I, SANDEEP KUMAR, a student of 2 year, Masters of Business
Administration course from CDLU, SIRSA (HARYANA) have under go the
summer training which has been a part of the curriculum to this
institute
CHAPTER I RECRUITMENT: -Recruitment is a linking activity
bringing together who offer job and who seeking for job. The
purpose of recruitment is to locate source of manpower to meet job
requirement and job specification.
Recruitment is regarded as the most important function of
personal administration, because unless the right type of people or
hired even the best plans, organization charts and control system
would fail.
Recruitment is the process of searching the candidate and
stimulates them for employment.
OBJECTIVES OF RECTRUITMENT: - To attract people with multi
skills and experience that suits the present and future
organizational strategies.
To infuse fresh blood at all level of organization.
To develop an organizational culture that attracts competent
people to the company.
To search out for talent globally and not just with in the
company.
FACTORS AFFECTING RECRUITMENT:-
All organization whether small or big does engage in secreting
activity. It depends upon: -
The size of the organization.
The employment condition is community where organization is
located.
The effect of past recruiting efforts.
Rate or growth of organization.
Culture, economic and legal factors.
SELECTION
After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in an
organization, the management has to perform the function of
selecting the right employees at the right time. The objective of
the selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.
The selection procedure is the system of functions and devices
adopted in a given company to ascertain whether the candidates
specifications are matched with the job specifications and
requirements or not.
ESSENTIAL OF SELECTION PROCESS:-
The selection process can be successful if the following
requirements are satisfied:
Some one should have the authority to select. This authority
comes from the employment requisition.
There must be some standard of personnel with which a
prospective employee may be compared i.e. a comprehensive job
description and job specification should be available
beforehand.
There must be a sufficient number of applicants from whom the
required number of employees may be selected.There is a no standard
selection process that can be followed by all the companies in all
the areas. Companies may follow different selection techniques or
methods depending upon the size of the company, nature of the
business, kind and number of persons to be employed, government
regulations to 0be followed etc. Thus, each company may follow any
one or the possible combinations of methods of selection in the
order convenient or suitable to it. Following are the selection
methods generally followed by the company.
Selection procedure employs several methods of collecting
information about the candidates qualifications, experience,
physical and mental ability, nature and behavior, knowledge,
aptitude and the like for judging whether a given applicant is or
is not suitable for the job. Therefore, the selection procedure is
not a single act but is essentially a series of methods or stages
by which different types of information can be secured through
various selection techniques. At each step, facts may come to
light, which are useful for comparison with the job requirements an
employee specification.STEPS IN SELECTION PROCESS:-
Job Analysis:- Job analysis is the basis for selecting the right
candidate. Every organization should finalize the job analysis, job
description, job specification and employee specifications before
proceeding to the next step of selection.
Recruitment:- Recruitment refers to the process of searching for
prospective employees and stimulating them to apply for jobs in an
organization. It is the basis for the remaining techniques of the
selection and the latter varies depending upon the former.
Application Form:- Application form is also known as application
blank. The technique of application blank is traditional and widely
accepted for securing information from the prospective candidates.
It can also be used as a device to screen the candidates at eh
preliminary level. Many companies formulate their own style of
application forms depending upon the requirements of information
based on the size of the company, nature of business activities,
type and level of the job etc. Information is generally required on
the following items in the application forms:
Personal background information
Educational attainments
Work experiences
Salary
Personal details
References
Written Examination:- The organization have to conduct written
examination for the qualified candidates after they are screened on
the basis of the application blanks as to measure the candidates
ability in arithmetical calculations, to know the candidates
attitude towards the job, to measure the candidates aptitude,
reasoning, knowledge in various discipline.
Preliminary Interview:- The preliminary interview is to solicit
necessary information form the prospective applicants and to assess
the applicants suitability to the job. Preliminary interview is
useful as a process of eliminating the undesirable and unsuitable
candidates.
Group Discussion:- The technique of group discussion is used in
order to secure further information regarding the suitability of
the candidate for the job.
Interview:- Interview is aimed to evaluate the qualities of the
candidates by direct face-to-face discussion. Interview is an
effective technique to measure the knowledge, understanding,
competence, interest in the work and personality.
References:- Tests can reveal partial understanding of the
candidates, but he candidate, as a whole can be understood after
verifying his character and social and personal traits. This is
why, candidates are asked to furnish the names of two responsible
persons, who know tem well. These persons are contacted and enquire
regarding the character and morality of the candidate is made.
