Upload
arjun-kafle
View
697
Download
2
Embed Size (px)
Citation preview
P a g e | 1
IMPLEMENTATION OF RETAILER’S SCHEME OF JAYPEE CEMENT IN ALLAHABAD DISTRICT
A Report
Submitted in partial fulfillment of the requirement for
The award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
FACULTY OF MANAGEMENT STUDIES
BANARAS HINDU UNIVERSITY
Submitted to: Submitted by:
Shri C.K. Vashistha Arjun Kafle
REGIONAL MANAGER MBA, III semester
JAYPEE CEMENT (Allahabad) Enrollment No. 302818
JAIPRAKASH ASSOCIATES LTD. FMS, BHU
P a g e | 2
DECLARATION CERTIFICATE
I, Arjun Kafle, hereby declare that the work presented in the report entitled “IMPLEMENTATION OF RETAILER’S SCHEME OF JAYPEE CEMENT IN ALLAHABAD DISTRICT” in partial fulfillment of the requirement for the award of the degree of Masters of Business Administration of Faculty of Management Studies, BANARAS HINDU UNIVERSITY, Varanasi in an authentic work carried out by me under the sincere supervision and guidance of Shri C.K.Vasthistha (Regional Manager) at Regional Marketing office, Jaypee Cement, Allahabad .
To the best of my knowledge, the content of this report does not form a basis for the award of any previous Degree to anyone else.
Date: Arjun Kafle
MBA III semester
Enrollment No. 302818
FMS, BHU
Varanasi-221005
Acknowledgement
P a g e | 3
I would like to submit my heartiest regard and thanks to Jaypee Rewa Plant (M.P) for allowing me to accomplish two months Summer Project on the Topic: “Recruitment & Selection Process In Jaypee Rewa Plant (Unit of Jaiprakash associates Limited) as required for partial fulfillment of my M.P.M.I.R degree.
To start, I express my gratitude to my project Guide Shri Mitesh Singh (Assistant Manager) and all the members of P&A department (Recruitment & Selection) who provided me the cherished opportunity to work on this project.
I also express my sincere thanks to Shri. V. N. Jha (VP, HR) whose outstanding contribution in the form of co-operation and support enable me to learn a job about work process of the organization as well as my topic.
I also express my heartily thanks to Head Of Department Prof. I. L. Singh, Prof. A. K. Srivastava (course coordinator), Prof. A. P. Singh (chairman, training & placement) and Dr. Sandeep Kumar for their kind permission and providing guidance for this vocational training.
PREFACE
P a g e | 4
In modern Industrial system, production is result of the joint effort of all the factor of production, which are land, labour, capital, organization and entrepreneur. Out of all these, the labour factor is most active. It controls the other factor in order to get the maximum output at minimum cost.
The recruitment and selection is very important term for any organization. All type of industry like cement industry and other all type of manufacturing industry have to need the right person to perform the work. Without skilled employee any organization cannot do progress. So in this term the recruitment and selection process perform very important role. In the Jaypee Cement Factory it is more important because the organization have to need the excellent and skilled employee for increase the productivity. Manpower are the backbone of the any organization, therefore it becomes necessary to right. Without it no any organization can smoothly run. For smoothly and efficiently running of the organization the management has to need the skilled and prospective employee.
For me it was a great opportunity to have study on such an important aspect of any manufacturing concern. I found it very interesting to see recruitment and selection measures so closely.
I observed that recruitment and selection are among some of the very important function of Human Resource department. It was the main reason that compel me to choose this topic for the summer training project.
The human resource is the only resource, which produces an output greater than its input, it is the only resources which have feeling and improve its skill and efficiency through experience and with the passage of time. Thus it is very necessary to seek the cooperation of the human force, to get the maximum benefits out of the efforts.
P a g e | 5
Human Resources in an Organization
Human resources are the people employed by a company. They are the most important, expensive and valuable resource in most companies. Of course, companies need materials to produce products, computers to store business information, and machines to facilitate product assembly. However, without people to sell products, interpret business information, generate new product ideas and most importantly integrate all other resources to their optimum utilization, in that event the company would probably cease to exist.
In order to compete in today’s competitive and cutthroat business environment, organizations would need to essentially manage human resources effectively. The human resources department is primarily responsible for the management of human resources and thus plays critical role in the organizational performance for the attainment of the organizational goals.
Human resource management includes everything from soliciting resumes for a position to administering a pension plan for retirees. The major functions performed by the human resources department can be briefed as below:
Recruitment Process Benefits and Compensation Time Management System Performance Management System Training and Development Employee Care Initiatives
P a g e | 6
CONTENT PART ONE (COMPANY PROFILE)
1 INTRODUCTION
2 HISTORY
3 BUSINESS OF JAYPEE GROUP
4 ITS VISION
5 OBJECTIVE
6 PILLAR OF STRENGTH OF JAYPEE GROUP
7 EXPORT
8 JAYPEE GROUP 9 JAYPEE GROUP OFFICE
10 RIVALS OF JAYPEE GROUP
11 CURRENT POSITION
12 KEY PERSONNEL
PART TWO (ABOUT THE REPORT)13 RECRUITMENT AND SELECTION14 RECRUITMENT & SELECTION PROCESS15 SOURCES OF RECRUITMENT16 FACTORS AFFACTING RECRUITMENT PROCESS
PART THREE (RESEARCH METHODOLOGY)17 INTRODUCTION 18 OBJECTIVE OF RESEARCH
19 METHOD OF DATA COLLECTION
20 SAMPLE DESIGN21 ANALYSIS OF DATA22 RESULT
23 ASSESSMENT OF FINDINGS
24 SUGGESTIONS
25 SUMMARY
BIBLOGRAPHY
P a g e | 7
HISTORICAL DEVELOPMENT OF CEMENT IN INDIA
The Indian Cement Industry occupies a predominant position not only as
one of the basic industries for infrastructure development, but also
because it is the second largest producer of cement in the world.
