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RANI CHENNAMMA UNIVERSITY BELAGAVI
BIJAPUR Liberal District Education Association
A.S.PATIL COLLEGE OF COMMERCE, MBA PROGRAMME (AUTONOMOUS)
(Approved by AICTE, New Delhi & Affiliated to Rani Chennamma University, Belgavi)
A Report submitted in Partial Fulfillment of the Requirement for the Award of
MASTER OF BUSINESS ADMINISTRATION
PROJECT REPORT ON
“ORGANISATION STUDY AND RECRUITMENT PROCESS AT BMM ISPATLTD.
DANAPUR HOSPET (TQ) BELLARY (DISTRICT)”
Submitted by
ALTAF.A.NADAF
MBA II SEMESTER
Reg.No.MBA13002
2013 – 2015
Internal guide EXTERNAL GUIDE
Prof.MAMATA BANNUR Mr.G.SRIDHAR
HRMANAGER
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ACKNOWLEDGMENT
First and Foremost, I would like to place my gratitude to the BLDEA’S A.S.P
COLLEGE OF COMMERCE MBA PROGRAMME (Autonomous) for including
project report work at MBA course and thereby giving me this practical
experience.
I express my heartiest thanks to my company guide Mr .G. Sridhar(HR-
MANAGER) for providing me an opportunity to do my project work in their
organization.
Any accomplishment requires the efforts of many people I am Indebted to all the
employees of BMM ISPAT LIMITED who in spite of their busy schedule helped
in all the way of providing information directly or indirectly collecting data for my
report and to complete my project work successfully, by giving timely assistance.
Lastly, I express my sincere thanks to Dr.Savita.S.kulkarni DIRECTOR of
BLDEA’s MBA Programme (Autonomous) Bijapur; I also would like to thank my
internal guide Prof.MAMATA BANNUR who guided me throughout my project
work.
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DECLARATION
I the undersigned student Mr. Altaf.A.Nadaf hereby declare that the project entitled
“ORGANIZATIONAL STUDY AND RECRUITMENT PROCESS” with
reference to BMM ISPAT LTD., DANAPUR VILLAGE HOSPET (TQ)
BELLARY (DISTRICT)”. I carried out an independent research work during 05th
august to 05th October 2014. A report submitted in Partial fulfillment of the
requirement of MASTER OF BUSINESS ADMINISTRATION, of Rani
Chennamma University, Belgaum from BLDEA’s A.S.PATIL College of
Commerce.
Place: BIJAPUR Altaf.A.Nadaf
Date: REG NO.MBA13002
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TABLE OF CONTENTS
CONTENTS PAGE NO
Executive Summary
Chapter 1 Introduction to concept
Chapter 2 Industry Profile
Chapter 3 Company Details
Organization structure
Product Profile
plants
Board of Directors
Departments and
functions
SWOT Analysis
Chapter 4 Theoretical frame work
Introduction to
Recruitment
Need for recruitment
Recruitment Process
Types of Recruitment
Recruitment Process in
BMMIL
Chapter 5 Research Methodology
Purpose of study
Need of study
Objective of study
Limitation of study
Chapter 6 Findings and suggestion
Findings of the study
Suggestion of the study
Conclusion of the study
Bibliography
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EXECUTIVE SUMMARY
Today, in every organization personnel planning as an activity is necessary. It is an
important part of an organization. Human Resource Planning is a vital ingredient
for the success of the organization in the long run. There are certain ways
that are to be followed by every organization, which ensures that it has right
number and kind of people, at the right place and right time, so that organization
can achieve its planned objective.
The objectives of Human Resource Department are Human Resource
Planning, Recruitment and Selection, Training and Development, Career
planning, Transfer and Promotion, Risk Management, Performance Appraisal
and so on. Each objective needs special attention and proper planning and
implementation. For every organization it is important to have a right person
on a right job. Recruitment and Selection plays a vital role in this situation.
Shortage of skills and the use of new technology are putting considerable pressure
on how employers go about Recruiting and Selecting staff. It is recommended to
carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on
Recruitment process. This project includes Meaning and Definition of
Recruitment and Need and Purpose of Recruitment, Evaluation of Recruitment
Process, Recruitment Tips. The Sources of recruitment through which an
organization gets suitable application. Scientific Recruitment
Which an organization should follow for, right manpower. Job Analysis, which
gives an idea about the requirement of the job. Recruitment and Selection are
simultaneous process and are incomplete without each other. They are important
components of the organization and are different from each other.
Since all the aspect needs practical example and explanation this project includes
Recruitment Process of BMM. And a practical case study. It also contains
addresses of various and top placement consultants and the pricelist of
advertisements in the magazine.
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1. INTRODUCTION
Recruitment is the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
efficient personnel.
Staffing is one basic function of management. All managers have responsibility
of staffing function by selecting the chief executive and even the foremen and
supervisors have a staffing responsibility when they select the rank and file
workers. However, the personnel manager and his personnel department is mainly
concerned with the staffing function.
Every organization needs to look after recruitment and selection in the initial
period and thereafter as and when additional manpower is required due to
expansion and development of business activities .Right person for the right job
is the basic principle in recruitment and selection. Every organization should give
attention to the selection of its manpower, especially its managers. The operative
manpower is equally important and essential for the orderly working of an
enterprise.
Every business organization/unit needs manpower for carrying different
business activities smoothly and efficiently and for this recruitment and
selection of suitable candidates are essential. Human resource management in
an organization will not be possible if unsuitable persons are selected and
employment in a business unit.
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INDUSTRY PROFILE
India has emerged as the fourth largest steel producing nation in the world, as per the recent
figures released by world steel association in april, 2011. India is currently the 2nd largest
producer of crude steel in the world. The industry is equipped to meet over 90% of country’s
total requirement of steel, with imports restricted primary to small quantity of sophisticated high
value additional products.
Steel is a product of capital intensive and complex industry that requires national attention for its
development. The demand of steel is a basically derived demand, growth in the industry is
dependent on the level of activity of the steel consuming industries specifically the construction,
automotive, appliances and other durables.
The industry is in the threshold of a new era. The departure from a regime of control of free
market, from production to completion, from public sector to private sector investment and from
an inward marketing policy to a global vision has all placed. The industry in a core of
development and there has been endless opportunities and also at the same time stiff challenges
and a terrain of uncertainty to improve its strength and competitive edge to good quality products
at lower prices.
