Cargo

 Coal
 Iron ore
 Sulphur
 Fertilizers
 All POL’s
 all finished petroleum oils (Naphtha, HSD, Petrol, Kerosene)
 Gases (LPG)
 Ammonia

Project Cargo:

Project Cargo is a term used to broadly describe the national or international

transportation of large, heavy, high value or a critical (to the project they are
intended for) pieces of equipment. Also commonly referred to as heavy lift, this
includes shipments made of various components which need disassembly for
shipment and reassembly after delivery.

TARGET MARKETS :

 HPCL
 BPCL
 SR
 MMTC
 MNDC
 COROMMANDEL PVT LTD
 RAIN C2 INDIA LTD
 STEEL AUTHORITY LTD
 IOC

SHIFT SYSTEM IN “VPT” :

1. General shift 10:00 am – 05:00 pm

2. A Shift 06:00 am – 02:00 pm
3. B Shift 02:00 pm – 10:00 pm
4. C Shift 10:00 pm – 06:00 am
OBJECTIVES OF VPT :

The following are the main objectives of Visakhapatnam Port Trust.

 The quick turn around time at ships.

 The fast clearance of cargos.
 Cost effective service by exemption of levy on all export cargos.
 For exam part and containers part being developed.
 For regular container feeder services.
 The fastest growing port in country.
 To evolve a participate style of management resulting in a safe and healthy
working environment increased production and productivity and goodwill
amongst all the employees.
 To strive towards improvement quality of life of employees and their
families
 To secure adequate return on the capital invested.
 To minimize the pollution of air and water in port and harbor sea.

FACILITIES

Handling containers in a port requires the following facilities.

 Shore crane at berth for loading/unloading of containers.

 Tippers for bringing in/out of container from to the berth quickly form/to the
container yard.
 Container yard duly segregated for import/export of container.
 Handling equipment of containers in the yard.
 Computerized facilities of planning the yard to locate the container.
 Container fright stations to aggregate/segregate the containers and cargo.
 Movements of containers by road/special trains.
HARBOUR FACILITIES IN VPT :

The port has three harbours, known as inner harbor, outer harbor and fishing
harbor.

 Inner Harbour :

The Visakhapatnam inner harbor consists of entrance channel of length of 1.62

kms and a turning basin and three Navigational Arms one of which is the North
Western Arm occupied entirely by the Head Quarters of Eastern Naval
Command. The other Arm are Northern Arm which is main commercial Arm
port with 1 berths and 3 moorings. The Western Arm is occupied by the
Hindustan Shipyard, Hindustan Petroleum Corporation Limited, Indian Oil
Corporation, Coromandel Fertilizers and Eastern Naval Command. Two oil
berths are located in this Arm.

 Outer Harbour :

Outer Harbour is commissioned in December 1976. It has two berths for iron
ore, which can accommodate two ships of 1.50 lakhs DWT. A general cum bulk
cargo berth designed to accommodate vessels of 1 lakh DWT commissioned on
23rd march 1985. An offshore oil tanker terminal which can accommodate
tankers of size 1,50,000 DWT has the direct discharge facility from the ship to
refinery tankers was commissioned in 1986.

 FISHING HARBOUR :
 The Visakhapatnam fishing harbor is adjacent to outer harbor was
commissioned in 1978 of encloses a tranquil basin of 24 hectares and can
accommodate 56 to 300 mechanized boats.

MAIN SOURCES OF REVENUE :

Ports mainly derive their revenue from cargo handling in their port areas, charges
on the ships visiting their areas and other related charges.

MAIN SOURCES OF REVENUE FROM CARGO TRAFFIC :

 Warfare/launching fees cargo related charges

 Cranes hire charges
 Rentals from warehouses demurrage charges
 Charges for providing rail and other transport, for the cargo, movement and
providing water facilities for the visiting ships

MAIN SOURCES OF REVENUE FROM SHIP TRAFFIC

 Port Dues
 Pilot age
 Berth hire
 Survey and measuring fees
 Ship repair in dock areas, charges for water supply.