In India, Portland cement was manufactured first in 1904, near Madras
(now Chennai) by "South India Industry Co. Ltd" in a 30 tone capacity plant.
The first cement plant proved to be financial success. In 1925 "INDIAN
CEMENT MANUFACTURER’S ASSOCIATION” was formed and was entrusted
with the responsibility of taking care of cement companies from internal as
well as external competition.
In 1936, all the existing cement companies except the "SONE VALLEY
PORTALAND CEMENT COMPANIES LTD." agreed to merge with
"ASSOCIATED CEMENT COMPANIES LTD. (ACC)". This is the most significant
event in the history of the Indian Cement Industry.
CEMENT:-
The word cement in its broadest sense denotes any kind of adhesive in building and civil engineering it means a substance, which can be used to bind together the sand broken stone, or aggregates into a solid mass. JOSEPH ASPDIN first manufactured the Portland cement as known as today in 1824 by hitting powered chalk with clay mud of river med day. Since the product after setting and hardening resembled a kind of stone obtained from obtained from place known as Portland in England this cement was called Portland cement.
P a g e | 8
CEMENT MANUFACTURING PROCESS
Limestone Mining Process
Crushing & Stacking Process
Crushing limestone
Stockpile-storage
Reclaiming Process
Raw meal grinding process.
CB\CF silo raw meal storage
Pyro process
Cooling of Clinker
Clinker
Cement grinding process
Cement
Laterite ,lron Ore
Coal Crushing Stacking / Reclaimit
Coal Grinding Process
PozzolonaGypsum
P a g e | 9
QUALITY POLICY:-
To optimally utilize all the available resource
To continuously improve process and production parameters.
And to maximize production of quality cement which enhances satisfaction of our customer and does us proud.
Types of Cement
OPCF PPC
Grades of OPC
33 gr 43gr 53 gr
Component of OPC
Clinker (96%) gypsum (4%)
Component of PPC
Clinker gypsum Fly Ash
Balance (15% - 35%) (4 %)
P a g e | 10
COMPANY PROFILE
PART ONE
COMPANY
PROFILE
P a g e | 11
INTRODUCTION
Shri, Jai Prakash Gaur Ji, Chairman of the group founded the Constructions
Company in 1979 there after the company made its foray into many areas
of operations and came to be known as Jaypee Group. Jaiprakash
Associates Ltd (JAL) is the largest business conglomerate engaged in
business of Engineering, Construction, Manufacture and Marketing of
over 7 million TPA Cement, investment in private Hydro power, Thermal
power Plant, Hospitality, Expressway and Real Estate. The company is
expanding its cement manufacturing facilities from 7 million TPA to over
20 million TPA in various part of the company.
JAL had set up three modern computerized process control cement plant
near Rewa in Madhya Pradesh which is the single largest cement complex
at one location in India. The company has already set up a Heavy
Engineering Workshop at Rewa with an installed capacity of 3000 MT to
manufacture Heavy Engineering Parts of captive use of group.
MAJOR AREAS OF OPERATIONS: -
A. Civil Construction.B. Hydro Power Construction.C. Hotel and tourism.D. Information's Technology.E. Education.F. Cement.
P a g e | 12
A. CIVIL CONSTRUCTION: -
Major Civil Construction works are:
(i) Concrete gravity dam camera in H.P.
(ii) Veerbhadra bridge on river ganga at rishikesh in Uttranchal.
(iii) Cement plants.
(iv) Guide bund and approach road for bridge on river Brahamputra in
Assam.
(v) Lakhya eastern dam in karnataka.
(vi) Sewerage and drainage scheme Baghdad & Basrah in Iraq.
B. HYDRO POWER CONSTRUCTION:-
It is concerned with generations of 8070 MW Power, which constitutes
46% of India hydropower project.
I. Hpp on build, operate and own basis under this some project are: -
a) Baspa stage-II
b) Vishnu Prayag.
c) Karcham Wangtoo.
(ii) Hpp on build, operate and transfer basis:-
Some such projects are:-
a) Dulhasti hydro electric project. Jammu & Kashmir
b) Baglihar hydro electric project, Jammu & Kashmir
c) Chamera hydro electric project. Himachal Pradesh.
P a g e | 13
d) Nathpa hydro electric project. Himachal Pradesh.
e) Sardar Sarovar hydro electric project. Gujarat.
C. HOTEL AND TOURISM :-
The group have four five Star Hotels.
(i) Hotel Siddrath in New Delhi.
(ii) Hotel Vasant Continental in New Delhi.
(iii) Hotel Residency Manoor in Mussorie.
(iv) Hotel Jaypee Palace in Agra.
D. INFORMATION TECHNOLOGY :-JIL (IT), InfoTech arm of company situated at Sahibabad provides following
services.
(i) IT enabled education.
(ii) IT enabled engineering.
(iii) IT enabled agriculture.
E. EDUCATION: -
The group runs educational institutions under the name Jai Prakash Sewa
Sansthan (JSS).
I. Primary and Secondary School in U.P. and M.P. (Sardar Patel, Jay
Jyoti in Rewa)
P a g e | 14
II. Two degree college in U.P. Two industrial training institutes in
Himanchal Pradesh & Madhya Pradesh.
