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PROJECT REPORT
ON
recruitment & selection
AT
MAIHAR CEMENT
Submitted to
INTRODUCTION :
OBJECTIVE OF RECRUITMENT :-
2
FACTORS AFFECTING RECRUITMENT INTERNAL FACTORS :-
3. organizational culture
5. companys size
10.Cost of recruitment
EXTERNAL FACTORS:-
3. Employment rate
1. A recruitment policy
2. A recruitment organization
3
3. A forecast of manpower
1. RECRUITMENT POLICY:
1. organization objective
to find and employ the best qualified person for each job
4
According to Yoder the recruitment policy is concerned with quantity
and qualification of manpower
2. RECRUITMENT ORGNIZATION :
4. Testing
2. Duration of employment
Which the indenting officer feels necessary. The indent are then
checked against the post allotted to dept. and also against authorization for
expansion , if already granted . Financial implementation of the proposed
appointment and additional expenditure are worked out of course these would
be with in the budgetary section of dept. concerned.
6
Finally, job specification and man specification are determined, in
consultation with the line managers.
4. SOURCES OF RECRUITMENT :
Try to take the existing sources they have. This is two type internal ,
external.
INTERNAL SOURCES:
Internal sources are the most obvious sources . these include personal
already on the pay roll of an organization , ie its present working force.
Whenever any vacancy occur somebody from within the organization is
upgraded, transferred, promoted , or sometimes detonated . this sources also
include personal who were once on the pay roll of the company but who plan
to return whom the company would like to retire such as those on leave of
absences , those who quit voluntarily, or those on production lay off.
MERITS: -
1. Improve the morale of employee , for any they are assured of the fact
that they would be preferred over outside when vacancies
7
4. As the persons in the employment of the company are fully aware of
and well acquainted with , its policies and known its operating
procedure they required training.
DEMRITS: -
2. there possibilities that internal source may dry up and it may difficult to
find the requisite personal from within an organization
3. Since the lamer does not known more than lecture, no innovation worth
the name can be made.
EXTERNAL SOURCES : -
8
4. Other not in the labor force , such as married woman and from minority
groups.
MERITS: -
2. Since persons are recruit from a large market the best selection can
without any distinction of cost
Direct method
Indirect method
Third method
DIRECT METHOD : -
SELECTION
c) Employment test
d) Comprehensive interview
Employment to hire
10
A good and effective selection of employees :
a) Raises output
By promotion
By transfer
Former employees who had good service record when they left.
11
Through employment agencies.
Foreign sources
From application received , both at the gate and through the mail
FIRST:-
SECOND: -
THIRD:-
12
The length of probationary or trail period . the longer the period , the
greater , the uncertainty in the mind of the selected candidate about his
future.
13
STEP IN SCIENTIFIC SELECTION PROCESS:
A) job analysis
B) Recruitment
C) Application form
D) Written examination
E) Preminalary interview
F) Business games
G) Test
H) Final interview
I) Medical examination
J) Reference check
L) Employment
JOB ANALYSIS :
Job analysis is the basis for the selecting the right candidate . every
organization should finalize the job analysis , job description . job
specification and employee specification before proceeding to the next
selection .
i. Job title
14
ii. Dept. in which the job exists
v. Job knowledge ie. ability to read job instruction and blue print.
Industrial relation
Personal administration
Manpower planning
Selection
Labour laws
Welfare service
Labour dispute
Grievance handling
15
Disciplinary action
RECRUITMENT :
APPLICATION FORM:
2. education attainment
3. work experience
4. salary
5. personal details
16
1. identifying information
2. personal information
6. reference
FIRST :
SECOND:
THIRD:
A) clinical method
B) weighted method
CLINICAL METHOD:
The clinical method takes the help of psychology . under the clinic
method application from will be analyzed in details , drawing all possible in
fervencies , projecting the application personality and forecasting future job
success.
17
WEIGHTED METHOD :
1) WRITTEN EXAMINATION :
2) PRELIMINARY INTERVIEW :
3) BUSINESS GAMES:
4) GROUP DISCUSSION:
18
The technique of group discussion is used in order to secure further
information regarding the stability of the stability of the candidates for the
job. Group decision is a method where groups of the success full
applicants are brought around a conference table and are asked to discuss
either a case study or a subject matter .
