Study on Recruitment and Selection Process

A Project On

“A STUDY ON RECRUITMENT AND SELECTION PROCESS “

IN

VISAKHAPATNAM STEEL PLANT

With reference to

RASHTRIYA ISPAT NIGAM LIMITED

VISAKHAPATNAM

Submitted to

(MADRAS UNIVERSITY)

By

K.S.ANURAJ

Under the Guidance of

(BATTULA.SRINIVAS RAO)

Sr.HR MANAGER (personnel)

Visakhapatnam steel plant

visakhapatnam

1

A

Report on

RECRUITMENT & SELECTION

Submitted by

K.S.ANURAJ

Under the Guidance of

BATTULA.SRINIVAS RAO

Sr.HR MANAGER (personnel)

Visakhapatnam steel plant

Visakhapatnam

Company Guide

SHRI.KOSIREDDY RAJA

ASSISATANT MANAGER (HRD)

Visakhapatnam steel plant

(A Report submitted in partial fulfillment of MBA Program -2009)

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DECLARATION

I here by declare that this thesis work entitled “A study on recruitment and

selection process ” is my work, carried out under the guidance of my faculty guide

BATTULA.SRINIVAS RAO and company guide KOSIREDDY RAJA. This report

neither full nor in part has ever been submitted for award of any other degree of either

this university or any other university.

Date: (K.S.ANURAJ)

Place: Visakhapatnam.

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CERTIFICATE

This is to certify that the Project titled “A study on Recruitment and

Selection process ” a bona fide work of K.S.ANURAJ of ASAN MEMORIAL

COLLEGE OF ARTS & SCIENCE is original and has been done under my

supervision in partial fulfillment of the requirement for the award of M.B.A for the

period of 6 weeks i.e., 17-05-10 to 21-06-10. This report neither full nor in part has

ever before been submitted for awarding of any degree of either this university or any

other university.

I am pleased to say that his performance during the period was

________________________.

Date : (BATTULA.SRINIVAS RAO)

Place : Visakhapatnam. Sr.HR MANAGER (personnel)

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ACKNOWLEDGEMENT

I hereby take this opportunity to express my sincere gratitude to the following

eminent personalities whose aid and advice helped me to complete this project work

successfully without any difficulty.

I am sincerely thankful to Management Team of Visakhapatnam steel plant, for

their valuable support and the interest they have shown in me during the course of the

project.

I am thankful to Shri KOSIREDDY RAJA (Assistant Manager HRD),

Visakhapatnam for giving me an opportunity to take up this Project.

I would also like to extend my gratitude to my Faculty Guide BATTULA.

SRINIVAS RAO Sr.HR MANAGER (Personnel) Visakhapatnam Steel Plant,

Visakhapatnam who spared her valuable time and effort to ably guide me in the

completion of the project.

I would like to extend my sincere thanks to all the officers of the HRD who

spent their valuable time in providing us the best information.

Lastly, I would like to thank my Family and Friends for their help and support.

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TABLE OF CONTENTS

Acknowledgements

List of tables

List of illustrations

Abbreviations

Abstract

Chapter I : Introduction

1.1) Need for the Study

1.2) Objectives

1.3) Limitations

1.4) Material and Methodology

Chapter II : Industry profile

2.1) Introduction

2.2) Pre-Independence

2.3) Post-Independence

2.4) Industry Scenario

2.5) Global Scenario

2.6) Market Scenario

2.7) Production Scenario

2.8) Demand-availability Projection

2.9) Pricing and Distribution

2.10) Major Steel and Related Companies

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Chapter III : Company Profile

3.1) Introduction

3.2) Background

3.3) Vision, Mission & Objectives

3.4) Core Values

3.5) Policies

3.6) Marketing Networking

3.7) Pollution control and Environmental Protection

3.8) Achievements and Awards

3.9) Hallmark of Vizag Steel

3.10) Statistical Information

Chapter IV : Recruitment & selection process

Chapter V : Empirical analysis

5.1) Analysis of the Project

5.2) Recruitment Policy

Chapter VI :QUESTIONARIES

Chapter VII: Findings & Suggestions and Conclusions

7.1) Findings

7.2) Suggestions

7.3) Conclusion

Appendix

Bibliography

Glossary

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LIST OF TABLES

SL. No. TITLEPAGE

NO

1Response regarding job satisfaction level of employees

42

2Response regarding the length of working period of employees

43

3 Responses of the employees on job profile 44

4 Responses of the employees on development 45

5 Responses of the employees on career focus 46

6Responses of the employees on appropriate recognition

47

7Responses of the employees on overall job security

48

8 Responses of the employees on work place 49

9Response of employees to enhance the job satisfaction

50

8

ABBREVIATIONS

ERA Executive recruiters association

CV Curriculum Vita

JCM Job Characteristic Model

JDI Job Descriptive Index

MSQ Minnesota satisfaction questionnaire

JSS Job satisfaction survey

IISI International Iron and Steel Institute

VSP Visakhapatnam Steel Plant

RINL Rashtriya Ispat Nigam Limited

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CHAPTER-IINTRODUCTION

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The project is titled as “A study on recruitment and selection process”.In the

project the intern is required to study the impact of selection procedures on job

satisfaction on different parameters.

Recruitment

Recruitment refers to the process of finding possible candidates for a job or

function, undertaken by recruiters. It may be undertaken by an employment agency or

a member of staff at the business or organization looking for recruits. Either way it

may involve advertising, commonly in the recruitment section of a newspaper or in a

newspaper dedicated to job adverts. Employment agencies will often advertise jobs in

their windows. Posts can also be advertised at a job centre if they are targeting the

unemployed.

Suitability for a job is typically assessed by looking for skills, e.g.

communication skills, typing skills, computer skills. Evidence for skills required for a

job may be provided in the form of qualifications (educational or professional),

experience in a job requiring the relevant skills or the testimony of references.

Employment agencies may also give computerized tests to assess an individual's off

hand knowledge of software packages or typing skills. At a more basic level written

tests may be given to assess numeric and literacy. A candidate may also be assessed

on the basis of an interview. Sometimes candidates will be requested to provide a

résumé (also known as a CV) or to complete an application form to provide this

evidence.

12 Elements of Recruitment Strategy

1. What are your primary goals? (Why hire?)

2. Prioritization of jobs

3. Performance level to target

4. Experience level to target

5. Category of candidate to target

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6. When to begin searching for candidates

7. Where to look for candidates

8. Who does the recruiting?

9. Primary sourcing tools

10.What skills should you prioritize when selecting candidates?

11.How to assess candidates

12.Primary sales approach

Selection

The aim of selection is to find a person who accepts the position and who gives

satisfactory service and performance in the long term. The system approach starts

from the position of well defined job and clearly analyzes person’s specifications.

Selection is not just a question of interviewing, although it is most popular

device in use. Selection is very much a process of deselecting, that is gradually

eliminating candidates until finally one is left on the list for a vacancy. Some methods

are more reliable then other but, to large extent. Selection is about trying to minimize

risk and maximizing certainty of making of the right decision.

Starting from the position where the recruitment process as produced a no of

applicants, the important steps as follows:

Short listing the candidates for the next stage.

Setting up tests for the short listed candidate some times in the form of an

assessment.

Interviewing the candidates and allowing the candidates to interview the

selectors.

Choosing the successful candidates.

Obtaining references.

Offering the position, confirming in writing and gaining acceptance.

Organizing the induction process.

Evaluating the results.

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Personality Tests

A selection procedure measures the personality characteristics of applicants

that are related to future job performance. Personality tests typically measure one or

more of five personality dimensions: extroversion, emotional stability, agreeableness,

conscientiousness, and openness to experience.

The methods of a personnel selection include

Interviews

Personality tests

Biographical data

Cognitive ability tests

Work sample tests

Physical abilities tests

Self assessments

Assessment centers

1.1 NEED OF THE STUDY

To get an idea about the Recruitment and Selection Procedure held by

Rashtriya Ispat Nigam Limited, Visakhapatnam Steel Plant, Visakhapatnam.

1.2 OBJECTIVES

To study about the recruitment and selection process followed by RINL/VSP

To Identified different methods in selection process

To know the selection process of employees and its impact on job satisfaction

To know the job satisfaction levels of the employees of recruited

To know the recruitment policy followed by RINL/VSP.

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1.3 LIMITATIONS

Only the domestic market is the focus of this study. We have not studied the

international recruitment process here.

Sample size is limited due to the limited period allocated for the survey

The analysis is completely based on the information provided by the employees

and hence could be biased.

Taking appointment of the respondents became a little difficult.

1.4 MATERIAL AND METHODOLOGY

SETTING

Rashtriya Ispat Nigam Limited,

Visakhapatnam Steel Plant,

Visakhapatnam

DURATION OF STUDY

The study takes nearly 8weeks from the period of 17-12-2007 to 09-02-2008.

SAMPLE SIZE

The sample size was 150

SAMPLING TECHNIQUE

Simple Random Sampling

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DATA COLLECTION PROCEDURE

The sources of recruitment are broadly divided into Internal Sources and Externals Sources. Internal Sources are the sources within organizational pursuits. The primary data is collected with direct interaction with candidates through questionnaire and personal interview. The questionnaire consists of closed ended and open-ended questions. Externals Sources are sources outside organizational pursuits.

Internal Sources

Promotions Transfer Response of employees to notified vacancy

Externals Sources

Advertisements Employment Exchange Campus Recruitment Unsolicited applicant Labor Contracts Employee Referrals Field Trips

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CHAPTER-II

INDUSTRY PROFILE

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2.1. INTRODUCTION

Steel is an alloy of iron usually containing less than 1% carbon is a versatile

material with multitude of useful properties used most frequently in the automotive

and construction industries. Steel can be cast into bars strips, sheets, nails, spikes,

wire, rods or pipes as needed by the intended user. The consumption of steel is

regarded as the index of industrialization and the economic maturity any country has

attained.

The development of steel industry in India should be viewed in conjunction

with the type and system of government that had been ruling the country. The

production of steel in significant quantity started after 1900. The growth of steel

industry can be conveniently studied by dividing in the period into pre & post

independence era (or before 1950& after 1950). The total installed capacity for in-got

Steel production in during pre independence era was 1.5 millions tones /year, which

has risen to about 8 million tones of ingot by the seventies. This is the result of the

bold steps taken by the government to develop this sector.

2.2 PRE-INDEPENDENCE

1830 - Josiah, Marshall Health constructed the first manufacturing plant

at port move in Madras presidency.

1874 - James Erskin founded the Bengal iron works.

1899 - Jamshedji Tata initiated the scheme for an integrated steel plant.

1906 - Formation of TISCO.

1911 - Tata iron & steel company started production.

1916 - TISICO was founded.

1940-45 - Formation of Mysore iron & steel limited, and Bhadravati in Karnataka

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2.3 POST-INDPENDENCE

1951-56 - First Five Year Plan

The Hindustan steel Ltd. was born on 19th January, 1954 with the decision of

setting up three steel plants each with one million tone input steel per year in at

Rourkela, Bhili and Durgapur; TISCO stated its expansion program.

1956-61 - Second Five Year Plan

A bold decision was taken up to increase the ingot steel output India to 6

Million tones per year & production at Rourkela, Bhilai and Durgapur steel plant

started.

1961-66 - Third Five Year Plan

During the third five year plan the three steel plants under HSL; TISCO &

HSCO were expanded as show. In January 1964 Bokaro steel plant came into

existence.

1966-69 - Recession Period

The entire expansion program was actively executed during this period.

1969-74 - Fourth Five Year Plan

Licenses were given for setting up of many mini steel plants and re-rolling

mills.

Govt. Of. India accepted setting up two more steel plants in south. One each

at Visakhapatnam and Hospet (Karnataka).

SAIL was formed during this period on 24th January, 1973. The total installed

capacity from 6 integrated plants was 106 Mt.

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1979 - Annual Plan

The erstwhile Soviet Union agreed to help in setting up the Visakhapatnam steel

plant.

1980-85 - Sixth Five Year Plan

Work on Visakhapatnam steel plant was started with a big bang and top

priority was accorded to start the plant.

