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A study on Procurement of man-power resources in Damodar Valley Corporation. Particulars of the candidate :- Name : - Amita Chattaraj College : - Banwarilal Bhalotia college University Registration No. :- 1

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A study on Procurement of man-power resources in Damodar Valley Corporation.

Particulars of the candidate :-

Name : - Amita ChattarajCollege : - Banwarilal Bhalotia college University Registration No. :- University Roll No. :-

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FOREWARD:-

The presenter of this project, titled “Procurement of man power resources in Damodar Valley Corporation”, is a student of Bachelor of Business Administration (Honours) in Banwarilal Bhalotia College, Asansol, and University of Burdwan. Her specialization is in the field of Human resource.

Damodar Valley Corporation is being India’s one of the most famous and wide enlarging company connecting lives of people. Damodar Valley Corporation has built over the years, a robust domestic market position by becoming the largest supplier of power all over India. D.V.C has crossed milestones at various fronts. The company has been successful in meeting demanding requirements of Indian market, in terms of complexity of the works as well as technological; quality.DVC is an environment friendly company in all its activities, products and services besides providing safe and healthy working environment to all its employees and workers.

Presenter:-Amita chattaraj3rd year, Bachelor of Business AdministrationBanwarilal Bhalotia College, Asansol.University of Burdwan.

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[ACKNOWLEDGMENT]

Having being helped by various persons in the preparation of

the project right from the request for permission, i am obliged

to many persons of whom I would like to thank in three

groups.

Persons to whom I am grateful from my

college:-

I would like to express my gratitude to my Principal, Dr. U.C. Sarkar, Banwarilal Bhalotia College, Asansol, for writing a request letter to the Personnel Manager of Damodar Valley Corporation, Mejia Thermal Power Station for allowing me to prepare a project on his esteemed company for my degree. I am also thankful for allowing me a number of regular college classes off so that I can personally be present in the various premises of the organization of my study.

I also thank the coordinator of B.B.A. (hons.) Department of my college, Dr. J. Sinha, for his approval of my subject.I am ever grateful to my professor Souvik Dutta and all others, who helped me to groom my Human Resource acumen over the years and also happen to be my mentors of my specialization papers and would like to express my heartfelt gratitude to him for his constant inspiration.

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Persons to whom I am grateful from the organization:-I express my sincerest gratitude to Mr. B. SEN, Personnel Manager of Damodar Valley Corporation and Mr. K.K DEY, Senior Personnel Manager of D.V.C, to walk in through the gates of his premises and allowing me to all places I needed to visit.

I owe thanks to the vast and detailed data-bank of the company from which the data have been accessed.

Persons to whom I am grateful in personal level:-I am thankful to my father, Sri. Arun Kumar Chattaraj, without whose blessings nothing would have been possible.

I am thankful to my mother, Smt.Sampa Chattaraj, who has helped me to express my imaginations and thoughts in words. Without language I would simply not have the medium to communicate.

I am also thankful to my sister, Payel Chattaraj, who has put in ideas for making the look of the project professional.

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[CONTENTS]

(A) Introduction

(B) Concept related to Project Work.

(C) Research Methodology

(D) Company Profile [D.V.C]

(E) About D.V.C

(F) Theoretical Interpretation Regd.” Recruitment &

Selection”.

(G) Recruitment & Selection policy in DVC

(H) Feedback from Questionnaires.

(I) Suggestion / Recommendations

(J) Bibliography

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INTRODUCTION

Human Resource Management is the life blood of a business. An organization success or failure entirely depends on the human resources of an organization.

Human Resource Management is concerned with two

sets of functions, namely-Managerial functions and Operative functions. So it is one of the operative functions of human resource management. Procurement literally means ‘collecting the best from different sources’ but procurement of man power resources is concerned with procuring and employing people who process necessary skill, knowledge and aptitude. Under its purview we have job analysis, manpower planning, recruitment, selection, placement, induction and internal mobility.

Procurement of Man Power Resources means collecting

proper man power Resources to meet organizational objectives, in relation to the kind of skill required for different categories of job and human resource requirements over a period of time. For this Human Resource planning helps to determine the number, and type of an organization’s feed. Job analysis & Job design specify the task and duties of job and the qualifications expected from the prospective Job holders. The next logical step is to hire the right number of people to the right type to fill the job.