Steel is crucial to the development of any modern economy and is considered to be the backbone
of human civilization. The level of per capita consumption of steel is treated as an important
index of the level of socio economic development and living standards of the people in any
country. It is product of large and technologically complex industry having strong forward and
backward linkages in terms of material flows and income generation. All major industrial
economies are characterized by the existence of a strong steel industry and the growth of many
of these economies has been largely shaped by the strength of their steel industries in their stages
of development.
The new Greenfield plants represent the latest in technology. Output has increased, the industry
has moved up in the value chain and exports have risen consequently to a greater integration with
the global economy. The new plants have also brought about a greater regional dispersion easing
the domestic supply position notable in the western region. At the same time, the domestic steel
industry faces new challenges.
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Company Profile
An enterprising enthusiastic man LATE UDAYCHAND SINGHI was drawing the blue print of
his small mines minerals business in 1976. He was an experienced person to supply iron ore to
MMTC. Subsequently they started developing markets in the private sector. This leads to the
emergence BHARATH MINES AND MINERALS GROUP. BMM GROUP is one of the India’s
exporters of iron located in the Bellary – Hospet – Sandur Belt in Karnataka, India. BMM
believes “THINKING IS THE CAPITAL EXPERTISE IS THE WAY HARDWORK IS THE
SOLUTION”.
At present Mr.DINESH KUMAR SINGHI heads BMM group in his capacity of MANAGING
DIRECTOR> He is known as seasoned business person and is also a qualified engineer and has
under gone intensive training in the industry. The Singhi group is a well known business group
in the field of mining of iron ore and operating mini steel plant producing sponge iron, TMT bars
and electric power. Today, BMM is a 2000 Crores company due to its focus on market
orientation and optimal usage of technology to achieve process efficiency and value addition.
BMM has always believed in the principle of sharing and hence continues to transfer this benefit
derived from sustained growth to its employees, partners and associates. The Bellary-based
BMM has chalked out plans to set up a Greenfield steel manufacturing plant at Hospet in
Karnataka at an estimated investment of around Rs.6, 700 corers. The plant is expected to have
an annual steel manufacturing capacity of around 2.2 million tones. The company already owns
and operates a pelletisation plant, beneficiation plant, sponge iron plant, induction furnace and a
steel rolling mill. The company land hold is 3600 acres and it is a limited company and it is a
large scale industry.
Location:
BMM group is located in the northern region of Karnataka. Nearby Hospet – Bellary – Danapur
has a serene environment and beautiful places for sightseeing within its vicinity.
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BMM ISPAT LTD
Organization:
It is established in 1976 by late Udaychandh Singhi, Bharat Mines and Minerals is one of India’s
largest exporters of iron Ore. The mines, located in the Bellary – Hospet – Sandur belt of
Karnataka India. Are rich with a range of grades / types of iron Ore catering to diverse
requirements of steel mills “Thinking is the capital, Expertise is the way, and hard work is the
solution. “
This BMM team, with its unique competencies is poised to transform the company into global
leader
Mission:
To be a manufacturing group in the Infrastructure segment and provide quality products by earning the
respect and loyalty of Customers, Channel Partners, Employees and Suppliers.
Being a professional team that leads by personal example to inspire and nurture talent within the
Organization and disseminate BMM value steam:
Idea, resources, focus, clarity and sound business strategy are alone not sufficient. Bring together a great
team which considers problems as disguised opportunities and work together with determination to
achieve the goals.
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GOAL AND OBJECTIVES:
Achieve 100% and overshoot the rated capacity.
Ensure to minimize shut downs
Achieve zero breakdowns
Complete term effect
Optimum utilization of available resources
Production capacity
Machines and Equipments
Infrastructural and utilization
Minimizes costs and Ensuring optimum use of time
SOURCES OF RAW MATERIALS:
H.R.Gaviappa
Karthik mines
The coal has been imported from South Africa and Indonesia, are of good quality.
BRANCHES:
Bangalore
Hospet
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LOGO OF THE COMPANY:
In our efforts positions ourselves as a company to definitely associate with, have our barn
appearance with a new sun like logo that is inspired by the Behr’s atomic structure of iron
(FE). Distinct and new age form the new BMM logo inherently display dynamism and
motion while the colour depict the stability, maturity and passion of the company.
The tagline “POTENTIAL IN TONNES” besides too obvious natural potential also portrays
the immense possibilities of growth intrinsic in the company and its people.
CORPORATE SOCIAL RESPONSIBILITES:
BMM in being a good Corporate Citizen is committed to its activities in the area of
Corporate Social Responsibility (CSR). BMM hence has been able to have deeper
relevance to the society by creating values that is inclusive and truly benefits all.
The few of the CSR activities of the BMM Group are as follows:
BMM has set up a foundation called "ANURAG REHABILITATION PROGRAMME
FOR A DISABLED CHILD" way back on 20.10.2008 in association with Sanjeevini
Hospital, Kappagal Road, Bellary 583 103 to provide free treatment for club foot disease
in children which is very prevalent in and around Bellary. The foundation have conducted
operations and successfully cured till date around 300 kids.
BMM have constructed 700 houses at Kudloor & Motur Villages in Siraguppa Taluk of
Bellary District in Karnataka for the people who lost their house in the floods in the year
2009.As committed and promised all 700 houses are completely built and handed over to
the Government. The Deputy Commissioner, Bellary recently conducted a program and
has started distributing the houses for the homeless who lost their house in floods.BMM
have spent Rupees Seventeen Corers on this project.
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Conducted a medical camp for physically handicapped at Arogya Kendra, Sandur taluk.
1)300 people were covered
2)23 were fitted with artificial Jaipur legs
3)38 people were fitted with caliper legs
4)52 people were provided with tri – cycles
ENVERONMENT:
We have shown our commitment towards keeping our surroundings eco – friendly by
planting more than 0.5 million saplings of different species in and around our mining
areas. Pioneers in this space in the Bellary – Hospet belt, were the first private company
to have a water pipeline project up the hill to facilitate afforestation and suppression in a
scientific manner
CULTURE:
We have constructed a temple at the mining area for surroundings villages. Where major
functions are held every November 4000 to 5000 people from across 10 to 15 nearby
villages attend these functions every year.
PRODUCT PROFILE
PRODUCTS OF BMM GOUP:
SPONGE IRON
INDUCTION FURANCE
ROLLING MILL
235 MW POWER PLANT
PELLET PLANT
BENEFICIATION PLANT
BRICK PLANT
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Manufacturing Plant
BMM believes that true potential is quantified only by excellence in performance. Entrenched
with ambition, sincerity and dedication to deliver world-class products and services in the
industries of Steel, Iron & Power we strive to provide exceptional superiority, most
competitively.
