BJB AUTONOMOUS COLLEGE

A PROJECT REPORT ON

TALENT ACQUISITION
AT
MAHANADI COALFIELDS LIMITED,
BHUBANESWAR

SUBMITTED BY:-
SMRUTIPRANGYA PATTANAIK
ROLL NO. 2012MBA058,
Submitted to the
DEPARTMENT OF IMBA
In partial fulfilment for the award of degree of
INTEGRATED MASTER OF BUSINESS ADMINISTRATION
under the guidance of

EXTERNAL GUIDE INTERNAL GUIDE

SURYA KUMAR SARANGI BISHNU PAL

(Chief Manager( HR),MCL) Faculty(IMBA),B.J.B College
 ACKNOWLEDGEMENT

A successful project is a fruitful accumulation of efforts of many people. The successful completion of the present
research work conducted by me has been possible under the able and sincere guidance of Mr.SURYA KUMAR
SARANGI, Chief manager (HR ) MCL, Bhubaneswar. I extend my special thanks to all the employees of MCL,
Bhubaneswar for their critical comments, suggestion, support and co-operation which ultimately helped me in
making this project report. I must acknowledge my deep sense of gratitude to Mr. Bishnu Pal Faculty member B.J.B
College, who gave me moral support and guidance in different matters regarding the topics. I am thankful to his
overall support in completing of this project effectively and moreover on time. I express my sincere thanks for
guiding and helping me.

Thanking you...

SMRUTIPRANGYA PATTANAIK

2012MBA058
 DECLARATION

I, SMRUTIPRANGYA PATTANAIK do here by declare that the summer internship project report entitled “PROCESS
OF TALENT & ACQUISITION IN MCL”. Submitted by me to the department of IMBA, B.J.B AUTONOMOUS
COLLEGE,ODISHA,BHUBANESWAR, For the partial fulfilment DEGREE OF INTEGRATED MASTER OF BUSINESS
ADMINISTARTION is a record of independent project work done by me and it has not been submitted before to any
institute & university.

Singnature of student

IMBA DEEPARTMENT
BJB AUTONOMOUS COLLEGE
 BONAFIDE CERTIFICATE

Certified that the Project report titled “Process of Talent & Acquisition in MCL” is the confide work of Ms.
SMRUTIPRANGYA PATTANAIK bearing Roll Number 2012MBA058 who carried out the work under my supervision.
Certified further that to the best of my knowledge the work reported herein does not form part of any other
project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this
or any other candidate.

Signature of student Signature of internal Guide

Name: SMRUTIPRANGYA PATTANAIK Name: BISHNU PAL

Roll no:2012MBA058 Faculty Member(IMBA)

CONTENTS
Topics
Chapter-1
1.1 INTRODUCTION
1.2 OBJECTIVE OF THE STUDY
1.3 SCOPE OF THE STUDY
1.4 COMPANY PROFILE
1.5 HISTORY OF MCL
1.6 MCL GROUP
1.7 VISION
1.8 MISSION
1.9 COMPANY DIVISION
Chapter-2
2.1 TALENT
2.2 TALENT ACQUISITION PROCESS
2.3 SKILL DEVELOPMENT
2.4 TALENT ACQUISITION STRATEGY
2.5 EVALUATION
2.6 STAGES OF TALENT ACQUISITION
2.7 FOCUS ON DEVELOPMENT
2.8 NEED OF TALENT ACQUISITION
2.9 IMPORTANCE OF TALENT ACQUISITION
2.10 HOW TO MANAGE TALENT
Chapter-3
4.1- RESEARCH METHODOLOGY
4.2- MEANING
4.3- COMPONENT OF RESEARCH METHODOLOGY
4.4- RESEARCH OBJECTIVE
4.5- RESEARCH DESIGN
4.6- SAMPLING
4.7- SAMPLING PROCEDURE
4.8- DATA COLLECTION
1-PRIMARY DATA
2-SECONDARY DATA