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Herein involves to broad group of activities:

1) Recruitment 2) Selection

Both are discounted in this project.

Before coming to details on Recruitment and Selection it is useful to note that hiring contrary to popular perception, is an ongoing process and not confined to the formative stages of an organization .Employees leave the organization in search of greener postures. Some retire & some die on the saddle. More importantly, an enterprise grows, diversifies and takes over other units all regenerating hiring of new man and women. In fact the hiring function stops only when the organization ceases to exit.

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Concept related to Project Work.

Why project Report ? Project Report is essential to gain some knowledge and

experience in practical fields besides the theoretical aspects. Being a student he/she should know the realities of Industrial life and to understand the changes in capacity , technological progress , organization arrangement , description of plant and Machinery , management policies, resources , labour forces schedule of implementation , end protection and cost of project and means of financing . So, as a student of BBA (Hons.) III of B.B College, Asansol of Burdwan University, I have got a golden opportunity during my work in Damodar Valley Corporation, Mejia Thermal Power Station.

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Objectives:-

1) To enquire the procurement procedure in Damodar Valley Corporation.

2) Identifying the process by which they are recruiting people. 3) Number of Recruitment in recent years 4) Selection process in D.V.C & its competency 5) Promotion policy in DVC

Importance :- This preselect assist me to acquire some practical knowledge through visiting different Department and interacting with executives & Employees and standing different documents, files, journals etc. in the organization.

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SOURCES OF DATA COLLECTION :-

I have used both primary and secondary sources for collection in different areas. For example Interviews analysis, opinion poll survey, Journals, Annual report, Records, Documents files etc.

1) Problems face in preparing projects. This project is based on basically searching websites, books and journals & writing materials.

2) As DVC is a Public Sector undertaking, so it was problematic to gather all the necessary information required for my project work.

3) Employees were not free to give their open feed back.4) There was problem in getting time from the top

executive as they were having a busy schedule.

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Research Methodology

Research is a scientific and systematic search for pertinent information on a specific topic. It’s an art of scientific investigation. Research of any kind is a careful investigation through search for new facts. This research can be done both by quantitative and qualitative approach based on various data sources. The procedure adopted for conducting the research requires a lot of attention as it has direct bearing on accuracy, reliability and adequacy of results obtained. It is due to this reason that research methodology, which we used at the time of conducting the research, needs to be elaborated upon. Research Methodology is a way to systematically study and solve the research problems. If a researcher wants to claim his study as a good study, he must clearly state the methodology adapted in conducting the research, so that it will be judged by the reader, whether the methodology of work done is sound or not .The Research Methodology here includes : - --

1. Meaning of Research.2. Research Problem.3. Research Design.

4. Data Collection Method. 5. Analysis and Interpretation of Data.

1. Meaning of Research :- Research is defined as “a scientific and systematic search for pertinent information on a specific topic”. Research is an art of scientific investigation. Research is a systematized effort to gain new knowledge. It is a careful investigation or inquiry

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especially through search for new facts in any branch of knowledge. Research is an academic activity and this term should be used in a technical sense. Research comprises defining and redefining problems, formulating hypothesis or suggested solutions. Making deductions and reaching conclusions to determine whether they if the formulating hypothesis. Research is thus, an original contribution to the existing stock of knowledge making for its advancement. The search for knowledge through objective and systematic method of finding solutions to a problem is research.

2. Research Problem :-The first step while conducting research is careful definition of Research Problem. “To Err Is The Human” is a proverb which indicates that no one is perfect in this world. Every researcher has to face many problems which conducting any research that’s why problem statement is defined to know which type of problems a researcher has to face while conducting any study. It is said that,“Problem well defined, is problem half solved.”Basically, a problem statement refers to some difficulty, which researcher experiences in the context of either a theoretical or practical situation and wants to obtain the solution for the same.