Final Selection:- After going through aforesaid tests and
formalities, the HRD Manager makes the final selection of the
candidate in consultation with the department head.
Physical Test:- The employee must be physically sound for the
efficient and effective accomplishment of the work; therefore, the
prospective candidate must be examined physically before his
appointment. An employee of unsound health will prove to be a
liability for the organization and dangerous to his colleagues.
Orientation or Induction of employees:- The new employee is
oriented to the enterprise. It may be termed a socializing process
by which the employee is made familiar and friendly to environment
of the business. Rules, regulations and special feature of the
business are communicated to him.
INDUCTION
Introducing the new employee who is designated as a probationer
to the job, job location, surroundings, organization, organizations
surroundings, and various employees is the final step of employment
process. Some of the companies do not company do not lay emphasis
on this function as they view that the colleagues of the new
employees will automatically perform this function. This processes
gains more significance as the rate of turnover is high among new
employees compared to that among senior employees. This is mainly
because of the problem of adjustment and adaptability to the new
surroundings and environment. Further induction is essential as the
newcomer may feel insecure, shy, nervousness and disturbing. This
situation leads to instability. Hence, induction plays pivotal role
in acquainting the new employee environment, company rules and
regulations.
employee when he first joins a company and giving him the basic
information he needs to settle down quickly and happily and start
work.
Lecture, handbook, film, group seminar are used to impart the
information to new employees about the environment of the job and
the organization in order to make the new employee acquaint himself
with the following heads: -
About the Company
About the Department
About The Superiors, Subordinates etc.
CHAPTER IIINDUSTRY PROFILE:-
BOARD OF DIRECTOR:
Chairperson Smt. Savitri Jindal
Vice Chairman & Managing DirectorSh. Ratan Jindal
DirectorSh. Naveen Jindal
DirectorSh. T.R. Sridharan
Joint Managing Director & Chief Operating OfficerSh. R.G.
Garg
Directors Dr. L.K. Singhal
Directors Sh. Suman Jyoti Khaitan
Executive Director Sh. N.P. Jayaswal
Executive Director Sh. Rajinder Parkash
DirectorSh. B.D. Gupta
Director - Corporate AffairsSh. N.C. Mathur
At the time independent Indias first industrialists were
redrawing the blueprint of commerce and industry, a farmer's son
was hard at work redrawing the blueprint of his small business in
Nalwa, a village in present-day Haryana. The enterprising young man
was O.P. Jindal , Jindal Organizations Man of Destiny.
Lacking the expertise to start a manufacturing unit, O.P. Jindal
did the next best thing; he started trading in steel pipes. The
early years were tough; and what saw him through was his vision and
the determination to realize it.
By 1952, he was proficient and experienced enough to set up the
groups first factory at Liluah, near Calcutta for the manufacturing
of steel pipes, bends and sockets. Soon thereafter, a similar
manufacturing unit was set up at Hisar.
This period also saw the emergence of a professional culture.
Jindal - the proprietorship was transformed into Jindal - the
organization. In the early 60s, Jindal R & D showed promise by
developing Indias first 100% indigenous pipe mill, again at Hisar.
This was a breakthrough, the first of many in the years to come.
Jindal built up a reputation for ingenuity of product
and product integrity.
In 1970 , he established Jindal Strips Limited and a mini steel
plant set up at Hisar to manufacture coils and plates through the
electric and furnace route.
The management of the company is now looked after by the four
able sons of O.P. Jindal- P.R. Jindal, Sajjan Jindal, Ratan Jindal
& Naveen Jindal and his grand daughter Sminu Jindal.Since its
inception in 1970, when the Jindal Plant was set up in Hisar, the
Jindal Organization has come a long way. Starting out by being the
first private sector steel plant with technology developed by its
R&D division, today the Jindal conglomerate is a name to reckon
with in the Indian industry. This US$ 4.0 billion multi-locational
industrial giant is equipped with world class technology to
manufacture products matching international standards.
A HISTORY CHECKED WITH DISTINCTIONS
In these 29 years the Jindal Organization has emerged as the
largest producer of stainless steel in the country. The company has
the distinction of being the largest sheet galvaniser and cold
rolled coil producer in the private sector.
The Organizations history is indeed checkered with many such
distinctions like being the sole producer of U-O-E SAW pipes in
Asia (except Japan), and the only Indian company to use the
acclaimed Corex steel technology, the third in the world to do
so.