Current capacities are:
Beneficiation Plant 2.60 Million Tons per annum
Pellet Plant 2.40 Million Tons per annum
Sponge Iron Plant 0.73 Million Tons per annum
Induction Furnace 0.10 Million Tons per annum
Rolling Mill 0.09 Million Tons per annum
Power Plant
Integrated steel plant
235 MW
1.25millon Tons per annum
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Pre heating technology 500 TPD Sponge iron plant
BMM ISPAT LIMITED is India’s first 500 TPD sponge iron plant with pre heating
technology. This is a coal based sponge iron process utilizing waste gas generated
in the system to preheat the pellets, which reduces coal consumption and also has a
positive impact on the environment. First Axis, 500 TPD is commissioned in
November 2008 and expanded to 4X500 TPD by 2011.
Raw material required are sized Iron Ore pellet (8 - 16 mm), non-coking coal of
size 0-25 mm and Dolomite of 4-8 mm size. The feed pellets are preheated to 900°
C with the exhaust gas coming from the main kiln in counter direction.
Temperatures of the charge bed inside the main kiln are confined to the maximum
of around 950-1080°C. The reducing agent CO is generated by coal gasification.
The CO reduces the iron oxide gradually to metallic iron as charge travels to the
end of the kiln. The product discharge from the kiln is indirectly cooled in rotary
cooler to 100°.C.
Sponge Iron : Sponge iron is a generic name of metallic product obtained through reduction of
iron oxide (Hematite) in solid state.
Capacity: 500 Tons per day (TPD)
Raw materials:
Iron ore
Non coking coal
Lime stone or dolomite
Major units:
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Rotary kiln
Rotary coolers
After burning chamber
Screens
Magnetic Separation
Technology: Direct Reduction of iron ore in Rotary Kiln.
Products: Sponge iron Lumps and Fines.
Bye products: Dolochar and Waste gases.
Utilization of Bye Products:
Dolochar can be used for power generation in power plant.
Waste gases can be used for power generation in power plant.
People: 150 to 170 people
INDUCTION FURANCE AND CONTINEOUS CASTING MACHINE
Introduction:
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There are 4 induction furnace in which 2 is used alternatively using power furnaces were not
wide spread because they were very expensive. Due to improved reliability and technological
advancement of power electronics, inverters are available at an economical rate and the use of
induction furnace has spread widely. For the working of induction furnace the power is
generated within the company. Here the product of SID i.e., oxygen / waste gases are used for
power generation.
Billets: Melting charge in furnace by using the principal of electromagnetic induction.
Capacity: 300 tons per day
Raw materials:
Sponge Iron
Scrap
Ferro Alloy
Aluminum
Sodium Silicate
Technology:
Electro herm
Concast India
Product: MS Billets
Product Size: 100 to 200mm2
Bye Product: Slag
ROLLING MILL
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BMM ISPAT LIMITED commissioned its Rolling Mill in June 2006. The M.S.Billets produced
from the Induction Furnace are heated in a reheating furnace and rolled through a number of
rolling stands which progressively reduce the billet to the final size and shape of the bar..
Process:
Heating is carried out by combustion of producer gas generated in coal based producer
gasifier unit The Thermo Mechanical Treatment Process takes over and the bar is subjected
to heat treatment in three successive stages.
The three stages are as follows:
The first stage of ‘Quenching’.
The second stage of self-tempering.
The Third stage of Atmospheric cooling
Capacity: 25 tons per hour
Raw materials: Billets
Technology: Temp core
Product: TMT (Thermo Mechanically Treated) Bars.
SIZES: 8mm, 10mm, 12mm, 16mm, 20mm, 25mm, 28mm & 32mm.
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220KV SUB STATION or SWITCH YARD
Capacity: 220KV
Major units:
20MVA Transformers
245 KV current transformer/inductive voltage transformer /capacitive voltage transformer
245 KV SF 6 circuit breakers
Purpose: Receiving and distributing 220 KV / 11 KV Power to individual divisions.
Advantage: Connected to national grid, so assurance of continuous supply of power.
PELLET PLANT
Pellets: Agglomerated & heat hardened Iron Ore fines
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Capacity: 1.2million tons per annum
Raw Material:
Iron ore fines
Coal
Lime stone
Betonies
Major units:
Mixer
Traveling gate
Rotary Kiln
Cooler
Circular cooler
Product Handling system
Product: Pellets
THERMAL POWER PLANT
Capacity: 25 MW
Major units:
Waste heat recovery boilers: 10 tons per hour – 2 no’s.
Atmosphere fluidized bed, combustion boilers: 95 tons per hour – 1 no’s.
25 MW Injection Turbines.
25 MW Generators.
Air cooled condenser.
Fuels:
Coal
Dolor Char
Coke Breeze
Julie Flora
Technology: Coal based and waste heat recovery boilers.
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BENEFICIATION PLANT
Beneficiation: Up gradation of Iron Ore
Capacity: 1.2 million tons per annum
Raw Material: Iron Ore
Major Units:
Crusher
Ball Mill
Gravity Separator
Magnetic Separator
Thickener
Filter
Product: High grade Iron Ore.
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ORGANIZATION STRUCTUER OF BMM:
PLANT
SERVICES
HR
MARKETING
DESPATCH
QA & IF STORE
DEPT
PURCHA
SE
DEPART
MENT
PROJECTS OPERATIONS
MANAGING
DIRECTOR
R & D AUTOM
OBILE
BULK
MATERI
AL
MAINTA
NCEE
POWERP
LANT95M
W
QMS
UTILITY
RMHS
POWER
2X70
PP &
BP
ROLLING
MILL
SID
PELLET
PLANT
RANJITH
APURA DHONA
PLANT
FINANCE
ACCOUNTS
PR &LIASONING
HSE
IT
ADMINSTRATION
COMPLIANCE
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Every organization has certain goals and objectives, and one of the important factors
affect their achievement is the structure of the organization. Organizational structure
refers to the defined relationships between the elements of the organization – people,
tasks, information, and control processes.
Organizational design is defined as the processes of developing an organizational
structure. Managers take into consideration a number of factors is strategy. According to
Alfred D. Chandler in his book strategy and structure was t he opinion that organizations
frequently change their strategy in order to utilize their resources in an efficient manner
and develop over a period of time. He concluded that in majors companies like sears,
general motors, DuPont and Standard oil, strategy development came first and structural
change followed, unless the organization makes modification in their existing structures,
the new strategies cannot be implemented effectively and efficiently. However according
to other researchers, particular structures are likely to influence the strategies that
organizations are liable to adopt, although opinions may differ about what comes first –
strategy or structure, Alfred chandler’s work highlights the fact that a mismatch between
strategy and structure can affect organizational performance.