3. Research Design :-A research designs is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Research Design is the conceptual structure with in

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which research in conducted. It constitutes the blueprint for the collection measurement and analysis of data. Research Design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. A research design is a framework for the study and is used as guide in collection and analyzing the data. It is a strategy specifying which approach will be used for gathering and analyzing the data. It also includes the time and cost budget, since most studies are done under these two constraints. The design in such studies must be rigid and not flexible and

must focus attention on the following:--1. What is the study about?2. Why is the study being made?3. Where will the study be carried out?4. What type of data is required?5. Where can be required data be found?6. What period of time will the study include?7. What will be sample design?8. What techniques of data collection will be used?9. How will the data be analyzed?10. In what style will the report be prepared?

Types of Research Design : - Experimental Research Design. Exploratory Research Design. Descriptive Research Design. Diagnostic Research Design.

Exploratory Research Design: -- This research design is preferred when researcher has a vague idea about the problem the researcher has to explore the subject.

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Experimental Research Design: -- The research design is used to provide a strong basis for the existence of casual relationship between two or more variables. Descriptive Research Design : -- It seeks to determine the answers to who, what, where, when and how questions. It is based on some previous understanding of the matter.Diagnostic Research Design: -- It determines the frequency with which something occurs or its association with something else. Research Design Used in this Project :--Research Design chosen for this study is Descriptive Research Design. Descriptive study is based on some previous understanding of the topic. Research has got a very specific objective and clear cut data requirements. The following data sources have been used in this research

book:-

1) Books: - Different things have described their ideas and

theories in the books written by them and I have taken help

from various books in this purpose.

2) Searching of websites of the organization of DVC and

other organization engaged in Electricity Productions.

3) Printed documents provided by the company.

4) Personal interview to the various Employees of the

organization.

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5) Survey of questionnaire by using various survey

techniques like sampling survey.

HYPOTHESIS:-

The immediate hypothesis that can be drawn is that a numbers

of people have been recruited externally and a few internal

recruitment is also done.

Methods:-

1. Analyzing the case files on recruitment and selection.

2. Direct interaction with Superior of HR

3. Personnel conversation of the attitude of employee and

other staff members.

4. Watching the regular work process.

5. Files, Magazines, Annual Report and other Documents.

6. Personal interaction with Employees of company.

7. Questionnaires and Interviews.

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Company Profile:- Evolution The DVC Act Mission and Vission

EVOLUTION Formation:-DVC, a legacy to the people of India, emerged as a

culmination of attempts made over a whole century to control

the wild and erratic Damodar River. The river spans over an

area of 25,000 sq. kms covering the states of Bihar (now

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Jharkhand and West Bengal.

The Damodar Valley has been ravaged frequently by floods of

varying intensities and the first of the major recorded flood

dates back to 1730. Thereafter serious floods occurred at

regular intervals, but it was the flood of 1943 that left the

worst devastation in its wake. As a result, the Governor of

Bengal appointed a Board of Inquiry headed by the Maharaja

of Burdwan and the noted physicist Dr. Meghnad Saha as

member. In their report, the Board suggested creation of an

authority similar to the Tennessee Valley Authority (TVA) of

United States of America. The Government of India then

appointed Mr. W.L. Voorduin, a senior engineer of the TVA

to make recommendations for comprehensive development of

the valley. Accordingly, in August, 1944, Mr. Voorduin

submitted his "Preliminary Memorandum on the Unified

Development of the Damodar River".

Mr. Voorduin’s "Preliminary Memorandum" suggested a

multipurpose development plan designed for achieving flood

control, irrigation, power generation and navigation in the

Damodar Valley. Four consultants appointed by the

Government of India examined it. They also approved the

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main technical features of Voorduin’s scheme and

recommended early initiation of construction beginning with

Tilaiya to three governments – the Central Government and

the State Governments of West Bengal and Bihar (now

Jharkhand) to participate jointly for the purpose of building

the Damodar Valley Corporation.

The Corporation came into existence on 7th July, 1948 as the

first multipurpose river valley project of independent India.

DVC Act:-Act No. XIV Of 1948-(The Act received the assent of the Governor General on the 27th of March, 1948) An Act to provide for the establishment and regulation of a Corporation for the development of the Damodar Valley in the provinces of Bihar and West Bengal.

Whereas it is expedient to provide for the establishment and regulation of a Corporation for the development of the Damodar Valley in the provinces of Bihar and West Bengal.

