Escolar Documentos
Profissional Documentos
Cultura Documentos
A Report
Submitted in partial fulfillment of the requirement for
The award of the Degree of
Submitted to:
Submitted by:
Shri C.K. Vashistha
Arjun Kafle
REGIONAL MANAGER
MBA, III semester
Page |2
DECLARATION CERTIFICATE
Date:
Arjun Kafle
Enrollment No.
302818
FMS, BHU
Varanasi-221005
Acknowledgement
PREFACE
In modern Industrial system, production is result of
the joint effort of all the factor of production, which are
land, labour, capital, organization and entrepreneur. Out
of all these, the labour factor is most active. It controls
the other factor in order to get the maximum output at
minimum cost.
➢ Recruitment Process
➢ Benefits and Compensation
➢ Time Management System
➢ Performance Management System
Page |7
CONTENT
• PART ONE (COMPANY PROFILE)
1 INTRODUCTION
2 HISTORY
3 BUSINESS OF JAYPEE GROUP
4 ITS VISION
5 OBJECTIVE
6 PILLAR OF STRENGTH OF JAYPEE GROUP
7 EXPORT
8 JAYPEE GROUP
9 JAYPEE GROUP OFFICE
10RIVALS OF JAYPEE GROUP
11CURRENT POSITION
12KEY PERSONNEL
• BIBLOGRAPHY
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HISTORICAL DEVELOPMENT OF
CEMENT IN INDIA
The Indian Cement Industry occupies a predominant position
not only as one of the basic industries for infrastructure
development, but also because it is the second largest
producer of cement in the world.
In India, Portland cement was manufactured first in 1904,
near Madras (now Chennai) by "South India Industry Co. Ltd"
in a 30 tone capacity plant. The first cement plant proved to
be financial success. In 1925 "INDIAN CEMENT
MANUFACTURER’S ASSOCIATION” was formed and was
entrusted with the responsibility of taking care of cement
companies from internal as well as external competition.
In 1936, all the existing cement companies except the
"SONE VALLEY PORTALAND CEMENT COMPANIES LTD."
agreed to merge with "ASSOCIATED CEMENT COMPANIES
LTD. (ACC)". This is the most significant event in the history
of the Indian Cement Industry.
CEMENT:-
The word cement in its broadest sense denotes any kind of
adhesive in building and civil engineering it means a
substance, which can be used to bind together the sand
broken stone, or aggregates into a solid mass. JOSEPH
ASPDIN first manufactured the Portland cement as known as
today in 1824 by hitting powered chalk with clay mud of
river med day. Since the product after setting and hardening
resembled a kind of stone obtained from obtained from place
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Limestone Mining
Process
QUALITY POLICY:-
To optimally utilize all the available resource
Types of Cement
OPCF PPC
Grades of OPC
33 gr 43gr 53 gr
Component of OPC
Component of PPC
COMPANY PROFILE
PART ONE
COMPANY
PROFILE
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INTRODUCTION
Shri, Jai Prakash Gaur Ji, Chairman of the group founded the
Constructions Company in 1979 there after the company
made its foray into many areas of operations and came to
be known as Jaypee Group. Jaiprakash Associates Ltd (JAL)
is the largest business conglomerate engaged in business
of Engineering, Construction, Manufacture and Marketing of
over 7 million TPA Cement, investment in private Hydro
power, Thermal power Plant, Hospitality, Expressway and
Real Estate. The company is expanding its cement
manufacturing facilities from 7 million TPA to over 20
million TPA in various part of the company.
A. Civil Construction.
B. Hydro Power Construction.
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A. CIVIL CONSTRUCTION: -
Major Civil Construction works are:
a) Baspa stage-II
b) Vishnu Prayag.
c) Karcham Wangtoo.
D. INFORMATION TECHNOLOGY :-
JIL (IT), InfoTech arm of company situated at Sahibabad
provides following services.
E. EDUCATION: -
F. CEMENT DIVISION
Earlier JCL had two units.