Scheme for modernization of Bhilai steel plant, Rourkela, Durgapur,

TISCO were initiated.

1985-91 - Seventh Five Year Plan

Expansion work of Bhilai and Bokaro steel plants completed.

Progress on Visakhapatnam steel plant picked up and rationalized concept

has been introduced to commission the plant with 3.0Mt liquid steel

capacity by 1990.

1991-96 - Eight Five Year plan

Visakhapatnam steel plant started its production modernization of other steel

plants is also duly envisaged.

1997-2002 - Ninth Five Year Plan

Visakhapatnam steel plant had foreseen a 7% growth during the entire plan

period.

2002-2007 - Tenth Five Year Plan

Steel industry registers the growth of 9.9 % Visakhapatnam steel plant high

regime targets achieved the best of them.

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2.4 INDUSTRY SCENARIO

The Indian economy grew at 9.4% in 2006-07 on the back of a high growth

base of 9% in 2005-2006 and achieved the fastest growth rate in 18 years, next only to

the 10.5% clocked in 1988-89. Aided by the high growth along with a strengthening

rupee in the forex market, the economy has graduated to a trillion dollar one, the 12 th

such nation globally to reach this milestone.

Indian’s rapid economic growth is being built on a frame of steel. Soaring

demand by sectors like infrastructure, real estate and automobiles, at home and

abroad, has put India’s steel industry on the world map. Mergers and take over like

TATA-CORUS and Arcelor-Mittal led by the Indian steel companies or Indians have

been dominating the global steel happenings. In India, finished steel production at 49

million tons, showed a remarkable growth of 10.8% in 2006-07.

The International Iron and Steel Institute (IISI) ranked India as the seventh

largest steel producer in the world with an overall production of about 40 million tons

in 2006. During 2006, the global steel production stood at 1240 million tons, showing

a robust growth of 8.8% over 2005. Steel use during the year grew by 8.5% to reach

1113 million tons.

As per IISI forecast, there will be a growth of 5.6% in the global steel use in

2007 taking the total to 1,179 millions tons followed by 6.1% in 2008 to reach 1250

million tons. The global steel demand projections indicate that India will be one of the

engines of the world steel industry in the future. The national steel policy, published

by the ministry of steel in 2005, envisages production of 110 millions tons in Indian

by 2020.

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2.5 GLOBAL SCENARIO

As per IISI

In March’ 2005 world Crude steel out put was 928Mt when compared to march

2004 (872Mt), ∙The change in percentage was 6.5%.

China remained the world largest crude steel producer in 2005 also (275Mt)

followed by Japan (96Mt) and USA (81Mt). India occupied 8th position (42Mt).

USA remained the largest importer of semi finished and finished products in

2002 followed by China and Germany.

Japan remained the largest exporter of semi finished and finished steel products

in 2002 followed by Russia and Ukraine.

Other significant recent developments in the global steel scenario have been:

Under the auspices of the OECD (Organization For Economic Co-operation &

Development) the negotiations among the major steel producing countries for a

steel subsidy agreement (SSA) held in 2003 with the objective to agree on a

complete negotiating test for the SSA by the Middle of 2004. It also set

subsidies for the steel industry of a ceiling of 0.5% of the value of production to

be used exclusively for Research & Development

The global economy witnessed a gradual recovery from late 2003 on words.

China has become one of the major factors currently driving the world

economy.

As a result of these economic developments IISI has projected an increase by

6.2% or 5.3 Mt in 2004 in the global consumption of finished steel products.

IISI has split the growth into two separate areas, china and the rest of the world

(ROW). Steel consumption in china has been estimated to increase by 13.1% or

31Mt in 2004.

USA has repealed the safeguard measures on import of steel as a result of a

ruling by a WTO dispute resolution panel, which held these measures to be

illegal under the WTO regime.

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2.6 MARKET SCENARIO

The year 2004-05 was a remarkable one for the steel industry with the world

crude steel production crossing the one billion mark for the first time in the history of

the steel industry. The world GDP growth about 4% lends supports to the expectations

the steel market is all set for strong revival after prolonged period of depression .The

Indian economy also become robust with annual growth rates of 7-8 % this will

provide a major boost the steel industry. With the nations focus on infrastructure

development coupled with the growth in the manufacturing sector, the Indian steel

industry all set for north ward movement. The draft national steel police envisage

production of 60 Mt by 2012 and 110Mt by2020, and annual growth rate of 6-7%. All

this should there fore augur well for the Indian steel industry.

2.7 PRODUCTION SCENARIO

Steel industry was de-licensed and decontrolled in 1991&1992 respectively.

India is the 8th largest producer of steel in the world.

In 2003-04 finished steel production was 36.193Mt.

Pig iron production in 2003-04 was 5.221Mt.

Sponge iron production was 80.85 Mt during the year 2003-04

The annual growth rate of crude steel production in 2002-03was 8% and in 2003-

04 was 6%.

2.8 DEMAND-AVAILABILITY PROJECTION

Demand-Availability of iron and steel in the country is projected by ministry of

steel annually.

Gaps in availability are met mostly through imports.

Interface with consumers by way of Steel Consumer Council exists, which is

conducted on regular basis.

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Interface helps in redressing availability problems, complaints related to

quality.

2.9 PRICING & DISTRIBUTION

Price regulation of iron & steel was abolished on 16-01-1992.

Distribution controls on iron& steel removed except 5 priority sectors, viz.

Defense, Railways, Small Scale Industries Corporations, Exporters of

Engineering Goods and North Eastern region.

Allocation to priority sectors is made by Ministry of steel.

Government has no control over prices of iron & steel.

Open market prices are generally on rise.

Price increases of late have taken place mostly in long products than flat

products.

2.10 MAJOR STEEL AND RELATED COMPANIES

The global steel industry has witnessed several revolutionary changes during the

last century. The changes have been in the realms of both technology & business

strategy. The ultimate object of all these changes is to remain competitive and open

global market.

The Indian steel industry is growing very rigorously with the major producers

like SAIL, RINL, TISCO, JVL and many others. Our steel industry has amply

demonstrated its ability of adopt to the changing scenario and to survive in the global

market that is becoming increasingly competitive. This has been possible to a large

extent due to the adoption of innovative operating practices and modern technologies.

Industrial Development in India has reached a high degree of self-reliance, and

the steel industry occupies a primary place in the strategy for future development. At

present the production of steel industry country is 34mT. The public sector steel

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industry has been restructured to meet challenges and a separate fund has been

established for modernization and future development of the industry. It is now being

proposed that Indian steel industry should Gear up to achieve a production level of

about 100 Mt by the year2000.

The following are some of the major steel and related companies in India:

1. Bharat Refactories Limited.

2. Hindustan Steel Works Construction Ltd.

3. Jindal Steel and Power Ltd.

4. Kudremukh Iron Ore Company Ltd.

5. Manganese ore (India) Ltd.

6. Metal Scrap Trade Corporation Ltd.

7. Metallurgical and Engineering Consultants India Ltd.

8. National Mineral Development Corporation (NMDC).

9. Rashtriya Ispat Nigam Ltd.

10. Sponge Iron India Ltd.

11. Steel Authority India ltd.

12. Tata Iron Steel Company.

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CHAPTER-III COMPANY PROFILE

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3.1 INTRODUCTION

Steel occupies the foremost place amongst the materials in use today and

pervades all walks of life. All the key discoveries of the human genius, for instance,

steam engine, railway, means of communication and connection, auto mobile, aero

plane and computers, are in one way or other, fastened together with steel and with its

sagacious and multifarious application.

Steel is versatile material with

multitude of useful properties, making it indispensable for furthering and achieving

continual growth of the economy-be it construction, manufacturing, infrastructure or

consumables. The level of steel consumption has long been regarded as an index of

industrialization and economic maturity attained by a country. Keeping in view the

importance of steel, the following integrated steel plants with foreign collaborations

were set up in the Public Sector in the post-independence era:

STEEL PLANT FOREIGN COLLABORATION

Durgapur steel plant British

Bhilai steel plant Erstwhile USSR

Bokaro steel plant Erstwhile USSR

Rourkela steel plant German

26

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3.2 BACKGROUND

To meet the growing domestic needs of steel, government of India decided to

set up an integrated steel plant at Visakhapatnam. An agreement was signed with

erstwhile USSR in 1979 for co-operation in setting up 3.4 mT integrated steel plant at

Visakhapatnam. The foundation stone for the plant was laid by the then prime

minister on 20th Jan ’1971.

The project was estimated to cost Rs. 8,397.28 Cr. based on prices as on 4 th

quarter of 1981. However, on completion of construction and commissioning of the

whole plant in 1992, the cost escalated to around Rs.8, 500 Cr. Unlike other integrated

steel plants in India, Visakhapatnam Steel Plant is one of the most modern steel plants

in the country. The plant was dedicated to the nation on 1st August’ 1992 by the Prime

Minister, Sri. P.V. NARASIMHA RAO.

New technology, large scale computerization and automation etc., are

incorporated in the plant. To operate the plant at international levels and attain such

labor productivity, the organizational man power has been rationalized. The plant has

a capacity of producing 3.0 mt of liquid steel and 2.656 mt of saleable steel.

VSP TECHNOLOGY: STATE-OF-THE-ART

7meter tall Coke Oven Batteries with coke dry quenching.

Biggest Blast Furnaces in the country

Bell less top charging system in Blast Furnace.

100% slag granulation at the BF cast house.

Suppressed combustion – LD gas recovery system.

100% continuous casting of liquid steel.

“Tempcore” and “Stelmor” cooling process in LMMM & WRM respectively.

Extensive waste heat recovery systems.

Comprehensive pollution control measures.

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MAJOR SOURCES OF RAW MATERIALS

Raw Material Source

Iron ore lumps & fines Bailadilla, M.P

BF Lime Stone Jaggayyapeta, AP

SMS Lime Stone Jaisalmer, Rajasthan

BF Dolomite Dubai

SMS Dolomite Madharam, AP

Manganese Ore Chipurupalli, AP

Boiler Coal Talcher, Orissa

Coking Coal Australia

Water Supply Yeluru canal, AP

Power Supply Captive Power Plant

MAIN PRODUCTS OF VSP

Steel Products By-Products

Angles Nut Coke, Granulated slag

Billets Coke Dust, Lime Fines

Channels Coal Tar, Ammonium Sulphate

Beams Anthracene Oil

Squares HP Naphthalene

Flats Benzene

Rounds Toulene

Re Bars Zylene

Wire rods Wash Oil

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MAJOR UNITS

Department Annual Capacity (‘000 T)

Units (3.0 MT Stage)

Coke Ovens 2,261 3 Batteries each of 67 ovens and 7 Mtrs. height

Sinter Plant 5,256 2 Sinter machines of 312 Sq. Mtr. grate area each

Blast Furnace

3,400 2 Furnaces of 3200 cu. Mtr. volume each

Steel Melt Shop

3,000 3 LD Converters each of 133 Cu. Mtr. Volume and six 4 strand bloom casters

LMMM 710 4 Stand finishing Mill

WRM 850 2 x 10 stand finishing mill

MMSM 850 6 Stand finishing Mill

3.3 VISION, MISSION & OBJECTIVES

VISION

To be a continuously growing world-class company we shall:

Harness our growth potential and sustain profitable growth.

Deliver high quality and cost competitive products and be the first choice of customers.

To create an inspiring work environment to unleash the creative energy of people.

Achieve excellence in enterprise management.

Be a respected corporate citizen, ensure clean and green environment and develop vibrant communities around.

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MISSION

To attain 16 million ton liquid steel capacity through technological up-

gradation, operational efficiency and expansion; to produce steel at international

standards of cost of quality; and to meet the aspirations of the stakeholders

OBJECTIVES

Towards growth – Expand the plant capacity to7 MT by 2011-2012 with the mission to attain 10.0 MT capacities in two subsequent phases.

Towards profitability – Achieve net profits from 2002-2003 with special emphasis on enhancement of production of value added steels and cost reduction.