THE TECHNOLOGICAL EDGE
The hallmark of the organization's achievements and growth has
been its ability to develop, adapt and adopt the latest technology,
to match the demands of a dynamic and burgeoning Indian
industry.
Seeing doors where others see walls
At Jindal, research is a self-imposed discipline; a challenge it
has pursued with a pioneers zeal. Exploring new ideas and
attempting breakthrough products and processes.
For instance, tracking and adopting the latest in world
technology, anticipating customer needs with cost-efficient ,
reliable solutions, and promoting engineering skill and manpower
caliber. Jindals R&D investment, together with its R&D
capability has given it a headstart over others.
Quality control not only in the machines, but in the mind
first.
Perfection does not begin at the manufacturing plant. It begins
in the mind. It is a challenge that Jindal has overcome through
diligence and discipline and by encouraging its employees to
develop a sense of pride in their jobs.TRUNOVER
The people are the pillars of strength in any organization. New
Delhi, April 30th 2008ParticularsQuarter EndedYear Ended31ST March
(In Crore)31st March (In Crore)20082007Growth (%)20082007
(Audited)Growth (%)GROSS TURNOVER
1,642.1
1,544.8
6.3%
5,704.1
5,267.8
8.3%
EBIDTA
245.1
234.1
4.7%
804.7
844.2
- 4.7%
CASH PROFIT
198.9
221.4
-10.2%
651.9
773.8
-15.8%
PAT from Ordinary Activities
89.2
92.1
- 3.1%
264.3
353.0
-25.1%
Jindal Stainless Ltd. (JSL) today announced the unaudited
financial results for the quarter and year ended 31st March 2008,
taken on record by the Board of Directors in its meeting held in
New Delhi.
The global stainless Steel industry during last year experienced
volatile spurts in raw material prices, resulting in fluctuating
margins for stainless steel manufacturer worldwide. During the year
the sales and sales realizations grew by around 8%, however, higher
pressure on input prices resulted in negative EBIDTA growth of
around 5%.
The major value addition has come from the growth in companys
ferro alloys operations where the realizations have grown by 46%
over last year. To increase the thrust in the global stainless
steel market, the company made its presence felt by focusing to
newer markets, especially European markets, where the exports of
the company grew to around 17% as compared to around 3% in the last
financial year.
Jindal Stainless has maintained its focus towards achieving its
growth path and is poised to take on newer leadership roles,
ensuring sustainable value creation through its strategies of
endtoend integration, cost leadership & product
innovations.
So the task of employee welfare has been taken up with
commitment and imagination at the Jindal Organization. Jindal were
amongst the first to introduce free housing, subsidized meals, free
transport, medical benefits and recreational and other facilities
for workers in the Hisar industrial belt.
Such trend-setting efforts, however, have not been confined to
its factories. Jindal has also worked for the welfare of the
community at large.
Wherever Jindal sets up base, it makes true the aspirations of
the towns it owns. This is especially true in the areas of
education, health and infrastructural facilities. N C Jindal Public
School, New Delhi; the 500-bed N C Jindal Hospital, Hisar; Vidya
Devi Jindal School, Hisar; Jindal High School, Vasind are some
examples. Another milestone in the field of community development
was accomplished when, on 19th December 1998, Adult Education
classes were started in Berhana village near the SAW Pipes Ltd.
(Kosi Kalan).
www.jindalsteel.comCOMPANY PROFILE:-
JINDAL STAINLESS- ARCHETECTURAL DIVISION:-
ARC - The Architecture Division of JSSL., a stainless steel
major of India is an ISO: 9001-2000, ISO: 14000 certified.The
Architectural Division launched by JSSL, endeavors to provide
architectural solutions on the usage of stainless steel. It has
taken the initiative to establish and address practical issues of
design and fabrication related to Stainless Steel products,
offering technology and solutions catering to the emerging market
of Stainless Steel for Architecture, Building and Construction
(ABC) Industry in India.
Quality PolicyWe are committed to be a leader in providing world
class innovatively designed stainless steel product mainly for the
architecture, building and construction sector with a focus on
providing complete solutions from design and fabrication, up to
installation.
.we shall strive for customer delight by continually improving
our performance through a well implemented quality management
system.
Quality Objective* Achieve sales turnover of Rs48+15crore in
year 2007-08 for project and retail division. The corresponding
sales turnover target for next two year are Rs80+36crore in the
year 2008-09 and Rs125+47crore in year 2009-10.