Though there exist a relationship between structure and strategy, there are other
contingency factors, such as the size of an organization and the technology used that
determine the effectiveness of a particular structure. Further achieving methods that
promote innovation help in implementing strategies and achieving organizational goals.
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OFFICE TIME @ BMM ISPAT LTD:
Certain Duties:
Maintance of time and punch card.
Notice board
Leave Register
Gate Pass
Over time record
Attendance record
Absenteeism statement
Shift working in BMMIL
‘A’ shift’ 6.00am to 2.00pm
‘B’ Shift 2.00pm to 10.00pm
‘C’ Shift 10.00pm to 6.00am
General 9. 00 am to 6.00pm
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DEPARTMENTS OF BMM ISPAT LTD DANAPUR
BOARD OF DIRECTORS
Mr.DINESH KUMAR SINGHI
(Managing Director & CEO)
Miss.SNEHALATA SINGHI
(Promoter Director)
Mr.LAXMIPAT DUDHERIA
(Non Executive Director)
Mr.M.SENAPATI
(Director-Corporate Planning & Development)
Mr.PRATAP G. SUBRAMANYAM
(Non Executive & Independent Director)
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INTRODUCTION:
Departmentation is a processes of dividing the functional organization in to small and flexible
administrative units. The basic needs of Departmentation arise because of the limitation on the
number of subordinates that can be directly managed by superior.
Basis of Departmentation:
Departmention may be on the basis of function, product region customers, process, time, number
and marketing channel.
DEPARTMENTS OF BMM:
HUMAN RESOURCE DEPARTMENT:
BMM being a HR department is headed by the HR manager. Various functions of the HR
department Level. In BMM they follow a system called “LEADS” i.e., Leadership,
Enhancements and Development system. Under this system the employees will be defined and
they work according that.
BMM is proud to say, “Human resource is the driving force behind their success “.
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Objectives:
Improving the moral of the employees.
Developing the available manpower to the maximum possible extent though training.
Providing good work environment.
Policies: BMM make different insurances to working employees like as follow:
Group accident policy
Family mediclaim policy
Functions:
Recruitment and selection
Training and development
Performance and appraisal
Grievance
Pay roll
Motivation
Policies making
Time office function
Marketing department:
Definition:
Marketing is a social process by which individual and groups obtained what they need and want
through creating, offering and freely exchanging products and services of value with other.
Aim: To know and understand the customer so well that the product or service first him and sells
itself. Ideally marketing should result in customer who is ready to buy. All that should be needed
then into make the product or services available.
Objectives:
To take care of the sales and dispatching them properly.
To look after the central excise matters pertaining to the sales of the department.
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To care of the feedback of the vendors.
Policies:
The transport approaching marketing section for billing and other document required as
per government.
Order is always booked on advance payment terms and credit sales are negotiated only
after knowing buyers credibility and prior approver of management.
Marketing mix;
Product: Sponge iron, billets, TMT bars, Pellets.
Quality: High quality.
Branding: BMM LTD.
Packing : Not required
After sales services : Good
Price:
Cash transaction: cash discount
Cash discount: 10%
Credit period : 30 – 60 days
Place:
Channels of distribution: Direct selling and indirect selling
Distribution: Physical
Mode of transport: By truck only
Customers:
Nandi steels
S.S. Sales corporation
Mukesh and company
Rahul enterprises
FINANCE DEPARTMENT
Introduction;
Finance as we take it today, is that managerial activity which is concerned with the planning and
controlling of the firm’s financial resources.
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“A business without finance is, a man without heart”
Finance is the life blood of the every business activity. The BMM has a good financial
management system .All the financial matters handled under the control of HOD of finance such
as capital expenditure, revenue expenditure etc.
Objectives:
Ensuring a fair rate of return on capital to supplier.
Ensuring better utilization of capital by following the principles of liquidity, profitability
safety coordinating the activities of the finance department with those of the other
department of the enterprise.
Functions:
Payment to the suppliers
Collection from the customers
Maintain of accounts
PRODUCTION DEPARTMENT
INTRODUCTION:
The department deals with production activities in the floor where men and machine are
employed to convert the iron ore into finished product and hand over to sales department to the
sales.
Types of Production in BMM ISPAT LTD Danapur.
Capacities Tons/per annum
Beneficiation Plant 2.60 Million tons per annum
Pellet Plant 2.40 million tons per annum
Sponge Iron Plant 0.73 million tons per annum
Induction furnace 0.10 million tons per annum
Rolling Mill 0.09 million tons per annum
Integrated steel plant 1.25 million tons per annum
Power Plant 95 Mw and 140 MW
Thermal Power plant 25MW
Switch Yard 220KV
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PURCHASE DEPARTMENT
INTRODUCTION:
Purchase is one of the main function in any organization. The term purchasing refers to the act
buying an item at a price, the purchasing officer are the one who are responsible for discharging
the purchases function.
BMM has a centralized purchase department headed by a well experienced and qualified
purchase officer or purchase manager who in turn is assisted manager.
Purchase department deals with suppliers, orders, credit period and cash enquires.
Objective:
To fulfill the needs of the user department.
To provide good services to the user department.
To purchase the goods at the right time.
To achieve a high degree of co – operation and co – ordination with other department in
organization.
Functions:
It purchase required materials, which needed in company.
To check the required size, type of materials.
Check daily purchase requisition and material requisition.
STORE DEPARTMENT
INTRODUCTION:
Stores department holds the entire inventory required in a the organization all the materials
coming are subject to record at stores and them at store until they are issued to the required
department.
Objectives:
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To maintain the goods in condition
To provide goods to the user department when they required
Functions:
Keeping required stock
Daily, monthly and quarterly stock verification.
Issuing helmets ,shoes to visitors and employees of the industry
It rejected items separate and back to suppliers.
Method issue the material:
In BMM group the material are issued by following first in first out (FIFO) method. Where in the
materials are issued from the earliest consignment and they are priced at cost at which earliest
consignment in store. In other words it is method, where the material received first is issued first.
HSE DEPARTMENT
INTRODUCTION:
BMM Aims is “OUR AIM IS ZERO HARM”
“SAFETY IS NOT BY BIRTH IT HAS BEEN LEARNT”
Safety means protection from danger. All departments work as a single department in the whole
industry. Whereas the safety department is applied for the whole industry i.e., from starting with
the gate person to end point ( every human being).steel industry hazardous safety.