DEFICIENCES :

The deficiencies in Indian ports generally are :

 Ships have to wait for long in the channel for berthing

 The productivity of unloading are so low that ships waiting at berth
increases quite consideration compared to international standards
 Ports handling is labour intensive hence susceptible for not only low
productivity but also to the whims of labour. Labour of mechanized
handling for bulk cargo.
 Desire to change the outmoded system lacking.
 Available equipments are out dated and hence have low efficiency.
 Capital maintenance dredging is not adequate.
 Berthing of ship navigation wait for high tides.
 Night navigation is not available, hence the ships have to wait for daylight.
 Adequate and proper cranes are not available for handling container.
 Insufficient yard for stacking/handling containers.
 Where cranes are available, the productivity is low, operators lack
experience or the maintenance is lacking.
 The railways do not provide adequate racks for easy movements of
cargo/containers.
 Lack of ICDs facilities, where exists are insufficient.
 Due to resource crunch the developments needed are lacking. Port trust
official lack authority and flexibility.

ORGANISATIONAL STRUCTURE :
ORGANISATIONAL STRUCTURE OF VPT :

VPT is managed by a board of trustees constructed under the major port trust
act 1963. The Port Trust Board constitute of Chairman; a Deputy Chairman.

Trustees appointed by the overnment in India are shown below :

 Chairman
 Deputy Chairman
  Trustee representing the Ministry of shipping
 Trustee representing the Indian Railways
 Trustee representing the department of customs
 Trustee representing the mercantile marine department
 Trustee representing the other interests
 Trustee representing the Labour Unions
 Trustee representing the State Govt, of AP
 Trustee representing the Naval Officers of AP
 Trustee representing the Coast Guard of AP
 Trustee representing the Regional officer, Ministry of Environment,
Chennai

UNIQUE FEATURES

 Island break-waters, constructed by scuttling two old ships JANUS and

WELLESDON which from the skeleton around which a rubble mound is
formed.
 It is a natural port endowed with deep water basins formed by a high
promontory into sea, known as Dolphin’s Nose Hill to the south and the ross
Hill to the north of the entrance channel.
 The only port in India and first of its kind in South Asia to have a Cavern
facility for LPG a mined rock.
 Cavern at a depth of 200 mtrs. Below sea level (capacity: 60,000 T)

Each major port has Board of Trustee’s representing various interest connected
with the port operations & the shipping industry. The chairman of each Major Port
Trust is appointed by central government besides, Chairman the Port Trust Board
comprises Deputy Chairman, Representatives of Customers, Railways, Defence,
State Government, ship owners, shippers, Labour etc., All members other than
Chairman & Deputy Chairman are part time members.

There are 10 departments in Visakhapatnam Port Trust and those departments are
categorized under 2 heads:

Departments

Operational Non operational

department department

1. Marine Department 1. General Administration Department

2. Traffic Department 2. Finance Department
3. Mechanical and Engineering 3. Medical Department
Department
4. Civil Engineering Department 4. Vigilance Department

FUNCTIONS OF DIFFERENT DEPARTMENT :

 GENERAL ADMINISTRATION DEPARTMENT

It is headed by secretary and it is concerned with policy matter,
board mater, legal mater, vigilance matters & co-ordination and the
 manager, (operations), and is concerned with personal including industrial
relations welfare, guest house administration, training and development.

 ACCOUNTS DEPARTMENT
It is headed by finance advisor and chief accounts officer (FA &
CAO) and is concerned with financial management and compilation of
presentation of accounts, budgets and other related books
 CIVIL ENGINEERING DEPARTMENT
It is headed by the Chief Engineer. It is concerned with the plan,
execution & maintenance of civil engineering works & management of port
estate.
 MECHANICAL & ELECTRICAL ENGINEERING MANAGEMENT
It is headed by Chief Mechanical Engineer and is concerned with
plan, maintenance and repairs of mechanical, marine, electrical equipment
and maintenance and operations.
 MARINE DEPARTMENT
It is under the control of deputy conservator. It is responsible for
safe navigation of vessels and berthing. Pilot age, maintenance of dredging
the port, fire service and other functions of this department.
 TRAFFIC DEPARTMENT
It is headed by the traffic manager and is concerned with shipping
cargo and rail traffic operations, commercial matters, labour development
and trade promotion.
 MEDICAL DEPARTMENT
 It is headed by Chief Medical Officer of Medical Department. It
provides health, sanitary & medical facilities to employees of all
Departments of Port Trust.