4.9-ANALYSIS OF DATA
4.10- PREPARATION OF DATA
4.11- TOOLS USED
4.12- LIMITATIONS

Chapter-4
 5.1 DATA ANALYSIS

Chapter-5
6.1 FINDINGS
6.2 SUGGESTIONS
6.3 CONCLUSION

Chapter-6
7.1 BIBLIOGRAPHY
7.2 ANNEXTURE

INTRODUCTION

Organization is dominant component of contemporary society. They serve the interests of individual or
groups. These controlling interest shape the directions that organization take and this is turn can have
an impact on the wider society. Organizations in the ultimate analysis are instruments of achieving
certain objectives. The objectives of business enterprise are to enhance the stake holder’s value and
give him attractive return on investment.
 One major concern is going to be the environment. The growing perception that the increase in the
global trade will have a negative impact on the environment, though it need not be so. Therefore, the
values of an organization will be determined by the prevailing philosophy regarding environment as well.

The nature of organization, their goals, values, technologies, structures, psychosocial systems and
cultures affect the nature of society. The basic issues of quality of work life, democratic participation,
individualism, self-fulfilment and a meaningful life are not just broad theoretical abstractions. They are
fundamental issues that involve day to day relationships of individuals and group in the organization and
they are a primary concern of managers.

The major challenges that the organizations are facing are:-

 Key management position and people with maximum experience have been displaced.
 A culturally diverse workforce has emerged demanding special skills and abilities from management.
 A shortage of skilled labor has developed and companies have to provide some basic education to
people entering the workforce.
 Managers are unfamiliar with how to manage teams improve quality and increase productivity.
 The market place is more competitive, changes occur more rapidly and mistakes are much costlier.
 The body of knowledge and level of skills required to be successful are growing exponentially.
 Customers, citizens and employees expect more from those who lead them.

Therefore, the business organizations today find new ways to motive, revitalize and transform the
workforce. Business that wants to be competitive must be fast and focused, flexible and friendly.

Globalization and emergence of a global market are a reality today. Competitiveness is the only
parameter which determines the survival of the organization. They have to continually improve to adapt
to challengers of technology and customers’ needs. Therefore enterprises today are re-engineering
themselves to become more efficient and flexible. It motivates to focus on cost competitiveness,
enhancement of quality, customer orientation, innovation achievement of result and above all excellence
and professionalism.

Among the most critical tasks that managers of organization often face is training and development,
selection of human resource, which will best help the organization to meet its goals. Without competent
people at the managerial level and at all levels, organization will pursue either inappropriate goals or find
it difficult to achieve the desired goal. The human resources of any organization represent its largest
investment.

OBJECTIVE OF THE STUDY

The objective of the study can be enumerated as follows:-

  To identify various upcoming challenges of talent acquisition
 To familiarize with the Human resource department and know about the functioning and structure
of the organization
 To establish upcoming trends in talent acquisition
 To identify the ways to retain the best talent
 To know the output in terms of enhancement of skill among the trainees of MCL.

SCOPE OF THE STUDY

The specialised tasks covered in the scope are-
 The talents which are given most preferences in the talent acquisition process of MCL.
  Studying the procedure and policies that were referred before the recruitment and selection.

 Identification of the facilities and performance appraisal methods adopted by the MCL.

TALENT ACQUISITON

Talent acquisition is the strategic management of the flow of talent through an organization.

Its purpose is to assure that the supply of talent is available to align the right people with the right jobs at
the right time based on strategic business objectives.
Talent acquisition is the process of finding and acquiring skilled human labour for organizational needs
and to meet any labour requirement. Talent acquisition refers to the talent acquisition department or
team within the human resources department.

Talent acquisition processes includes-

Workforce planning-It requires an understanding of the different workforce segments and
positions within these segments, as well as the skills, competencies, and experiences necessary for
success. Workforce planning is the creation, formulation, and execution of strategy pertaining to the
optimization, learning programs and talent demand forecasting.

Talent-gap analysis-current versus future skills, aptitudes and competencies needed to protect the
organization’s key human capital. Customized development plans.