Towards employees – Make RINL the employer of choice. Upgrade the skills and efficiencies of employees through training and development and maintain high levels of motivation and satisfaction.

Towards customers – Promote branding of products for quality and customer preference through customer relations management

Towards suppliers – Develop a reliable and strong supplier base and ensure effective supply chain.

Towards quality – Promote quality movement in all functions of the company through quality management system.

Towards technology up gradation and productivity – Continuously upgrade the technology and practice benchmarking to achieve international efficiency levels. Adopt latest developments in information and communication technology

Towards knowledge management – Become a knowledge based and knowledge sharing company.

Towards safety, environment and society – Continue efforts towards safety of employees, conservation of environment and be a good corporate citizen.

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3.4 CORE VALUES

Commitment

Customer satisfaction

Continuous improvement

Concern of environment

Creativity and innovation

3.5 POLICIES

QUALITY, ENVIORNMENT AND OCCUPATIONAL HEALTH & SAFETY

POLICY

We, at Visakhapatnam steel plant, are committed to meet the needs and

expectations of our customers and other interested parties, the occupational health and

safety of our work force and to preserve the environment. To accomplish this, we will

Supply quality goods and services to customers’ delight.

Use resources efficiently and reduce waste & prevent pollution.

Achieve quality of the products by following systematic approach through planning, documented procedure and timely review of quality objectives.

Continuously improve the quality of all materials, processes and products.

Maintain an enabling environment which encourages team work and active involvement of all employees with their involvement.

Comply with all relevant legal, regulatory and other requirements applicable to Products, activities and processes in respect of Quality, Environment, Occupational health & safety and also ensure the same by contractors.

HR POLICY

32

We, at Visakhapatnam steel plant, believe that our employees are the most

important resources. To realize the full potential of employees, the company is

committed to:

Provide work environment that makes the employees committed and motivated for maximizing productivity.

Establish systems for maintaining transparency, fairness and equality in dealing with employees.

Empower employees for enhancing commitment, responsibility and accountability.

Encourage teamwork, creativity, innovativeness and high achievement orientation.

Provide growth and opportunities for developing skill and knowledge.

Ensure functioning of effective communication channels with employees.

HRD POLICY

We, at Visakhapatnam steel plant, are committed to create an organizational culture which nurtures employee’s potential for the prosperity of the organization. To accomplish this, we will

Identify development needs of the employees on regular basis, provide the necessary training and continually evaluate and monitor the effectiveness of training so that the quality of training also upgraded.

Provide inputs to the employees for developing their attitude towards work and for matching their competencies with the organizational requirements.

Create an environment of learning and knowledge sharing by providing the means and facilities and also access to the relevant information and literature.

Facilitate the employees for continuous development of their knowledge base, skills, efficiency, innovativeness, self-expression and behavior so that they contribute positively with commitment for the growth and prosperity of the organization while maintaining a high level of motivation and satisfaction.

ENERGY POLICY

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We, at Visakhapatnam steel plant, are committed to optimally utilize various forms of energy in a cost-effective manner to effect conservation of energy resources. To accomplish this, we will-

Monitor closely and control consumption of various forms of energy through an effective Energy Management System.

Adopt appropriate energy conservation technologies.

Maximize the use of cheaper and easily available forms of energy.

CUSTOMER POLICY

VSP will endeavor to adopt a Customer-focused approach at all times with transparency.

VSP will strive to meet more than the Customer needs and expectations pertaining to Products, Quality, and Value for Money and Satisfaction.

VSP greatly values its relationship with Customers and would make efforts at strengthening these relations for mutual benefit.

3.6 MARKETING NETWORK

The products are being sold through 35 marketing centers all over the country

with four stock yards at Mumbai, Kolkata, Chennai and Hyderabad. Consignment

agents and consignment sales agents located at these centers provide the infrastructure

and channels for sale of the products. The exports are carried out by the export wing

of marketing division with the help of different agencies. The company is recognized

as “Star Trading House” by the Director General of Foreign Trade, Ministry of

Commerce, and Government of India. Regional Managers/Branch Managers and their

teams provide the front line sales force for assessing the market situation and evolving

suitable market strategies for meeting sales targets.

3.7 POLLUTION CONTROL AND ENVIRONMENTAL PROTECTION

34

Generally, integrated steel plant is seen as a major contributor to environmental

pollution as it discharges volumes of waste products. Elaborate measures have been

adapted to combat air and water pollution in Visakhapatnam steel plant. In order to be

eco-friendly, Visakhapatnam steel plant has planted more than 3.4 million trees in

area of 35 square kilometers and incorporated various technologies at a cost of Rs.460

Cr. towards pollution control measures.

3.8 ACHIEVEMENTS AND AWARDS

The efforts of VSP have been recognized in various forms. Some of the major

awards received by VSP are in the area of energy conservation, environment

protection, safety, Quality, Quality Circles, Rajbhasha, MOU, sports related awards

and a number of awards at the individual level.

Some of the important awards received by VSP are indicated below: ISO 9002

for SMS and all the downstream units – a unique distinction in the Indian steel

industry.

“Indira Priyadarshini Vrikshmitra Award” for massive afforestation efforts given by Ministry of Environment & Forests during 1992-93.

“Nehru Memorial National Award” for Pollution Control in 1992-93 & 1993-94.

EEPC Export Excellence Award: 1994-95.

CII (Southern Region) Energy conservation Award: 1995-96.

Golden Peacock (1st Prize) “National Quality Award-96”IIM in the National Quality Competition 1996.

Steel Ministers Trophy for “Best Safety Performance – 1996”.

Selected for “World Quality Commitment Award- 1997” of J*BAN, Spain.

Gold star award for excellent performance in Productivity.

Udyog excellence gold medal award for excellence in Steel industry.

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Excellence award for outstanding performance in Productivity Management, Quality and innovation.

Ispat Suraksha Puraskar (First Prize) for longest Accident free period – 1991-94.

Best Labor Management Award from Government of AP.

SCOPE Award for best turnaround for 2000-01.

“Environment Excellence Award” from Greentech Foundation for energy conservation in 2002.

“Best Enterprise Award, WIPS” from SCOPE, for 2001-02, besides.

“Best Enterprise Award” from SCOPE for surpassing MOU targets in 2003-04

ISTD Award for “Best HR Practices” – 2002

Prime Ministers Trophy for “Best Integrated Steel Plant” – 2002-03

“World Quality Commitment International Star Award” in the Gold category conferred by Business Initiative Directions, Paris

“Organizational Excellence Award” for 2003-04 conferred by INSSAN

RINL has been bestowed with several national accolades in the year 2005-06

significant among them being:

“National Energy Conservation Award” for the 7th time in succession.

“National Award for Excellence in Water Management”.

Viswakharma Rashtriya Puraskar Award ( 6 out of 32 at the national level)

FAPCCI best Industrial Productivity Award

INSAAN National Award for Organizational Excellence

Best CEO Award

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3.9 HALLMARK OF VIZAG STEEL

Today, VSP is moving forward with an aura of confidence and with pride

amongst its employees who are determined to give their best for the company to

enable it to reach new heights in organizational excellence.

At the same time, no single advantage accruing from a knowledge society is

found wanting by the neighborhood community with the growth & development of

a phenomenon called “VIZAG STEEL” existing so close to its proximity. The

remarkable performance on production front coupled with prudent financial

management has not only resulted in achieving significant net profits but also

helped RINL emerge as a “NET POSITIVE COMPANY” in January, 2006 by

wiping out all its accumulated losses during 2005-06.

3.10 STATISTICAL INFORMATION

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EXPANSION PLAN

ProductCapacity (MT)

Additional Facilities envisagedPresent Future

Hot Metal 4.00 6.50 New BF with 3800 Cum Capacity

Charge Sinter 5.26 8.50 New Sinter Plant of 400 Sq. Mtr. area

Liquid Steel 3.70 6.30 SMS-2 with Two 50 CuM Converters, Two 6 Std Billet Casters & One 6 std Round Caster

Saleable Steel 3.34 5.72 --

Wire Road 1.05 1.65 New WRM of 600,000T/Annum

Bars & Structural

1.95 3.40 New SBM of 750,000 T/Annum New SM of 700,000 T/Annum

Seamless Pipes - 0.30 Seamless Tube plant of 300,000 T/Annum

PRODUCTION PERFORMANCE (‘000 Tonnes)

Year Hot Metal

Liquid Steel

Saleable Steel

Labor Productivity (Tonnes /Man-year)

1998-1999 2510 2225 2193 161

1999-2000 2943 2656 2382 192

2000-2001 3165 2909 2507 211

2001-2002 3485 3083 2757 228

2002-2003 3941 3356 3056 253

2003-2004 4055 3508 3169 262

2004-2005 3920 3560 3173 398

2005-2006 4153 3603 3237 414

2006-2007 4046 3,606 3,290 413

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2007-2008 3913 3322 3074 389

COMMERCIAL PERFORMANCE (Rs. Crs.)

Year Sales Turn Over

Domestic Sales

Exports

1999-2000 3,037 2,677 295

2000-2001 3,436 3,122 322

2001-2002 4,081 3,710 371

2002-2003 5,059 4,433 626

2003-2004 6,174 5,406 768

2004-2005 8,181 7,933 248

2005-2006 8,469 8,026 443

2006-2007 9126 8702 425

2007-2008 10433 9878 555

FINANCIAL PERFORMANCE (Rs. Crs.)

Year Gross Margin Cash Profit Net Profit

1998-1999 15 - 346 -

1999-2000 252 -130 -562

2000-2001 504 153 -291

2001-2002 690 400 -75

2002-2003 1049 915 521

2003-2004 2073 2024 1547

2004-2005 3271 3260 2008

2005-2006 2383 2355 1251

2006-2007 2633 2584 1363

2007-2008 3515 3483 1943

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MAJOR DEPARTMENTS

Raw materials handling plant (RMHP) Coke ovens & coal chemicals plant (CO&CVSP) Sinter Plant (SP)

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Parameters of sintering machines are

Effective area : 312 Sq.Mtrs

Sintering area : 276 Sq.Mtrs

Sinter bed height : 300 MM

Capacity : 450 TPH each

No.of wind Boxes : 26

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42

CHAPTER-IV RECRUITMENT & SELECTION PROCESS

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INTRODUCTIONAccording to Edwin B. Flippo, “Recruitment in the process of searching the

candidates for employment and stimulating them to apply for jobs in the

organization”. Recruitment is the activity that links the employers and the job

seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their

applications are submitted. The result is a pool of applications from which

new employees are selected.

It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient

working force.

Recruitment of candidates in the function preceding the selection, which

helps create a pool of prospective employees for the organization so that the

management can select the right candidate for the right job from this pool.

The main objective of the recruitment process is to expedite the selection

process.

Recruitment is a continuous for the future human resources needs even

though specific vacancies do not exist. Usually, the recruitment process starts

when a manager initiates an employee requisition for a specific Vacancy or an

anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

The needs arising form changes in organization and retirement policy.

ANTICIPATED

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Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected.

Recruitment Vs SelectionBoth recruitment and selection are the two phases of the employment process.

The differences between the two are:

1. Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization whereas selection involves

the series of steps by which the candidates are screened for choosing the most

suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting more and

more employees to apply in the organization whereas the basic of selection

process is to choose the right candidate to fill various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more employees to apply

whereas selection is a negative process as it involves rejection of the unsuitable

candidates.

4. Recruitment is concerned with tapping the sources of human resources whereas

selection is concerned with selecting the most suitable candidate through various

interview and tests.

5. There is no contract of recruitment established in recruitment whereas

selection results in contract of service between the employer and the selected

employee.

Attract and encourage more and more candidates to apply in the

organization.

Create a talent pool of candidates to enable the selection of best candidates

for the organization.

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Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

Recruitment in the process which links the employees with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected

will leave the organization only after a short period of time.

Meet the organizations legal and social obligations the composition of its

workforce.

Begin identifying and preparing potential job applicants who be appropriate

candidates.

Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants.