And whereas in pursuance of section 103 of the government of Indian act, 1935, resolutions have been passed by all the chambers of the provincial legislatures of the said provinces

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to the effect that certain matters dealt with this act which are enumerated in the provincial legislature list should be regulated in those provinces by the act of dominion legislature.

Landmarks :-

Landmarks Achieved- DVC is the first multipurpose river valley project

taken up by the Govt. of India.

DVC, the only GOI organization generating power through three sources- coal, water and liquid fuel.

India’s first underground hydel station set up at Maithon.

Bokaro TPS, the nation’s biggest thermal power plant in the 50s of the last century

BTPS boilers, first to burn untapped low-grade coal in pulverized fuel furnaces.

The first re-heat units in India, utilizing high steam parameter at Chandrapura Thermal Power Station.

MISSION-

DVC came into existence with the avowed mission to tame the turbulent Damodar and control damages caused by recurring and devastating floods in the valley. Following the model of the Tennessee Valley Corporation, DVC incorporated other activities to broaden the scope of its primary mission-

Flood control and Irrigation. Generation, Transmission and Distribution of power. Eco-conservation and Afforestation.

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Socio-Economic welfare of the habitants of DVC. Water supply for Industrial and domestic use. Promotion of public health, agriculture, industrial,

economic and general wellbeing in Damodar Valley. Navigation and Drainage. Promotion and Operations of schemes for irrigation.

Hence the shift of emphasis in recent times to generation, Transmission and Distribution of electrical energy to meet the increasing demand for power from core sector industries like steel, coal and railways as well as other industrial consumers.

VISION-To foster integrated development of Damodar Valley command areas and achieve par excellence in its multi faceted activities of control of floods, provision of irrigation, generation, transmission and distribution of electrical energy and also soil conservation, unified tourism, fisheries, socio-economic and health development of villages within a radius of 10KM of its projects.

COMPANY PROFILE Major Units:- DVC Power Stations at a Glance:-Name

Location Capacity Commissioning

THERMAL

Bokaro 'B' Dist- BokaroState- Jharkhand

630 MW(3 X 210 MW)

U-I Mar 86U-II Nov 90U-III Aug 93

Chandrapura Dist- BokaroState- Jharkhand

390 MW(3 X 130 MW)

U-I Oct 64U-II May 65U-III July 68

Durgapur Dist.- BarddhamanState- WestBengal

350 MW(1X140 MW)+

U-III Dec 66U-IV Sept 82

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(1X210 MW)

Mejia Dist.- BankuraState- WestBengal

1340 MW(4 X 210 MW) +

(2 X 250 MW)

U-I Mar 96U-II Mar 98U-III Sept 99U-IV Feb 05

U-V Feb 08

U-VI Sept 08

Total Thermal 2710 MW

Name Location Existing Capacity Commissioning

HYDEL

Tilaiya River- BarakarDist.-HazaribaghState- Jharkhand

4 MW (2 X 2 MW)

U-I Feb’53U-II July’53

Maithon River- BarakarDist.- BurdhamanState- West Bengal

60 MW(3 X 20 MW)

U-I Oct’57U-II Mar’58U-II Dec’58

Panchet River- DamodarDist.- DhanbadState -Jhankhand

80 MW(2 X 40 MW)

U-I Dec’59U-II Mar’91

Total Hydel . 144 MW

GRAND TOTAL 2854 MW  

Specific Plants :-

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By April 1947, full agreement was practically reached between the three Government of Central, Bengal and Bihar on the implementation of the schema and in March 1948, the DVC ACT (Act No. XIV of 1948) when paned by central legislature, requiring the three Governments. The Central Government. And State Government. Of West Bengal and Bihar (now Jharkhand). To participate jointly for the Rupees of Building the DVC.The Corporation came into existence on 7th July, 1948 as the first multipurpose river valley project of independent India.

BACKGROUND AND HISTORY :-

1. The Early stages of DVC

2. Expanding Horizon

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3. Holding Company

4. DVC today

5. DVC into the futureAnd whereas in pursuance of section 103 of the Government of India Act, 1935 (26 Geo. 5,c. 2), resolutions have been passed by all the Chambers of the Provincial Legislatures of the said Provinces to the effect that certain matters dealt within this Act which are enumerated in the Provincial Legislative List should be regulated in those Provinces by Act of the Dominion Legislature;

It is hereby enacted as follows:-

Part I – Introductory

Part II – Establishment of the Corporation

Part III – Functions and Powers of the Corporation

Part IV – Finance, Accounts and Audit

Part V – Miscellaneous

Maithon Dam ,Producing Hydro electricity powerAbout D.V.C (In Details )

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Landmarks :- DVC is the first multipurpose river valley project taken up

by the Govt. of India.