(i) JRP
(ii) JBP
JCL was earlier a part of JIL but now JCL has been Merged
with JIL and renamed or JAL (Cement Division)
JAL
JRP JBP
over 1500 trucks per day. The basic raw material for
manufacturing cement is lime Stone.The Company has a
total mining lease of 14.67 sq km with the three captive
lime stone mines namely
THE MOTTO
ITS'S MISSION
ITS'S VISION
the capacity to learn from success and, more than any thing
VALUE SYSTEM
Pollution control
CURRENT POSITION
Head Office
Work Centre
P.O- Jaypeenagar
Madhya Pradesh
Registered Office
Sector 128
Noida 201304
Uttar Pradesh
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DEPARTMENT
Chairman
Managing Director
Director in Charge
President
Manager
Personnel Officer
Staffs
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KEY PERSONNEL
♦ Chairman
He is the senior most executive in the organisation. He
provides guidance for the overall management of the
organization and frames policies, which include the quality
policy.
♦ Managing Director
He is the head of the organization and thus responsible for
the laying down of norms which ensure that the customer will
be satisfied with the end product. It is also his job to initiate
actions that will correct any deviations from the norms.
♦ President
His responsibilities include execution of production activities
and ensuring that these activities fulfill the customer’s
requirements. In this, he is supported by a team of divisional
heads.
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VIEW ON HR SECTION
♦ Personnel
Estate
♦ Medical Services
♦ Security
PERSONNEL SECTION
PART 02
REPORT
DETAILS
P a g e | 28
✔ Men
✔ Machine
✔ Material
✔ Money
✔ Method
WHAT IS RECRUITMENT?
Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the
candidate. it is the next step in the procurement function, the first
being the manpower planning . Recruiting makes it possible to
acquire the number and types of people necessary to ensure the
continued operation of the organization. Recruiting is the
discovering of potential applicants for actual or anticipated
organizational vacancies. in other words , it is a ‘linking activity’
bringing together those with jobs and those seeking jobs.
Recruitment ordinarily means obtaining fresh supplies but in
context of personnel management it is an activity of discovering
job seeker for the present and future needs of the organization.
SELECTION?
✔ Collection of Resumes
✔ Data Bank Maintenance
✔ Screening of Resumes
✔ Preparing Interview Schedule
✔ Making Call Letters
✔ Informing the Interview Panel
✔ Conducting Written Test & Interviews
✔ Salary Negotiation
✔ Offer Letter
✔ Joining Procedure
✔ Induction Program
✔ Management Information System
COLLECTION OF RESUMES
INTERNAL SOURCES
EXTERNAL SOURCES
WALK IN INTERVIEWS
CAMPUS INTERVIEW
INTERNAL SOURCES: -
Internal sources refer to the present working force of company. In
the event of a vacancy, some one already on the payroll is
promoted.
EXTERNAL SOURCES:-
External recruitment is resorted to only when requirements
cannot be met from internal promotions. External recruitment lies
outside an organization.
2). Since persons are recruited from a large market, the best
selection can be made without any distinctions of caste, sex or
colour.
2. WALK IN INTERVIEW
Such type of interview s are generally conducted for hiring
employees in the lower /middle cadre or we can say the busy
organizations and the rapid changing companies do not find time to
perform various functions of recruitment .therefore, they advise the
potential candidates to attend for an interview directly and without a
prior application on a specified date, time and at a specified place.
The suitable candidates from among the interviewees will be
selected for appointment after screening the candidates through
test and interviews.
3. CAMPUS INTERVIEW
Different types of organizations like industries, business firms, and
service organizations, social or religious organizations can get
inexperienced candidates of different types from various educational
P a g e | 37
4. DATA BANK
In this process the recruitment department make a data bank, in
which resumes of different candidates are stored for future
reference.When organization need any prospective employees,
then recruitment department go through in data bank for the
suitable candidate. After this recruitment department call them
and conduct their written test and personal interview
6. SCREENING OF RESUMES
MBA,
NON-TECHNICAL
TECHNICAL
OPERATORS
ENGINEERS
ITI MCA etc.