GOVERNMENT POLICY :

“Visakhapatnam Port Trust” is governed by Major Port Trust Act, 1963. It began
its initial operations on 7th October of IMO ratified by India.

AWARDS & ACHIEVEMENTS:

 The only Indian Port to have three international certifications.

 ISO 9001 – Quality Management System
 ISO 14001 – Environmental Management System
 OHSAS 18001 – Occupational Health and Safety Management
 The Dredging to enable handling 2,00,000 DWT vessels (18.10m draft) cape
size vessels in outer harbor was completed during 2014.
 An ISPS complaint Port.
 Complimented by the Ministry of Shipping, government of India as the
BRIGHTEST JEWEL among all Major Ports of India.
 NATIONAL SAFETY AWARD for outstanding performance in Industrial
Policy

Winners for the year 2002, 2006, 2007

Runners for the year 1999, 2000, 2001, 2003.

 GREENTECH SAFETY AWARD in service sector for outstanding
achievement in Safety Management
Silver – 2008 – 2010
 GREENTECH GOLD AWARD for environment management for the year
2007
 GREENTECH ENVIRONMENT EXCELLENT AWARD in service sector
for outstanding achievement in environment management
Gold – 2007, 2009
 Runner up award for SWATCH PORT for the year 2016-2017 among all
Major Ports.
 CHAPTER-II

Recruitment Procedure

 Manpower Requisition Form (ANNEXURE 1)

 Recruitment plan
 Budget
 Sourcing
 Selection Process
 Joining
 Post Recruitment Data Updating.

RECRUITMENT

Recruitment is “hiring” of employees from outside . Recruitment has been

regarded as the most important function of the HR department ,because unless the
right type of people are hired ,even the best plans ,organization chart and control
system would not do much good.
Recruitment is the discovering of potential applicant for actual or anticipated
organizational vacancies . Accordingly the purpose of recruitment is to locate
sources of manpower to meet the job recruitments and job satisfaction.
It is defined as a process to discover the sources of manpower to meet the
requirements of staffing schedule and to apply measures for attracting the
manpower to adequate number to facilitate effective selection of an effective
workforce “Yoder points out that recruitment is a process to discover the sources
of manpower to meet the requirement of the staffing schedule and to employee
effective measures to attracting that manpower in adequate number to facilitate
effective selection of an effective workforce .
 Edwin B Flippo defines recruitment as “the process of searching for
prospective employees and stimulating them to apply for the jobs in the
organization .
“It is the process of finding and attracting the capable applicants for the
employment .the process begins when new recruits are sought and ends when their
applications are submitted .The result is a pool of applicants from which new
employees are selected.

Methods of Recruitment

Dunn and stephens summaries the possible recruiting methods into three categories
, namely
1. Direct method
2. Indirect method
3. Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public , and mannered exhibits.
One of the widely used methods is sending the recruiters to different colleges and
technical schools. This is done with the cooperation of the placement office of the
college. Sometimes ,firms directly solicit information form the concerned
professors about student with an outstanding records. Other direct methods
include sending recruits to conventions and seminars, setting up exhibits at fairs,
and using mobile officers to go the desired centers.

INDIRECT METHOD

Indirect method involves mainly advertising in newspapers , on radios , in trade

and professional journals , technical magazines and brochures .

Advertisement in newspapers and or trade journals and magazines are the most
frequently used methods .

Senior post is largely filled with such methods. Advertising is a very useful for
recruiting

Blue color and hourly worker, as well as scientific, professional and technical
employees. Local newspaper can be good sources of blue collar workers, clerical
employees, and lower level administrative employees.

The main point is that the higher the position in the organization the more
dispersed advertisement is likely to be. The search for the top executive might
include advertisement in a periodical, Whereas the advertisement of the blue color
jobs usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three

main points need to be borne in the mind before an advertisement in inserted.

First to visualize the type of applicants one is trying to recruit.

Second, to write out a list of advantages the company offers, or why should the
reader join the company.
Third , to decide where to run the advertisement , not only in which area, but also
in which newspaper having a local, state or a nation-wide circulation .

THIRD PARTY

These include the use of commercial or private employment agencies, state

agencies, and the placement offices of schools, colleges and professional
associations recruiting firms, management consulting firms, indoctrination
seminars for college professors and friends and relatives.