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by na mix of

various internal and external forces. The internal forces of factors are the factors

that can be controlled by the organization. And the external factors are those factors

which cannot be controlled by the organization. The internal and external forces

affecting recruitment function of an organization are:

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FACTORS AFFECTING RECRUITMENT

Recruitment Policy of a Company

In today’s rapidly changing business environment, a will defined recruitment policy

is necessary for organizations to respond to its human resource requirement in

time. Therefore, it is important to have a clear and concise recruitment policy in

place, which can be executed effectively to recruit the talent pool for the selection of

the right candidate at the right place quickly. Creating a suitable recruitment policy

is the first step in the efficient hiring process. A clear and concise recruitment policy

helps ensure a sound recruitment process. It specifies the objectives of recruitment

programme. It may involve organizational system to be developed for Implementing

recruitment and procedures by filling up vacancies for implementing recruitment

programmers with best qualified people.

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EXTERNAL FACTORS

Recruitment policy

Human resource

planning

Size of the firm

Cost of recruitment

Growth and expansion

EXTERNAL FACTORS

Supply and demand

Labour market

Image/Goodwill

Political-Social-

Legal Environment

Unemployment rate

Competitors

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees.

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

Top ensure that every applicant and employee is equally with dignity

and respect

Unbiased policy.

To aid encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization

needs.

Optimization of manpower oat the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy legislation on hiring and employment

relationship.

Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

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Need of the organization.

Recruitment costs and financial implications

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools

facilitated by the information management system to the HR of organizations. Just

like performance management system helps to contour the recruitment processes

and effectively managing the ROL on recruitment.

The features, functions and major benefits of the recruitment management system

are explained below:

o Structure and systematically organize the recruitment processes.

o Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications.

o Helps to reduce the time-per-hire and cost-per-hire.

o Recruitment management system helps to incorporate and integrate the

various links like the application system on the official website of the

company, the unsolicited applications, outsourcing recruitment, the final

decision marking to the main recruitment process.

o Recruitment management system maintains an automated active database of

the applicants facilitating the talent management and increasing the

efficiency of the recruitment processes.

o Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment

department of the company and the job seeker.

o Offers tolls and support to enhance productivity, solutions and optimizing the

recruitment processes to ensure improved ROI

o Recruitment management system helps to communicate and create healthy

relationship with the candidates through the entire recruitment process.

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The recruitment management system (RMS) is an innovative information

system tool which helps to sane time and costs of the recruiters and improving the

recruitment processes.

Recruitment Strategies

Recruitment of the most crucial roles of the human resource professionals. The level

of performance of and organization depends on the effectiveness of its recruitment

function. Organizations have developed to follow recruitment strategies to hire the

best talent for their organization and to utilize their resources optimally. A

successful recruitment strategy should be well planned and practical to attract more

and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy

should cover the following element:

(1) Identifying and prioritizing jobs requirements keep arising at various levels

in every origination: it is amount a never – ending process. It is impossible to fill all

the positions immediately. Therefore, there is a need to identify the positions

requiring immediate attention and action. To maintain the quality of the

recruitment activities, it is useful to prioritize the vacancies whether to focus on all

vacancies equally or focusing on key jobs first.

(2) Candidates to target the recruitment process can be effective only if the

organization completely understands the requirements of the type of candidates

that are required and will be beneficial for the organization. This covers the

following parameters as well:

A. performance level required: Different strategies are required for focusing on

hiring high performers and average performers.

b. Experience level required: the strategy should be clear as to what is the

experience level required by the organization. The candidate’s experience can range

from being a fresher to experienced senior professionals.

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C. Category of the candidate: the strategy should clearly define the target

candidate. He/She can be from the same industry, different industry, unemployed,

top performers of the industry etc.

(3)Sources of recruitment the strategy should define various sources (external and

internal) or recruitment.Which are the sources to be used and focused for the

recruitment purposes for various positions. Employee referrer is one of the most

effective source of recruitment.

(4) Trained recruiters the recruitment professionals conducting the interviews and

the other recruitment activities should be well trained and experienced conducting

the activities. They should also be aware of the major parameters and skills (e.g.:

behavioral, technical, etc) to focus while interview and selecting a candidate.

(5) How to evaluate the candidates the various parameters and the ways to judge

them i.e the entire recruitment process should be planned in advance. Like the

rounds of technical interviews, HR interviews, return tests, psychometric tests, etc.

HR Challenges in RecruitmentRecruitment is a function that requires business perspective, expertise, ability to

find and match the best potential candidate for the organization, diplomacy,

marketing skills (has to sell the position to the candidates) and wisdom to align the

recruitment process for the benefit of the organization. The HR professional

handling the recruitment function of the organization are constantly facing new

challenges. The biggest challenge for such professionals is to source or recruite the

best people or potential candidates for the organization.

In the last few years, the job market has undergone some fundamental

changes in terms of technology, sources of recruitment, competition in the market,

etc. in an already saturated job market, where the practices like poaching and

raiding or gaining momentum, HR professionals are constantly facing new

challenges in one of their most important function recruitment they have to face and

conquer various challenges to find the best candidates for the organizations.

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The major challenges faced by the HR recruitment are:

Adaptability to globalization –the HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking place

across the globe HR should maintain the timeline of the process

Lack of motivation – recruitment is considered to be a thankless job. Even if

the organization is achieving results, HR department or professionals are not

thanked for recruiting the right employees and performers

Process analysis – the immediacy and speed of the recruitment process are

the main concerns of the HR recruitment. The process should be flexible,

adaptive and responsive to the immediate requirements. The recruitment

process should also be cost effective

Strategic prioritization – the emerging new systems are both an opportunity

as well as a challenge for the HR professionals. Therefore, reviewing staffing

needs and prioritizing tasks to meet the changes in the market has become a

challenge for the recruitment professionals.

ORGANISATION ANALYSIS AND NEEDS ASSESMENT

We meet together in order to gain a clear understanding of your company and your

business – history, organization, development strategy, culture, management style,

as well as the open position to be recruited for …

This step is essential to enable us to jointly determine rules ,

Responsibilities, profiles and qualities of the successful candidate.

When necessary, we also meet with / discuss with relevant managers and

colleagues the candidate will work together with it.

The better we understand the human and organizational context, the more efficient

we will be in finding, evaluating and putting forward the right candidates.

Throughout the recruitment assignment, we will keep you regularly updated

through return and / or verbal reports, including O/s of identified candidates.

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It is very important to have timely and concise feed back to enable us to refine our

search even further; it is equally important that we are kept up to date with any few

decisions or company changes that could have an impact upon ourselves for

appropriate candidates.

SEARCH FOR CANDIDATES

The two main search methods are

(1) Head hunting:-

a) We jointly establish a list of target companies within there is a high probability of

finding the candidate profile to be recruited. This is followed by the identification of

relevant candidates within each of these companies.

B) We source candidates through our established network of contacts within the

industry. Our specializations in the telephone and Internet sectors enables us to

identify candidates in a quick and efficient manner.

c) Advertising:-

Either through press ads or advertising on selected Internet sites. In each case, We

will prepare the ad text, and propose a relevant media plan, both of which are

submitted to your approval.

CANDIDATE INTERVIEWA AND EVALUATION

Candidates who have passed our initial selection process are invited for to face in-

depth interviews with our consultants.

PRESENTATION OF SHORT LISTED CANDIDATES

a written assessment of each candidate that we fell has profile and experience to

succeed in the position will be presented you.

The evaluation will take into account not only the suitability of the candidate’s

experience and skills required for the job, but also his/her motivation and career

aspirations, as well as his/her ability to integrate effectively into his/her future

work team and your organization in general.

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CANDIDATE INTERVIESW WITH THE CLUENT COMPANY

Short-listed candidates are interviewed by relevant parties within your company

involved in the decision – making process, should you require, we will be happy to

organize these interviews; we contact the candidates for their feedback, and to

reconfirm their motivations.

REFERENCE CHECKS

Once you have taken your decision to hire a candidate, we will take references

(whenever possible) from former employers or other preference.

FOLLOWUP OF CABDIDATE INTERATION

Following Your Decision to hire a candidate, we stay in regular contact with him/her

until their start date. Throughout the probation period, we continue to in regular

contact with both your selves and then newly hired candidate to ensure his/her

successful integration.

EXCLUSIVITY

We work on an exclusive retainer Formal acceptance of our terms and a condition

implies that the assignment is exclusive toes. Therefore any applications made

direct to your company, including

Those from internal application will be forwarded to us.

These will be treated by our company on the same basis as all other applications.

GUARANTEE

Clementine International commits to put at your disposal all necessary means to

replace a candidate that leaves the company within his/her probation period,

whatever the reasons for this departure.

This guarantee is applied only at our client’s request and on the condition that the

position and profile initially defend remains unchanged.

Recruitment process

How we recruit: -

We conform to a recruitment process that fairly evaluates all and that is managed

with the aid of a sophisticated applicant tracking system. We believe our system

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makes it easier for people to apple for vacancies and for our recruiters to process

applications as quickly and as fairly as possible.

All our vacancies are published on our careers website and occasionally in the

press, allowing applicants to apply directly to FNB.FNB has relationships with a

number of recruitment agencies that are able to present their candidates through

special technology provided for them. Suitable candidates may also be sourced

through relevant academic, professional and vocations institutions. As a rule, FNB

careers will not consider applications for positions sent to us by fax, email or

through the postal service

Searching for a position:

On our Careers site, you will find search tools that you may use to search for

positions that match your needs. All the available positions that match your search

criteria are displayed in a table that highlights positions that needs to be filled

urgently or that are nearing their advertisement expiry date. You may click on the

position title to see the detailed position description.

Applying for a position, if you see a vacancy that you are interested in please use our

system to apply for the vacancy, simply follow the instructions displayed on the

screed. We have tried to structure the application process is such a way that the

entire application process should not take more than a few minutes of your time.

You will normally be asked to complete a page with personal information, attach a

CV and a covering. You may sometimes also be asked to complete a questionnaire

specific to the position of your choice. Should you decide to supply any personal

information that is not mandatory, this information will not be used to evaluate

your application.

Selection and Interview:-

We will select candidates to interview against the stated criteria for each position. If

you are not selected for an interview, we will inform you as soon as possible. In

some cases we will ask if we may keep your details on our system. We will normally

contact you by email or telephone to arrange an appointment for an interview.

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When we invite you for interview, we will let you know what the format of the

interview will be. If you are successful, you may be invited to attend a second

interview, or some additional evaluation procedures, depending on the position as

well as the requirements of the particular business unit.

Feedback:-

Our communication processes are automated, which means that there are no needs

to contact out recruiters to check on the status of your application. Once you have

applied for a position, our recruitment system will create a My page space on our

Careers website which you may access at any time to check progress with your

application. You will also receive emails fro0m us that will keep you up to date with

the latest news about the position.

Offers:-

All our offers for employment are subject to satisfactory references (including

credit, qualification and criminal checks) as well as a clearance from the South

African banking register of employee dishonesty system (Reds) Index.

Changes:-

Our recruitment processes may change depending on the requirement of a

particular business unit or vacant position.

The recruitment and selection is the major function of the human resource

department and recruitment process is the first step towards creating the

competitive strength and the strategic advantage for the organizations. Recruitment

process involves a systematic procedure from sourcing the candidates to arranging

and conducting the interviews and requires many resources and time. A general

recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

o Posts to be filled

o Number of persons

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o Duties to be performed

o Qualifications required

o Preparing the job description and person specification.

o Locating and developing the sources if required number and type of

employees (Advertising etc)

o Short-listing and identifying the prospective employee with required

characteristics.

o Arranging the interviews with the selected candidates.

o Conducting the interview and decision marking

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Arrange interviews

6. Conducting interview and decision marking

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f

RECRUITMENT PROCESS7

1

2

6 3

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The recruitment process is immediately followed by the selection i.e. the final

interviews and the decision marking, conveying the decision and the appointment

formalities.

Internet Recruitment / websites:-

Such sites have two main features: job boards and a resume/curriculum vitae (CV)

database. Job boards allow member companies to post job vacancies. Alternatively,

candidates can upload a resume to be included in searches by member companies.