Safety for employees
Personal protection equipments like compulsory helmets, goggles, shoes, aprons, gloves, masks,
are made compulsory for all the workers in the production unit.
Even workers are prohibited to use mobiles and ornaments. Safety belts are provided. The
employees are given training regarding the safety measures to be followed in the company. The
company has set up occupation health center.
Safety towards the employees:
BMM group is committed towards keeping the surrounding eco – friendly have planted more
than 0.5 million saplings of different spices in around the mining areas is the first only private
company to have a water pipeline project up the hill to cater to the afforestation and dust
suppression in a scientific manner.
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The company has made a contract of 12 lakh project with EARNST and YOUNG (E AND Y) a
pollution care center internationally known.
WELFARE ACTIVITIES;
INSIDE PLANT:
Hospital facility and library facility.
OUT SIDE PLANT:
Towards group is active in socio economic levels. Donation was made to build a medical camp
at mining areas. It has conducted a medical camp at arogya Kendra – a medical center in sandur
from 22nd – 24th of December 2002 for the physically handicapped. Doctors were brought from
Mahaveerjain Hospital Bangalore; for the same were in around 300 people were covered. This
was sponsored by BMM group. This has an agenda to conduct free medical camps every year.
QUALITY ASSURANCE DEPARTMENT
INTRODUCTION:
BMM is committed to achieve total customer satisfactory on through of the statement of the art
manufacturing technology and process with continuous improvement BMM is also committed to
improve work particles.
OBJECTIVES:
Customer satisfaction maximization of customer satisfaction by consistent of quality
casting pig iron.
Supplies quality assurance provides technical support and guidance to our suppliers
through quality assurance programmers to ensure highest quality of purchased material
suppliers it is critical link in company quality system.
Awards and Achievements:
BMM has been awarded the “CAPEXIL” special Exporter Award of Iron ore in the year 2003
– 2004 from the union ministry of commerce (India).
Some other awards include:
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Eco – friendly mines Environment award.
Human resource development award
Safety conscious mines award
Welfare amenities award
Safety publicity and propaganda award
Operation and maintenance of mining machinery award
Mines performance award
HKT mining Pvt.Ltd. has obtained quality management certificate ISO 9001 – 2000
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MEANING OF RECRUITMENT
Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected.
A formal definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their
applicants are submitted. The result is a pool of applicants from which new employees
are selected”. In this, the available vacancies are given wide publicity and suitable candidates
are encouraged to submit applications so as to have a pool of eligible candidates for
scientific selection. In recruitment, information is collected from interested candidates. For this
different source such as newspaper advertisement, employment exchanges, internal promotion,
etc., are used.
In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with
potential employees.
Definition: According to EDWIN FLIPPO, ”Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization.”
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Need for recruitment:
The need for recruitment may be due to the following reasons / situation:
Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and
labor turnover.
Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job specification.
Purpose and importance of Recruitment:
Determine the present and future requirements of the organization on conjunction with
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the 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.
Begin identifying and preparing potential job applicants who will be appropriate
candidates. Increase organizational and individual effectiveness in the short term and long term.
Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants to submit applications for the purpose of selection.
Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals will come to know a company, and eventually
decided whether they wish to work for it. A well-planned and well-managed recruiting effort will
result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in
Mediocre ones.
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Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of
qualified job applicants. The process comprises five interrelated stages, via, Planning. Strategy
development. Searching, Screening. Evaluation and control.
The ideal recruitment program is the one that attracts a relatively larger number of qualified
applicants who will survive the screening process and accept positions with the organization,
when offered. Recruitment program can miss the ideal in many ways i.e. by failing to attract an
adequate applicant pool, by under/over selling the organization or by inadequate screening
applicants before they enter the selection process. Thus, to approach the ideal,
individuals responsible for the recruitment process must know how many and what types of
employees are needed, where and how to look for the individuals with the appropriate
qualifications and interests, what inducement to use for various types of applicants groups,
how to distinguish applicants who are qualified from those who have a reasonable chance of
success and how to evaluate their work.
Sources of Recruitment
INTERNAL SOURCES EXTERNAL SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy ser vice
& private employment exchanges
The sources of recruitment can be broadly categorized into internal and external sources-
Internal Recruitment –
Internal recruitment seeks applicants for positions from within the company.
The various internal sources include
Promotions and Transfers –
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Promotion is an effective means using job posting and personnel records. Job posting requires
notifying vacant positions by posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help discover employees who are
doing jobs below their educational qualifications or skill levels. Promotions has many
advantages like it is good public relations, builds morale, encourages competent
individuals who are ambitious, improves the probability of good selection since
information on the individual s performance is readily available, is cheaper than going
outside to recruit, those chosen internally are familiar with the organization thus reducing
the orientation time and energy and also acts as a training device for developing middle-
level and top-level managers.
However, promotions restrict the field of selection preventing fresh blood & ideas from entering
the organization. It also leads to inbreeding in the organization. Transfers are also important in
providing employees with a broad-based view of the organization, necessary for future
promotions.
Employee referrals-
Employees can develop good prospects for their families and friends by acquainting them
with the advantages of a job with the company, furnishing them with introduction and
encouraging them to apply. This is a very effective means as many qualified people can
be reached at a very low cost to the company. The other advantages are that the employees
would bring only those referrals that they feel would be able to fit in the organization based on
their own experience. The organization can be assured of the reliability and the character
of the referrals. In this way, the organization can also fulfill social obligations and create
goodwill.
Former Employees-
These include retired employees who are willing to work on a part-time basis, individuals
who left work and are willing to come back for higher compensations. Even retrenched
employees are taken up once again. The advantage here is that the people are already known to
the organization and there is no need to find out their past performance and character. Also, there
is no need of an orientation program for them, since they are familiar with the organization.
Dependents of deceased employees-
Usually, banks follow this policy. I f an employee dies, his / her spouse or son or daughter
is recruited in their place. This is usually an effective way to fulfill social obligation and create
goodwill.
Recalls: -
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When management faces a problem, which can be solved only by a manager who has proceeded
on long leave, it may de decided to recall that persons after the problem is solved, his leave may
be extended.
Internal notification (advertisement): -
Sometimes, management issues an internal notification for the benefit of existing employees.
Most employees know from their own experience about the requirement of the job and what sort
of person the company is looking for. Often employees have friends or acquaintances who meet
these requirements. Suitable persons are appointed at the vacant posts.