Recruiting –Recruitment refers to the overall process of attracting, selecting and appointing suitable
candidates for jobs
(either permanent or temporary) within an organization. Recruitment can also refer to processes involved
in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers
human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but
in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search
consultancies are used to undertake parts of the process.
Recruitment is the linear process, where employers source candidates for the existing vacancies
currently available. This approach is reactive in its nature, thus leads to increased time-to-hire and cost-
to-hire. At times organizations compromise even on quality in order to manage cost and time.

Staffing- Organization offering staffing services, and facilitating organizations to acquire temporary and
permanent workforce, enhancing productivity and quality while reducing employment related risk.
Staffing programs to increase average length of service and retention and staffing programs improve the
quality of hire.

Education and development- High performing, high potential employees of the organization
which includes strategies, key elements of talent and leadership development. Proper development plans
also ensure employees are aligned with organizational goals, which sets both parties up for success.
In business environment the long-term winners will be companies that focus on attracting the right talent
and keeping them long term. Understanding the culture, getting new hires started an early path of
success, and providing development activities will set both talent and organization on a path of growth,
empowerment and results. Proper training is also given to employees.
For this development the organization is develop the skill of the employees.
 SKILL DEVELOPMENT
Skill development is the process of identifying the skill gaps, and developing and honing these skills. It is
important because skills determine ability to execute plans with success.
For our country to achieve high levels of economic growth and address our social challenges of poverty
and inequality, we must work together to invest in education and training and skills development to
achieve our vision of a skilled and capable workforce to support an inclusive growth path.
A distinction between education, training, and skills development and that he frames skills development
within clear objectives-
Education and training-skill development-corporate workforce-inclusive growth path

Skill development can be defined –

1) To improve productivity in the workplace and the competitiveness of our businesses and

2) To improve the quality of life of workers, their prospects of work and their mobility. For skill
development the skill development program inaugurated in odisha- On Monday, May 9, 2016, a skill
development initiative setup was inaugurated. Setting up of skill development programs was the
government’s plan in the previous year for better practical access, understanding and knowledge for
students nation-wide as a part of the National Skill Development Mission.

NATIONAL SKILL DEVELOPMENT CORPRATION-(NSDC)

The National Skill Development Mission was approved by the Union Cabinet on 1.07.2015, and officially
launched by the Hon’ble Prime Minister on 15.07.2015 on the occasion of World Youth Skills Day. The
mission has been developed to create convergence across sectors and states in terms of skill training
activities. The National Skill Development Corporation India was setup as a one of its kind, public private
partnership company with the primary mandate of catalyzing the skills landscape in India. NSDC is a
unique model created with a well thought through underlying philosophy based on the following pillars-

1) Create- proactively catalyse creation of large, quality vocational training institutions.

2) Fund- Reduce risk by providing patient capital. Including grants and equity.

3) Enable-the creation and sustainability of support systems required for skill development.
The main objectives of the NSDC are to-

1) Upgrade skills to international standards through significant industry involvement and develop
necessary frameworks for standards, curriculum and quality assurance.

2) Enhance, support and coordinate private sector initiatives for skill development through appropriate
Public-Private Partnership (PPP) models, strive for significant operational and financial involvement from
the private sector.

3) Play the role of a market-maker by bringing financing, particularly in sectors where market mechanisms
are ineffective or missing.

The National Skill Development Mission will be streamlined institutional mechanism driven by

Ministry of Skill Development and Entrepreneurship (MSDE) –

The Ministry of Skill Development and Entrepreneurship is a ministry of Government of India to

coordinate all skill development efforts across the country. It aims to remove disconnect between
demand and supply of skilled manpower, to build the new skills and innovative thinking not only for
existing jobs but also jobs that are to be created PM Modi launches Skill Development Mission hopes to
make India hub of skilled manpower- Prime minister Narendra Modi launched his pet project Skill India
Campaign in New Delhi on the occasion of the first ever World Youth Skills Day which included the launch
of the National Skill Development Mission and unveiling of the new National Policy for Skill Development
and Entrepreneurship 2015.

Retention- Retention impacts all aspects of the workplace, and everyone has a role to fulfil to ensure
an organization runs smoothly and is successful.