Mechanical
Production
Electrical
DATA BANK
Instrumenta
ti
P a g e | 40
Diesel Instructor
Turner
Electrician
Surveyor
Welder
Like as
1). Statement
➢ Name
➢ Sex
➢ Religion
➢ Marital status
➢ Date of appointment
2). Notification
What is the good for company is also good for him. It should be
remembered that even though the first impression made on the
mind of the new comer is always a lasting impression. A ten step
program usually followed by a supervisor in the second phase is as
under:
EFFECTIVE RECRUITING
All organizations, whether large or small, do engage in recruitment
activity, though not to the same extent. This differs with two factors
2).Internal factor
➢ Advantages of centralizing
recruitment:
• Strengthens employment brand
• Ease in applying strategic principles
• Reduces duplication of HR activities
• Builds teams of HR experts
P a g e | 46
PART 03
RESEARCH
METHODOLOGY
P a g e | 47
RESEARCH
METHODOLOGY
INTRODUCTION
OBJECTIVE OF RESEARCH
METHOD OF DATA COLLECTION
SAMPLE DESIGN
ANALYSIS OF DATA
FINDINGS OF STUDY
√ RESULTS
√ ASSESSMENT OF FINDINGS
SUGGESTIONS
SUMMARY
P a g e | 48
INTRODUCTION
1. Observation Methods
Under the observation method the information is
sought out by way of investigation’s own direct observation
with asking them to respondents.
2. Interview Method
3. Questionnaire :
In this method, a questionnaire is sent to the person
concerned with the request to answer the question and
return the questionnaire. It consist with the number of
questions printed or typed in a definite order on a form or
set of forms.
4. Through Schedules :
This method of data collection is very much like. The
collection of data through questionnaire, with a little
difference, which lies in the fact that schedules are being
filed in by the enumerators, who are specially appointed for
the purpose.
P a g e | 52
P a g e | 53
Sample Design
Sample Design
was used
P a g e | 54
P a g e | 55
Q.1 How did you come to know about vacancy in Jaypee Group?
Jaypee website 1 5%
Job portals 1 5%
Journals 12 60%
Any others 6 30%
Total 20 100%
PART 04
ANALYSIS
OF DATA
INTERPRETATION:
In Jaypee group 60% employees know about vacancy by journals,
30% know about any other medium, 5% know about Jaypee
website and 5% employee know about job portals. Journals are
good source of spreading information about vacancy in Jaypee
group.
Excellent 5 25%
Good 8 40%
Average 6 30%
Poor 1 5%
Total 20 100%
P a g e | 56
INTERPRETATION:
Here we get the mix responses from the respondent. In which out
of total 40% responses are for good, 30% average and 25% for
excellent. So, in this way we can say that it is satisfactory.
Excellent 3 15%
Good 7 35%
Average 7 35%
Poor 3 15%
Total 20 100%
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INTERPRETATION:
INTERPRETATION:
Online 14 70%
Hard copy 6 30%
Total 20 100%
INTERPRETATION:
INTERPRETATION:
For this aspect respondents has given mixed response for the
necessity regarding telephonic interview before personal
interview. But here 50% think that it is necessary, So in nutshell
we can say that it is necessary.
Q.7 Do you think that the content of the application blank i.e.
Green form provides sufficient information about the prospecting
candidate?
Excellent 4 20%
Good 10 50%
Average 6 30%
Poor 0 0%
Total 20 100%
INTERPRETATION:
Excellent 5 25 %
Good 11 55 %
Average 4 20 %
Poor 0 0%
Total 20 100%
INTERPRETATION:
Excellent 2 10%
Good 8 40%
Average 7 35%
Poor 3 15%
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Total 20 100%
INTERPRETATION:
Excellent 4 20%
Good 8 40%
Average 6 30%
Poor 2 10%
Total 20 100%
INTERPRETATION:
Excellent 4 20%
Good 11 55%
Average 4 20%
Poor 1 5%
Total 20 100%
INTERPRETATION:
Excellent 6 30%
Good 9 45%
Average 4 20%
Poor 1 5%
Total 20 100%
INTERPRETATION:
During the interview 45% employees said that his comfort level
was good and 35% said that his level was excellent. So here it can
be said that it is highly satisfactory.