DVC, the only GOI organization generating power through three sources- coal, water and liquid fuel.

India’s first underground hydel station set up at Maithon.

Bokaro TPS, the nation’s biggest thermal power plant in the 50s of the last century

BTPS boilers, first to burn untapped low-grade coal in pulverized fuel furnaces.

The first re-heat units in India, utilizing high steam parameter at Chandrapura Thermal Power Station.

Centre for HR Development :-

DVC has always attached maximum importance on proper training and development of its Employees. Its centre for Human Resource Development has all the modern facilities for effective Training and Development of its employees.The most significant factor contributing to the success of DVC so long is its human resources. Since inception, DVC is a major source of providing employment to a large number of individuals in various disciplines like engineering, technical, accounts & finance, general categories & skilled / unskilled local people.DVC is proud to have succeeded in workforce and bringing the best out of them.As on 31st March 2006 DVC’s total employee strength stands at 11169.

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The focus of human resource development in the Damodar Valley Corporation has been changing in tune with the rapidly changing external environment.

Man: Man Power Ratio:- The overall Man: MW ratio in the year 2was 3.76 as against 3.8 in the year 2004-05.

Synchronization of Differ rent units of MTPS :-

1) No. Unit- 210 MW – March 1996

2) 2 Nos. Unit – 210 MW – March'1998

3) 3 Nos. Unit – 210 MW – February'2005

Organizational structure of plantPersonal department.

Health

Safety

Trade Union

Medical Facilities

Welfare Facilities

Canteen

Recreation Facilities

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No. of Shift Duties TimeA Shift :- 6A.M - 2P.M

B Shift :- 2 P.M - 10 P.M

C Shift :- 10P.M - 6 A.M

Theoretical Interpretation Regarding

“Procurement of Manpower Resources”

Any organizations success or failure entirely depends upon

the human resource of an organization. This is because the

efficient use of physical resources (that is land, machinery,

materials) ultimately depends on how the human factor is put

to good use on various operation.

Procurement of manpower resources is one of the

operative functions of human resource management. It

literally means ‘collecting the best from different sources’ and

is concerned with procuring and employing people who

posses necessary skill, knowledge and aptitude.

Meaning of Recruitment:-

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Recruitment is the process of locating & encouraging

potential applications to apply for existing or anticipated job

opening .It is actually a linking function, joining together

those with jobs to fill and those seeking jobs.

Recruitment logically aims at -

i) Attracting a large number of qualified applicants who are

ready to take up the job if it's offered and

ii) Offering enough information for unqualified persons to

self- select themselves out.

TWO SOURCES OF RECRUITMENT :-

Internal Sources: - within the organization is

upgraded, transferred, promoted or even Persons who is

already working in an organization constitutes the 'Internal

Sources’. Retrenched employees, retired employees,

dependent's of decreased employees may also constitute the

internal sources .Whenever any vacancies arises, someone

from demoted.

Merits of Internal sources :-

Moral & motivation of employee improves. A sense if

securing is created among employees.

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It promotes loyalty and commitment among

employees due to sense of job security and opportunity for

advancement.

Present employees are already familiar with the

organization.

Relation with Trade Union remains good which helps

in internal recruitment particularly through promotions.

Demerits of Internal Sources:-

It may dead to inbreeding.

It discourages flow of new blood in to organization.

If promotion is based on seniority really capable

persons may be left out.

All vacancies can not be filled up from within the

organization.

External Sources: - External sources lie

outside an organization. Here organization can have the

services of:

Employees working in other organization

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Job aspirants registered with employment

exchanges.

Students from reputed educational institutions.

Candidates referred by unions, friends, relatives and

existing employees.

Candidates forwarded by search firms and

contractors.

Merits of External sources:-

People having the requisite skills, education and training

can be obtained.