Private employment agencies are the most widely used sources. They charge a
small fee from the applicant. They specialize in specific occupation, general office
help, salesmen, technical workers, accountant, computer staff, engineers and
executives. State or public employment agencies are also known as the
employment or labour exchanges, are the main agencies for the public
employment. Employers inform them of their personal requirement, while job
seekers get information for them about the type of job are referred by the employer

Schools and colleges offer opportunities for recruiting their students. They operate
placement services where complete bio data and other particulars of the students
are available.

Professional organization or recruiting firms maintain complete information

records about employed executive. These firms maintain complete information
records about employed executives. These firms are looked upon as the head
hunters raiders and pirates by organization which loose their personnel through
their effects.
Evaluation of the Recruitment method

The following are the evaluation of the recruitment method

 Number of initial enquires received which resulted in completed application

forms.
 Number of candidates recruited
 Number of candidates retained in the organization after six months
 Number of candidates at various stages of the recruitment and selection
process, especially those short listed.

Objective of recruitment

 To attract with multi dimensional skills and experience that suite the present
and future organization strategy
 To induct outsider with new perspective to lead the company
 To infuse fresh blood at all levels of organization
 To develop an organizational culture
 To search or headhunt people whose skill fit the company’s values
 To seek out non conventional development grounds of talent
 To device methodology for assessing psychological traits.
 To search for talent globally not just with in the company
 To design entry pay that competes on quality but not on quantum
 To anticipate and find people for position that doesn’t exists yet.
Recruitment represents the first contact that a company makes with potential
employees. It is through Recruitment that many individuals come to know about
the company and eventually decide whether they wish to work for it.

The Recruitment process should inform qualified individuals about the job so that
applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the
company.

1. Internal factors

These includes

 Company’s pay package

 Quality of work life
 Organizational culture
 Company’s size
 Company’s product
 Growth rate of the company
 Role of trade unions
 Cost of Recruitment

2. External factors

These includes

 Supply and demand factors

  Employment rate
 Labour market conditions
 Political, legal and government factors
 Information system

Factors to be undertaken while formulating recruitment policies

The following are the factors should be undertaken while formulating the
policies :

 Government policies
 Recruitment sources
 Recruitment needs
 Recruitment cost
 Organizational and personal policies

Theories regarding Recruitment

Recruitment is a two way street. It takes a Recruiter’s choice whom to recruit,

same way the prospective employee also has taken the decision whether or not to
apply for the given job vacancv.

The individual take decision usually on three different basic :

1. The objective factors

2. The critical contact
3. The subjective factor
The objective theory views that the process of organizational choice as being
one of weighing and evaluating set of measurable characteristics of
employment offers, such pay, benefits, location.

Opportunity for advancement , the nature of job to performed, and education

oppurtunities.

Meaningful differentiation of organization’s offers in terms of objective or

subjective factors, because of his limited or very short contract with the
organization. choice can be made only when applicant can readily perceive the
factors such as the behavior of the recruiters, the nature of the physical
facilities, and such as the efficiency in the processing paper work association
with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the
choices are made on highly personal and emotional basis.

Recruitment Process :

The actual steps involved in recruitment follow a well defined path :

Man Power Requisition : a formal email is sent to the HR dept. requesting for
the required manpower in each department & the required form is filled in.

Application Shortlist : in this step, we shortlist the resume received from

various sources based on suitability for the requirement.

Preliminary Assessment : the shortlisted candidates go through a preliminary

round of interviews. This interview lays more emphasis on functional
competencies. To have more data on the functional skills, the candidates may
be given a business case for analysis and presentation.
 Final Interview : here the candidates who successfully cleared the first round of
interview go through another round of interview with one or more of the
functional heads.

Whereas, the critical contact theory suggests that the typical candidates is
unable to make a Medical Evaluation. Candidates who are selected are asked to
undergo a medical test.

PROCESS :

 Plan for hiring

 Analyzing vacancies and recruitments
 Vacancy due to attrition
 New Position

Due diligence & internal evaluation

Present as business case for Directors Approval

Recruitment approval process

 Decision : should the position be retained?