5) TESTS:
6) INTEREST TEST :
These are mean to identify a person are intrest and to assign that
kind of work that will satisfy him.
19
EXTENT OF USEFULLNESS OF VARIOUS TESTS AS
PREDICTIVE OF JOB PROFIENCY :
20
INTERVIEW:
GROUP DISCUSSION:
REFERENCE CHECK:
After the completion the final interview and medical examination the
personal dept. will engaged in checking reference. candidates are required to
give the name of reference in their application form . those reference may be
from the individual who are familiar with the candidates academic
achievement or from the applicant previous employer . in case of reference
check is the following areas may be obtained . they are:
Job title
Job description
Period employment
21
Pay and allowance
Gross emoluments
Benefits provide
The line manager concerned has to make the final decision whether to
select or reject a candidate after soliciting the required information through
different technique discussed earlier.
EMPLOYEMENT :
Thus after taking the final decision the organization has to intimate
the decision to the successful as well as unsuccessful. Candidates the
organization sends the appointment order to the successful candidates either
immediately or sometimes depending upon its time schedule.
PLACEMENT:
22
once placed asked to quit and even then it is only when there is something
very serious against him.
INDUCTION :
23
PLACE OF RECRUITMENT IN SELECTION SYSTEM
Personal Upgrading in
research same position
Internal
sources
Job
positioning Transferring to
new job
External
sources
Employee
referrals Promoting to higher
responsibilities
advertising
Evaluating for
selection
scouting
24
EMPLOYEMENT PLACEMENT PROCESS
25
26
Prop. Century textiles and industry limited
B.K. Birla
Chairman
Century Textiles & Ind. Ltd
Chairman's Message
"I believe that the Fortunes of Century Textiles & Industries Limited rest solely on
its continuing ability to evolve and successfully implement new techniques and
systems to anticipate future trends and zero in on to them, to be in short, a company
that is plugged into tomorrow.."
27
"Complete Customer Satisfaction and fulfilling the expectations of
society is the key to success of any business enterprise in Global
Economy
Introduction
MaiharCement is a division of Century Textiles and Industries
Ltd, a flagship company of B.K. Birla Group. The Co. is well
diversified having interest in cement, textiles, rayon, chemical, pulp
and paper.
28
Templeand MaiharGharana Music whose proponent was renowned Musician
Padma Vibhushan Baba Alla-u-din Khan.
ShardaDeviTemple
Apart from this, company has two more Cement plants namely Century
Cement at Baikunth, Dist. Raipur in the State of Chhattisgarh with an
installed capacity of 2.10 Million TPA and Manikgarh Cement at
Gadchandur, Dist. Chandrapur, Maharashtra with an installed capacity of
1.90 Million TPA. The combined Capacity of all cement plants taken
altogether is 7.80 Million TPA. More emphasis is given for production of
blended cement which constitutes about 95% of the total cement produced by
the company.
29
Accordingly, the Cement Division of Century Textiles and Industries
Limited have five Cement Plants i.e.
All Cement plants are equipped with captive power plants, which is not only
ensure an uninterrupted power supply, but also help company substantially on
power cost, as the own generated power is quite economical as compared to
grid power The company sells its cement under its premium brand name -
BIRLA GOLD.
30
Locational View in Indian Map
Maihar Cement
Century Cement
Manikgarh Cement
31
HISTORY
Maihar Cement Works, Sarlanagar came into existence in 6 th June 1980. The
Maihar Cement group is the unit of world famous Birla family. Birla, the
lateral meaning of which is rare, has exactly done the same. With the extreme
hard labour, patriotism and socialism, the Birla has made its own identity in
India and abroad. Padma Vibhushan Late Mr. Ghanshyam Dasji Birla, the
founder of the Birla group, contributed remarkebly in industrial progress in a
least time. He worked well in the fields of religion, socialism and education.
The group has established around 300 companies in different industrial parts
of the country in a short period of 68 years.
The first unit of Maihar Cement, the capacity of which is 1 MTPA was
established in 1980.Since then this unit has been finding new dimensions. It
has brought its production at a special stand all over India for the sake of its
customer satisfaction. Its increasing demands inspired to establish one more
unit. This new unit is based on the fully modern technology and
computerized system in which more attention is paid on each and every point
of quality.