III. Two IT institutes at Noida (U.P.) and Solan (Himanchal Pradesh)
Organizations also run hospital under (JSS)
F. CEMENT DIVISIONEarlier JCL had two units.
(i) JRP
(ii) JBP
JCL was earlier a part of JIL but now JCL has been Merged with JIL and
renamed or JAL (Cement Division)
JAL
JRP JBP
JRP under its fold has two plants. Plant I having I MT capacity was
commissioned in December 1986. Plant 2 with a production capacity of
1.5 MT was commissioned in April 1991. JBP the third plant in Jaypee
puram with an installed capacity of 1.7 MT started functioning since
August 1996.Together they form the largest single location cement
complex in India where August 1996.Together they form the largest
single location cement complex in India from where. 3.00.000 bags are
dispatched to various locations in over 1500 trucks per day. The basic raw
material for manufacturing cement is lime Stone.The Company has a total
P a g e | 15
mining lease of 14.67 sq km with the three captive lime stone mines
namely
1. Naubasta lime stone mines.2. Jaypee lime stone mines.3. Bankuiyan lime stone mines.4. Naubasta mine have two blocks under its fold.5. North block area-3.10 sq km.6. Reserves-6893 MT. stripping 7. Ratio - limestone. over burden - 1:03
South block, Area - 1.60 sq km. Reserves - 10 MT, Stripping ratio –
Limestone, over burden = 1:1.15
Presently. North block caters to the requirement of two plants at JRP because of its low stripping ratio.
Jaypee mines cater to the requirement of Jaypee Bela plant.
Bankuiyan mine are still to be used to meet the requirement of up gradation of two plant at JRP. Tatal consumption till now 38.43 MT
THE MOTTO
The Motto of Jaypee Group ensures that its employees work towards achieving
greater heights. Its motto is
"No Dream too Big"
PHILOSOPHY OF JAYPEE GROUP
We aim to achieve perfection in everything that we undertake and we have
a commitment to excel!.. it is the determination to transform every
P a g e | 16
challenge into opportunity – to seize every opportunity and ensure growth – to
grow with a human face … that drives
ITS'S MISSION
To ensure growth for improving the quality of life, with a human face and
contribute to the growing national economy, maximizing benefits to our
customers and the nation at large by serving the core sectors of the economy.
ITS'S VISION
To be dynamic and vibrant; responsive to the changing
economic scenario; and flexible enough to absorb
environmental and fiscal fluctuations. Harness the inherent
strengths of available human resources and material, have
the capacity to learn from success and, more than any thing
else, ensure growth with a human face.
P a g e | 17
VALUE SYSTEM
Our Pledge Our Strength Our Concerns
Leadership in
Market Cent percent
Capacity Utilization
Pollution Control
Determination
Human Resource
Team Work
Customer needs
and rights
Consistent high
quality of cement
Least energy
consumption
Pollution control
CURRENT POSITION
Jaiprakash Associates Limited, a Company formed under the Companies Act 1956,
is operating two cement plants by the name of Jaypee Rewa Plant & Jaypee Bela
Plant, with a capacity of 3.5 & 2.5 MTPA respectively, in Dist. Rewa (M.P) which is
the single largest cement complex at one location in India.
P a g e | 18
JAYPEE GROUP OFFICES
Head Office
‘JA’ House 63,
Basantlok, Vasant Vihar
New Delhi, 110057
Work Centre
P.O- Jaypeenagar
Distt. – Rewa 486 450
Madhya Pradesh
Registered Office
Sector 128
Noida 201304
Uttar Pradesh
P a g e | 19
HIERARCHY OF PERSONNEL & ADMINISTRATION
DEPARTMENT
Chairman
Managing Director
Director in Charge
President
Sr. Voice President (Admn.)
Voice President (HR)
Sr. General Manager (Pers.)
Manager
Personnel Officer
Staffs
P a g e | 20
KEY PERSONNEL
The key personnel responsible for the running
of Jaypee Group on smooth and
Well - oiled wheels are the following ones:
Chairman
He is the senior most executive in the organisation. He provides guidance
for the overall management of the organization and frames policies, which
include the quality policy.
Managing Director
He is the head of the organization and thus responsible for the laying down
of norms which ensure that the customer will be satisfied with the end
product. It is also his job to initiate actions that will correct any deviations from
the norms.
President
His responsibilities include execution of production activities and ensuring
that these activities fulfill the customer’s requirements. In this, he is supported
by a team of divisional heads.
P a g e | 21
VIEW ON HR SECTION
Keeping human aspects as a foundation, the H.R. department is divided into following sections:-
Personnel
Estate
Medical Services
Security
PERSONNEL SECTION
The activity wise responsibilities of personnel section are:-
1) Recruitment, Selection & Establishment: - Placing right man at the right
job and at a right time. The sources of recruitment used are:-
Data bank i.e. day-to-day application
Newspaper advertisement
Walk in interview
Campus selection
The methodology of selection includes written tests, practical tests, short
listing &Interviews.
P a g e | 22
2) Wages & Salary Administration & Time Office:- This cell maintains the
record of the employee attendance, overtime, leave, and the absence
record. Based on these the monthly salaries / wages of the employees is
prepared.
3) Safety: - This cell conducts the safety rounds in the plant to monitor the
usage of the personal protective equipment.
4) Training and Development: - This cell is responsible for conducting the
training programmes for the employees within the organization and
outside the organization.
