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TABLE OF CONTENTS

SERIAL NO.

PAGE NO.

Chapter 1 1. Introduction 1.1 Recruitment and Selection 1.2 Company Profile Chapter 2 Research Methodology 45 - 49 6 7-16 17 - 44

Chapter 3 Data Analysis and Interpretation 50 - 63

Chapter 4 4.1 Findings 4.2 Limitation 4.2 Suggestions 4.3 Executive Summary 64 66 67 - 68 69 - 70 71- 72

Bibliography Appendix

73 - 74 75-76

INTRODUCTION

1.1 INTRODUCTION

People are a companys most important assets. They can make or break the fortunes of a business. In todays highly competitive business environment placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed In this project I have studied Recruitment and Selection process Jindal Power Limited and attempted to provide some ways so as to make recruitment more effective and to reduce the cost of hiring an employee. I am privileged to be one of the students who got an opportunity to do my training with Jindal Power Limited. My involvement in the project has been very challenging and has provided me a platform to leverage my potential in the most constructive way. Jindal Power Limited is one of India's leading Power company. In a short span of time, Jindal Power Limitd have set an example by having a steady and confident journey to growth and success. During the training period I have studied deeply the process of hiring in Jindal Power Limited and did analysis of Jindal power Limited to find out the existing shortcomings and potential threats and thereby recommended suggestions. This project however is an attempt to share as best as possible my experience in corporate world with all my colleagues and my faculty.

1.2 RECRUITMENT AND SELECTION

RECRUITMENT:
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applica nts from which new employees are selected. In this, the available vacancies are given wide publicit y and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, inform ation is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees

Definition:
According to EDWIN FLIPPO,Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. According to Dale S. B each, Recruitment is the development maintenance of adequate manpower resources. It involves the creation of pool of available labour force upon whom the organization can draw when it needs additional emplo yees.

Need for recruitment:

The need for recruitment may be due to the following reasons / situation:

a) Vacancies

due

to

promotions,

transfer,

retirement,

termination,

permanent

disabilit y, death and labour turnover. b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose and importance of Recruitment :

Determine

the

present

and

future

requirements

of

the

organization

on

conjunction with its personnel -planning and job anal ysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibl y under qualified or overqualified job applic ants. Meet the organizations legal and social obligations regarding the composition of its work force. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment is a positive function in which publicit y is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a

company, and eventuall y decided whether they wish to work for it. A well -planned and well-managed recruiting effort will result in high qualit y applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.

Unscientific Recruitment and Select ion:

Previously, the s election of candidates was influenced by sup erstitions, b eliefs, personal prejudices of managers looking after the recruitment and selection of the staff. The net result of such unscientific recruitment and selection are: (a) Low product ivity of labour (b) High turnover (c) Excess ive wastage of raw materials (d) More accidents and corresponding loss to the organizatio n (e) Inefficient working of the whole organization and finally (f) Ineffectiv e executiv e of training and management development programs .

Scientific recruitment and selection

The importance of selection recruitment and selection of staff is now accepted in the business world. Selectio n is important as it has its impact on work performance and employee cost. As result scientific methods of recruitment and selection ar e ext ens ively for the selectio n of managers and the supervisory st aff. The assistance of experts such as industrial psychologist and management consult ants are also taken for the p urpose of scientific selec tion. As a result, the objective of r ight man for the right jo b is achieved in many organizations. Moreover, right job is the basic principle in manpower procurement.

Sources of Recruitment

SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES 1) Promotion 2) Transfers 3) Internal notification (Advertisement) 4) Retirement

EXTERNAL SOURCES 1) Campus recruitment 2) Press advertisement 3) Management consultancy service & private employment exchanges 4) Deputation of personnel or transfer from one enterprise to another

5) Recall 6) Former employees 7) Miscellaneous external sources

5) Management training schemes 6) Walk-ins, write-ins, talk-ins

The sources of recruitment can be broadl y categorized int o internal and external sources. 1. Internal Recruitment 2. External Recrui tment.