32
PRODUCTS
2. PortlandPozzolana Cement
But during last few years emphasis of Maihar Cement, in production has been
steadily shifted from Ordinary Portland Cement to Portland Pozzolana
Cement in the year 2003-2004 it produced 90% PPC and 10% OPC. And
from 1st June 2004, the only product it is producing is PortlandPozzolana
Cement (it is a fly ash based blended cement)
BrandBirla Gold .
TEAM EXCUITIVE
NAME DESIGNATION
MR. JAYANT DUA (SENIOR PRESIDENT & C.E.O.)
R. K. VISHNAVI PRESIDENT (WORKS)
P. M. INTODIA SR. EXCUTIVE PRESEDENT
(COMML)
ARVIND KUMAR JAIN EXCUTIVE PRESEDENT
(MECHANICAL)
MANOJ GUPTA EXCUTIVE PRESEDENT
(FINANCE)
P. K. AGRAWAL EXCUTIVE PRESEDENT
(PURCHASE)
AJAI KUMAR JAIN SR. VICE PRESEDENT
(PRODUCTION)
J. P. PANDEY SR. VICE PRESEDENT (MECH)
S. K. SINGH SR. VICE PRESEDENT
(PERSONNEL)
GOVIND MAHAJAN SR. VICE PRESEDENT (ELECT
AND INSTT)
P. K. AGRAWAL SR. VICE PRESEDENT
33
(MARKETING)
KEY ACTIVITIES OF PERSONNEL DEPARTMENT OFMAIHAR
CEMENT WORKS
1 Recruitmentand selection
2 Induction
3 Training and Development
4 Performance appraisal
5 Promotion
6 Administration of contract labour
7 Industrial relations
8 Event management
9 Trade Union liasioning
10 Canteen Administration
11 Plant / colony upkeep
12 Grievance handling
13 Transportation Management
14 Estate Management
15 Hospital administration
16 School/College management
17 Thrift / Co-operative society management
18 Yoga & Naturopathy centre administration
19 Guest house/ recreation centre management
20 Handling legal cases
21 Safety & security
22 Management of vocational training centre
23 Employees provident fund management
24 Insurance & income tax management of employee
34
TRAINING PROCESS OF MAIHAR CEMENT WORKS
35
PROCESS AT MAIHAR CEMENT WORKS
Conduct of Training
Programme as per Calendar
Receiving Training
Feedback
36
Objectives of Training in Maihar Cement Works
To impart to new entrants the basic knowledge and skill they need
for an intelligent performance of definite tasks.
37
Types of Training in Maihar Cement
38
Training at Regional Training Centre - Our employees are also
being sent for technical as well as managerial training to RTC,
Jamul, NCBM, Ballabhgarh. We have a panel of trainers who are
deputed time to time to impart training at RTC Jamul and also
sending employees abroad for training.
39
Employees Welfare
40
Training Programs held at Maihar Cement Works
i) Internal Training Programmes
Technical Training
Commercial Training
Executive Development Programme
Supervisory Development Programme
Workers Development Programme
Conventional Training
Fire Fighting Training
First Aid Training
ISO/EMS awareness Training Programme
In house Technical Training/Workshops by external
Trainers
ii) External Training Programmes
Technical Seminars at RTC (Regional Training Centre
Jamul)
Technical Training Organised by various Cos Trainings
Cell
Commercial Training organized by respective Govt.
Dept.
41
MAJOR OPERATIONS
Process
The fuel used for burning of limestone is powdered coal produced from the
coal Mill. The Clinker is thereupon fed into Cement Mill & pulverized along
with Gypsum to yield the basic cement. A certain proportion of Clinker in
the production of cement is replaced by Fly-ash to produce PPC.
Process in Nutshell
42
3. Scientifically designed Stackers provide for stacking of the lime-stones
received from the mines in circular / longitudinal stock piles. Use of
Reclaimers ensures consistency in quality.
4. State of the Art Vertical Roller Mill grinds Limestone feed to powdered
form called raw mill. .
5. Most advanced Coal Mill pulverizes the coal to be injected into Kiln for
burning of Raw Mill.