 Job positions Merged
 Qualified in Insurance
 NO simple graduates
 Stable work retention history
 Salary hike 15-20%
 Age as per average team age
 Work ex as per agreed range
 Recruitment approval guidelines

 Circle HR sends recruitment format to entity HR

 Entity HR discusses with Business head
 Cooperate HR for approval
 Approval for Hiring : Preparation starts
 Employee Referrals indicating Employee ID, Designation

Sourcing

 Timesjobs.com
 Naukri.com

Shortlisting of profiles

Minor deviations to be indicated in the interview assessment sheet comment box in

BOLD

#Salary less than 50% of minimum salary.

Preliminary interview circle HR and at circle level

Major deviation to be indicated separately as a non hiring condition

Final Interview :

 Qualifications are not as per laid norms.

 Salary expected higher than Max Brand
 Experience less than laid norms.
Compensations & job offers recommended by Circle to pre joining Reference &
medical checks.

Job offers, appointment letter, and confirmation letter

Evaluation of recruitment process :

The following are the evaluation of recruitment process

 Return rate of application sent out

 Number of suitable candidates for selection
 Retention and performance of the candidate selection
 Cost of Recruitment
 Time lapsed data
 Comments on image projected
 PHILOSOPHIES OF RECRUITMENT

Basically there are two philosophies of recruitment, there are as follows

 REALISTIC JOB PREVIEWS (RJP)

Realistic job preview provide complete job related information to the

applicants so that they can make the right decision before taking up the jobs.
It includes positive and the negative aspects of the job.

 JOB COMPATIBILITY QUESTIONNAIRE (JCQ)

Job compatibility questionnaire was developed to determine whether an

applicants preference for the work match the characteristics of the work. The
JCQ is designed to collect the information on all aspects of job which have a
bearing in on employee performance. Absenteeism, turnover and job
satisfaction. The underlying assumption of JCQ is that, greater the
compatibility between the applicants preference of the job and
characteristics of the job as perceived by the job seeker, the greater the
probability of employee effectiveness and longer the tenure.
 SELECTION

Selection is a negative process and involves elimination of candidates who do not

have the required skills and the qualification for the job proposed. Also it is a
process of differentiating between applicants in order to identify and hire those
with greater likelihood of success in job.

The objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. It is the system
of function and device adopted in a given company to ascertain whether the
candidate specifications are matched with job specification and recruitment or not.

Selection process or activities typically follow a standard pattern, beginning with

an initial screening interview and concluding with final employment decision. The
traditional selection process includes preliminary screening interview, completion
of application form, employment test, comprehensive interview, background
investigation, physical examination and final employment decision to hire.

Organization for Selection :

Until recently the basic hiring process was performed in a rather unplanned manner
in many organizations. In some companies, each department screened and hired its
own employees. Many managers insisted on screening their own employees as
they thought no one else could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department.
This type of arrangement is also preferred due to some of these advantages :
  It is easier for the application because they can send their application to a
single centralized department.
 It facilitates contact with applicants because issues pertaining to
employment to be cleared through one central location.
 It helps operating managers to concentrate on their opening
responsibilities. This is especially helpful during the chief hiring period.
 It can provide for better selection because hiring is done by specialist
trained in staffing techniques.
 The applicant is better assured of consideration for a greater variety of
jobs.
 Hiring cost is cut because duplication of efforts is reduced.
 With increased governmental regulation on selection process, it is
important that people who know about these rules handle a major part of
the selection process.

Ideally, a selection process involves mutually decision making. The organization

decides whether or not to make a job offer and how attractive the job offer should
be.

BARRIERS TO EFFECTIVE SELECTION :

The main objective of selection process is to hire people having competence and
commitment towards the given job profile. But due to some reason the main
purpose of effectively selecting candidates is defeated. These reasons are :

1. Perception or the Halo effect : Many a times the interviewer selects

a candidate according to the perception he has or he made up while
talking or looking at the individual. This way he does not see through
 the caliber or the efficiency of the individual and many times it leads
to the selection of the wrong candidates.
2. Fairness : During the selection process the interviewer does not
select the individual on the basis of his knowledge and hence the
right type of the candidates is not selected.
3. Pressure : The people from the HR department and also have a lot of
pressure from the top management and from other top class people
for selecting the candidates they want. This ways the purpose of
effective selection process is defeated as they have to select that
individual whether or not he is capable of the job, that is being
offered.