Internal Recruitment

There is a policy of INTERNAL JOB POSTINGS. Herein, the management posts certain vacancies through e-mail to all senior managers and request them to communicate the same to their reportees. Also vacancy gets displayed at sites /branch offices notice boards. All management employees with a minimum experience of two years in their current positions can apply to the postings. A subordinate applying for any position has to inform his manager or superior in his current division about the same. After this, the HR shortlists the candidates and informs them about via e-mail. At the same time, HR sends the shortlisted candidates CVs to the concerned Division/Function Heads, who in turn shortlists them for interviews. After this a normal recruitment process is followed wherein interviews are conducted with the HR and the concerned Division/Function Heads. After the selection has been done, the employees current Division/Function Heads are informed about the salary / position negotiated with the candidate. For better understanding, the below mentioned flow chart can be referred:

Manpower requirement prepared in consultation with Business/Function Head

HR raises hiring request through online system/

Advertisements

HR posts vacancies

Interested Employees apply

HR shortlists CVs and sends to Div/Fun Heads

Permission of current Div/Fun Heads

Accepted

Interviews conducted

Divisional Heads shortlists the candidates

Rejected
External sources are used

Transfer orders given

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External Recruitment
External recruitment is aimed to attract available talent outside and filling up vacancies through external sources. In Jindal Power Limited, external recruitment is done in mainly two ways: Advertised on the Clarian website Internal Data base Through consultants Print Media After the requisitions are approved, the vacancies are notified on the official web sites of Clarian. These can be checked by the people interested and the resumes are forwarded through mails or through posts. HR department after receiving the resumes screens the CVs and then shortlists the candidates. After which they schedule interviews of the candidates. Jaika Automobiles And Finance Pvt. Ltd. has a centralized process for recruitment and selection. As soon as the candidates are selected, they are supposed to fill a check in form providing all their details. HR maintains individual files for all the employees working all over India which includes their application forms, the interview assessment sheets, their documents and all correspondence. This serves as evidence.

Manpower requirement received from Div/Bus Head

11
Search Agency External recruitment Employee

HR raises hiring request through online system

Referral
Job Portals Applications screened by HR & then by the concerned Division / Function

Requisition rejected

Requisition approved

Screened CVs Short-

Listed

HR schedules interviews & informs panelist & candidates

Salary fitment done by HR & concerned Division / Function Head & communicated to the candidate

Interview Rounds with Bus/Div Head & HR

Panel ratings, recommendations, comments etc. collated by HR

NO HR updates database

Offered package is accepted

YES Selected

YES HR issues appointment letter on joining Hr Issues offer letter subject to clearance of medical examination

NO
HR conveys Regret

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SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

Selection is basicall y picking an applicant f rom (a pool of applicants) w ho has the appropriate qualif ication and competency to do the j ob.

The dif f erence betw een recruitment and selection: Recruitment is identi f ying n encouraging prospective employees to apply f or a job. And

Selection is selecting the right candidate f rom the pool of a pplicants.

SELECTION PROCESS IN JINDAL POWER LIMITED

13 Selection is along process, commencing from the preliminary interview of the applicants and ending with the co ntract o f emp loyment.

The following chart gives an idea about selection process: -

External Environment

Internal Environment

Receipt of Application Form

Analysis of Application Form Rejected Application

Employment Interview Reference and Background Analysis

Selection Decision

Physical Examination

Arrangement of Training

Allotment of Work
Evaluation

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Meaning of Research:
Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. As such the term research refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, collecting the facts or data, analyzing the facts and reaching certain conclusions either in the form of solution(s) towards the concerned problem or in certain generalizations for some theoretical formulation.

Meaning of Methodology:

According to Merriam Websters Dictionary Methodology means a body of methods, rules, and postulates employed by a discipline; a particular procedure or set of procedures. The analysis of the principles or procedures of inquiry in a particular field.

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Meaning of 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. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. Researcher not only need to know how to develop certain indices or tests, how to calculate the mean, the mode, the median or the standard deviation or chi-square, how to apply particular research techniques, but they also need to know which of these methods or techniques, are relevant and which are not, and what would they mean and indicate and why. Researcher also need to understand the assumptions underlying various techniques and they need to know the criteria by which they can decide that certain techniques and procedures will be applicable to certain problems and others will not. All this means that it is necessary for the researcher to design his methodology for his problem as the same may differ from problem to problem. In research the scientist has to expose the research decisions to evaluation before they are implemented. He has to specify very clearly and precisely what decisions he selects and why he selects them so that they can be evaluated by others also. Thus, when we talk of research methodology we not only talk of research methods but also consider the logic behind the methods the we use in the context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated either by the researcher himself or by others.

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The research methodology adopted by researcher in this project is as follows-: 2.1) Statement of the problem. 2.2) Review of related literature. 2.3) Purpose of the study. 2.4) Objective of the study. 2.5) Sampling method 2.5) Sources of data. 2.6) Data collection 2.7) Data collection tool 2.8) Statistical techniques

2.1) Statement of the problem

The problem of study can be stated as A Study on Recruitment and Selection in Jindal power limited Tamnar, Raigarh.