(II) External Recruitment
– External recruitment seeks applicants for positions from sources outside the company. They
have outnumbered the internal methods. The various external sources include
Professional or Trade Associations: -
Many associations provide placement service to its members. It consists of compiling job
seeker s lists and providing access to members during regional or national conventions.
Also, the publications of these associations carry classified advertisements from employers
interested in recruiting their members. These are particularly useful for attracting highly
educated, experienced or skilled personnel. Also, the recruiter s can zero on in specific job seeker
s, especially for hard- to-fill technical posts.
Advertisements:-
It is a popular method of seeking recruits, as many recruiters prefer advertisements
because of their wide reach. Want ads describe the job benefits, identify the employer and tell
those interested how to apply. Newspaper is the most common medium but for highly
specialized recruits, advertisements may be placed in professional or business journals.
Advertisements must contain proper information like the job content, working conditions,
location of job, compensation including fringe benefits, job specifications, growth aspects,
etc. The advertisement has to sell the idea that the company and job are perfect for the candidate.
Recruitment advertisements can also serve as corporate advertisements to build company
image. It also cost effective.
Employment Exchanges:-
Employment Exchanges have been set up all over the country in deference to the
provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.
The Act applies to all industrial establishments having 25 workers or more each. The
Act requires all the industrial establishments to notify the vacancies before they are filled.
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The major functions of the exchanges are to increase the pool of possible applicants and to do the
preliminary screening. Thus, employment exchanges act as a link between the employers and the
prospective employees. These offices are particularly useful to in recruiting blue-collar, white
collar and technical workers.
Campus Recruitments:-
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus Recruitment is going global with companies like
HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance looking for global
markets. Some companies recruit a given number of candidates from these institutes every year.
Campus recruitment is so much sought after that each college; university department or institute
will have a placement officer to handle recruitment functions. However, it is often an expensive
process, even if recruiting process produces job offers and acceptances eventually. A majority
leave the organization within the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies.
Walk-ins, Write-ins and Talk-ins:
The most common and least expensive approach for candidates is direct applications, in
which job seekers submit unsolicited application letters or resumes. Direct applications can
also provide a pool of potential employees to meet future needs. From employees
viewpoint, walk- ins are prefer able as they are free from the hassles associated with other
methods of recruitment. While direct applications are particularly effective in filling entry- level
and unskilled vacancies, some organizations compile pools of potential employees from direct
applications for skilled positions. Write-ins are those who send written enquiries. These
jobseekers are asked to complete application forms for further processing. Talk-ins involves the
job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is
required to be submitted to the recruiter.
Contractors:-
They are used to recruit casual workers. The names of the workers are not entered in the
company records and, to this extent; difficulties experienced in maintaining permanent workers
are avoided.
Consultants:-
They are in the profession for recruiting and selecting managerial and executive personnel. They
are useful as they have nationwide contacts and lend professionalism to the hiring process.
They also keep prospective employer and employee anonymous. However, the cost can be a
deterrent factor.
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Head Hunters:-
They are useful in specialized and skilled candidate working in a particular company. An
agent is sent to represent the recruiting company and offer is made to the candidate. This
is a useful source when both the companies involved are in the same field, and the employee is
reluctant to take the offer since he fears, that his company is testing his loyalty.
Radio, Television and Internet:-
Radio and television are used to reach certain types of job applicants such as skilled workers.
Radio and television are used but sparingly, and that too, by government departments
only. Companies in the private sector are hesitant to use the media because of high costs and also
because they fear that such advertising will make the companies look desperate and damage their
conservative image. However, there is nothing inherently desperate about using radio and
television. It depends upon what is said and how it is delivered. Internet is becoming a
popular option for recruitment today. There are specialized sites like naukri.com. Also, websites
of companies have a separate section wherein; aspirants can submit their resumes and
applications. This provides a wider reach.
Competitors:-
This method is popularly known as “poaching” or “raiding” which involves
identifying the right people in rival companies, offering them better terms and luring
them away. For instance, several executives of HMT left to join Titan Watch Company. There
are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal
point of view, an employee is expected to join a new organization only after obtaining a „no
objection certificate from his/ her present employer. Violating this requirement shall bind the
employee to pay a few months salary to his/ her present employer as a punishment. However,
there are many ethical issues attached to it.
Mergers and Acquisitions:-
When organizations combine, they have a pool of employees, out of whom some
May not be necessary any longer. As a result, the new organization has, in effect, a pool of
qualified job applicants. As a result, new jobs may be created. Both new and old jobs may be
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readily staffed by drawing the best-qualified applicants from this employee pool. This method
facilitates the immediate implementation of an organizations strategic plan. It enables an
organization to pursue a business plan, However, the need to displace employees and to
integrate a large number of them rather quickly into a new organization means that the
personnel-planning and selection process becomes critical more than ever.
Evaluation of External Recruitment:
External sources of recruitment have both merits and demerits.
The merits are-
The organization will have the benefit of new skills, new talents and new experiences, if
people are hired from external sources.
The management will be able to fulfill reservation requirements in favor of the
disadvantaged sections of the society.
Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside.
The demerits are-
Better motivation and increased morale associated with promoting own employees re
lost to the organization.
External recruitment is costly.
If recruitment and selection processes are not properly carried out, chances of
right candidates being rejected and wrong applicants being selected occur.
High training time is associated with external recruitment.
98% of organizational success depends upon efficient employee selection
60-Second Guide to Hiring the Right People
0:60 Define the Duties:
To find promising employees, you must first determine what you want them to do. Carefully
consider all direct and associated responsibilities and incorporate them into a written job
description. Be careful with general titles such as typist or sales clerk, as they have
different meanings to different people.
0:49 …and what it takes to do Them:
Fulfilling these responsibilities will require some level of skill and experience, even if it is an
entry-level position. Be reasonable about your expectations. Setting the bar too high may limit
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your available talent pool; setting it too low risks a flood of applications from those unqualified
for the job.
0:37 Make it Worth their While:
Likewise, you don t want to be overly generous or restrictive about compensation. State and
local chambers of commerce, employment bureaus and professional associations can help you
determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the
classified ads and other employment publications will also provide clues about prevailing wage
rates.
0:38 Spread the Word:
How you advertise your job opening depends on who you want to attract. Some positions are as
easy to promote as posting a “help wanted” sign in your store window or placing an ad in your
local newspaper. For jobs requiring more specialized skills, consider targeted channels such as
trade magazines, on- line job banks and employment agencies (though these may require a fee).
And don t overlook sources such as friends, neighbors, suppliers customers and present
employees.