6. Rotary Kiln provides for Clinkerisation where in Raw Meal fed from
VRM is first burnt to melting (1400 C) & then cooled to 100 - 120 C by
means of coolers immediately outside the Kiln to produce Clinker.
43
7. Close Circuit Cement Mill ensures high quality grinding of clinker,
gypsum and Pozzolana to yield best possible uniformity of the cement
particles.
44
accurately. Manual check is also carried out at random to monitor computer
accuracy and introduce correction as applicable.
45
Efficient logistic & transportation network ensures prompt delivery of
materials to the customers.
46
MARKET SHARE IN DIFFERENT
SEGMENT
BIRLA GOLD MARKET SHARE
(ALL INDIA)
MARKET SHARE
BIRLA GOLD
OTHERS
47
CAPACITYWISE TOP TEN Plant
(Figures in Mn. Tones)
COMPANY CAPACITY
HOLCIM / ACC / AMBUJA 38.21
GRASIM / ULTRA TECH CEMENT 36.25
JAYPEE GROUP. 9.93
THE INDIAN CEMENTS LTD. 9.64
SHREE CEMENT 9.10
CENTURY TEXTILES & INDUSTRIES LTD. 7.80
BIRLA CORPORATION LTD. 5.78
MADRAS CEMENTS LTD. 5.47
LAFARGE INDIA PRIVATE LTD. 5.47
JK CEMENT 4.30
48
RATIONALE BEHIND THE EXISTANCE (IN INDIAN
MARKET)
Trust - Our Customer is the focal point for all our endeavors and what
we value most is their trust in us, whether that be in the aspect of
reliability of supply or in the aspect of quality assurance. An extensive
distribution network and a retail chain of thousands of outlets stretching
across the length and breadth of regions, play a vital role in taking our
49
cement units closer to the customer's doorsteps. Further, our efficient
and responsive technical staff excels in providing quick and expert care
so as to enable thousands of users to keep smiling and ever wanting our
products.
50
51
review of literature
Literature
1. The body of written works of a language, period, or culture.
2. Imaginative or creative writing, especially of recognized artistic value:
"Literature must be an analysis of experience and a synthesis of the findings
into a unity" (Rebecca West).
3. The art or occupation of a literary writer.
4. The body of written work produced by scholars or researchers in a given
field: medical literature.
5. Printed material: collected all the available literature on the subject.
6. Music. All the compositions of a certain kind or for a specific instrument
or ensemble: the symphonic literature.
An excellent student affair staffing programmes beings with hiring the right
people and placing them in positions with responsibilities that allow them to
maximize their skill, knowledge & talent in the pursuit of student affairs
purpose.
Recruitment & selection have 12 steps that every effective search process
should include.
1. Asses the need for & establish the purpose of the position.
2. Perform a position analysis.
3. Prepare the position description.
4. Appoint & empower the search committee.
5. Prepare the position announcement.
6. Advertise to position.
52
7. Conduct the search.
8. Screen the applicants.
9. Arrange the candidate interview.
10. Interview the finalists.
11. Conduct reference checks.
12. Make the offer.
53
In one of the studies conducted by the HR consulting firm HEWITT it was
found that 45% of 129 companies surveyed did not see cost saving as their
main consideration. Top three reasons for recruitment outsourcing in
corporate are reported to be:
Gaining outside expertise
Improving service quality
Focusing on core business.
So the companies must not go for RSPs simply to reduce the cost of
recruitment but they should focus more on improved structure,
standardization, efficiency, technology, compliance and other value adds.
54
c) Corporates should not head hunting from competition. They should
advertise and encourage employees seeking change to voluntarily
respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments
such as employment bond etc. the corporate should realize that
employee signed the bond and if he wants to break it, he should do at
his own cost and the corporate should not reimburse or compensate
him for violating the employment contracts says Mr. T. Muralidharan
who is the chairman of Tmi Network one of the Indias leading
recruitment consultancies.
In one of the study conducted on recruitment and selection process at
Biological-E Ltd conducted by Manik Rao in the year 2005. It was found that
company has used internal search for recruiting the employees into more
higher or the positions in different departments who can fit into the job. It
was found that the company has done it by considering it as the most cost
effective way of filling the vacancies. It has also been found that the company
opted for external sources such as advertisement agencies to fill vacancies.