Succession planning-current performance management systems and identify current and future
needs to ensure a clear relationship with the skills, aptitudes, attitudes, behaviours and competencies
needed to support the organization’s strategic plan. Succession planning efforts in building bench,
developmental plans and strategies shared with Talent acquisition and leadership. Succession planning
teams with line managers. Succession planning as, “Any effort designed to ensure the continued effective
performance of an organization, division, department, or work group by making provisions for the
development, replacement and strategic application of key people over time. Succession planning is part
of a broader talent acquisition program. Succession planning aims to attract the best talent, retain those
individuals, and develop them through well-targeted development efforts. Succession planning helps
build the bench strength of an organization to ensure the long term health, growth and stability.
Effective succession planning- there are 8 steps to ensure effective succession planning-
1) Establish measurable goals to guide the succession planning program.
2) Recalibrate succession planning program goals on an annual basis.
3) Prepare current job descriptions so that the work to be performed is clear.
4) Prepare competency models by level on the organization.
5) Carefully define the roles to be played by each key stakeholder group in the succession planning
process.
6) Establish talent pools by levels based on the strategic strengths of the organization
7) Take an inventory of talent.
8) Evaluate the entire succession planning program on a regular basis

Talent acquisition strategy 3 pillars of success-

1) Plan and prepare-

This pillar of high performance talent acquisition is powered by insights gained through careful analysis of
organizational data from business priorities and performance to workforce management, core HR, and
talent management.

2) Identify and evaluate-

This pillar represents the bulk of activity inherent in most talent acquisition processes. Efforts to identify
and evaluate talent fall within the source and assess stages, and include key practices like candidate
relationship management (CRM), employee referral management, behavioural assessments, and video
interviewing.

3) Acquire and engage –

This pillar encompasses the Hire and Onboard stages, both of which take place after a viable candidate
has been found and selected. From extending and negotiating an offer to pre-boarding and new-hire
socialization, the end-goal is to maintain momentum built up in the rest of the talent acquisition process
in order to convert new hires into engaged employees into a successful and lasting career within the
organization.

EVALUATION
Evaluation process services give more strategic ways to measure actual and potential talents. And with
optimized assessment tools meet unique needs using advanced science-based assessment products.
The 4 stages of Talent Evaluation-
1) Assess New Talent – It is the stage at which talent management must be most efficient.

2) Meet on boarding Needs- Accuracy is not the only thing that sets use of assessments In evaluation
apart. In-depth competency measurement also provides detailed and holistic candidate information. The
traditional processes favored by many- such as unstructured interviews and recruitment agencies provide
a bare bones level of insight

3) Provide Ongoing Development- Performance appraisals represent an important opportunity for

feedback and development.

4) promote the right talent- Succession planning is an area of talent management where detail is an
absolute necessity to make the right promotion decisions. It is also a talent acquisition function prone to
influence from personal relationships and reputations.
Most organizations know the importance of having the right people in the right jobs, and keeping that
talent around long-term .The problem is finding the right mix of strategies to accomplish both tasks, often
with limited resources and budget.
The high cost and risk of not hiring the right candidates and subsequently having to replace those people,
is worth implementing a few key talent acquisition and retention strategies.

UNDERSTAND YOUR CULTURE-

There can be a distinct difference in the culture you have and the culture you think you have. Do you
value innovation? How do employees really feel about working at your organization? Do you provide
flexibility? What about development? Determine whether the values you promote are just words or are
really being carried out in actions.

PROMOTE YOUR TALENT BRAND-

Once you understand your culture, focus on what it’s like to work at your organization through honest
communication. Finding the right talent is immensely easier when you’re honestly promoting what it’s
like to work at your company. The goal with promoting your talent brand is to convey to candidates why
they want to work for you. Nothing is more disappointing to a candidate (or your company and bottom
line!) than bringing on an employee that isn’t the right fit, whether that‘s from a culture or skills
perspective.
AUTOMATE YOUR HIRING PROCESS
A Smooth and efficient hiring process sets a good impression with candidates and can help ensure you’re
casting a wide net of candidates, communicating effectively and getting the right person in the door in a
timely manner.