Excellent 5 25%
Good 10 50%
Average 5 25%
Poor 0 0%
Total 20 100%
P a g e | 64
INTERPRETATION:
INTERPRETATION:
In this regard the responses are mere in good and excellent which
are above average so here it is highly satisfactory.
P a g e | 65
Excellent 6 30%
Good 10 50%
Average 4 20%
Poor 0 0%
Total 20 100%
INTERPRETATION:
INTERPRETATION:
In this aspect the most of responses are in the very high scale, so
it can be said that it is the most important task to do before
putting candidates on the job.
INTERPRETATION:
Excellent 6 30%
Good 10 50%
Average 3 15%
Poor 1 5%
Total 20 100%
INTERPRETATION:
The findings of the study are the most important part of the report work. Through this
we can find out the degree to which our objective of the research has been satisfied.
The finding helps us to generate an idea regarding the true position of the system or
factor under study along with its positive points and drawback both. Under study along
with its positive points and drawback both .in my summer training I have learned so
much things in P & A department and find out following things
SUGGESTIONS
P a g e | 69
SUMMARY
Individuals bring their skill, knowledge, good and bad qualities and attitude with
them, when they join an organisation. It then rest upon the organisation to strengthen
their good points and play down the bad ones, thus improving their quality of work. A
good majority of the organisation relies upon recruitment programme when it comes to
enhancing the efficiency and effectiveness of employees as well as the company.
The summer Training and report work were centered around finding out the
extent of recruitment process influence on the over all growth of the company. The
objective being, understand whether the recruitment process effectively held in Jaypee
Group and really contributing the growth of the company. Research work was of utmost
importance for the fulfillment of this objective. The research involves a review of
secondary data, which included recruitment related records available at the concerned
organisation itself.
P a g e | 70
QUESTIONNAIRE
General profile:
a) Excellent
b) Good
c) Average
d) Poor
P a g e | 71
a) Excellent
b) Good
c) Average
d) Poor
a) Campus Interview
b) Press advertisement
c) Employment agencies
d) Internet
a) Online
b) Hard copy
6. How would you rate the necessity of Telephonic Interview before the
personal interview?
a) Very high
b) High
c) Low
d) Very low
7. Do you think that the content of application blank i.e. Green Form
provides sufficient information about the prospecting candidate?
a) Excellent
b) Good
c) Average
d) Poor
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8. How would you rate the clarity or simplicity of instructions given in the
application form?
a) Excellent
b) Good
c) Average
d) Poor
9. How would you rate the time management of the organization while
conducting the interview?
a) Excellent
b) Good
c) Average
d) Poor
10. How would you rate the interview arrangements (process of call
letters and all) of Jaypee group?
a) Excellent
b) Good
c) Average
d) Poor
11. How would you rate the interviewer’s attitude at the time of Personal
interview?
a) Excellent
b) Good
c) Average
d) Poor
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12. How would you rate your comfort level during interview?
a) Excellent
b) Good
c) Average
d) Poor
13. How would you rate the arrangements of your personal requirements
(like travel allowances /accommodation /refreshment)?
a) Excellent
b) Good
c) Average
d) Poor
14. How would you rate the necessity of Employment Test /Trade Test
before Selection?
a) Very high
b) High
c) Low
d) Very low
15. How would you rate the clarity of communications in the arrangements
of Recruitment & Selection process?
a) Excellent
b) Good
c) Average
d) Poor
16. How would you rate the necessity of Training before the candidates are
put on the job?
a) Very high
b) High
c) Low
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d) Very Low
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a) Brand Name
b) Compensation benefits
c) Growth potential
d) Working Environment
a) Excellent
b) Good
c) Average
d) Poor
19. What will you suggest to improve the Recruitment & Selection
process of JAYPEE.
_____________________________________________________________
_____________________________________________________________
_____________________________________________________________
BIBLIOGRAPHY
Personal management: C.B. Mamoria
Designing and Managing Human Resource System: Udai Pareek and T. Rao
www.google.com