Employee referrals were also one of the internal sources of recruitment.
55
Reflecting on e-Recruiting Research:
A Systematic Literature Review
J.F. Wolfswinkel- jfwolfswinkel@gmail.com
ABSTRACT
This paper presents a systematic review of e-Recruiting literature by using
the grounded theory approach. The increasing number of recent publications
and attention paid to e- Recruiting research as the most studied field within e
HRM
(Electronic Human Resource Management) calls for synthesizing the major
achievements, methods used gaps and future research directions. We provide
an overview of state-of the- art e-Recruiting research, and discuss directions
to advance e-Recruiting research and practice.
Keywords
Literature Review, e-Recruiting, Future Research Directions.
58
Figure 1: Selection procedure articles
Between the two coders. Theoretical coding
International Journal of Innovation, Management and Technology, Vol. 1, No. 4, October 2010
ISSN: 2010-0248
59
Recruitment and Selection Process:
Geeta Kumari, Jyoti Bhat and K. M. Pandey, Member, IACSIT
ABSTRACT
In this research paper, study has been made about recruitment and selection
process of BEOLin India. The study indicates that although the company
follows a well defined recruitment policy. In most of the cases the company
does compensate the employees for the expenses incurred by
them. It is also observed that the company has got all the databases fully
computerized. All employees said that the company hires consultancy firms
or recruitment agency for hiring candidates. It can be said that in spite of
some odd factors, the company is doing well since establishment.
INTRODUCTION
The term soft drink was originated to distinguish non-alcoholic beverages
from hard liquor, or spirits. Soft drinks are non-alcoholic carbonated or non-
carbonated beverages, usually containing a sweetening agent, edible acids,
and natural or artificial flavors. Soft drinks include cola beverages, fruit-
flavored drinks, and ginger ale and root beer. Coffee, tea, milk, cocoa and
undiluted fruit and vegetable juices are not considered as soft drinks. A soft
drink is a beverage that does not contain alcohol; generally it is also implied
that the drink does not contain milk or other dairy products and that it is
consumed while cold. The adjective soft specifies a lack of alcohol by way of
contrast on the term hard drink. The word drink, while nominally neutral,
sometimes carries connotations of alcoholic content. Beverages like colas,
flavored water, sparkling water, iced water, sweet tea, lemonade, squash and
60
fruit punch areamong the most common types of soft drinks. While hot
chocolate, hot tea, coffee, milk, tap water, juices and milk shakes do not fall
into this classification. Many carbonated soft drinks are optionally available
in versions sweetened with sugar or with non-caloric sweeteners. In other
words; Any drink that is not hard liquor can be referred to as a 'soft drink';
however, in this piece 'soft drink' refers to carbonated, sweetened beverages
also known as soda or soda pop. Regional names for soft drinks:
The terms used for soft drinks vary widely both by country and regionally
within some countries. Common terms include pop, soda, coke, tonic, fizzy
drinks, bubbly water, lemonade, circus water and cold drinks. Carbonated
soft
drinks are commonly known as soda, pop, coke, cola or tonic in various parts
of Unites States. Fizzy drinks or soft drinks in Canada, Australia or South
Africa. Our vision serves as the framework for our Roadmap and guides
every aspect of our business by describing what we need to accomplish in
order to continue achieving sustainable, quality growth. Motivations and
slogans of Coca-Cola People: Be a great place to work where people are
inspired to be Partners: Nurture a winning network of customers and
suppliers, together we create mutual, enduring value. Planet: Be a responsible
citizen that makes a difference by helping build and support sustainable
communities. Profit: Maximize long-term return to shareowners while being
mindful of our overall responsibilities.
Productivity: Be a highly effective, lean and fast-moving organization.
Winning Culture Winning Culture defines the attitudes and behaviors that
will be required of us to make our 2020 Vision a reality. Live values serve as
a compass for our actions and describe how we behave in the world.