Candidates can upload a resume to be included in searches by member companies.

Fees are charged for job postings and access to search resumes. Since the late 1990s,

the recruitment website has evolved to encompass end-to-end recruitment. Website

captures candidate details and then pools them in client accessed candidate

management interfaces (also online). Key players in this sector provide e-

recruitment software and services to organizations of all sizes and within numerous

industry sectors, who want to e-enable entirely ort partly their recruitment process

in order to improve business performance.

The online software provided by those who specialize in online recruitment helps

organizations attract, test, recruit, employ and retain quality staff with a minimal

amount of administration. Online recurrent websites can be very helpful to find

candidates that ate very actively looking for work and post their resumes online, but

they will not attract the “passive” candidates who might respond favorably to an

opportunity that is resented to them through other means. Also, some candidates

who are actively looking to change jobs are hesitant to put their resumes on the job

boards, for fear that their current companies, co-workers, customers or other might

see their resumes.

Job Search Engines:-

The emergence of vertical search engines, allow job-seekers to search across

multiple website. Some of these new search engines index and list the

advertisements of traditional job boards. These sites tend to aim for providing a

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“one-stop shop” for job-seekers. However, there are many other job search engines

which index pages solely from employers’ website, choosing to bypass traditional

job boards entirely. These vertical search engines allow job-seekers to find new

positions that may not be advertised on traditional job boards, and online

recruitment websites.

SELECTIONINTRODUCTION

Meaning and Definition

After identifying the source of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organisation, the

management has to perform the function of selecting the right employees at the

right time .The oblivious guiding policy in section is the intention to choose the best

qualified and suitable job candidate job for each unfilled job. The objective of the

selection decision is to choose the individual who can most successfully perform the

job from the pool of qualified candidates.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

1. Some one should have the authority to select. This authority comes from the

employment requisition, as developed by an analysis of the work load and work

force.

2. 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.

3. There must be a sufficient number of applicants from whom the required

number of employees may be selected.

Significance of selection process

Selection of personnel to man to organisation is a crucial, complex and continue

function. The ability of an organisation to attain its goals effectively and to develop

in a dynamic environment largely depends upon the effectiveness of its selection

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programme. If right personnel are selected, the remaining functions of personnel

management become easier, the employee contribution and commitment will be at

optimum level and employee relations will be consumption. If the right person is

selected, he is a valuable asset to the organisation and is faulty selection is made.

The employee will become a liability to the organisation.

Factors affecting selection decisions

The goal of selection is to short out or eliminate those judged unqualified to meet

the job and organisation requirements, where as the goal of recruitment is to create

a large cool of persons available and willing to work. Thus, it is said that recruitment

tends to be positive while selection tends to be some what negative.

A number of factors affect the selection decisions of candidates. The

important among them are:

(i) Profile matching.

(ii) Organizational and social environment.

(iii) Successive hurdles.

(iv)Multiple correlations.

(i) Profile matching: Tentative decision regarding the selection of candidates (who

are known) is taken in advance. The scores secured by these known candidates in

various tests are taken as a standard to decide the success or failure of other

candidates at each stage. Normally the decisions about the known candidates is

taken at interview stage. Possible care is also taken to match the candidates’ bio

data with the jobs specifications.

(ii) Organisational and social environment: some candidates, who are eminently

suitable for the job, may fail as successful employees due to varying organisation

and social environment. Hence candidates specifications must match with not only

job specifications but also with organisational social environmental requirements.

(iii) Successive hurdles: In this method hurdles are created at every stage of

selection process therefore, applicants must successfully pass each and every

screening device in case of successive hurdles as shown in figure 5.1

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(iv) Multiple correlations: Multiple correlations is based on the assumptions that a

deficiency in one factor can be counter balanced by an excess amount of another. A

candidate is routed through all the selection steps before a decision is made. The

composite test score index is taken into accounting the selection tests. Hence, for

broader line cases multiple correlation method is useful and for other successive

hurdles method is useful.

Selection Procedure

There is 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 company, nature of the business, kind and number of

persons to be employed, government regulation to be followed etc. Thus, each

company may follow anyone 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 companies.

Selection procedure employs several methods of collecting information about

the candidate's 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 requirement and

employee specifications.

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(1) Job Analysis. (2) Recruitment. (3) Application Form. (4) Written Examination. (5) Preliminary Interview. (6) Business Games. (7) Tests. (8) Final Interview. (9) Medical Examination (10) Reference Checks. (11) Line Manager’s Decision. (12) Employment.

Job Analysis

Human

Resource Plan

Recruitment

Line Manger’s Decision

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Development Bases for Selection

Application / Resume /CV/ Bio-data

Preliminary Interview

Written Examination

Asses the Fit Between the Job and the candidate

Business Games

Tests

Final Interview

Medical Examination

Employment

RECRIUTMENT PROCESS AT VSPThe internal communication system of VSP called “SAMALOCHANA” Which was

conducted every month the it’s 32 Departments and every quarterly in 40

departments by which the manpower requirements of various departments are

identified well in advance. In 1992 around 6000 employees are recruited keeping in

view the requirement of 10 years but the strategically decisions of recruitment was

so efficient that their was no any major requirement for recruitment for 20 years.

The VSP has conducted a written test in this year March for the post of KALASIS,

MANAGEMENT TRAINEES and TECHNICAL TRAONEES by way of advertisements in

various Employment News and other job related papers. The VSP has a WEBSITE

called WWW.VIZAGSTEELCOM in which all recruitment portals are kept. The details

of the candidates applied and their related date was maintained in a confidential

way.

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RECRUITMENT AND SELECTION PROCESS

1. Approval from Man-Power for the recruitment of the vacancies.

2. Process is done in the following two ways.

Internal source

External source

3. As per presidential directives only categorized, i.e., Roster

4. Issue of notification, done in two ways:-

PUBLIC NOTIFICATION

Publications done through advertising, i.e., Newspapers

EMPLOYMENT EXCHANGE

The vacancies are sent to employment exchange for the desired candidates.

The list of finalized candidates is sent to the recruitment cell in the ratio 1:20.

5. Receipt of the application within the time limit as mentioned in the notification.

6. Scrutiny of the application and short-list of candidates is done.

7. Written test

The test is conducted of 85 marks. These marks having qualified in the

categorized way as in the following:

8. Interview Test

Interview is done by comprising of selection committee. The committee is

appointed by the CMD of VSP. The selection comprising the member of:

Representative from indenting department

Representative from SC/ST/OBC.

Representative from Minority (other than Hindu).

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CATEGORY PERCENTAGE

General/OBC 50

SC/ST 40

Representative of personnel Department.

Lady Representative in the case of non-executive posts, i.e., Group-C

And Grope-D posts.

9. Medical Examination

The selected candidates from both written and interview are called for medial

examination. If any reason the candidate fails in the test the next candidate in the

list is eligible for the medical test. Since the test is validate for 1 year from the letter

list candidate i.e., written and interview.

10. Issue of offer letter, i.e., the appointment letter for the job.

11. Induction and Training Program

The candidates who got offer letters are eligible for induction and training in

this process the candidate are posted in the following way:

CARD TRAINING PERIOD EDUCATIONAL QUALIFICATION

POSTED

Executives Management Trainee with 12 month

Graduate with 60% in General/OBC 50% in SC/ST

Junior Manager

Highly Skilled Senior Trainee with 18 months

Diploma Engineering

Charge Man

Un-Skilled Trainee Khalasi with 12 months

Illiterate Khalasi

12. Place of posting

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DIRECT RECRUITMENT

In this process the VSP releases advertisements in various news papers regarding

the post i.e. Executives & Non-Executives. Their vacancies and the criteria required.

Non-Executives:-

1) The candidates were called through employment exchange, and also the

candidates who are possessing “R” card (land losers) or Displaced person

Card.

2) The “R/DP” Card holders are those who loss the for VSP they were given age

relaxation.

3) In VSP there are around 5000 employees are their who are “R/DP” Card

holders.

4) The qualification is 10th pass as Minimum.

5) The reservations are fallowed as per the Govt. Laws.

Executives:-

For the executive posts the candidates are called throw employment exchange. The

required qualification regarding Executives are as fallows:-

Technical:-M.Tech/B.Tech or Diploma in Technical Field (With/Without

Experiences)

Non-Technical:- Graduation with 60% or M.B.A and additional.

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Written Test Trade Test Police Verification

Medical Test Interview Offer of Appointment to the candidates

INDIRECT RECRUITMENTThe indirect recruitment was done by a circular to various departments of the VSP.

Research MethodologyThe study is directed to wards the currently followed recruitment practices in VSP

and includes the opinions of the recruitment practices representing the sample Size.

The general methods adopted in conducting the research are as

fallows:

o Define the research problem.

o Review the literature.

o Formulate hypothesis.

o Design research.

o Collect data.

o Analyze data.

o Interpret the data.

o Report the data.

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Written Test Trade Test Police Verification

Medical Test InterviewOffer of Appointment to the Candidates

RESEARCH DESIGN:-

Research design is the conceptual structure with in which research

would be conducted. The function of the research design sis to provide the

collection of relevant evidence with minimum expenditure of efforts, time and

money. The suitable design is the one that minimizes bias and maximizes the

reliability of the data collected and analyzed.

SAMPLE SIZE:-

A SAMPLE SIZE OF 100 is drawn the respondents belong to different departments of

the company

COLLECTION OF DATA:-

The data is collected through primary and secondary sources.

PRIMARY SOURCES:-

The primary data is collected from the respondents belonging to different

departments of the organization.

SAMPLE SIZE:-

SAMPLE TOOL:- Simple random sampling was administrated Questionnaire with

consisted of open ended and close ended questions.

SECONDARY SOURCEY:--

Secondary data is collected from the following sources.

Discussions and personal observations.

Organization report and files.

Journals and websites.

RESEARCH ANALYSIS:-

Research analysis is the computation of certain induces or measures along with

searching patterns of relationship that exists among the data group.

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Statistical tools such as percentages were used. The information gathered is

represented in the form of tables so that the interpretation would be precise.

THE METHOD OF STUDY FOLLOWED IN THIS PROJECT (IN BRIEF)

Sample Size : 30

Data collection Method : Questionnaires, observations, Discussions

and Organization reports.

Duration of the study : 45 days.

Analysis : Through percentage method

As the requirement to fill anew position will arise the concerned HOD will look into

the matter. He/she will take all particulars regarding the position and prepare a

manpower from, which contains all the particulars regarding the position all the

specicaytions are made and approved by the concerned HOD and that from is sent

HR department. HRD will begin to fill up that position by considering all the

specification. The particulars like the

Position

Experience

Qualification

Skill set

Budget

Time limit

No. of positions

Location

With all the above particulars the requisition from will be prepared authorized by

the HID. If the required position is at junior level or t middle level HOD

authorization is enough, if the requirement is at top level along with the HOD the

approval of the M.D of the organization is required.

POSITION

It states that for which position we are looking for the candidate.

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EXPERIENCE

The minimum and maximum no. of years of experience, required by the candidate

for the position.

QUALIFICATION

The academic and other qualification the management is looking for in a candidate

to fill the position.

SKILL SET

What are the specific skills that the candidate should possess in order to meet the

requirements

BUDGET

What is the salary the company is willing to pay to the candidate who is to be hired

TIME LIMIT

The maximum time that can be taken to fill that particular position.

NO. OF VACANCIES

This specifies the total No. of positions to be filled.

LOCATION

If the company is having more than one branch then it should be made clear in

which particular branch the candidate is required. When the requisition form

reaches the H.R. department then the hunt suitable candidates begins. The H.R. team

has to look in to the specification and then decide for the source of the candidate.

Various sources of candidates are:

Internal source

Data bank

Advertisement in mews paper

H.R. net work

Word of mouth

Consultants

Job sites

Employee reference

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INTERNAL SOURCE:

When the requirements arise then the H.R team will check out from their

records whether there is any candidate in the organization with the specified

particulars.

If any candidate is located with the appropriate profile then the candidate is given

importance.