5) Welfare and Industrial relation:- This department is held responsible for
carrying out various welfare measures as spelt out in various labour
regulation are implemented.
P a g e | 23
PART 02
REPORT
DETAILS
P a g e | 24
ABOUT THE REPORT
An organization is fully dependent on certain resources for its smooth working.
The resources commonly referred to as the five M's are:
Men
Machine
Material
Money
Method
Each of these has its own importance but it is a known and valid fact that
without the men or the human resource, all the other resources are of no avail.
Just as the existence and working of an organization depends upon it's man
power, likewise, the success of an organization depends upon the efficiency and
effectiveness of it's man power.
If the employees do not possess enough knowledge and skill regarding their
jobs and other related area then they won't be able to carry it out well. This will
hamper the smooth functioning of the organization and thus it will not be able to
achieve greater heights. So it is important to place right people at right job and it
can be possible through effective recruitment and selection process.
P a g e | 25
RECRUITMENT AND SELECTION
WHAT IS RECRUITMENT?
Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidate. it is the next step in the
procurement function, the first being the manpower planning . Recruiting makes
it possible to acquire the number and types of people necessary to ensure the
continued operation of the organization. Recruiting is the discovering of potential
applicants for actual or anticipated organizational vacancies. in other words , it is
a ‘linking activity’ bringing together those with jobs and those seeking jobs.
Recruitment ordinarily means obtaining fresh supplies but in context of personnel
management it is an activity of discovering job seeker for the present and future
needs of the organization.
ACC. TO Flippo, “RECRUITMENT has both positive &negative activity. He says
“It is a process of searching for prospective employees & stimulating &
encouraging them to apply for jobs in an organization. It is often term positive in
that it stimulates people to apply for jobs to increase the’ hiring ratio, i.e. the
number of applicants for a job. Selection, on the other hand tends to be negative
because it rejects a good member of those who apply, leaving only the best to be
hired.”
According to Youder “ RECRUITMENT is the process for discover the sources
of manpower to meet the requirements of staffing schedule & to employee
P a g e | 26
effective measure for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force “.
So recruitment is the process of searching prospecting employees &
stimulating them to apply for jobs in the organization.
SELECTION?
“Selection as the name implies, involves picking for hire a subset of
workers from the total set of workers who have applied for the job. selection are
done comparing the requirements of a job with applicants qualification .an
attempt is to make find a round peg for a round hole in doing so naturally many
applicants are rejected . this makes selection a negative function. In contrast a
recruitment is positive function because in it an attempt is made to increase the
numbers of applicants per job opening.”
“Selection is the process of differentiating between applicants in order to
identify (and hire) those with a greater likelihood of success in job”.
“Selection of employees is the process of picking up the most competent and
suitable candidates”.
According to Dale Yoder, “Selection is the process in which candidates far
employment are divided into two classes, those who are to be offered
employment and those who are not”.
RECRUITMENT AND SELECTION PROCESS
P a g e | 27
The recruitment and selection process is a series of hurdles aimed at
selecting the best candidate for the job.
P a g e | 28
RECRUITMENT & SELECTION PROCESS-:
Collection of Resumes
Data Bank Maintenance
Screening of Resumes
Preparing Interview Schedule
Making Call Letters
Informing the Interview Panel
Conducting Written Test & Interviews
Salary Negotiation
Offer Letter
Joining Procedure
Induction Program
Management Information System
1). Collection of resumes
In this process the recruitment department collects the resume of desired
candidates who are willing to do the job.
COLLECTION OF RESUMES
INTERNAL SOURCES EXTERNAL SOURCES
P a g e | 29
INTERNAL SOURCES: -
Internal sources refer to the present working force of company. In the event of a
vacancy, some one already on the payroll is promoted.
There are 3 major advantages of internal recruitment
1. It results into promoting people and thereby increasing their morale,
commitment and satisfaction.
2. It is less costly then external recruitment
3. It recruits people about whom organizations typically have a better
knowledge.
There are 3 disadvantages of internal recruitment
1. It encourages inter-personal politics and bickering.
2. It perpetuates the old concept and way of doing things
3. It promotes competition among different section of the organization
for getting the same individual.
Types of internal sources
1). REFERENCE CASE
In this case the recruitment department calls for interview such type of
candidates, they are relatives of existing employees for the respective
designation. Some times they are directly appointed depending up on the value of
referral in the company.
COLLECTION OF RESUMES
INTERNAL SOURCES EXTERNAL SOURCES
P a g e | 30
For example if the reference is from the Managing Director of the company then
the candidate would be directly appointed for the respective designation. This
method will be useful, if the employees recommend most suitable candidates. the
method creates feeling of belongingness with the venture and the existing
employees contribute their best efforts
2). LAND CASE
In this case the recruitment department calls such type of candidates whose land
is purchased by the company. In this process candidates after clearing the
selection procedure are recruited for the job according to their qualification and
previous job experience.
P a g e | 31
EXTERNAL SOURCES:-
External recruitment is resorted to only when requirements cannot be met from
internal promotions. External recruitment lies outside an organization.
Advantages of external sources
1). External sources provide the requisite type of personal for an organization,
having skill, training and education upto the required standard.
2). Since persons are recruited from a large market, the best selection can be
made without any distinctions of caste, sex or colour.
3).In the long run, this source proves economical because potential employees do
not need extra training for their jobs.
Disadvantage of external sources
External recruitment suffers from, what is called “brain drain”. Especially when
experienced persons are raided or hunted by sister concerns.
Types of external sources
1. ADVERTISEMENT
In this process the recruitment departments publish advertisement for required job.