ESSENTIAL OF SELECTION PROCEDURE

 Someone should have the authority to select.

 There must be sufficient no. of applications from whom the
required no. of employees to be selected.
 There must be some standards of personnel with which a
prospective employee may be compared.

FACTORS EFFECTING SELECTION DECISION includes :

 Profile Matching
 Organization and social environment
 Multi correlations
 Successive hurdles
 CHAPTER-III

RECRUITMENT @VISAKHAPATNAM PORT TRUST

As a Recruiter in HR department, the job profile at VPT is as follows, The Director

will narrate the whole process. The job profile was to generate resumes from the
various job sites such a Visakhapatnam Port Trust website, Naukri.com,
TimesJobs.com etc. according to the requirements of the company. After
generating the resumes from the sites the next step is to shortlist the resume which
best suite the requirements.

Now the short listed candidates have to be given a phone call in order to find out
their interests and schedule them for interview.

There are two forms of interviews that a candidate can appear for :

1. Personal Interview
2. Telephonic Interview

1. Personal interview:

This is regarded to be the best form of interview. In such form of an

interview the candidates personally appears in front of the interviewer and gives
his interview. This is regarded to be the best form of interview as the interviewee
has the best chances of making his points clear in front of the interviewer.
2. Telephonic Interview :
Sometimes an interview is taken over phone. A telephonic
conversation is done between the interviewer and the interviewee where the
interviewer calls up the candidate via phone and conducts the interview.

The Job Profile

Job openings for insurance professionals – Fresher’s/Experienced.

Qualification
Entry level opening: Graduates in any stream preferred can be. 10 th or 12th
standard pass, minimum degree is must. Additional communication skills
and ability to interact with people will help.
Middle level opening : Professional in Insurance Companies/ Insurance
Broking/ Management/ with the experience in Insurance Industry.
Senior Level openings : Senior professional with experience of
handling junior employees preferred.
 CHAPTER – IV
DATA ANALYSIS
1. Question : What are the sources for Recruitment and
Selection?

Particulars No. of Respondents

Internal 9
External 16
Both 75
Total 100

no. of respondents

internal
external
both

About 75% of the manager say that they prefer both internal as
well as external source for recruitment and selection where as only
9% go for internal source and 16% go for external sources.
 2. Question : Which method do you mostly prefer for
Recruitment and Selection?

Particulars No. of Respondents

Direct 65
Indirect 32
Third Party 3
Total 100

no. of respondents

direct
indirect
third party

About 65% of the managers go for Direct recruitment and selection and
32% go for indirect and only 3% go for third party recruitment way.
 3. Question : where do you prefer to go for man power
planning?

Particulars No. of Respondents (%)

Quarterly 30
Yearly 20
No time Fixed 50
total 100

no. of respondents

50
45
40
35
30
25 no. of respondents
20
15
10
5
0
quarterly yearly no fixed timt

From the above diagram, around 30% of the managers go for

quarterly manpower planning and 50% do not follow any pattern
they don’t have any fixed time where as 20% go for yearly.
 4. Question: what are the sources for external recruitment are
preferred?
Particulars No. of Respondents (%)
Campus Interviews 30
Placement Agencies 33
Data Bank 29
Casual Applicants 8
Total 100

no. of respondents
35

30

25

20

15 no. of respondents

10

0
campus interviews placement data bank casual applicants
agencies

In Visakhapatnam Port Trust 33% of manager go for placement

agencies, 30% go for campus interviews, 29% go for data bank, and only
8% managers go for Casual applicants.
5. what form of interview do you prefer?

Particulars No. of Respondents

Personal Interview 40
Telephonic Interview 30
Video Conferencing 20
Other 10
Total 100

no. of respondents

personal interview
telephonic interview
video conference
other

Most of the managers prefer personal interview i.e.40%, 30% prefer

to take telephonic interview, 20% prefer video conferencing, and
only 10% of managers prefer other modes of interviews.
6. Question: How do you rate the HR practices of the company?

Particulars No. of Respondents

Very Good 30
Good 40
Average 20
Bad 10
Total 100

no. of respondents

very good
good
average
bad

40% of the managers feel that HR department is good, 30% say

that it is very good, where as 20% says its average, and only 10%
managers feel it’s bad.
7. What is the reason for selection in the organization?