DATA BANK

A data bank is maintained by the H.R. team which contains the profiles of the

candidate. These profiles will be maintained in an organized manner such that the

retrieval of the profile will be easier.

ADVERTISENTS IN NEWS PAPERS

When the no. of vacancies is more in number the company will give an

advertisement in news papers by mentioning all the particulars. Then the

candidates with the suitable or relevant qualification will forward their resumes to

the H.R. department.

H.R.NERWORK

The H.R. team will have its own network that can also be used in tracing the

candidates. The H.R. personal of various of various organizations from this network.

WORD OF MOUTH

The H.R. team also uses the word as a tool for searching the candidates. H.R. team

passes the information about the requirements in their own network and collect

some profiles. They use these profiles and based on the requirement.

CONSULTANTS

Consultant is one of the expensive sources where the candidate will be registered

with the consultant. When there are some vacancies the H.R team will approach

consultants to forward the candidates with adequate qualities.

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JOBSITES

A jobsite provide space for companies to keep their articles, banners,

advertisements and postings. Interested candidates may forward their profiles,

when they get through the advertisements.

EMPLOYEE REFERENCE:

Employees may forward the candidates whom they know and fell that they

are best in rendering their services.

Then the HR decides the source (internally or externally) of the candidates.

When the candidates from various sources, send their resumes to the company. The

company follows the procedure as step wise.

RESUME SCREENING:

Many Candidates send their resumes when they come to know about the

opportunities in the organization. HR personal will shortlist these resumes and

select the resumes that will meet requirement.

CALL TO THE CANDIDATE:

The candidates who are short-listed will be informed about the interview and

then they ate called to attend the interview.

TECHIBICAL INTERVIEW:

A panel technical people interview the candidate with is purely based on the

technical skills of the candidate. If the panel is satisfied with the performance then

the candidate is sent for next level of the interview.

HOD INTERVIEW:

The candidates who are selected I the HOD level will be now interviewed by

the HR personal in aspects like attitude, objectives, and communication skills etc.

FINAL INTERVIEW:

HR people will take this interview and this will be the final round of interview. Here

the panel discusses all the negotiations will be done, regarding the and benefits.

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VARIOUS FROMS RELATED TO RECRUITMENT IN VSP

Form of Certificate to be produced by a candidate belonging to Scheduled

Caste or Schedules Tribe in support of his claim

FORM OF CASTE CERTIFICATE

Regn. No.______________________________________ Date. _____________________________

A. This is to certify that Shri./Smt./Kum._______________________________ son / daughter

of ____________________________ of village/ town _________________________ in

District/Division ______________________ of the State/Union Territory

________________________ Belongs to the ______________________ caste/tribe which is

recognized as Scheduled Caste / Scheduled Tribe Under:

PleaseTickMark:

1. The Constitution (Scheduled Castes) Order, 1950

2. The Constitution (Scheduled Tribes) Order, 1950

3. The Constitution (Scheduled Castes) (Union Territories) order, 1951

4. The Constitution (Scheduled Tribes) (Union Territories) order, 1951

(As amended by the Schedules Castes and Schedules Tribes Lists (Modification)

order, 1956, the Bombay Reorganization Act, 1960, the Punjab Reorganisation Act,

1966, the state of Himachal Pradesh Act, 1970, the North Eastern Areas

(Reorganisation) Act,1971 and Scheduled Tribes Order (amendment) Act, 1976).

5. The Constitution (Jammu & Kashmir) Scheduled Castes Order, 1956.

6. The Constitution (Jammu & Kashmir) Scheduled Tribes Order, 1989.

7. The Constitution (Andaman & Nicobar Islands) Scheduled Tribes Order, 1959.

8. The Constitution (Dadra & Nagar Haveli) Scheduled Castes Order, 1962.

9. The Constitution (Dadra & Nagar Haveli) Scheduled Tribes Order, 1962.

10. The Constitution (Pondicherry) Scheduled Castes Order, 1964.

11. The Constitution Scheduled Tribes (Uttar Pradesh) order, 1967.

12. The Constitution (Goa, Daman & Diu) Scheduled Tribes Order, 1970.

13. The Constitution (Goa, Daman & Diu) Scheduled Tribes Order, 1970.73

14. The Constitution (Nagaland) Scheduled Tribes Order, 1970.

15. The Constitution (Sikkim) Scheduled Castes Order, 1978.

16. The Constitution (Sikkim) Scheduled Tribes Order, 1978.

17. The Constitution (Jammu & Kashmir) Scheduled Tribes Order, 1989.

18. The Constitution (Scheduled Castes) Order (Amendment) Act, 1990.

19. The Constitution (Scheduled Castes) Order (Amendment) Act, 1991.

20. The Constitution (Scheduled Castes) Order Second (Amendment) Act, 1991.

B. Applicable in the case of Schedule Caste/ Schedule Tribe persons who have

migrated from the state/U.T. of their origin (delete the paragraph if not applicable):

This certificate is issued on the basis of the scheduled caste/scheduled tribe

certificate issued to Shri./Smt./Kum. ______________________ Father / mother of

Shri./Smt/Kum. _______________________ of village / town ___________________in

District/Division _________________ of the state/Union Territory_______________ who

belong to the _________________caste/tribe which is recognized as schedule

caste/Schedule tribe in the State/Union Territory _________________issued by the

_______________(name of prescribed authority)vide order no.______________

dated___________________

C. Shri./Smt./Kum.________________ and/or his / her family ordinarily reside(s) in

village/town ___________of _____________District/Division of the state/ Union territory

of _________________.

Place: ________________ signature________________

State/Union territory__________ Name of Issuing Authority

Date: _________ Designation_____________

(With seal of office)

Note: 1. The term “ordinarily” used here will have the same meaning as in section 20

of the Representation of the People Act, 1950.

2. List of authorities empowered to issue schedule caste/schedule tribe certificates:

74

(i) District Magistrate / Additional Deputy Commissioner/Deputy Collector/Ist class

Stipend magistrate/Sub-Divisional Magistrate/ Taluka Magistrate/Executive

Magistrate

(ii) Chief presidency magistrate/Additional chief presidency magistrate/Presidency

Magistrate.

(iii) Revenue officer not below the rank of Tehsildar.

(iv)Sub-Divisional Officer at the area where the candidate and / or his family

normally resides.

3. The caste certificate issued by an authority other than the stated above will not be

accepted.

FORM OF CERTIFICATE TO BE PRODUCED BY OTHER BACKWARD CLASSES

APPLYING FOR APPOINTMENT TO POSTS UNDER GOVERNMENT OF INDIA AND

CENTRAL GOVT. PUBLIC SECTOR UNDERTAKINGS

Regn. No.___________ Date_________

A. This is to certify that Shri./Smt./Kum.______________________________ son /

daughter of_________________ of village/town_________________in District/

Division_____________of the State/Territory___________________belongs to the

__________________ community which is recognized as a backward class under:

Please tick mark:

(i) Govt. of India, Ministry of Welfare Resolution No. 12011/68/93-BCC dated

10.09.1993, published in Gazette of India, Extraordinary-part 1,section-

1,and No.186 dated 13.09.1993.

(ii) Govt. of India, Ministry of Welfare Resolution No. 12011/9/94-BCC dated

19.10.1994, published in Gazette of India, Extraordinary-part 1,section-

1,and No.163 dated 20.10.1994.

(iii) Govt. of India, Ministry of Welfare Resolution No. 12011/7/95-BCC dated

24.05.1995 published in Gazette of India, Extraordinary-part 1,section-

1,and No.88 dated 25.05.1995.

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(iv) Govt. of India, Ministry of Welfare Resolution No. 12011/96/94-BCC dated

06.12.1996, published in Gazette of India, Extraordinary-part 1, section-

1,and No.210 dated 11.12.1996.

B. Applicable in the case OBC persons who have migrated from the state/U.T. of

their origin (delete the paragraph if not applicable):

This certificate is issued on the basis of the Other Backward Classes certificate

issued to Shri./Smt./Kum. ______________________ Father / mother of Shri./Smt/Kum.

_______________________ of village / town ___________________in District/Division

_________________ of the state/Union Territory_______________ who belong to the

_________________caste which is recognized as a Backward Classes in the State/Union

Territory _________________issued by the _______________(name of prescribed

authority)vide order no.______________ dated___________________

B. Shri./Smt./Kum.________________ and/or his / her family ordinarily reside(s) in

village/town ___________of _____________District/Division of the state/ Union

territory of _________________.

C. This is also to certify that he/she does not belong to the persons/sections

(Creamy Layer) mentioned in column 3 of the Scehduled to the govt. of India,

Department of Personnel & Training O.M.No.36012/22/93-Estt.(SCT)dated

08.09.1993.

Place: ________________ signature________________State/Union territory__________ Name of Issuing AuthorityDate:_________ Designation____________

(With seal of office)

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Note: 1. the term “ordinarily” used here will have the same meaning as in section 20

of the Representation of the People Act, 1950.

2. List of authorities empowered to issue schedule caste/schedule tribe certificates:

(i) District Magistrate / Additional Deputy Commissioner/Deputy Collector/Ist class

Stipendiary magistrate/Sub-Divisional Magistrate/ Taluka Magistrate/Executive

Magistrate

(ii) Chief presidency magistrate/Additional chief presidency magistrate/Presidency

Magistrate.

(iii) Revenue officer not below the rank of Tehsildar.

(iv) Sub-Divisional Officer at the area where the candidate and / or his family

normally resides.

3. The caste certificate issued by an authority other than the stated above will not be

accepted.

NAME AND ADDRESS OF THE INSTITUTE/HOSPITAL

Certificate No._____________ Date: ________________DISABILITY CERTIFICATE

Recent Photography of the candidate showing the disability duly attested duly attested by the Chairperson of the Medical Board

This is to certify that Shri./Smt./Kum.___________________ son/wife/ daughter of

Shri________________ age____ sex____ identification mark(s)__________is suffering from

permanent disability of following category:

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A. Locomotors or cerebral palsy:

(i) BL-Both legs affected but not arms

(ii) BA-Both arms affected (a) impaired reach

(b) Weakness or grip

(iii) BLA- Both legs and arms are affected

(iv)OL- One leg affected (right or left) (a) Impaired each

(b)Weakness or grip

(c)Ataxic

(v) OA- One arm affected (right or left) (a) Impaired each

(b)Weakness or grip

(c)Ataxic

(vi)BH- Stiff back and hips (cannot sit or stoop)

(vii) MW- muscular weakness and limited physical endurance.

B. Blindness or Low vision:

(i) B-Blind

(ii)PB- Partially blind

C. Hearing impairment:

(i) D-deaf

(ii) PD-Partially deaf.

(Delete the category which ever is not applicable)

2. This condition is progressive/ non-progressive/ likely to improve/ not likely to

improve. Re –assessment of this case is not recommended/is recommended after a

period of _______years ________months.*

3. Percentage of disability in his/ her case is __________percent.

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4. Shri./Smt./Kum.__________________ meets the following physical requirements for

discharge of his / her duties:-

(i) F-can perform work by manipulating with fingers Yes/No

(ii) PP-can perform work by pulling and pushing Yes/No

(iii) L- can perform work by lifting Yes/No

(iv) KC- can perform work by kneeling and crouching Yes/No

(v) B- can perform work by bending Yes/No

(vi) S- can perform work by sitting Yes/No

(vii) ST- can perform work by standing Yes/No

(viii) W- can perform work by walking Yes/No

(ix) SE- can perform work by seeing Yes/No

(x) H- can perform work by hearing/speaking Yes/No

(xi) RW- can perform work by reading and writing Yes/No

(Dr____________________) (Dr____________________) (Dr____________________)

MEMBER MEDICAL MEMBER MEDICAL CHAIRPERSON

BOARD BOARD MEDICAL BOARD

Countersigned by the

Medical Superintendent/CMO/Head of Hospital

(With seal)

*Strike out which is not applicable.