* Development of complete range of retail products with focus on
modular kitchen and stainless steel furniture and establishing a
franchisee network covering major cities in India to achieve the
targeted sales for retail product.
* To enter the business of putting up bus Q shelters on BOT
basis.
* To become the leading supplier for stainless steel solution to
companies who are awarded contract for new airports as well as
modernization of old airports in country.
* To initiate dialogue with Indian railways with proposals for
pushing the modernization of railway stations and railways coaches
with innovatively designed products.
* To remain one of the leading supplier for metro railways
coming up in other cities in India.
* To improve upon the present response times for bidding and the
delivery, installation against orders, by acheving100% compliances
to specific target for the same.
* Up gradation of plant and equipment to improve the
productivity, capability and the quality of manufacturing.
* Bringing in new technology for new product lines through
foreign JVS/TT agreements.
* Establish marketing and sales network outside NCR region
covering strategically important locations in the country.
QUALITY ASSURANCE
Understanding Customers requirement and ensuring to supply as
per these requirements is realized with the help of Quality
Assurance and Quality Control group at JSSL. Across the entire
business chain of supplies, operations and marketing appropriate
quality assurance systems are in place to ensure correctness at
each step of the cycle. ISO-9001-2000 Certification of the Plant is
a testimony to this. Alongside ISO14001 and OHSAS 18001 Systems
certification of the plan assure concern and protection towards
environment and for providing a safe working for the employees.
For ensuring the quality at every step well equipped
Laboratories are in place with a battery of modern equipments such
as X-Ray Analysers, Spectrometers, Leco Analysers, Metallurgical
Microscopes, Image Analyser, Universal Testing Machines etc to name
a few. Well-documented procedures ensure correctness in testing and
certification of the products. The production process are
constantly monitored and controlled to ensure the finished products
as per customer's requirements.
6S
FIRST STEP TOWARDS EXCELLENCE
SEIRI - SORTING
SEITON - ORDERLINESS
SEISO - CLEANLINESS
SEIKETSU - STANDARDISATION
SHITSUKE - SELF DISCIPLINE
SHUKAN - TO HABITUATE
1S
SEIRI - SORTING
SORTING means you should sort and segregate necessary and
unnecessary things in your working area.
2S
SEITON - ORDERLINESS
ORDERLINESS means you should arrange necessary things in order
fix a place for each thing and place there always.
3S
SEISO - CLEANLINESS
CLEANLINESS means- you should clean your working area daily so
that floor machines and instrument are dust and oil free.
4S
SEIKETSU - STANDARDISATION
STANDARDISATION means- you should always keep high standard for
house keeping follow safely instruction, wear neat and clean
clothes.
5S SHITSUKE - SELF DISCIPLINE
SELF DISCIPLINE means- you should keep and follow rules and
regulation for cleanliness and safety maintain discipline in your
working area.
6S
SHUKAN - TO HABITUATE
HABITUATE means-to know, to interiorize the 5Ss.To create the
habit of 5Ss.
KAIZENKAIZEN (In Japanese:-literally continuous improvement) is
word of Japanese origin in which KAI means, change and ZEN means
for better.
KAI + ZEN = CHANGE FOR BETTER
Today better than yesterday, tomorrow better than today.
It is always possible to do better, none day must pass without
the implementation of some improvement, even on structure of
company or on the person.
KAIZEN activity should be done by asking following question
under 5W and 1H:-WHO, WHERE, WHEN, WHY, WHAT and HOW.WHO
Who does it?
Who is doing it?
Who should be done it?
Who else can do it?
Who else should do it?
Who is doing 3Mus?
WHAT
What to do?
What is being done?
What should be done?
What else should be done?
What else can be done?
What 3Mus are being done?
WHERE
Where to do it?
Where it is done?
Where should it be done?
Where else can it be done?
Where else should it to be done?
Where are 3Mus are being done?
WHY
Why to do it?
Why is it being done?
Why else should it be done?
Why else can it be done?
Why do it that way?
Why are the 3Mus in the way of thinking?
WHEN
When to do it?
When it is done?
When should it be done?
When other time can it be done?
When there is presence of 3Mus?
HOW
How to do it?
How is it being done?
How should it be done?
How this method should be done other way?
How there are any 3Mus in the method?
3MU
MUDA-WASTE
MURI-STRESS
MURA-DISCREPANCY
Vision: 2010
*To be amongst the top 10 stainless steel producers in the
world.