0:25 Talk it Over:
Because you have clearly defined the role and requirements, you should have little
difficulty identifying candidates for interviews. Make sure you schedule them when you have
ample time to review the resume, prepare your questions and give the candidate your undivided
attention. After the interview, jot down any impressions or key points while they are still
fresh in your mind. This will be a valuable reference when it s time to make a decision.
0:12 Follow-up on Interviews:
You want to believe your candidates are being honest, but never assume. Contact references to
make sure you re getting the facts or to clear up any uncertainties. Professional
background checks are a wise investment for highly sensitive positions, or those that
involve handling substantial amounts of money and valuables.
0:03 you’ve Found Them; Now Keep Them:
Now that you have hired ideal employees, make sure they stay with you by providing training
and professional development opportunities. The small business experts at SCORE can help
you craft human resource policies and incentive plans that will ensure your company remains
the small business employer of choice.
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RECURITMENT PROCESS IN BMM
The requirement is made as per the manpower planning and analyzing the development of sting
manpower and also keeping in view the need to engage specialists in new areas . It is also to
have proper employee mix viz., in age , fresh talents vs. existing talents.
Usually, the recruitment process starts with the indent for manpower requirement by the
departmental heads. Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidate. Therefore, the importance of
recruitment and selection process is placing of right type of persons at the right time is
indispensable to the organization.
RECRITMENT PROCESS
SOURCING
SCREENING
REJECTED
INDUCTION PROGRAM
OFFER LETTER
TELPHONE INTERVIEW
PERSONAL INTERVIEW
SELECTED
JOINING PROCESS
SHORT LISTING
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RECRUIRMENT PROCESS: The process of seeking and attracting a pool of people from which
qualified candidates for job vacancies can be chosen It is one of the ways of meeting the
manpower needs of an organization
It refers to organizational activities that influence the number and types of applicants who apply
for a job and whether the applicants accept the jobs offered.
SOURCING: The sources of recruitments are Internal and External they are as follows:
INTERNAL: HRIS, Notice board, circulars, job portals etc.
External: Advertisement, Education Institutes, Employment agencies, Interested applications,
Employee referrals. Campus interview etc.
After the organization decided the manpower needs-skill wise, numbers etc then it should look
for sources –both internal and external to generate a sufficient number of applicants. If there is
inadequate supply of labor and skills internally, then it must effectively get its message across to
external candidates.
The organization’s choice of method of recruiting makes all the difference of the recruiting
efforts
There are 2 method of recruiting- internal and external
INTERNAL RECRUITMENT: Job posting- makes effective use of skill inventories for
identifying the internal applicants for vacancies
It is difficult for HR manager to know about how many are interested to apply for the vacancy
Then to solve this problem job posting and bidding can be done
In the past job posting was done thro’ bulletin boards, house magazines but now advanced
methods thro’ innovative recruiting techniques as an integrated of an effective career
management system
The employee referrals –Is it not discriminating?
However the employees referrals should be used cautiously and not to rely on employee referrals
Employee referrals are to be used as a supplement to other kinds of recruitment.
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Any other kind of internal recruitment in the organizations?
EXTERNAL RECRUITMENT:
External recruitment-
When the company exhausted the internal sources of recruitment external sources are to be
tapped for supplementing its workforce
What are the external sources available?
Sources:
Walk INS
Media ads
Employment agencies
Search firms/head hunters
Special events recruiting
Internships
Apprenticeship and training schemes
E-recruiting
College recruitment of potential managers and professionals
Are there any alternative to recruitment?
Sources of Recruitment in BMM:
Campus Recruitment
Selected empanelled campuses
Lateral Recruitment
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Consultants
Job sites
Employee referrals
HR Recruitment Process at BMM:
The HR recruitment process can be divided into three stages:
1. Manpower Planning
2. Recruitment
3. Selection
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Factors Affecting Recruitment:
All organizations do recruitment but the extent may differ according to Size of the organization
Employment conditions in the community
Organization’s ability to find and retain good performing people
Working conditions and salary and benefits provided by the organization
Rate of growth of organization
Future expansion and production programmes of the organization
Cultural, economic and legal factors
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Sources of recruitment
Internal
Employees from within the organization are hired to fill a job vacancy.
It is normally used for higher level jobs.
External
Employees from outside sources are hired to fill a job vacancy.
It is normally used for lower level jobs or in cases where requirements are not fulfilled by
existing personnel.
Sources of External Recruitment
The various sources of external recruitment are:
Advertising
Employment agencies
Employee referrals
Colleges and professional institutions
Casual applicants
Advertising
Advertising helps in more selective recruitment.
Advertisements can be placed in media read only by particular groups.
More information about the company, job and job specifications can be given in the ad so that
people who do not fulfill requirements don’t apply.
Colleges and Professional Institutions
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They provide opportunities to recruit their students.
They run placement services where complete bio-data of the students are available.
Employers can view the details of the students and interview them for management trainees or
probationers.
Educational institutions are a good source of potential employees for entry level jobs.
Professional Organizations
Professional organizations maintain information about employed people. These firms are ‘head
hunters’, ‘raiders’ and ‘pirates’ in the view of organizations who lose their employees through
these firms. These firms are suitable for recruiting high level people for managerial, marketing
and production engineers’ posts.
Recruitment and Selection Policies
Selection Policy
To start the process of selection, three initial requirements must be satisfied.
They are:
There must be authority to select.
There must be a standard of personnel with which potential employees can be compared.
Selection procedure is a series of steps to know more about the applicant
Recruitment Strategy: A Six Step Approach
Recruitment strategy should answer the following questions related to their target populations:
Who is being targeted through the recruitment?
Where is the appropriate place to recruit clients?
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When should recruitment be done?
What messages should be delivered during recruitment?
How should the messages be delivered?
Who is the most appropriate person to do recruitment?
SCREENING:
Initial screening of interviews:
Initial Screening is done on the basis of applicants and applications. A preliminary interview is
conducted so as to select the suitable candidate who can go through further stages of interviews.
Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If the
candidates do not meet the requirement they are rejected. And for higher posts applications and
applicants both play a major role in the screening process.
Employment tests:
o logical test
o English test
o Vocabulary
o Reasoning
o Essay writing
Preliminary Interview
This is a short interview and is used to eliminate unqualified candidates. Generally, there is no
paper work at this stage. If the applicant looks like he can qualify for existing job openings, he or
she is given the application blank to complete.
Application Blank
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Application blank is used to get information from prospective applicant to help management to
make a proper selection. It quickly collects the basic data about a candidate. It is also useful to
store information for future use. An application forms consists of
Biographical data
Educational achievements
Salary and work experience
Personal items
Names and addresses of previous employers, references, etc.