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TO BE SUBMITTED BY CANDIDATES BELONGING TO SC/ST COMMUNITY ALONG WITH PHOTOCOPY OF THE CASTE CERTIFICATE

a) Name:

b) B) Father’s Name:

c) Caste Certificate No.:

d) Date Of Issue:

e) Name of the Issuing Authority:

f) Place and address of issue of the Certificate:

And Office seal and Phone number (if any):

Affix passport size photographCertified by Gazetted OfficerAcross the photographDate: Signature of the candidate

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TO BE SUBMITTED BY CANDIDATES BELONGING TO OBC COMMUNITY

ALONG WITH PHOTOCOPY OF THE CASTE CERTIFICATE

a) Name:

b) Father’s Name:

c) Caste Certificate No.:

d) Date of Issue:

e) Name of the Issuing Authority:

f) Place and address of issue of the Certificate:

And Office seal and Phone number (if any):

Affix passport size photograph

Certified by Gazetted Officer

Across the photograph

I_____________________________________________________ son / daughter

Sri____________________________________________ Resident of village / town / city

_______________________________________ District _______________________________________state

hereby declare that I belong to the _________________community which is recognized as

a Backward Classes by the Government of India for the purpose of reservation in

services as per order contained in Department of Personnel & Training

O.M.No.36012/22/93-Estt.(SCT)dated 08.09.1993. It is also declared that i does not

belong to the persons/sections (Creamy Layer) mentioned in column 3 of the

Schedule to the above referred office Memorandum dated 8.9.1993.

Date: Signature of the candidate

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VISAKHAPATNAM STEEL PLANT

PERSONNEL DEPARTMENT

RECRUITMENT SECTION

Dt. 20.04.2009

It has been decided that to conduct re-test for the post of trainee Khalasi that

had been advertised vide VSP Recruitment Advertisement No. 10/2008.

Therefore the test held on 15th march, 2009 for the post of Trainee Khalasi

shall not be considered. All the candidates who appeared for the written test

on 15th march, 2009 shall be issued with fresh admit card that shall be sent to

them by post and they can as well download the same from the website

www.vizagsteel.com in due course.

The date of re-test will be announced shortly.

The inconvenience is regretted.

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VIZAG STEEL – YESTERDAY, TODAY, TOMMOROW

Visakhapatnam Steel Plant is the only shore- based integrated steel plant, with a

rated capacity of 3.4 Mt Hot Metal, 3.0 Mt Liquid Steel and 2.656 Mt saleable Steel.

YESTERDAY:-The momentous decision to establish a Steel Plant at Visakhapatnam was

announce in the parliament in 1970 by then Prime Minister, Smt. Indira Gandhi. The

foundation stone for this massive project was laid in 1971. The detailed project

report was prepared in 1977.

Following this, the comprehensive revised details project report was

prepared adopting latest technologies available.

Distance raw material linkages couple with lack of captive mines for major

raw materials, have resulted in high raw material costs too.

All these problems led VSP to its nadir point it’s reporting to BIFR. After that,

the plant has exhibited dramatic turnaround and has been making profits

continuously for the past 4 years.

TODAY:-Presently the plant is operating at higher effectively levels surprising the

rated capacities thus achieving 4.15 Mt Hot Metal, 3.6 Mt Liquid Steel and 3.2 Mt

saleable Steel i.e. 122%, 120% & 122% of the respective rated capacities during

2005-2006.

Also, the prestigious Prime Minister’s Trophy award was bestowed on the

Vizag Steel for the year 2002-2003.

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TOMORROW:-In line with the vision in National Steel Policy envisaging 110 Mt Steel by

2019-20, Vizag Steel is also planning to expand its capacity. Considering the

buoyancy in domestic Steel market for long products, which is the product mix of

VSP and the high acceptance of VSP’s brand image in the market, an expansion plan

has been proposed. The expansion plan of doubling the capacity of the plant has

been cleared in a record time of 10 months and the entire Vizag Steel collective is

totally geared up for completing the expansion in the stipulated 36 months.

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CHAPTER-VEMPIRICAL ANALYSIS

85

6.1 ANALYSIS OF PROJECT

My project titled “Study on Recruitment and Selection Process of employees in

Visakhapatnam Steel Plant and its impact on job satisfaction”. For this project I

prepared a questionnaire on job satisfaction. I took a sample size of 150 and collected

the data where I personally met employees working at their respective department.

I met some employees personally and interviewed them about their job

satisfaction levels and their opinions to improve the job satisfaction. In my study I

came to know that job satisfaction will come not only with monetary benefits it also

involves personal benefits and most of the respondents said that now-a-days the

recruitment and selection procedures followed by VSP are very beneficial to each and

every employee who is recruited.

6.2 RECRUITMENT POLICY

INDTRODUTION

RINL/VSP is one of the modern integrated steel plants in India with the state-

of-the-art technology in steel making. To manage the given technology, operate the

continuous process of production and carry our other critical functions like Marketing,

Personnel, Finance etc, skilled, highly skilled personnel and competent professionals

with excellent managerial capabilities are required to be inducted at right place and

right time.

OBJECTIVES

1. To meet manpower requirements of the company in terms of the approved

strength of manpower.

2. To fulfill the requirement of competent personnel in terms of requisite

capabilities, skills, qualifications, aptitude, merit and suitability with a view to

fulfill company’s objectives.

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3. To attract, select and induct the best of the talents available keeping in view the

functional requirements of the organization.

4. To provide suitable induction points for intake from external sources and

thereby infuse fresh blood into the organization.

5. To ensure an objectives and reliable system of selection.

6. To have a dynamic and reasonably flexible recruitment policy in tune with

market economy to enable induction of personnel in the quickest possible time

to meet the operational requirements of the organization.

SCOPE

1. The policy shall over all recruitment of personnel made in the company in

executives as well as non-executive cadre (expect appointments made by the

Govt.) and shall apply to all units/branches of RINL.

2. The policy shall not cover engagement of advisers/consultant etc or adhoc

appointments for temporary requirements.

SOURCE OF RECRUITMENT

There will be two sources of recruitment:

Internal i.e. from within the company.

External i.e. from open market through Employment Exchange, advertisement

in press/internet, recruitment through reputed placement/manpower agencies,

other organizations and /or campus selection from Universities/Institutes and/or

through direct negotiations.

INTERNAL CIRCULATIONS OF POSTS

Recruitment/Selection to posts from within the company may be done through

internal circulations as under:

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1. The posts intended to be filled through internal sources will be circulated in the

Company giving the qualifications, age, experience etc.

2. Internal recruitment involving changes in grade will be processed by the

respective Zonal Personnel I/c with the approval of Competent Authority. Such

proposals will be routed through Manpower Cell of Personnel Department to

ascertain the vacancy position, to assess the need to fill up such vacancies,

roster points etc.

3. Internal selection will be done by conducting written test and/or interview by a

duly constituted committee.

4. Transfer from one department to another in parallel grade with the company

following the procedural of internal selection will not be treated as recruitment.

RECRUITMENT FROM EXTERNAL SOURCES

1. Recruitment from external sources will be resorted to for injection of fresh blood at the induction level(s)/grade(s). However, the company may, if required, induct direct recruits from external sources at other level(s)/grades(s) also to meet functional requirements of particulars skill/experience or for optimum utilization of its assets and/or infusion of modern system, skills & techniques of operation etc., necessary for efficient operation, technology up gradation or modernization.

2. At least, 662/3 % of vacancies occurring during the preceding year(s) at induction level(s)/grade(s) in E-0 grade will be filled up through Management Trainees (MTs).

3. Recruitment of executives from external sources will be made generally

4. through open advertisement in the press. However, recruitment of executives can also be done through campus interviews from approved institutions,

88

Universities and/or reputed placement/manpower agencies and/or through direct negotiation with individual(s) and/or circulation of posts to PSU(s) with prior approval of the Competent Authority.

5. Recruitment to the posts in non-executive cadre carrying scale of pay, maximum of which does not exceed Rs. 2500 per month (pre-revised) as indicated in the DPE OM No.2(48)/91-DPE(WC) dt.6.4.1992, will be done through the Employment Exchange. In addition to notifying the vacancies for such relevant categories to the Employment Exchange, the requisitioning authority may, keeping in view administrative/budgetary convinces, arrange for the publication of the recruitment notice for these categories in the Employment News or other newspapers and then consider the cases of all the candidates who have applied, provided they fulfill the specifications for the post advertised. In addition to above, such recruitment notices will be displayed on the office notice boards also for wider publicity (DPE 24(11)/96(GL-010)/GM dt.2.11.1998).

6. In case of death or permanent total disablement of an employee due to accident arising out of and in course of employment, employment to one of his/her direct dependents will be provided subject on permanent medical unfitness, the concerned employee/dependent(s) will only be entitled to monthly payment benefits as per Employees’ Family Benefit Scheme.

7. To encourage and support sports and sportsmen, the Company may recruit sportsmen under “Sports quota” by following the procedure laid down in DPE guidelines/Government rules on the subject.

DEPARTMENTAL CANDIDATES

Employees of the Company will be eligible to apply against in the press,

provided they fulfill the eligibility conditions as may be prescribed from time to time.

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INDUCTION LEVELS

Executives

To manage executive positions in key performance areas of the company, direct

recruits will be inducted in various disciplines/work areas from time to time

depending on the requirements, in the following positions:

I. Management Trainees in different disciplines.

II. Junior Manager (F&A/Marketing/Personnel etc.)

III. Junior Medical Officers.

IV. Specialists in Medical department

V. Experience Executives in suitable positions in different areas.

VI. Such other posts as may be decided by CMD keeping in view the requirements

of the organization.

Non-Executives

In the non-executives cadre, induction of direct from external sources will be

carried out of the following positions:

I. Unskilled/Semi-skilled category: As Trainee Khalasi etc. and after successful

completion of minimum one year training and fulfillment of other conditions,

they will be appointed as regular employees in S-1 grade.

II. Skilled category: As Junior Trainees and after successful completion of

prescribed period of training they will be placed in S-3 grade.

III. Highly skilled category: As Senior Trainees and after successful completion of

prescribed period of training they will be placed in S-6 grade.

IV. Ministerial category: As Secretarial Assistants (those possessing Graduation,

with Typewriting and Shorthand qualification) in Sl-1 grade and as Junior

Assistants (those possessing only graduation in S-3 grade.

V. Para-medical staff and Store keeping staff etc. in suitable grades corresponding

to the posts.

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VI. Experienced employees in suitable grades.

VII. Such other posts as may be decided by CMD keeping in view the requirements

of the organization.

DELEGATION

Delegation of authority to recruit and/or appoint will be as per DOP.

JOB SPECIFICATIONS

1. Job specifications will stipulate the minimum eligibility condition for each

job/post in terms of the following:

Educational Qualifications

Experience required, if any

Age limit

Physical/Medical standards, if any

Any other requirements as may be deemed necessary.

2. Job specifications stipulated for each post may be subject to periodical review

and updating keeping in view the changing needs of the organization. As and

when required, a committee consisting of representatives from the

Department(s) concerned, Personnel and other departments as deemed fit may

be constituted by the Competent Authority. Changes suggested by the

Committee with regard to the existing Job specifications will be subject to the

approval of the Competent Authority.

REQUISITIONS

1. All requisitions/proposals for recruitment of personnel will be sent by the

concerned Head of the Department to the Manpower Planning Cell (MPC) of

Personnel Department.

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2. MPC will scrutinize each proposal received from the Indenting Department

keeping in view the approved manpower strength and the need to fill up the

posts and obtain the approval of the competent authority and forward the same

to the Recruitment Section for initiating further action, as required.

RESERVATION OF POSTS

1. Reservation of posts for OBCs, Scheduled Castes and Scheduled Tribes shall

be provided in accordance with the Presidential Directives issued on the subject

from time to time.

2. Reservation of posts for other categories such as Ex-serviceman, Physically

Handicapped persons etc. will be provided as per rules.

RESPONSIBILITY

All activities pertaining to recruitment will be centrally coordinated and

managed by Recruitment Section of Personnel Department at Headquarters. However,

representative(s) of other departments(s), as deemed necessary may be associated at

various stages of recruitment and/or selection of candidates. The services of

specialized agencies may be taken, if required, for conducting written tests/job

tests/group tasks/group discussions, etc as also for short listing of suitable candidates

for selection.