*To gain international recognition for cost leadership, product
innovation and customer satisfaction.
*To be admired as a socially responsible corporate and a
sustained value creator for all its stakeholders.
VALUES
*We believe in simplicity by Keeping a low profile externally
and having clear, frank and effective Communication in the
organization.
*We believe in teamwork with well defined Responsibilities and
accountability.
*We believe in relationships of trust amongst people through
well-defined responsibility and authority.
*We believe in according top priority to customer Focus through
prompt and appropriate response.
*We believe in respect and care for all those Associated with us
by commitments.
DIVERSIFICATION:-
Corporate Office New DelhiMumbai Office
JINDAL CENTRE12, Bhikaji Cama PlaceNew Delhi- 110066, IndiaTel:
91-011-26188340-50Fax: 91- 011- 41659169Email :
[email protected] MANSION5-A, Dr. G. Deshmukh Marg,Mumbai
- 400026, IndiaTel: 91 - 022 - 4963000, 4924470 - 74Fax: 91 - 022
4961400
Plants
Jindal Stainless Limited
HisarP. O. Box No.6 O.P Jindal Marg, Hisar - 125005 (
Haryana)Tel : 91- 01662 - 222471 - 485 (15 Lines)Fax: 91- 01662 -
220476, 220499
Orissa Kalinga Nagar Industrial Complex Front of MESCOPost
DanagariDuburi - 755026Distt. Jajpur, OrissaPhone:
91-672-6266001Fax: 91-672-6266002 Vishakhapatnam58- 17-1/ 1
Sangeevaya Nagar,Near Nad Kotha Road junction, Vishakhapatnam-
530009, IndiaTel : 91- 0891- 558898Fax : 91- 0891- 558996
IndonesiaKawasan Industry MaspionMaspion Unit-VDesa
Sukomylyo-Manyar, Gresik 61151Jawa Timur-IndonesiaPhone:
62-31-3959565Fax: 62-31-3959566
www.jindalsteel.comCHAPTER IIIRESEARCH METHOLOGY:-The Research
plays an important role for providing the right information about
consumer, which helps the management in making better
decisions.Research is a systematic attempt to obtain answers to
meaningful questions about phenomena or event through the
application of scientific procedure in other words Research can be
defined as methodical, unbiased and competent investigation of a
subject matter to establish principles. Research has special
significance in identifying and solving various operational and
business problems of business and industry. Research is directed
towards the solution of problem.
Mainly Research is of three types:-
1. Exploratory.
2. Descriptive.
3. Experimental.
EXPLORATORY RESEARCH
Exploratory Research is necessary in order to obtain a proper
definition of problem. The main purpose of such studies is that of
formulating a problem for more precise investigation. The major
emphasis in such studies is on discovery of ideas and insight.
Exploratory research is generally carried out by three ways: -
1. The survey of concerning literature.
2. Experience Survey.
3. Analysis of insight stimulating examples.
DISCRIPTIVE RESEARCHDescriptive Research studies are those
studies, which are concerned with describing the characteristics of
a particular individual or a group. A descriptive research require
a clear specification of what, who, when, where why and how aspects
of the research.
Two Methods are applied in this research are:-
1. Case Study.
2. Statistical Methods.
EXPERIMENTAL RESEARCH
Experimental Studies are those where the researcher tests the
Hypotheses of casual relationship between variables. Such studies
require procedures that will not only reduce bias and increase
reliability, but will permit drawing inferences about casualty.
TYPES OF RESEARCH USED:-The type of research used in this
project work is Descriptive. The Descriptive research is used to
collect Data and find out the cause and effect relationship.
SAMPLING PROCEDUREI decided to study the candidates who applied
for the post of Team Member in different departments of Jindal
Arch. Ltd. I contact the candidates through personal interviews.
The Personal interview though costly but yields the most
satisfactory result in Research work.
DATA COLLECTION METHODAs we know that the data is of two types:
-
1. Primary Data.
2. Secondary Data.
In Primary Data Researcher has to gather afresh data for the
specific study that undertaken by him. Primary data are gathered
for a specific research project.
Primary data can be gathered by five methods: -
a. Direct Personal Interview.
b. Indirect Oral Interview.
c. Information from correspondents.
d. Mailed Questionnaire Methods.
e. Schedules sent through EnumeratorsSecondary Data can be
collected by two methods: -
a. Published Sources
b. Unpublished Sources.
