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PROJECT ON CCL RECURITMENT PROCESS

Text of Ccl Recuritment Process

STUDY OF RECRUITMENT PROCESS IN PUBLIC SECTOR WITH REFERENCE TO CCL

A ProjectSubmitted in partial fulfillment of the requirementFor the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

BySHALVI(MBA/45008/13)

DEPARTMENT OF MANAGEMENT BIRLA INSTITUTE OF TECHNOLOGYMESRA- 835215, RANCHI (2013-2015)

CERTIFICATE OF APPROVAL

The foregoing thesis entitled Study of recruitment process in public sector in reference to CCL, is hereby approved as a creditable study of research topic and has been presented in satisfactory manner to warrant its acceptance as prerequisite to the degree for which it has been submitted.It is understood that by this approval, the undersigned do not necessarily endorse any conclusion drawn or opinion expressed therein, but approve the thesis for the purpose for which it is submitted.

ACKNOWLEDGEMENT

I have taken efforts in this Project. However, it would not have been possible without the kind support and help of many functionaries of central coalfield limited, Ranchi. I would like to extend my sincere thanks to all of them who are involved in the entire process.I am highly indebted to Mr. P.K Singh, Senior Manager (Pers-Recruitment), Mrs. Renuka Prasad- HRD cell for their guidance and constant supervision as well as for providing necessary information regarding the project and also for their support in completing the project.I would like to express my gratitude towards my parents & faculty members for their kind co-operation and encouragement which help me in completion of this project.My sincere thanks and appreciation also go to my colleagues in developing the project and people who have willingly helped me out with their abilities.

TABLE OF CONTENTCHAPTER NO.PARTICULARPAGE NO.

1.

INTRODUCTIONRecruitmentSources of recruitmentMethods of recruitment

2.

COMPANY PROFILECCL Company profileVisionMissionObjective RoleOrganizational structureCCL command areas

3.

OBJECTIVE OF STUDY

4.RECRUITMENT PROCESS IN PUBLIC SECTORSStudy of recruitment with reference of CCL

5. RRSEARCH METHODOLOGY

6.DATA ANALYSIS AND INTERPRETATION

CONCLUSION AND RECOMENDATION

REFERENCE

QUESTIONNAIRE

CHAPTER 1:INTRODUCTION

RECRUITMENTRecruitment is the continuous process whereby the firm attempts to develop pool of qualified applicants for the future human resource needs even though specific vacancies do not exists. Usually, the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipated vacancy.It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an effective working force.Recruitment of candidate is the function preceding the selection, which helps create a pool of prospective employees of the organization so that the management can select the right candidate for right job from this pool. The main objective of recruitment process is to expedite the selection process.Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. In adequate recruitment can lead towards labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories.

SOURCES OF RECRUITMENT

Sources of Recruitment

External SourceInternal Source

The sources of recruitment may be broadly divided into two categories: internal sources and external sources. Both have their own merits and demerits.Internal Sources: Persons who are already working in an organization constitute the internal sources.External Sources: External sources lie outside an organization.

METHOD OF RECRUITMENT

Internal recruitment:Promotions and Transfers: Transfer is the permanent lateral movement of an employee from one position to another position in the same or another job class assigned to usually same salary range. Promotion, on the other hand is the permanent movement of a staff member from a position in one job class to a position in another job class of increased responsibility or complexity of duties and in a higher salary range. Job Posting: Job posting is an arrangement in which a firm internally posts a list of open positions (with their descriptions and requirements) so that the existing employees who wish to move to different functional areas may apply. It is also known as Job bidding.

EXTERNAL RECRUITMENT

DIRECT EXTERNAL RECRUITMENT METHODCampus Recruitment: In Campus Recruitment, Companies / Corporate visit some of the most important Technical and Professional Institutes in an attempt to hire young intelligent and smart students at source.