Check of References
References are used in most selection processes. During the selection process it is believed that
former employers, friends and professional personnel give reliable evaluation of applicant.
Reference checks are generally made by mail or telephone and sometimes personally also.
Psychological Tests
Most organizations do not use psychological tests for selection. But larger the size of the firm,
more are the chances of using psychological tests. Larger companies that can afford to conduct
psychological tests do so to have a more detailed and accurate selection procedure. Smaller
companies are more dependent on interviews.
Types of Interviews
Preliminary interview – These interviews are used for initial screening of applicants to know
whether to proceed for a detailed interview or not. The applicant is given job details during the
interview.
Stress interview – Pressure is created on the applicants to know how they handle stress. It helps
to get an insight into the personality of the applicant which would not be possible in tension free
situations.
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Depth interview – These interviews cover the complete life history of the applicant like work
experience, academic qualifications, health interest, hobbies, etc. It is good for executive
selection.
Patterned interview – These interviews are a combination of direct and indirect questioning of
the applicant. The interviewer knows which areas should be queried in detail and he also
encourages the candidate to talk freely.
Approval by the Supervisor
At this stage, we can reach the conclusion about which candidate should be hired.
Screening: screening of applications can be regarded as an integral part of the recruiting process,
though many view it as the first step in the selection process. The selection process will begin
after the applications have been scrutinized and shortlisted. Applications received in response to
advertisements are screened and only eligible applicants are called for an interview. The purpose
of screening is to remove from the recruitment process, at an early stage, those applicants who
are visibly unqualified for the job.
Telephone interview: The interview taken by the telephone if the candidate meet the requirement
then they taken personal interview if not meet the requirement of organization then they
rejected.
Personal interview: The interview is taken personal of the candidate if he selected then they give
the joining letter if not then rejected
InductionIt is the process of introducing the new employee to the organization. According to a
report, more than half of voluntary resignations occur within the first six months. A good
induction program helps to take care of this problem and reduce the costs associated with it.
After interview and verify the applications details if applicant not eligible then rejected and if
eligible then agree the policy of the organization then selected and offer him joining approval
letter and giving induction program about organization….
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RESEARCH METHODOLOGY
Research methodology is the way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. Thus it is necessary to know not
only the research method techniques but also methodology.
The research design adopted in this study is descriptive research design. Descriptive research
includes survey and fact finding enquiries of different kinds. The major purpose of descriptive research is
the description of the state of affairs as it exists at present.
TITLE OF THE PROJECT
To study the Recruitment process at BMMIL.
PROBLEM STATEMENT To study of Recruitment process at BMMIL.
OBJECTIVES OF THE STUDY
To study the recruitment process in organization at BMMIL.
.
LIMITATIONS OF THE STUDY
The time is adequate only to conduct a narrow study on the topic.
I faced difficulty in collecting data because of busy schedule of the respondents.
Because of the busy schedule respondents may not have answered properly which may not hold true in case they would have been given lot of time to answer.
It was difficult to get information from the organization guide due to their busy schedule.
Sample area
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The research was conducted at BMM ISPAT LTD., DANAPUR, HOSPET (Tq)
Sample:
Group of research subjects whose characteristics approximate those of the population it is selected from. For this project both primary and secondary data are required, hence both types of data have been collected.
The study method involves the following:
Framing the objectives of the study
Based on the objectives determine the means of data collection.
Framing of Questionnaire.
Analyzing the data.
From the analyzed data interpret the results.
From the results determine the satisfaction level.
Finally suggestion, conclusions and recommendations based on the interpreted results.
Survey:
It is a systematic gathering of information from the respondents for the purpose of understanding
and or predicting some aspects of behavior of population of interest. It provides data on attitude, feeling
beliefs, past and intended behavior, knowledge, ownership, personal characteristics and other descriptive
items.
Questionnaire:
We use questionnaire as a research tool consisting of a series of questions and other prompts for
the purpose of gathering information from respondents and statistical analysis of the responses were made
later.
Sampling Population: There are totally 1405 employee working in the organization.
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Sample Size:
The number of unit selected from the sample size is known as sample of whole 50
respondents
Sampling Method:
Samples are going to be select on simple random sampling method.
Data collection
a)primary data:
It refers to the systematic collection of information directly from respondents. This data is
collected for the descriptive research. The primary data collected during the study includes the data
collected through questionnaire and face-to-face interview with customer to know about the consumer
behavior and their interest level.
b) Secondary data:
The first step in data collection approach is to look for secondary data. Usually it is the data
developed for some purpose other than for helping to solve the problem at hand. Secondary data are
collected through various magazines, internal experts, and website.
Techniques for Data Analysis:
The data is analyzed with “simple analysis technique”. The data is percentage method.
Percentage method is making comparison between two or more criteria. This method is used to describe
relationship.
Percentage of Respondent= No.of Respondent / Total no. of Respondent * 100
STATICAL TOOLS USED:
Tables
Graphs
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Conclusion
It was great experience to know and understand the dynamics of BHARAT
MINES AND MINERALS LIMITED is a healthy organization which has very
much potential inside in the market despite of many new competitors.
Working on this project enabled me to have a broad and detail value of the actual
working environment and organization. This period help me to understand the
functioning of BMMIL.
It has been an excellent opportunity for me to carry out the study on Recruitment
process in BMMIL.
BMM is the organization of enormous potential. The company has lots of plans to
diversify in to innumerous units, which throws a light on the management
efficiency planning and functioning.
The organization has a very bright future if it maintains the same trend in
executing its polices.
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FINDINGS
The company held both “Internal’’ and ‘’External ‘’ recruitment
methods.
Advertisement in local papers and local media only
Head of Department of the plant operations would also giving proper
training to the employees for to get high productivity from them after
recruitment and selection.
Employees were also very interested to be selected through camps etc.
Maximum number of employees was given feedback, and mentioned
that, according to these recruitment programs they were extend the
recruitment process throughout Karnataka
In the organization all workers and employees are Motivated in Character
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SUGGESTION
Conduct campus interviews in different districts
Try to minimize the dust in organization
Give the advertisement in National media and channels to Improve and
bring the company dreams come true in future.
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BIBILOGRAPHY
1) Websites:
http//:www.bmm.in
www.google.com
2) Articles
Business Standard
Times of India
Metalloid
3) Books:
RESEARCH METHODOLOGY - C.R.Kothari
HUMAN RESOURCE - Ashwattapa.