Leadership: The courage to shape a better future Collaboration: Leverage
collective genius Integrity: Be real Accountability: If it is to be, it's up to me
Passion: Committed in heart and mind Diversity: As inclusive as our brands
61
Quality: What we do, we do well focus on the Market: Focus on needs of our
consumers, customers and franchise partners Get out into the market and
listen, observe and learn Possess a world view Focus on execution in the
marketplace every day be insatiably curious.
62
Recruitment and selection is often presented as a planned rational
activity, comprising certain sequentially-linked phases within a process of
employee resourcing, which itself may be located within a wider HR
management strategy. Bratton and Gold (2007, p 239) differentiate the two
terms while establishing a clear link between them in the following way:
64
Increasing Diversity through Recruitment Practices
Tipper J. (2004)
How to increase diversity through your recruitment
practices. Industrial and Commercial Training, Vol 36 No.4, pp. 158-161.
This article highlights a practical guide identifying how organisations can
increase their diversity through recruitment practices including: research into
potential recruitment pool; influencing line managers and other stakeholders;
using a variety of communication channels to reach the target candidates; and
rewarding increased diversity through recruitment.
Overcoming Race Discrimination in Recruitment
This site offers information on best practice for recruitment of indigenous
staff. From this site you can down load a booklet Recruitment of Indigenous
Australians in the Australian Public Service. The booklet is intended to
assist agencies by covering the legal framework that applies specifically to
the recruitment and development of Indigenous Australians, but it provides a
wealth of ideas regarding strategies that might be adopted and developed with
regard to recruiting and employing Indigenous Australians.
Recruitment of People with a Disability
Prost, A. (2006), French et al, 2008) Canadian HR Reporter, Vol. 19 No. 1,
pp. 11-12.
This article looks at some innovative solutions in addressing the employment
gap for people with a disability. The most revealing finding illustrates the
need for a new employment strategy for people with disabilities+ to
overcome the disconnect between employers, people with disabilities and the
service providers who help these individuals enter the workforce.
65
between recruitment and selection and the wider social and economic
context. This aspect of employee resourcing is characterised, however, by
potential difficulties. Many widely-used selection methods for example,
interviewing are generally perceived to be unreliable as a predictor of
jobholders performance in reality. Thus it is critically important to obtain a
realistic evaluation of the process from all concerned, including both
successful and unsuccessful candidates. There are ethical issues around
selecting appropriate, and by implication rejecting inappropriate,
candidates for employment. Many organisations seek to employ people who
will fit in with their organisations culture. This may be perfectly
understandable. However, it carries important ethical overtones for
example, whether an employing organisation should be involved in shaping
an individuals identity. We put forward the view in this chapter that,
notwithstanding the moral issues and practical difficulties outlined here,
recruitment and selection is one area where it is possible to distinguish
policies and practices associated with critical success factors and
performance differentiators which, in turn, impact on organisational
effectiveness in significant ways.
Poor performance
Reduced productivity
Low-quality products or services
Dissatisfied customers or other stakeholders
Low employee morale.
72
use selection methods which assess qualities of flexibility and creative
thinking (irrespective of whether they are using a traditional or competency
recruitment and selection model). Of course, many jobs may still require
task-holders to work in a predictable and standardised way, so one should
exercise caution when examining this rhetoric. Interestingly, however,
recruitment and selection practices should themselves be kept under constant
review if we accept the reality of a business world characterised by
discontinuous, rather than incremental, change.
73
74
OBJECTIVES OF THE STUDY
Cement Maihar.
Maihar.
Maihar.
75
76
RESEARCH METHODOLOGY
77
The present study is exploratory in nature, as it seeks to discover ideas
and insight to brig out new relationship. Research design is flexible enough to
provide opportunity for considering different aspects of problem under study.
It helps in bringing into focus some inherent weakness in enterprise regarding
which in depth study can be conducted by management.
TYPES OF RESEARCH
DESIGN
EXPLORATORY
RESEARCH
DESIGN
DESCRIPTIVE
&
DIAGNOSTIC
RESEARCH DESIGN
EXPERIMENTAL
RESEARCH
DESIGN
DATA COLLECTION
For any study there must be data for analysis purpose. Without data
there is no means of study. Data collection plays an important role in any
study. It can be collected from various sources. I have collected the data from
two sources which are given below:
1. Primary Data
The primary data are those which are collective a fresh & for first time
& this happen to be organizational in character.2. Secondary Data
Published Sources such as Journals, Government Reports, Newspapers
and Magazines etc.