ONBOARD THE RIGHT WAY

Nothing is worse than not being prepared for a new hire on day one. A proper on boarding experience
makes an employee valued, engaged, and motivated sets them up for success from the beginning.
Effective on boarding significantly affects productivity too, so the benefit to the organization, as well as
The new hire, is significant.
FOCOUS ON DEVELOPMENT
Nothing engages people like development. It keeps things fresh, its shows the organization cares, and it
provides a long term benefit. People who feel like they have the opportunity to learn and grow in their
jobs are much less likely to leave. Proper development plans also ensure employees are aligned with
organizational goals, which sets both parties up for success.

In today’s business environment, the long term winners will be companies that focus on attracting the
right talent and keeping them long term. Understanding your culture, getting new hires started on an
early path of success: and providing development activities will set both your talent and your organization
on a path of growth, empowerment and results.

Talent acquisition and retention impacts all aspects of the work place, and everyone has a role to fulfil to
ensure an organization runs smoothly and is successful. As critical responsibilities of human resource
professionals, it is imperative to understand how to recruit, retain and align talent with an organization’s
strategy.

NEED FOR TALENT ACQUISITION

Organization have recognized the need for maintaining reserve talent to fill a vacancy as and when it
arises. But the whole process of talent acquisition i.e., how to fix and select talent for the organization
remains largely undefined and is often left to the discretion of the individual managers hiring them. This
whole process of individual managers for the same organization places heavy burden on its exchequer.
Talent acquisition is not a form of art, but a defined process. If the strategies are well-defined, the whole
process will be a success.
 IMPORTANCE OF TALENT ACQUISITION
1- Understanding the demographics of workforce both current and future.
2- Identification of economic issues which have an impact on the organization’s sustainability.
3- Identification of organizational and cultural issues which influences the talent acquisition.
4- Knowledge about industry trends and emerging issues.

How talent acquisition important for an organization-

1) Cost cutting- One experienced and skilled employee can replace instead of two or more employees.
Organization can save hundreds or thousands of rupees.

2) Maximum Output- Organization can make maximum output in minimum resources.

3)Time Saving technique- It is a time saving technique because for every job a skilled person can place.
It’s helpful to complete job in minimum time.

4) Perfection increase- Due to skilled employee perfection in work is increase. There is low probability
of mistakes

How Talent acquisition importance for an Employee-

1) Recruitment- It’s ensuring that right people are attracted to the organization, due to providing
exposure for their skills.

2) Retention- Developing and implementing practices that reward and support employees.

3) Employee Development- Ensuring continuous informal and formal learning and development.

4) Leadership and ‘high potential employee’ development - Specific development programs for
existing and future leaders.

5)Performance management-Specific processes that support performance, including

Feedback/measurement.

6) Workforce planning- Planning for business and general changes, including the order workforce and
current/future skills shortages.

7) Culture- Development of a positive, progressive and high performance way of operating.

How to manage the talent-

There are some of the measures that should be taken into account to manage and retain talent in the
organization, to be efficient and competitive in this highly competitive world-
1) Hire the right people- Proper care must taken while hiring the people. It would be beneficial for an
organization to recruit young people and nurture them, than to substitute by hiring from other
organizations. Care must be taken to fit the right person to the right job.

2) Keep the promise- Good talent cannot be motivated by fake platitudes, half-truths and broken
promises. Unfulfilled expectations can breed dissatisfaction among the employees and make them either
leave the organization or work below their productive level. Promises made during the hiring stage must
be kept to build loyalty among the employees, so that they are satisfied and work their fullest capability.

3) Good Working Environment- It has to be accepted by the organizations that highly talented persons
make their own rules. They have to be provided with a democratic and a stimulating work environment.
The organizational rules must be flexible enough to provide them with freedom to carry out their part of
task to their liking, as long as the task is achieved. Opportunities should also be provided to the
employees to achieve their personal gains.