OBJECTIVE OF STUDY:-1) To identify what are the major factors,
which influence the Recruitment & Selection.2) To find out the
effectiveness of the methods used for the Recruitment &
Selection.3) To know the feedback of the Management/Employees of
JINDAL ARCHITECHURE LIMITED for Recruitment & Selection.4) To
get suggestions/recommendations from employees and submit them to
the management.SCOPE OF THE STUDY:- The scope of my study is to
know how recruitment and selection helps in providing the potential
employees/candidates to the organization.
Recruitment & Selection includes information related to the
way of obtaining the potential candidates i.e. the way of
elimination or rejection procedure.
RESEARCH INSTRUMENT:-
The Research Instrument used in this project is Observation
Method.
CASE STUDY
The case study method is a very popular form of qualitative
analysis and involves a careful and complete observation of a
social unit, be that unit a person, a family, an institution, a
cultural group or even the entire community. It is the method of
study in depth rather than breadth. The object of the case study
method is to locate the factors that account for the behavior
pattern of the given unit as an integrated totality.
OBSERVATION METHOD
The observation method is most commonly used method specially is
that subjective bias is eliminated, if observation is done
accurately.
Secondly, The information obtained under this method relates to
what is currently happening; It is not complicated by either the
past behavior or future intentions or attitudes. Observation
methods are of various types like structured, unstructured,
controlled and uncontrolled
CHAPTER IV RECRUITMENT PROCEDURE IN JAL:-
When we talking about the recruitment and selection process in
JAL, the recruitment and selection process is very
standardized.
There is one form i.e. Man Specification Form which specifies
that which candidate is needed for which post with his / her
essential and desirable qualification, skills and also carries the
necessary information about the skills set of the required
candidate.
With the help of this form every person can easily understand
that what is the hierarchy system of each position and what are the
various competencies are required for which level. It includes the
various parameters like, which are mentioned below:-
Designation
Department /Division
Reports to
Direct Subordinates
Education
Essential
Desirable
Experience
Skills
Specific Training / Specialization
Here the format of Man Specification form is given below which
is used in the company.
MAN SPECIFICATIONS SHEET
POSITION IDENTIFICATION
Designation
:
Division / Department
:
ORGANIZATIONAL RELATIONSHIPS
Reports to
:
Direct Subordinates
:
COMPETENCY REQUIRED
Education
Essential
:
Desirable
:
Experience
:
Skill
:
Specific Training/Specialization:
OTHER INFORMATION, IF ANY
DPM (HRD)
CEO
In JAL there are three major sources of recruitment of the
employees i.e.
Recruitment through Campus Placements
Recruitment through Consultants
Recruitment through References.
When we talking about the recruitment the first process is the
Man Specification Sheet after that the second process is Manpower
Requisition Form. This form specifies that what are the various
expected benefits (in terms of increase revenue, productivity etc.)
from the particular position to the organization and it initiated
by the Head of the Department with consultation of the HRD
department and the CEO of the company finally approves this
form.
Recruitment Through Campus Placement:-
The recruited candidate as designates as per their qualification
as described below: Degree holder in engineering candidate is
appoint as a GET,
Diploma holder in engineering is appoint a DET and
Management degree holder candidate is appointed as a M.T.
Recruitment Through consultants:-
The recruitment at all the levels except entry level is done
through consultants, as and when required company can refer to only
those consultants which are registered by the corporate office and
for this company pays for the services to the consultant.
Identification of vacancies
When any vacancies occur in any department .The departmental
Head reported to the HRD department with a requisition form. In the
requisition form there is information about the post and about the
manpower. HRD department verifies this form from CEO for
recruitment.
Recruitment policy
The policy of recruitment has to be framed and dealt with
carefully as it affects human aspiration and values to a great
extent. Recruitment policy of JAL is guided by various
administrative orders and directives received from the Govt. from
time to time.Selection Procedure:- After policy Formation Company
recruit and select the right candidate for each post .For this
purpose company use different sources of recruitment. In selection
Procedure Company hold interview and medical checkup of the new
joining.
Short list of the application
Every person who applies for a job may not posses necessary
qualification and experience for it .Any application, which is not
suitable according the post .These type application short-listed by
the department.
Preliminary Interview
It seeks to ascertain whether the candidates are apparently able
from physically and mentally for the position applied for. This
interview does not take much time.