If job post is executive level then the advertisements publish in the national news
paper like (Times of India, Hindustan Times etc) .if job post is operative level like
teachers, trainer etc. then the advertisements publish in the local news paper (Danik
Bhaskar, Nav Bharat) etc. in recent times, this medium has become just as colourful,
lively and imaginative as consumer advertising. The ads generally give a brief outline
P a g e | 32
of the job responsibilities, compensation package, prospects in the organization. This
method is appropriate when (a) the organization intends to reach a large target
group (b) The organization wants a fairly good number of talented people – who are
geographically spread out.
2. WALK IN INTERVIEW
Such type of interview s are generally conducted for hiring employees in the
lower /middle cadre or we can say the busy organizations and the rapid changing
companies do not find time to perform various functions of recruitment .therefore,
they advise the potential candidates to attend for an interview directly and without a
prior application on a specified date, time and at a specified place. The suitable
candidates from among the interviewees will be selected for appointment after
screening the candidates through test and interviews.
3. CAMPUS INTERVIEW
Different types of organizations like industries, business firms, and service
organizations, social or religious organizations can get inexperienced candidates of
different types from various educational institutions like colleges and universities
imparting education in science, commerce, arts, engineering, medicine, management
studies etc. and trained candidates in different disciplines like vocational training
institutes of state governments in various trades. Most of the universities provide
facilities for campus recruitment and selection. They maintain organization seeking
to recruit the candidates from this source can directly contact the institutes either in
person or by post and stimulate the candidates to apply for jobs. Most of the
organizations using this source perform the function of selection after completing
recruitment in the campus of the institute itself with a view to minimizing time lapse
P a g e | 33
and to securing the cream before it is attracted by some other organizations. The
campus recruitment is one of the best sources for recruiting the Cream of new blood.
4. DATA BANK
In this process the recruitment department make a data bank, in which resumes
of different candidates are stored for future reference.When organization need
any prospective employees, then recruitment department go through in data
bank for the suitable candidate. After this recruitment department call them and
conduct their written test and personal interview
5. DATA BANK MAINTANCE
In this Process the Recruitment Department segregate the Resumes of Candidates
on the basis of their Qualification, Job Experience etc. It means if candidates have
technical degree then we keep this in technical department. Non technical like
M.B.A ‘S, GRADUATE‘s resumes are in the non technical department
6. SCREENING OF RESUMES
On the basis of different department requirements if the candidates qualification,
relevant experience Age are matching then the recruitment Department Screen
the required Resumes.
7. PREPARING INTERVIEW SCHEDULE
In this process the recruitment Department prepare the interview schedule.In this
they mention that date of interview, place of interview, time of interview, number
of Interviewee, who will take the interview etc.
P a g e | 34
P a g e | 35
P a g e | 36
Surveyor
Electrician Turner Diesel Instructor Welder
P a g e | 37
8. MAKING CALL LETTERS
In this Process the recruitment Department makes the call letters & send message to
the candidates in this process the sending Media like as Telephone, e-mail, admit
card, etc.
9. INFORMING THE INTERVIEW PANNEL
IN this process the recruitment department consult the Panel for taking the
interview.In this they mention that how much candidates for the interview, on which
date interview will be happen, for which department have to need the employee.
10. CONDUCTING WRITTEN TEST AND INTERVIEWS
P a g e | 38
In this process the recruitment department plays very important role .the
recruitment department conduct all types of interviews and written test. in this
process firstly candidates have to face the written test .in this included such type of
questions like as common sense related ,numerical ability, reasoning etc. after this if
they are selected then their interview will be conducted. in interview process this is
must ,at least one member of HR department should be there.
11. SALARY NEGOTIATION
This process is conducted after selection of the employee, in this process the
organization call the selected person and conduct meeting with them and ask, what
is the expectation salary of him, And how much salary they can provide to him. If
there is no balance, then they negotiate the salary problem. Due to consult such type
of thing. They ask what is the salary of their previous job, how much amount they
expect, after this they offer how much amount they can give. If the candidates will
agree then company provide to him /her offer letter.
12. OFFER LETTER
After salary negotiation, the recruitment department make offer letter for them. in
offer letter mention such type of thing, like as Name ,Designation, date of
joining ,address of the department, where they have to do report etc. when
candidates report in the given address then they are recruited for the prospective
job. But for reporting they have to given a limited time .if they come after one month
without extension then his offer will be withdraw and his data will go in the selected
but not joined . for example
P a g e | 39
13. JOINING PROCEDURE
In this procedure such type of information about candidates are mentioned
Like as
1). Statement
Name
Sex
Religion
Marital status
Date of appointment
2). Notification
3). Pension scheme (p.s.)
4). Employee provident fund (E.P.F.) etc
14. INDUCTION PROGRAME
Induction is the process of acclimatizing a new employee to the new social setting of
his work. This should take into account two majors’ objects (1) Familiarizing the new
employee with his new surroundings and company rules and regulations and (2)
integrating his personal goals with organizational goals. To achieve these twin
objects the complete induction process is divided into 2 phases. In the first phase,
the induction is done by the personal department which supplies to the new
employee all sorts of information relating to the company. The information which is
commonly passed on to the new employee covers to the following subjects:
1. Company history, products and major operations.
P a g e | 40
2. Geography of the plant.
3. Structure of the organization and function of various
departments.
4. General company policies and regulation regarding wages and
payments, hours of work and overtime, safety and accidents,
discipline and grievances, uniforms and clothing and parking.