4) Recognition of Merit- It is highly motivating for any person if his talent is recognized and is suitably
rewarded. One way is providing them with salary commensurate with their performance. Promotions and
incentives based on performance are another way of doing it. Another way is by providing them with
challenging projects.

5) Providing Learning Opportunities- Employee must be provided with continuous learning opportunities
on and off work field through management development programs and distance learning programs. This
will also benefit the organization in the form of highly talented workforce.
 RESEARCH METHODOLOGY

Methodology refers to the procedure adopted by which the information has been collected and
analyzed to arrive at the final conclusion with certain suggestion and recommendation.

A research cannot be conducted abruptly. Research has to processed systematically in the already plan
direction with the help of a number of steps in sequence. The methods adopted by the researcher for
completing the study are called research methodology. In another words research methodology is simply
the plan of action for a research which explains in detail how data is too collected, analyzed and
interpreted.

Data becomes information only when a proper methodology is adopted. Thus we can say methodology is
a tool which processes a data into reliable information. The present chapter attempts to highlight the
research adopted in this project.
COMPONENTS OF RESEARCH METHODOLOGY-
1) Research design
2) Sampling
3) Data collection
4) Tabulation of data
5) Analysis of data
6) Preparation of report
7) Tools used

1) Research design-
A research design is a type of blueprint prepared on various types of blueprints available for the
collection, measurement and analysis of data. A research design call for developing the most efficient plan
of gathering the needed information. The design of a research study is based on the purpose of the study.
A research design is the specification of methods and procedures for acquiring; the information needed it
is the overall pattern or frame work of the project that stipulates what information is to be collected from
which source and by what procedure.

2) Sampling-
METHODS OF SAMPLING:-
Probability sampling is also known as random sampling or chance sampling. Under sampling design
every individual in the organisation as an equal chance or probability of being chosen as a sample. This
implies that this section of sample items are independent of the persons making the study i.e., a sampling
operation is controlled objectively so that the items will be chosen strict at random. Non-probability
sampling is also known as deliberate sampling, purposeful and judgemental sampling. Non-probability
sampling is that which does not provide every individual in the organisation with a known chance of being
included in the sample.

3) Data collection-
Collection of data is the first step in statistics. The data collection process follows the formulation for
research design including the sample plan. The data can be secondary or primary.
COLLECTION OF PRIMARY DATA:-
During the course of study and research can be through observation or through personal interviews. I
have collected from primary data by means of a questionnaire. The questionnaire was formulated
keeping in mind the objectives of the research study.

COLLECTION OF SECONDARY DATA:-

Means data that is already available i.e., they refer to data which has already been collected and
analysed by someone else. When a secondary data is used, the researcher has to look into various
sources from where he can obtain data. This includes information from various books, periodicals,
magazines etc.
4) Analysis of data-The analysis of data which is stepping their research report was done. Basically
through highest percentage of respondents against each question.

5) Preparation of report-
Finally the report was prepared basic upon the analyzed data, collection information, literature study and
visual observation.

6) Tools used-
For analyzing the statistical tool used as percentage ratting method and pie chart diagram fit software
tool used in Microsoft excel and MS word.

RESEARCH METHODOLOGY ADAPTED:-

Research design → Descriptive research
Research instrument → Structured questionnaire
Sample plan → (a) Sample method: Non probability sampling
Judgemental sampling
(b) Sample size: 10

SAMPLING DESIGN CONVENIENCE SAMPLING:-

As the name implies, is based on the convenience of the researcher who is to select a sample.
Respondents in the sample are included in it merely on account of their being available on the spot where
the survey was in progress.

SOURCE OF DATA:-
Primary data → Structured questionnaire.
Secondary data → Journals, booklets, company data.
 Limitation of study-
As Talent acquisition is a major activity of Human resource department in every organisation. But doing
the project on the topic concerned, certain limitations come in the way while carrying out the study. They
are-

1) Limitation about the time and absenteeism.

2) Time factor was the major limitation of this survey because during survey any activity of organization
which is directly or indirectly related to the talent and acquisition process should not disturb due to
survey.