Interview
An interview is a face-to-face observational and personal Method
to evaluate a candidate for a job. In any interview the interviewer
is generally is in dominant position.Medical ExaminationThe
employee must be physically sound for the efficient and effective
accomplishment of work. There fore the candidate is examined
physically before his appointment.Final SelectionAfter going
through tests and formalities the HRD department makes the final
selection of the candidate in consolation with departmental Head
and CEO.
Training Induction Schedule In JAL:-When the candidate joins the
company, training induction schedule is prepared for the
candidate.
Through this the candidate can able to know about the
organization, can be able to know about their superior and
subordinate so that it help the candidate to work
comfortably.Introducing the new employee who is designated as a
probationer to the job, job location, surroundings, organizations,
organizations surroundings, and various employees is the final
stage of employment process. Some of the companies do not company
do not lay emphasis on this function as they view that the
colleagues of the new employees will automatically perform this
function. This processes gains more significance as the rate of
turnover is high among new employees compared to that among senior
employees. This is mainly because of the problem of adjustment
adaptability to the new surrounding and environment. Further
induction is essential as the new comer may feel insecure, shy,
nervousness and disturbing. This situation leads to instability.
Hence, induction plays pivotal role in acquainting the new employee
environment, company rules and regulations.
Induction is the process of receiving and welcoming an employee
when he/she first joins a company and giving him the basic
information he needs to settle down quickly and happily and start
work.
Lecture, handbook, film, group seminar are used to information
to new employees about the environment of the job and the
organization in order to make the new employee acquaint himself
with the following heads.
About the Company
About the Department
About the Superiors, Subordinates etc.
CHAPTER VCONCLUSION
Conclusion is a necessary element of any project. It involves
the observations on the basis of either data collected from the
relevant source or by any other method. It is essence of the whole
project. Conclusion is wrapped here as under:
It has been observed during the training that every person who
applies for a job may not posses necessary qualification and
experience for it .Any application, which is not suitable according
the post .These type application short-listed by the
department.
It has also been substantiated that preliminary interview is the
initial step adopted by the company, it seeks to ascertain whether
the candidates are apparently able from physically and mentally for
the position applied for. This interview does not take much time.
There after an interview is a face-to-face observational and
personal Method to evaluate a candidate for a job. In any interview
the interviewer is generally is in dominant position.
As a traditional method, medical examination of the employee
must at the company, various variables works in this behalf.
In the final stage, after going through the preliminary tests
and necessary formalities the HRD department makes the final
selection of the candidate in collaboration with departmental Head
and CEO.It has also been observed that company adopts stereo-typed
methods recruitment. Company's recruitment system is running on
traditional methods.
Diversity of staff was also affecting the company's recruitment
procedure either directly or indirectly. Training system provided
by the company is running efficiently.
LIMITATION:-
The study was carried out only at the Jindal Architecture
Limited, Gurgaon.PLANT-2 And it has not covered the way of Manpower
planning at other Plants of the Jindal stainless steel Limited
which are based at distant Location like Delhi, Mumbai and Chennai
these could not be covered because they are located at a very
distant place and to carry out the study over their will take many
months.
Some other limitations: -
Less availability of time and money for the research work.
Less expertise or skills in the researcher. Lack of Scientific
training in the methodology of researcher. Difficulty of timely and
adequate secretarial assistance. Difficulty of timely published
data.Suggestions:- JAL should go for newer techniques of the
Manpower Planning.
The company should try to celebrate the diversity to reduce the
work force diversity.
The JAL should try to reduce the organizational challenges i.e.
competitive position, decentralization and downsizing.
The JAL should try to reduce the environmental challenges i.e.
the internet revolution and job redefinition.
Findings:-
The JAL is adhering all possible norms & regulations of
Govt. regarding the wages & salary.
The company also conducts psychological tastes which provides
psychological base to the company.
Manpower planning is structured.
The company provides training and development programs to the
employees properly.
The company organizes Isolation camps for the recreational
activities.
BIBLIOGRAPHYBooks:-1. Rao T.V. (2001) Readings in HRD Oxford
& IBH Publishing Co. Pvt. Ltd., New Delhi.
2. Gomez-Mejia L.R., Balkin D.B., Cardy R.L. (2005) Managing
Human Resources: 3rd Edition Pearson Education, Prentice Hall of
India
3. Dessler G. (2005) Human Resource Management: 9th Edition
Pearson Education.