5. Economic and recreational services available.
6. opportunities for promotion and transfer, job stabilization
7. And suggestion system.
It is believed that the above information is conducive to the development of
favorable attitudes in the employee, and also help new employee to become more
effective in his job.
In the second phase (called the buddy system or the sponsor system) induction is
done by the supervisor. He has the responsibility of seeing that both the newcomer
and the work team accept each other. He has also the responsibility of achieving the
more difficult second objective of convincing the new comer that
What is the good for company is also good for him. It should be remembered that
even though the first impression made on the mind of the new comer is always a
lasting impression. A ten step program usually followed by a supervisor in the second
phase is as under:
1. Greeting the new-comer cordially.
2. Displaying a personal interest in the new- comer.
3. Reviewing his terms of employment.
4. Showing the new-comer around.
P a g e | 41
5. Giving additional information.
6. Explaining the importance of his job in relation to other jobs
7. Telling the new comer to his duties
15. MANAGEMENT INFORMATION SYSTEM
Management information system department collects the all information about the
whole personal and administration department. This department merge all
information of whole department .it accomplish the all information required in
decision making. This department is so important part of the P&A department
because all information of every section is mentioned in this and whenever any
department has to need the Information.
EFFECTIVE RECRUITING
All organizations, whether large or small, do engage in recruitment activity, though
not to the same extent. This differs with two factors
1). External factor
2).Internal factor
External factors affecting recruiting: Looming undersupply of workers Lessening of the trend in outsourcing of jobs Increasingly fewer “qualified “candidates
Internal factors affecting recruiting: The consistency of the firm’s recruitment efforts with Its strategic
goals.
P a g e | 42
The available resources, types of jobs to be recruited And choice of
recruiting methods
No recruitment HR issues and policies
Line and staff coordination and cooperation
Advantages of centralizing recruitment: Strengthens employment brand
Ease in applying strategic principles
Reduces duplication of HR activities
Builds teams of HR experts
Provides for better measurement of HR performance
Allows for the sharing of applicant pools
PART 03
RESEARCH
METHODOLOGY
P a g e | 43
RESEARCH
METHODOLOGY
INTRODUCTION
OBJECTIVE OF RESEARCH
PART 03
RESEARCH
METHODOLOGY
P a g e | 44
METHOD OF DATA COLLECTION
SAMPLE DESIGN
ANALYSIS OF DATA
FINDINGS OF STUDY
RESULTS
ASSESSMENT OF FINDINGS
SUGGESTIONS
SUMMARY
P a g e | 45
INTRODUCTION
All progress is the born of inquire. Doubt is often better than
overconfidence for its lead to inquiry leads to invention. “This is the famous
Hudson Maxim statement in context of which the significance of research can
well be understood. Increased amount of research makes progress possible.
Research Methodology is the way to the systematical solution of the
research problem. It focuses on the various steps adopted in studying the
research problem along with the logic behind using them.
Objective of The Research
The research work is carried out with the basis objective of determining the
effectiveness of recruitment process influence exerted on the company’s
performance.
During the research, the data regarding the same was collected and
analyzed in order to find out whether the recruitment programme were their cost
with respect to increasing the company’s performance.
The focus was also on determining the ways in which recruitment process
can be improved, so that the influence they exert of the output of the company as
well as efficiency and effectiveness of employee’s can be maximized.
P a g e | 46
Methods of Data Collection
The task of data collection begins after the research problem or the
objective of research has been define there are two kind of data that can be
collected. One is primary, which is original in character, as it has been collected
for the first time. The other one secondary, which was already been collected and
need only, be compiled.
For my research, I chose the primary source of data collection. The choice
was born to certain facts. Firstly the true position of the company and their
performance with regards to recruitment process can be judge only by going to
them and making inquires. Studying pre – calculated tables regarding the same
cannot do this.
Secondly, the secondary data may not have provided me with the details
and data, I really required.
Moreover, in order to be in position to make suggestions regarding the
improvement of these processes. I had to have a first hand knowledge of the
complete procedure, reaction and view of the persons involved.
VARIOUS METHODS OF PRIMARY DATA COLLECTION
There are lot methods using which primary data can be collected. These
are:
1. Observation Methods
Under the observation method the information is sought out by way
of investigation’s own direct observation with asking them to respondents.
P a g e | 47
2. Interview Method
The interview method of collection of data involves presentation of
oral – verbal stimuli and reply in term of oral – verbal responses. It can be :
(a) Personal Interview (b) Telephonic Interview
3. Questionnaire :
In this method, a questionnaire is sent to the person concerned with
the request to answer the question and return the questionnaire. It consist
with the number of questions printed or typed in a definite order on a form
or set of forms.
4. Through Schedules :
This method of data collection is very much like. The collection of
data through questionnaire, with a little difference, which lies in the fact
that schedules are being filed in by the enumerators, who are specially
appointed for the purpose.
P a g e | 48
Sample Design
Sample Design
Sample size: Sample Size is 20
Method of sampling: Deliberate Non-probability sampling was used
P a g e | 49
PART 04
ANALYSIS
OF DATA
P a g e | 50
Q.1 How did you come to know about vacancy in Jaypee Group?
Jaypee website 1 5%Job portals 1 5%Journals 12 60%Any others 6 30%Total 20 100%
11
12
6
Responses
JayPee.websiteJob portalsJournalsAny other
INTERPRETATION: In Jaypee group 60% employees know about vacancy by journals, 30% know about any other medium, 5% know about Jaypee website and 5% employee know about job portals. Journals are good source of spreading information about vacancy in Jaypee group.