2.2) Review of related literature

Review of related literature means researcher should undertake extensive literature survey connected with the problem for this purpose, abstracting and indexing journals and published or unpublished bibliography are the first place to go to. Academic journals, conference proceeding, government reports books etc. must be tapped depending on the nature of the problem. In this process, it should be remembered that one source would lead to another. The study in a good library will be great help to the researcher at this stage.

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2.3) Purpose of the study

To understand management of Recruitment and Selection in Jindal Power limited Tamnar, Raigarh.

2.4) Objective of the study

The study has been taken under following objectives: a.) To study the recruitment and selection procedure followed in jindal Power limited. b.) To study the various sources of recruitment followed in Jindal Power limited. c.) To know the opinion of employees towards various sources of recruitment followed in Jindal Power Limited. d.) To find out the effectiveness of recruitment and selection process in Jindal power Limited. e.) To study employees perception towards recruitment and selection policies in Jindal Power limited.

2.5) Sampling method:

The researcher had used convenient sampling method.

2.6) Sources of data

The data for study was available from Primary and secondary sources. For the primary and secondary data, Jindal Power Limited is the main source, along with this various published documents, different news papers, magazines, journals, websites had been consulted.

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2.7) Data collection tool

Researcher has collected the data from Jindal power Limited through Questionnaire.

2.8) Statistical techniques used:The researcher has used Percentage and graphical representation method to analyze the data.

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DATA ANALYSIS AND INTERPRETATION

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DATA ANALYSIS AND INTERPRETATION

1. Does JPL use both internal and external sources to recruit the employees?

Interpretation:

. ARE YOU SATISFIED WITH MANAGEMENT POLICIES?

MANAGEMENT POLICIES YES NO TOTAL

NUMBER OF RESPONDENT 45 5 50

PERCENTAGE

90% 10% 100%

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Yes No

The above chart shows that 90% respondents are satisfied and remaining 10 % are not satisfied with the management policies.

NATURE OF RELATIONSHIP BETWEEN THE EMPLOYEES IN ORGANISATION

RELATIONSHIP

NUMBER OF RESPONDENT

PERCENTAGE

EXCELLENT GOOD

39 6

79% 12%

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AVERAGE TOTAL 5 50 9% 100%

Excellent Good Average

The above chart shows 79% of the respondent had excellent employee relationship in the organization, 12% have Good and 9% have average.

4. How do you feel about interview panel?

Recruitment Excellent Good Satisfactory Poor No. of Respondents 32 14 4 Percentage 64 28 8 -

24 Total 50 100

Excellent Good Satisfactory Poor

The above chart shows max 64% of the respondent believes that jaika has excellent interview panel, 28% believes good, 8% believes satisfactory.

5. Did the Jaika meet your expectations?

Recruitment Yes No Total

No. of Respondents 46 4 50

Percentage 92 8 100

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Yes No

The above chart shows max 92% of the respondent believes that jaika has meet their expectation.

6. Are you happy with the salary what you offered from the company?

Recruitment Yes

No. of Respondents 14

Percentage 28

26 No Total 36 50 72 100

Yes No

The above chart shows max 28% of the respondent are satisfied with their salaries and remaining 72% are not satisfied with salaries given.

7. Did Jaika Managing fulfill the commitments which are given to you at the time of interview?

Recruitment

No. of Respondents

Percentage

27 Yes No Total 34 16 50 68 32 100

Yes No

The above chart shows that 68% of the respondent believes that jaika managed to fulfill their commitment shown at joining.

8. How do you come to know about openings in Jaika Automobiles and Finance Pvt. Ltd.?

Options

No. of Respondents

Percentage

28 Friends Internet News Papers Others Total 11 0 34 5 50 22 0 68 10 100

Friends Internet News Papers Others

The above chart shows that 68% of the respondent knows about opening in jaika through Newspaper, 22% through Friends and 10% through others.

9. Do you want to refer more friends to Jaika Automobiles and Finance Pvt. Ltd.?
Opinion No. of Respondents Percentage

29 Yes No Total 37 13 50 74 26 100

Yes No

The above chart shows that 74% of the respondents refer their friends to jaika.

10.

Did you have the right Designations?

Opinion

No. of Respondents

Percentage

30 Yes No Total 42 8 75 84 16 100

Yes No

The above chart shows that 84% of the respondents believes that they have right designation at jaika and 16% believes not.