4. Kothari C.R. (1990) Methods & Techniques second edition
Websites:-
www.jindalsteel.com www.google.com
www.jindalarc.inDECLARATION
I, NAVEEN SINGLA, do here by declare that the training report
done in JINDAL ARCHITECTURE LIMITED ,Gurgaon (Haryana) submitted by
me in the partial fulfillment of degree of Business Economics from
Ch. Devilal University, Sirsa is originally work conducted by me.
The data and facts provided in this report are authentic in the
best of knowledge.
I have not submitted this training report to any other
university for the award or degree of any diploma.
(NAVEEN SINGLA)
PREFACE
As a matter of fact every M.B.A (B.E.) student has to undergo
practical training in an approved business organization for
appropriate period normally during summer vacation under the
guidance of active professional manager, so as to become aware of
the real life business situation and its environment. Thus on
completion of M.B.A (B.E.) program, the student had gained
experience, which proves beneficial in tackling business situation
in future.
To fulfill the laid objectives, as per the approval of the
faculty of training coordination CDLU, SIRSA I was sent to JSSL,
GURGOAN
The duration of my training was enough to extract maximum
benefit in the said field. I felt the pulse of the human resource
field in the organization. I would like to give my regards to the
faculty the institute for providing basic skills needed for the
completion of the present project to its current level of
excellence.
This report gives the better understanding of the HR position of
the JINDAL ARCHITECTURE LIMITED. ACKNOWLEDGEMENTI would like to
express my sincere gratitude to Miss Pooja, HRD Manager, JAL for
giving me this opportunity to undergo my summer internship in this
organization. It was due to their efforts that I was able to
undertake a challenging project for this organization.
This project was a great opportunity for me to get a first hand
experience of Recruitment & Selection that exists in an
organization.
I am also grateful to Mr.Surender Mor, Lecturer of college for
their contribution and guidance to the study.
Lastly, I would like to thank all those who directly or
indirectly have helped me in carrying out this project report.
(NAVEEN SINGLA)TABLE OF CONTENTS CONTENTS PAGE NO
Chapter i Introduction 1-9Chapter ii Company profile
10-30Chapter iii Research Methodology 31-36Chapter iv Recruitment
& selection
Procedure in JAL 37-44Chapter v Conclusions & suggestions
45-49 Bibliography 50-51ORGANISATIONAL CHART
DIRECTOR
AVP
PLANT
SBU - RETAIL
OTHER DEPARTMENTS
FINANCE
HR & ADMINISTRATION
FINANCE HEAD
MANAGER
Dy. MANAGER
Sr. EXECUTIVE
OFFICER
TRAINEE
MANAGER PERSONNEL (PLANT)
Sr. EXECUTIVE HR
ADMINISTRATION OFFICER
REFER TO ANNEXURE 2
REFER TO ANNEXURE 1
REFER TO ANNEXURE 4
PA TO DIRECTOR
ASSISTANT VICE PRESIDENT
SALES & MARKETING
PROJECT
DESIGN
PURCHASE
SITE
Sr. MANAGER
MANAGER
ASSOCIATE MANAGER
Sr. EXECUTIVE
EXECUTIVE
MANAGEMENT TRAINEE
HEAD OF DEPARTMENT
MANAGER
ASSOCIATE MANAGER
SITE SUPERVISOR
FITTER & WELDER
HEAD OF DEPARTMENT
MANAGER
ASSOCIATE MANAGER
Sr. EXECUTIVE
EXECUTIVE
OFFICER
DGM DESIGN
MANAGER
Sr. ARCHITECT
ARCHITECT
DESIGNER
Sr. DRAUGHTSMAN
DRAUGHTSMAN
TRAINEE
PPC DEPARTMENT
CONTRACT DEPARTMENT
ASST. MANAGER
Sr. ENGINEER
ENGINEER (2)
Sr. MANAGER
ENGINEER
PLANT
PRODUCTION
QUALITY
STORES
Sr. MANAGER
ENGINEER
QUALITY SUPERVISOR
MANAGER
Sr. EXECUTIVE
EXECUTIVE
REFER TO ANNEXURE 3
HEAD OF DEPARTEMENT
AM RESEARCH & DEVELOPMENT
PRODUCT DESIGNER
PURCHASE MANAGER
SALES & MARKETING
ENGINEER (2)
SITE SUPERVISOR (3)
AM PPC
SALES MANAGER (2)
ASSOCIATE MANAGER (2)
Sr. EXECUTIVE MARKETING
MANAGEMENT TRAINEE
DESIGNER
ENGINEER
PAGE