P a g e | 51
Q2 How would you rate the recruitment advertisement of Jaypee?
Excellent 5 25%Good 8 40%Average 6 30%Poor 1 5%Total 20 100%
5
8
6
1
Responses
ExcellentGoodAveragePoor
INTERPRETATION:
Here we get the mix responses from the respondent. In which out of total 40% responses are for good, 30% average and 25% for excellent. So, in this way we can say that it is satisfactory.
P a g e | 52
Q. 3 Prior to interview process how would you rate the quality of recruitment related information provided by Jaypee compared with other organization ?
Excellent 3 15%Good 7 35%Average 7 35%Poor 3 15%Total 20 100%
3
77
3
Responses
excellentgoodaveragepoor
INTERPRETATION:
In this context we get the mix responses in favour of average and good. So, here we can say that information provided by Jaypee is satisfactory.
P a g e | 53
Q.4 in your opinion, which is the best sources of recruitment and why ?
Campus interview 8 40%Press advertisement 7 35%Employment agencies 2 10%Internet 3 15%Total 20 100%
8
7
2
3
responses
campus interviewpress advertisementEmployment agencisesinternet
INTERPRETATION:
Here the company is recruiting the large number of employees through campus interview and by press advertisement . So, here the company has to improve their sources of recruitment also.
P a g e | 54
Q. 5 Do you prefer an online application form or hard copy ?
Online 14 70%Hard copy 6 30%Total 20 100%
14
6
responses
onlinehard copy
INTERPRETATION:
In this regard most of the employees are preferring online application form So, here online form is good.
P a g e | 55
Q. 6 How would you rate the necessity of telephonic interview before the personnel interview ?
Very high 5 25%High 7 35%Low 5 25%Very low 3 15%Total 20 100%
5
7
5
3
responses
very highhighlow very low
INTERPRETATION:
For this aspect respondents has given mixed response for the necessity regarding telephonic interview before personal interview. But here 50% think that it is necessary, So in nutshell we can say that it is necessary.
P a g e | 56
Q.7 Do you think that the content of the application blank i.e. Green form provides sufficient information about the prospecting candidate?
Excellent 4 20%Good 10 50%Average 6 30%Poor 0 0%Total 20 100%
4
10
6
responses
excellent goodaverage poor
INTERPRETATION:
As per the content of application blank large number of respondents gives responses above the average so here we can say that it is satisfactory.
P a g e | 57
Q. 8 How would you rate the clarity or simplicity of instructions giver in the application form ?
Excellent 5 25 %Good 11 55 %Average 4 20 %Poor 0 0 %Total 20 100%
5
11
4
responses
excellent goodaveragepoor
INTERPRETATION:
In this regard respondents gives their responses more than 50% to good, and 24% to excellent, so in overall it is above the average so, here it is satisfactory.
P a g e | 58
Q. 9 how would you rate the time management of the organization while conducting the interview ?
Excellent 2 10%Good 8 40%Average 7 35%Poor 3 15%Total 20 100%
2
87
3
responses
excellentgoodaveragepoor
INTERPRETATION:
Here for management of interview conduction the respondents given their responses more to the average and poor, but some also gives as good, but here it can be said that it is not satisfactory.
P a g e | 59
Q.10 How would you rate the interview arrangement ( process of call letters and all) of Jaypee group?
Excellent 4 20%Good 8 40%Average 6 30%Poor 2 10%Total 20 100%
4
8
6
2
responses
excellentgoodaverage poor
INTERPRETATION:
For interview arrangements the respondents perceived 40% good and 20% excellent. So, here it can be said that it is satisfactory.
P a g e | 60
Q. 11 How would you grade the interviewer’s attitude at the time of personnel interview?
Excellent 4 20%Good 11 55%Average 4 20%Poor 1 5%Total 20 100%
4
11
4
1
reponses
excellentgoodaverage poor
INTERPRETATION:
As the point of interviewer’s attitude is concerned the respondents gives their responses mere in good and excellent which is 75% put of total responses so here it is satisfactory.
P a g e | 61
Q 12 how would you rate your comfort level during interview?
Excellent 6 30%Good 9 45%Average 4 20%Poor 1 5%Total 20 100%
6
9
4
1
responses
excellentgoodaveragepoor
INTERPRETATION:
During the interview 45% employees said that his comfort level was good and 35% said that his level was excellent. So here it can be said that it is highly satisfactory.
P a g e | 62
Q.13 how would you rate the arrangement of your personnel requirement ( travel allowances/ accommodation/ refreshment)?
Excellent 5 25%Good 10 50%Average 5 25%Poor 0 0%Total 20 100%
5
10
5
responses
excellent goodaveragepoor
INTERPRETATION:
Here for the arrangement of personal requirement. All the responses are in average, good and excellent, out of which 50% to the good and 25% to excellent so here it is satisfactory.
P a g e | 63
Q. 14 How would you rate the necessity of employment test/trade test before selection?
Very high 7 35%High 10 50%Low 3 15%Very low 0 0%Total 20 100%
7
10
3
responses
very highhighlowverylow
INTERPRETATION:
In this regard the responses are mere in good and excellent which are above average so here it is highly satisfactory.
P a g e | 64
Q. 15 How would you rate the clarity of communication in the arrangements of recruitment and selection?
Excellent 6 30%Good 10 50%Average 4 20%Poor 0 0%Total 20 100%
6
10
4
responses
excellentgoodaverage poor
INTERPRETATION:
In this regard most of the responses are above average and in which 30% are excellent, so here it is satisfactory.