11. What should be the best recruitment sources according to your preference?

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Recruitment

No. of Respondents 38 8 4 50

Percentage 76 16 8 100

Internal Recruitment External Recruitment

Both Total

Internal Recruitment External Recruitment Both

The above chart shows that 76% of the respondents believe that best source of recruitment is internal recruitment, 16% believes External recruitment is best and 8% believes both type of recruitment is best.

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12.Did you fully know about the company policies before joined in this company?

Recruitment Yes No Total

No. of Respondents 6 44 50

Percentage 11 89 100

Yes No

The above chart shows that max 89% of the respondents were not known about the company policy before joining.

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13. How do you think about Recruitment and selection procedure in your company?
Recruitment Satisfactory Unsatisfactory Total No. of Respondents 46 4 50 Percentage 92 8 100

Satisfactory Unsatisfactory

The above chart shows that 92% of the respondents believes that recruitment and selection procedure in jaika is satisfactory and 8% believes Unsatisfactory.

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FINDINGS

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FINDINGS
1. The management is used both internal and external sources of recruitment in Jindal Power Limited. 2. Jindal Power Limited recruits 76% of the people through external sources and remaining 24% people are recruited through internal sources. 3. About 72% of the employees believes that recruitment should be done through External sources, 18% through Internal sources and 10% through both. 4. About 79% of the employees believes that they have an excellent employee relationship in the organisation, 12% believes good and 9% believes average employee relationship. 5. About 92% of the employees are satisfied with recruitment and selection procedure followed in Jindal Power Limited. 6. About 88% employees are satisfied with recruitment policy of company.

7. About 72% of the employee believes that external source is more effective than internal source rest are agree with internal source of recruitment in Jindal Power Limited. 8. About 68% of the employees believes that management has fulfilled the commitment which are given at the time of interview.

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LIMITATIONS

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LIMITATIONS

1. The behavior of the employees while approaching them to fill the questionnaire was unpredictable. 2. 4. There may be error due to bias of respondents. The sample was restricted to 50 employees, which may restrict the scope and completion of study. 4. All this study is limited to Jindal Power Limited, Tamnar only.

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RECOMMENDATION AND SUGGESTIONS

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RECOMMENDATION AND SUGGESTIONS

1. Increase the competence levels among the employees by giving suitable Training and Development Program.

2. Time management is very essential and it should not be ignored at any level of the process.

3.

The recruitment and selection procedure should not to lengthy and time consuming

4.

Manpower requirement for each department in the company is Identified well in advance.

5. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed.

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EXECUTIVE SUMMARY

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EXECUTIVE SUMMARY
Today, in ever y organisatio n personnel planning as an activity is necessar y. It is an important part of an organis ation. Human Resource Planning is a vital ingredient for the success of the organisation in the long run. There are certain ways that are to b e followed b y every organisation, which ensures th at it has right number and kind of people, at the right place and right time, so that organis ation can achieve its p lanned objective. The objectives of Human R esource Department are Human Resource Planning , Recruitment and Selection, Tr aining and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organisat ion it is im portant to have a right person on a right job. Recruitment and S election plays a vital role in this situation. Shortage of skills and the use of new technology are putting cons iderable pressure on how employers go about Recruiting and S electing st aff. It i s r ecommended to carry out a strategic analysis of Recruitment and Selection procedur e. With reference to t his context, this project is been prepared to put a light on Recruitment and S election process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organis ation gets suitable application. Scientific R ecruitment and Selection, which an Organisation sho uld follow for, right manpower. Job Analysis, which gives an idea about the requirement of th e job. Next is Selectio n process, which includes steps of S election, Typ es of Test , Types of Interview, Common Interview Problems and their Solutions. Approaches t o Selection, Scientific Selection Policy, Selectio n in India and problems. Recruitment and Selection ar e simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and s election Process of Infosys. And a practical case study. It als o contains addresses of various and top placement consultants and the pricelist of advertis ements in the magazine.

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BIBLIOGRAPHY

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BIBLIOGRAPHY

ACADEMIC BOOKS: K. ASHWATHAPPA - HUMAN RESOURCE MANAGEMENT

NEWS PAPERS:
TIMES OF INDIA THE ECONOMIC TIMES

MAGAZINES :
BUSINESS WORLD BUSINESS TODAY INDIA TODAY

WEB: www.google.com www.learningmate.com www.citehr.com

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