SCREENING OF APPLICATIONS

Applications received in response to the vacancies

circulated/notified/advertised etc. will be screened by the Recruitment section

keeping in view the job specification prescribed for the post(s) in question and

the candidates short listed for interview. As and when necessary, the indenting

department may be consulted for screening and short listing of candidates.

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If suitable candidates with the required job specifications are not available, or if

candidates are otherwise exceptionally qualified or experienced, but require

relaxation in specifications like age, qualifications etc competent authority may

relax the specifications prescribed as a one time measure in order to facilitate

filling up of such post(s) in time, provided such provision for relaxation has

been stipulated in notification/advertisement for the post. Any subsequent

recruitment against such posts(s) will, however, is made strictly on the basis of

the standard job specifications prescribed.

MODE OF SELECTION

1. Selection of candidates for appointment in the Company will be made on the

basis of their merit and suitability as assessed through selection test(s). the

selection test(s) will comprise of:

I. Written test/job test/trade test or any combination thereof; and/or

II. Group task/Group discussion/interview or both; and/or

III. Any other test(s) as may be prescribed or as decided by the Competent

Authority.

2. Wherever selection is made on the basis of a combination of a written test/trade

test etc. and interview/group discussion etc. weightage of different segments

administered, will be assigned as follows;

Written test/ job test/trade test or any

Other test as may be prescribed: 85

Group task/Group discussion/interview or

A combination 15

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3. A candidate is required to secure minimum qualifying marks of 50 % in each

segment or such percentage as may be prescribed by the competent authority

from time to time. Relaxation in respect of SC/ST/OBC, if any, will be

provided as per Presidential Directives in each selection segment to qualify.

Relaxation in qualifying marks will also be provided to DPs as per the existing

policy.

4. Where the selection is solely based on interview, the weightage for interview

will be 100%.

SELECTION COMMITTEE

1. In order to assess the suitability of the candidates for the post(s) in question,

Selection committee(s) will be constituted by the competent authority.

2. As and when required, experts from outside the organization may also be

included in the selection committee(s) to ensure proper evaluation of

candidates.

FINAL SELECTION OF CANDIDATES

1. The selection committee will assess the comparative merit of each candidate in

terms of his/her qualifications, experience, if any, and on the basis of

performance in the selection test(s) and interview as per criteria laid down and

come to a conclusion as to whether or not the candidate would measure up to

the requirements of the job he/she is expected to perform. However, wherever

marks are assigned, committee members will be required to give marks on the

basis of criteria prescribed depending upon the relative performance of each

candidate in the test/interview and keeping in view his/her suitability for the job

in question.

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2. Candidates found suitable will be empanelled in order of merit on the basis of

following:

a) Wherever marks are assigned, merit list of candidates who have secured

minimum qualifying marks as at Para 12.3 will be prepared on the basis

of aggregate marks secured by the candidates in the selection/test(s); and

wherever selection is made for more than one discipline/stream, merit

lists would be prepared discipline/stream wise.

b) Wherever selection is made only on the basis of evaluation of the

selection committee without assigning marks, merit lists of the

candidates will be drawn up as recommended by the selection

committee.

3. The select list so prepared will be subject to the approval of the competent

authority and will remain valid for a period of one year from the date of such

approval, which can be extended at the discretion of the competent authority.

ISSUE OF OFFERS

1. Appointment offers will be issued to the required number of candidates from

the panel/merit list in order of merit in each discipline/stream with the

approval of the competent authority.

2. All appointment offers will be centrally issued by the Recruitment Section of

Personnel Department. The in-charge of Recruitment Section is authorized to

issue offers of appointment for and on behalf of the Competent Authority.

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MEDICAL EXAMINATION

1. All appointments in the company will be subject to the selected candidates

being found medically fir by the Company’s medical officer/board for the

post(s) for which they have been selected. Where there is no company hospital,

medical examination will be conducted by an approval Government

Hospital/Medical Board.

2. Medical standards will be laid down for each category of job(s)/post(s), both

executive as well as non-executive, keeping in view of the job requirements.

3. Medical standards prescribed for different jobs/posts will be subject to review

from time to time depending on organizational needs. As and when necessary,

the competent authority may constitute a committee of experts to review and

suggest suitable changes in existing medical standards. Such changes will,

however, be subject to approval of the competent authority.

DEPUTATIONISTS

Not withstanding anything contained in this policy and in exceptional cases,

employees of other PSUs or Government may be appointed in the company on

deputation basis for such periods as may be decided by the competent authority. Such

deputations may be absorbed in suitable posts in the company, as may be decided by

the competent authority.

INDUCTION/ORIENTATION

All newly appointed employees in the company will undergo suitable

induction/orientation programs to be organized by the Training Department. Induction

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program will, among other things, aim at systematically introducing the new

employees to the company, its philosophy, its major policies, technology, existing

status, future plans etc. the induction program should clearly spell out the mutual

expectations with emphasis on company’s objectives and goals.

POST SELECTION FOLLOW UP

The selected candidates on joining the company will be under probation for a

period of twelve months or such other period as may be specified. The period of

probation may be extended in suitable cases as provided in the Service Rules.

RULES AND PROCEDURES

The Chairman-cum-Managing Director, RINL/VSP, is authorized to frame and

issue the rules, procedures, guidelines, instructions etc. under the policy, designate

competent authorities to exercise powers under the policy and rules and give

clarifications on issues arising out of the policy.

TENURE

1. Policies and rules framed hereunder will come into force from the date notified

by Chairman-cum-Managing Director, RINL/VSP, and will remain in force for

a period as decided by him.

2. The company, however, reserves the right to amend, modify, cancel or

withdraw the policy or any part thereof at any time without notice.

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CHAPTER-VIQuestionnaires

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A QUESTIONNAIRE ON

RECRUITMENT AND SELECTION IN

VISAKA STEEL PLANT, VISAKAPATNAM.PERSONAL PROFILE

Name:

Designation:

Age:

Qualification:

1. What is the source of Recruitment?

a) Internal b) External c) Both d) None

2. Will the Company permit you to leave the job better opportunities outside?

a) Yes b) No c) In some cases

3. VISAKA STEEL PLANT whether the recruitment of vacancies done every year?

a) Yes b) No c) None

4. By which technique you approached the VISAKA STEEL PLANT for

employment?

a) Employment exchange notification in news media

b) Educational Institutions c) All the above

5. VISAKA STEEL PLANT offers which type of recruitment for its employees?

a) Temporarily basis employment b) Permanent basis employment

c) Both

6. Are you satisfied with presents or you need any fresh recruitment?

a) Yes b) No

7. Is Recruitment is necessary for VISAKA STEEL PLANT?

a) Yes b) No

8. Was training will be given to the employees after they are recruited?

a) Yes b) No

9. Was recruitment will be done when the vacancies are recruited?

a) Yes b) No

10. Do you feel that recruitment plays an important role in VISAKA STEEL PLANT?

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a) Yes b) No

11. Would you believe that after recruitment the employee should be given correct

placement?

a) Yes b) No

12. Give me your opinion if the placement is not good in an organization, it leads to

less productivity or not?

a) Yes b) No

13. In VISAKA STEEL PLANT which type persons were recruited?

a) Technical b) Non-Technical c) Both (a) & (b)

14. Does VISAKA STEEL PLANT needs Managers for the departments like HR,

Finance, and Marketing?

a) Yes b) No

15. In VISAKA STEEL PLANT, are there any reserved posts for SC/ST/PHC?

a) Yes b) No

16. In VISAKA STEEL PLANT, what is the process of recruiting the persons in to the

organization?

a) Written test b) Interview c) Technical test d) All the above

17. Which persons will be recruited in VISAKA STEEL PLANT regarding their

experience?

a) Experience Candidates b) Fresher c) Both

18. Which types of tests are conducted at the time of recruitment process in VISAKA

STEEL PLANT?

a) Physical test b) Written test c) Mental ability test d) Oral test

e) All

19. Do you thing inductions necessary for newly appointed employee in VISAKA

STEEL PLANT?

a) Yes b) No

20. What is your overall opinion about personal recruitment, Selection in VISAKA

STEEL PLANT?

a) Excellent b) Good c) Average d) Poor

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CHAPTER-VIIFINDINGS & SUGGESTIONS

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7.1 FINDINGS

45.22% employees are satisfied with their jobs in the present organization.

31.33% employees are working more than 2 years and above.

40% of the employees are satisfied with their job profile

52.66% of the employees are very satisfied with the organization for providing

good development programs and career focus.

50and above employees are satisfied with their organization for providing good

PA and for providing good environment

7.2 SUGGESTIONS

Perfect manpower consultants is lacking some basic infrastructure like proper

internet connection, manpower etc The organization should have minimum two

systems connected to internet and one system should be used exclusively to

down load the data from the Job Portal and the second one can be used for

other purposes (like sending terms & conditions, receiving and sending mails

etc). One system should be used for maintaining the database and records.

Perfect manpower consultants should avoid dealing with low profile

requirements (like recruiting office assistants, front office executives or were

the salary package is less than Rs 8000). Because time and energy (work force)

used to fulfill the low profile requirement can be used in a better else were to

generate more revenues.

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Though consultancy has already owned a good reputation, but it always need

some type of publicity as a reminder to the young stars approaching to the jobs.

This might help in accumulating good data base.

7.3 CONCLUSION

By the above study I would like to conclude that:

The recruitment process in VSP is done through mailing services, newspaper

ads and references.

The selection process in VSP is depends on the job profile of their requirement

The selection procedures had an impact on job satisfaction of employees.

The study also says that the satisfaction level of employees are different for

each employee and mostly this satisfaction levels are depends on good

appraisal, official as well as personal benefits and career growth

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APPENDIX

Name : Designation :

Qualification: Company :

1. How satisfied are you with your current job?

a) Very Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

2. How long have you been with the company?

a) Below 6 months

b) Above 6 months

c) Above 1 year

d) Above 2 years

3. How satisfied are you with the following? (Very Satisfied, Satisfied ,

Dissatisfied)

a) Job profile

b) Development

c) Career focus

4. How satisfied are you with the following? (Very Satisfied, Satisfied ,

Dissatisfied)

a) Appropriate recognition to your contribution

b) With your overall job security

c) With a company as a place to work

5. How do you enhance the job satisfaction?

a) Coordination

b) Technology

c) Good recognition

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BIBLIOGRAPHY

TEXT BOOKS

P. Subba Rao, “Essentials of HUMAN RESOURCE AND MANAGEMENT

RELATIONS”, Himalaya Publications, Second edition and Revised print 2007.

David A. Decenzo, “PERSONNEL /HUMAN RESOURCE MANAGEMENT”

Tina Agrell, “RECRUITMENT TECHNIQUES FOR MODERN

MANAGERS”

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WEBSITES

www.google.com

www.answers.com

http://en.wikipedia.org/wiki/

http://en.wikipedia.org/wiki/Vizag_Steel_Plant

http://www.vizagsteel.com/code/tenders/jobdocs/4682web-ad.pdf

www.jsb.ac.in/library/projects/htm

www.citehr.com

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GLOSSARY

Human Resource Management is a function performed in the organization that

facilitates the most effective use of people (employee) to achieve organizational as

well as individual goals.

Job Descriptive Index (JDI) is a specific questionnaire of job satisfaction that has

been widely used. It measures one’s satisfaction in five facets: pay, promotions and

promotion opportunities, coworkers, supervision, and the work itself.

Job Satisfaction is a pleasurable emotional state resulting from the appraisal of one’s

job.

Performance Appraisal is an on going process of evaluation and managing both the

behavior and outcomes of employees in the work place.

Recruitment refers to the process of seeking and attracting a pool of people from

which qualified candidates for job vacancies can be chosen.

Selection is a process of ascertaining the qualifications, experience, skill, knowledge,

etc of an applicant with the purpose of determining his suitability the job.

Training is the systematic development of knowledge, skill and attitudes required by

an individual to perform adequately a given task or job.

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