P a g e | 65
Q. 16 how would you rate the necessity of training before the candidates are put on the job?
Very high 14 70%High 5 25%Low 1 5%Very low 0 0%Total 20 100%
14
5
1
responses
very highhighlowvery low
INTERPRETATION:
In this aspect the most of responses are in the very high scale, so it can be said that it is the most important task to do before putting candidates on the job.
P a g e | 66
Q.17 What are the reasons behind joining Jaypee ?
Brand name 6 30%Compensation Benefit 3 15%Growth Potential 9 45%Working Env. 2 10%Total 20 100%
6
3
9
2
responses
brand namecompensation benefitsgrowth potentialworking environment
INTERPRETATION:
In this regard there are mix responses in which most are preferring growth potential and after that brand name, so in this part the company have to increase the important of other parts who attracting candidates.
P a g e | 67
Q.18 the overall recruitment and selection process in Jaypee is
Excellent 6 30%Good 10 50%Average 3 15%Poor 1 5%Total 20 100%
6
10
3
1
responses
excellentgoodaveragepoor
INTERPRETATION:
In this regard 50% employees responses good and 30% excellent for overall recruitment & selection process in Jaypee. So it can said that it is highly satisfactory.
P a g e | 68
Findings of the Study
The findings of the study are the most important part of the report work. Through this
we can find out the degree to which our objective of the research has been satisfied.
The finding helps us to generate an idea regarding the true position of the system or
factor under study along with its positive points and drawback both. Under study along
with its positive points and drawback both .in my summer training I have learned so
much things in P & A department and find out following things
1. Interviews are better for assessing applied mental skills, conscientiousness,
interpersonal skills, and person-organization fit of the applicant
2. Interviews are the most frequently used selection tool.
3. Recruitment and selection process involve various steps.
4. All strategy which applied in different channels of recruitment and selection
process.
5. All (Internal &External) factors affect the recruiting.
P a g e | 69
SUGGESTIONS
Interview should be structured to ensure against distortion due to interviewers’
biases.
Written tests must show a valid connection to job-related performance requirements.
There should be computerized software packages to determine of future staff needs
by projecting sales, volume of production, and personnel required to maintain a
volume of output
There should be computerized inventory of information that can be accessed to
determine employees’ background, experience, and skills that may include Work
experience codes, Product or service knowledge, Industry experience, Formal
education etc.
There should be minimum appointment of reference cases / Land cases.
SUMMARY
Individuals bring their skill, knowledge, good and bad qualities and attitude with
them, when they join an organisation. It then rest upon the organisation to strengthen
their good points and play down the bad ones, thus improving their quality of work. A
good majority of the organisation relies upon recruitment programme when it comes to
enhancing the efficiency and effectiveness of employees as well as the company.
The summer Training and report work were centered around finding out the
extent of recruitment process influence on the over all growth of the company. The
objective being, understand whether the recruitment process effectively held in Jaypee
Group and really contributing the growth of the company. Research work was of utmost
importance for the fulfillment of this objective. The research involves a review of
secondary data, which included recruitment related records available at the concerned
organisation itself.
P a g e | 70
QUESTIONNAIRE
Disclaimer: The data gathered through this questionnaire would be used exclusively for the purpose of academic research only.
General profile:
Gender - Male Female
Age group: 20-30 years 30-40 years above 40 years
Experiences: (tick any one)
a) Less than 2 years b) 2 to 5 yearsc) 5 to 10 years d) more than 10 years
1. How did you come to know about vacancy in Jaypee group?
a) Jaypee web siteb) Job portalsc) Local or National Newspapers or Professional Journalsd) Any other source
2. How would you rate the recruitment advertisement of Jaypee?
a) Excellentb) Goodc) Averaged) Poor
P a g e | 71
3. Prior to interview process how would you rate the quality of recruitment related information provided by Jaypee compared with other organizations?
a) Excellentb) Goodc) Averaged) Poor
4. In your opinion, which is the best source of recruitment & why?
a) Campus Interviewb) Press advertisementc) Employment agenciesd) Internet
5. Do you prefer an online application form or hard copy?
a) Onlineb) Hard copy
6. How would you rate the necessity of Telephonic Interview before the personal interview?
a) Very highb) Highc) Lowd) Very low
7. Do you think that the content of application blank i.e. Green Form provides sufficient information about the prospecting candidate?
a) Excellentb) Goodc) Averaged) Poor
8. How would you rate the clarity or simplicity of instructions given in the application form?
P a g e | 72
a) Excellentb) Goodc) Averaged) Poor
9. How would you rate the time management of the organization while conducting the interview?
a) Excellentb) Goodc) Averaged) Poor
10. How would you rate the interview arrangements (process of call letters and all) of Jaypee group?
a) Excellentb) Goodc) Averaged) Poor
11. How would you rate the interviewer’s attitude at the time of Personal interview?
a) Excellentb) Goodc) Averaged) Poor
P a g e | 73
12. How would you rate your comfort level during interview?
a) Excellentb) Goodc) Averaged) Poor
13. How would you rate the arrangements of your personal requirements (like travel allowances /accommodation /refreshment)?
a) Excellentb) Goodc) Averaged) Poor
14. How would you rate the necessity of Employment Test /Trade Test before Selection?
a) Very highb) Highc) Low
d) Very low
15. How would you rate the clarity of communications in the arrangements of Recruitment & Selection process?
a) Excellentb) Goodc) Averaged) Poor
16. How would you rate the necessity of Training before the candidates are put on the job?
a) Very highb) Highc) Lowd) Very Low