Indirect External Recruitment MethodsAdvertisements: Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form, etc). Where a business chooses to advertise will depend on the cost of advertising.E-Recruiting: There are many methods used for e- recruitment, some of the important methods are as follows:a. Job boards: These are the places where the employers post jobs and search for candidates. One of the disadvantages is, it is generic in nature. b. Employer web sites (used by CCL): These sites can be of the company owned sites, or a site developed by various employers.c. Professional websites: These are for specific professions, skills and not general in nature

CHAPTER 2:COMPANY PROFILE

CENTRAL COALFIELD LMITEDRANCHI JHARKHAND

INTRODUCTION OF CCLCentral Coalfields Limited(CCL) is a subsidiary ofCoal India Limited(CIL), an undertaking of theGovernment of India. CCL manages the nationalized coal mines of the Coal Mines Authority, Central division. They earned their Mini Ratna status in 2007. ITs registered and corporate office is at Darbhanga HouseRanchi,Jharkhand.CCL has been on the coal map of the country as a public sector on October 1956, under different names. In the beginning it was known as National coal Development Corporation, then Central Division of coal mines Authority, and finally under its present nomenclature at Ranchi, Jharkhand.It is one of the subsidiaries of Coal India Limited registered under the companys Act 1956 in the year 1975. The company presently known as CCL has a history of more than three decades. Pursuant to the Industrial Policy Resolution of 1956, a company was formed by the name of M/S Hindustan Collieries Private Limited, on 5 September 1956. The name was to National Coal Development Corporation. The NDC was formed on 1 October 1956 with 11 state railway collieries in Orissa and Madhya Pradesh.Like other industries and organization the affair of CCL too is not settled by its owner (Govt. of India). Rather the professional team of management called Board of directors (BOD) is appointed by the Government of India to manage the affairs of CCL. It consists of chairman cum managing director, four functional Directors in charge of operation, personal, finance and project and planning. Besides part time directors as may be appointed by the government from time to time. At present CCL have 67 collieries and 7 washeries under revenue production. Some of the state collieries are very old at least one of which that in giridih has crossed century in the year 1961. It also has seven coal washeries, a coal oven plant, besides workshop and handling plants spread over in hazaribag, palamu, ranchi, bokaro, giridih and chatra district. The command areas of CCL companies 10 coalfield namely giridih, east borako, west borako, ramgarh-kaitha, south karanpur,north karanpur, Aurangabad, hutar, daltongang. Chairman cum managing director is full time executive of the company. The collieries and washeries have been grouped into15 area each headed by chief general manager/ general manager. The coal projects are by project officer. CCL is having 940 crore issue capital. Its main function is production and sale of coal. Approx 90% of the total coal is sold on credit basis mainly to the public units, such as PSEB,HSEB,DVC, NTPC, JSEB, UPRVUNL, TVNL, SAIL etc. and remaining 10% on cash basis mainly to the private sector units.CCL has paid a major role in socio- economic growth of Jharkhand region. In 47 years of its existence it has virtually brought out development in many backward areas through its mining activities, employment opportunities and reaching basic infrastructure several remote and inaccessible areas. CCL also strives to help in establishing Coal based industries in this region and also to reach coal as domestic fuel to homes with an objective of improving forest cover. COMPANY PROFILE Presently CCL has:Number of mines

58 operative mines(21 underground and 37 opencast mines)

Washeries7 washeries4 coaking coal washeries(kithara, rajrappa, kedia & sawang) throughput capacity of 9.35 MTPA3 Non-coking coal washeries ( Piparwar, kargali &gidi) thoughput capacity of 11.72 MTPA

Reapair/workshop

1 central Workshop (ISO 9001) at barkakana5 Regional Repair/worshops (3w/s are ISO 9001) at jarandih, tapin north, dakra, giridih & Bhurkunda

Operating coalfields6 coalfields (east bokaro, west bokaro, north karanpura, south karanpura, ramgarh & giridih)

VISIONCommitted to create eco friendly minning The mission of CCL is to produce and market the planned quantity

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