78
Unpublished Sources such as Company Internal reports prepare by
them given to their analyst & trainees for investigation.
Websites like JRP official site, some other sites are also searched to
find data.
Scope of The Study
The scope of the study is very vital. Not only the Human Resource
department can use the facts and figures of the study but also the marketing
and sales department can take benefits from the findings of the study.
Scope for the sales department
The sales department can have fairly good idea about their employees,
tat they are satisfied or not.
Scope for the marketing department
The marketing department can use the figures indicating that they are
putting their efforts to plan their marketing strategies to achieve their targets
or not.
Scope for personnel department
Some customers have the complaints or facing problems regarding the
job. So the personnel department can use the information to make efforts to
avoid such complaints.
Sample Size :-
Questionnaire is filled by 100 employees of Birls Gold Cement
Maihar. The questionnaire was filled in the office and vital information was
collected which was then subjects to:-
A pilot survey was conducted before finalizing the questionnaire.
Data collection was also done with the help of personal observation.
After completion of survey the data was analyses and conclusion was
drawn.
At the end all information was compiled to complete the project report.
79
80
Data Analysis & Interpretation
Q. 1 Your organization take advantage of both sources of recruitment i.e.
external & internal?
a) yes b) no
c) sometimes d) cant say
Cant say
5%
Yes
45%
Sometimes
35%
No
15%
Interpretation :
45% workers support the idea that this induction programme
provides maximum advantage to the newcomer employee, for his job only
15% workers are purely opposite to it , 355 employees say that sometimes it
is beneficial and remaining 5% workers has given no answer.
81
Q. 2 Your organization select candidates from educational institutions?
Cant say
Sometimes 6%
5%
No
17%
Yes
72%
Interpretation :
82
Q. 3 Your organization conduct tests for selecting candidates?
Cant say
0%
Sometimes
20%
Yes
No 60%
20%
Interpretation :
For the preference of the sexually 60% of the workers admitted
that the preference is to be they supported their idea by saying that the work
is full of continuous toil and tiresome, they accosted female workers that they
are to mild to work there, 20% workers not give preference of sexuality, 20%
workers believe that preference of sexuality should be sometimes only for the
special kind of work.
83
Q. 4 Your organization conduct physical examination too?
Cant say
10%
Yes
Sometimes 30%
20%
No
40%
Interpretation:
84
Q.5 How often do you conduct recruitment and selection in your
organization ?
Yearly
40%
As & when
needed
55%
Interpretation :
85
Q. 6 Is the organization doing timeliness recruitment and selection process?
Cant say
Sometimes 5%
15%
No
20%
Yes
60%
Interpretation :
Dealing with the question of fair treatment 60% workers are
contented, 20% employees are dissatisfied , 15% employee found mixed
treatment fair as well as maltreatment , 5% workers can not range any things
and are unable to say any thing.
86
Q.7 Does the organization clearly define the position objectives, requirements
and candidate specifications in the recruitment process?
Sometimes
10% Cant say
10%
No
15%
Yes
65%
Interpretation :
Above the data shows that the 65% employee said that the organization
clearly define the position objectives, requirements and candidate
specifications in the recruitment process and only 15% are not.
87
Q.8 Does HR provides an adequate pool of equality applicant ?
No
15%
Yes
70%
Interpretation :
Above the data shows that the 70% employee says that HR provides an
adequate pool of equality applicant 15% are says not HR provides an
adequate pool of equality applicant.
88
Q.9 Are applicants treated fairly and with same courtesy as customers?
Cant say
Sometimes 5%
15%
No
20%
Yes
60%
Interpretation :
Dealing with the question of fair treatment 60% workers are
contented , 20% employees are dissatisfied , 15% employee found mixed
treatment fair as well as maltreatment , 5% workers can not range any things
and are unable to say anything.
89
Q.10 Recruitment of academic staff has been satisfactorily done in Birls Gold
Cement Maihar.
Yes
80%
Interpretation :
Above the data shows that the 70% employee says that Recruitment of
academic staff has been satisfactorily done in Birls Gold Cement Maihar and
only 10% are says not Recruitment of academic staff has been satisfactorily
done in Birls Gold Cement Maihar.