Particulars No. of Respondents

Relocation 8
Relationship with employer 12
Bills and Salary 35
Growth 45
Total 100

no. of respondents

relocation
relationship with employer
bills and salary
growth

From the above pie chart, it is observed that 45% of managers

prefer selection for growth, 35% choose for bills and salary, 12%
choosen relationship with employer, and only 8% choose
Relocation.
8. What is the level of satisfaction with the present recruitment
process?

Particulars No. of Respondents

Satisfied 40
Highly Satisfied 20
Dissatisfied 30
Highly Dissatisfied 10
Total 100

no. of respondents

satisfied
highly satisfied
dissatisfied
highly dissatisfied

From the above diagram, 40% managers are satisfied with the present
recruitment process, where 20% were highly satisfied, 30% were
dissatisfied and 10% of the managers were highly dissatisfied with
the present recruitment process.
9. What kind of interview did you undergo?

Particulars No. of Respondents

Formal and Structured 50
Formal and Unstructured 10
Stress 5
Board Interview 35
Total 100

no. of respondents

board interview

stress

no. of respondents

formal and unstructured

formal and structured

0 10 20 30 40 50

From the above diagram it is stated that 50% of the total

respondents are undergone formal and structured interview, 10%
for formal and unstructured interview, 35% gone through Board
Interview, and only 5% for Stress Interview.
10. What are the attributes taken into preference for
recruitment and selection process?
Particulars No. of respondents
Experience 15
Qualification 10
Both Experience & 60
Qualification
Other Criteria 15
Total 100

no. of respondents

60

40

20

0 no. of respondents
no. of respondents

From the above chart, it is observed that, 60% of the respondents

choose for both experience and qualification, 15% go for
experience, 15% go for other criteria, only 10% of the respondents
choose qualification.
 Findings
In Visakhapatnam Port Trust most of the employees feel
that’s the HR department is Excellent. About 75% of the
managers says that they prefer both internal as well as
external source for recruitment and selection. About 65% of
the managers go for Direct Recruitment and less number of
managers prefer third party. Mostly the manpower planning
is done in no fixed pattern i.e.50% as they recruit whenever
they need for the manpower. Visakhapatnam Port Trust
prefers to go for Campus Interviews and Placement agencies.
Most of the managers preferred for Personal Interviews, 30%
prefer to take Telephonic Interview. It is said that the main
reason for selection in an organization is Growth of the
Organization. And 50% of the managers would like to
undergo interviews in Formal and Structured way. Mainly
60% of the total respondents prefer Qualification and as well
as Experience for recruitment and selection of the candidate .
 Chapter

CONCLUSION & SUGGESTIONS

This presents the summary of the study and survey done in relation to
the Recruitment and Selection in Visakhapatnam Port Trust. The
conclusion is drawn from the study and survey of the company regarding
the Recruitment and Selection process carried out there.

This Recruitment process at Visakhapatnam Port Trust to some extent is

not done objectively therefore lot of bias hampers the future of the
employees. That is why the search or headhunt of people should be of
those whose skill fits into the company’s values.

Most of the employees were satisfied but changes are required according
to the changing scenario as recruitment process has a great impact on the
working of the company as a fresh blood, new idea enters in the
company.

Selection process is good but it should be also be modified according to

the requirements and job profile so that main objective of selecting the
candidate could be achieved.
 SUGGESTIONS

 Man power requirement for each department in the company is

identified well in advance.
 If the man power requirement is high the recruitment team of the
HR department alone cannot satisfy it, then help from the
placement agencies is needed.
 Time management is very essential and it should not be ignored at
any level of the process.
 The recruitment and selection through placement agencies as the
last resort and is utilized only when needed.
 The recruitment and selection procedure should b too lengthy and
time consuming.
 The candidates call for interview should be allotted timings and it
should not overlap with each other.
 BIBLOGRAPHY

C.B Mamoria and S.V, Gankar (2004), Personal Management Text and
Cases, Himalaya Publications.

K. Aswahthppa (2001) Human Resource and Personal Management

Dr. P.C. Pardeshi (2005), Human Resource Management

C.B. Gupta (2005)

www.VISAKHAPATNAMPORTTRUST.com

HR manual of Visakhapatnam Port Trust

Company Journals and Hand Books

www.google.com