90
Q.11 Selection procedure is done objectively by matching job description
and person specification against what is offered?
Yes
75%
Interpretation :
Above the data shows that the 75% employee says that Selection
procedure is done objectively by matching job description and person
specification and only 10% are says not Selection procedure is done
objectively by matching job description and person specification.
91
Q.12 Recruitment system in Birls Gold Cement Maihar greatly impacts on
the academic staff performance?
Cant say
Sometimes 5%
15%
No
20%
Yes
60%
Interpretation :
Above the data shows that the 60% employee says that Recruitment
system in Birls Gold Cement Maihar greatly impacts on the academic staff
performance and only 20% are says not Recruitment system in Birls Gold
Cement Maihar greatly impacts on the academic staff performance.
92
Q.13 Does HR train hiring employees to make the best hiring decisions?
No
15%
Yes
70%
Interpretation :
Above the data shows that the 70% employee says that HR train hiring
employees to make the best hiring decisions and only 15% are says not HR
train hiring employees to make the best hiring decisions.
93
Q.14 Rate how well HR find good candidates from non-traditional source
when necessary.
No
20%
Yes
65%
Interpretation :
Above the data shows that the 65% employee says that HR find good
candidates from non-traditional source when necessary and only 20% are
says not HR find good candidates from non-traditional source when
necessary.
94
Q.15 Does the HR team act as a consultant to enhance the quality of the
applicant pre-screening process?
Yes
75%
Interpretation :
Above the data shows that the75% employee says that HR team act as
a consultant to enhance the quality of the applicant pre-screening process and
only 10% are says not HR team act as a consultant to enhance the quality of
the applicant pre-screening process.
95
96
FINDING
7. The all staff is too busy they have lots of work, they have
always overworked.
97
98
LIMITATIONS OF STUDY
1. Short time period: The time period for carrying out the research
was short as a result of which many facts have been left
unexplored.
5. Small area for research: The area for study was Birls Gold
Cement Maihar which is quite a small area to judge job
satisfaction level.
99
100
CONCLUSION
Due to job security there all staff is more satisfied with the job.
They conduct the interview for the top level but they not
conduct interview for the dawn level.
Some time with out interviews they recruit biased recruiting, but all
these thing are not effect to the applicants because there is so much
job security.
101
SUGGESTION
1. They have always under staff. So recruit the more staff to fill the
vacant seats.
2. Give update information should be given to the candidates regarding
recruitment.
3. The best talented candidates should be select for the desired post.
4. They should improve there working condition, for the good work from
the all staff.
5. Prmotion should be given not only seniority biased that should be
talent and work biased.
6. Recruitment for any job should be more attractive and have brief
information about the job and organization .
7. Recruitment sources, we should have to decide according to the job
and exiting employee condition.
8. Process of selection should be totally planned , like who will take
interview , which test will be taken , which date will be given to all
application etc.
9. There should be proper setting for conducting interview . the setting is
required both of physical & mental nature . the physical setting for the
interview should be comfortable and free from any physical
disturbance . the mental setting means both the interviewer and the
interviewee must be mentally prepared for the interview.
10.Interview should listen to carefully when the candidate is furnishing
the information . this give an impression to the candidate that
interviewer is quite serious about him and he will do his best.
11.By the help of these things we can make this process easy and
systematic for organization as well as for the candidates.
102
103
QUESTIONNAIRES
Name : . Desg. ..
Address:. Mob. ..
105
106
BIBLIOGRAPHY
1. Aswathapa K. , (1997) Human resourse and personal
Age Discrimination: Mitigating Risk in the Work Place
107
CERTIFICATE FROM PROJECT GUIDE & HOD
Guide By
Mr. K.P. Tripathi Mr. Anant Jyoti
(Project Guide) (Director HR)
108
DECLARATION
This is not the copy of any other repost or any part of it hasn't
been submitted for the award of any degree or diploma.
Anushtruti
Shukla
M.B.A. IV Sem
V.I.M.R. (Satna)
109
PREFACE
Now, I take this opportunity to present my Project Report and hope that
it would be of some use to all its readers.
110
CONTENTS
111