As recruitment is done from a wider market.

Expertise and Experience for other organization can be

brought.

It helps to bring new blood and new ideas into the

organization.

Demerits of External sources:-

It is more expensive and time consuming to recruit

people from outside.

The employees being unfamiliar with the organization.

Their orientation and training in necessary.

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If higher level jobs are filled form External Sources,

motivation loyalty of Existing Staff are affected.

SELECTION: -

MEANING :- To select means to choose. Selection is the

process of picking individuals who have relevant qualification

to fill jobs in an organization. The basic purpose is to choose

the individual who can most successfully perform the job,

from the pool of qualified candidates.

PURPOSE : - The purpose of selection is to pick up the

most suitable candidates who would best meet the

requirements of the job and the organization. To meet these

goals the company obtains and assesses information about the

applicants in terms of age, qualifications, skills, experience,

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etc. The needs of the job are matched with the profile of the

candidates. The most suitable person is then picked up after

eliminating the less suitable candidates through successive

stages of selection process. An employee is matched to a job

is very important because it directly affects the amount and

quality of the employee’s work. Effective selection, therefore,

demands constant monitoring of the ‘fit’ between the person

and the job.

PROCESS

Selection is usually a series of hurdles or steps.

Each one must be successfully clearly before the applicant’s

proceeds to the next. The sequencing of steps may also vary

from job to job & organization to organization.

Steps-1. Reception –

A company is known by the people it employees. In order to

attract people with talent, skills and experience, a company

has to create a favorable impression on the applicant’s right

from the stage of reception. Whoever meets the applicants

initially should be tactful and able to extend help in a friendly

and courteous way. Employment possibilities must be

presented honestly and clearly. If no jobs are available at that

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time, applicants may be asked to contact the HR department

after a suitable period of time has lapsed.

Step-2. Screening Interview-

A preliminary interview in generally planed by large

organizations to cut the cost of selection by allowing only

eligible candidates to got through the further stages in

selection. Department may elicit responses from applicants on

important items determining the suitability of an applicant for

a job such as age, education, experience, pay expectations,

aptitude, location choice etc.

Step-3. Application Bank – Application bank or

form is one of most common method used to collect

information on various aspects on the applicants academic,

social Demographic, work related Background and references.

It is a brief history sheet of an employee’s background,

usually contains the following things:

Contents of Application Bank

Personal Data(address, sex, identification marks)

Marital Data(single or married, children,

dependents)

Physical Data(height, weight, health condition)

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Education Data(levels of formal education, marks,

distinctions)

Employment Data(past experience, promotions,

natures of duties, reasons of leaving previous jobs,

salary drawn, etc)

Extra Curricular activities data(sports/games, NSS,

NCC, prizes won)

References (names of two or more people who

certify the suitability of an applicant to the

advertised position)

Selection Test :-

This process involves applicant testing and the kinds of test to

use. A test is a standardized, objective measure of a person's

behavioral, performance or attitude. Some of the commonly

used employment tests may be stated there:

1. Intelligence test –These are mental ability tests. They

measure the incumbent’s learning ability and also the ability

to understand instruction and make judgments. The basic

objective of these tests is to pick up employees who are alert

and quick at learning things so that they can be offered

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adequate training to improve their skill for the benefit of the

organization.

2. Aptitude tests –Aptitude tests measure an individual’s

potential to learn certain skills – clerical, mechanical,

mathematical, etc. These tests indicate whether or not an

individual has the ability to learn a given job quickly and

efficiently.

3. Personality tests –Of all the tests required for selection,

personality tests have generated lot of heat and controversy.

The definition of personality, methods of measuring

personality factors and the relationship between personality

factor and actual job criteria have been the subject of much

discussion. These tests are used to measure basic aspects of

an applicant’s personality such as motivation, emotional

balance, and self confidence, inter personal behavior,

introversion, etc.

4. Achievement test –These are designed to measure what

the application can do on the job currently, whether the

testee actually knows what he or she claims to knows .

5. Simulation tests –Simulation exercises is a test which

duplicates many of the activities and problems and employee

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faces while at work. Such exercises are commonly used for

hiring managers at various levels in an organization.

6. Assessment Centre –An assessment centre is an extended

work sample. It uses procedures that incorporate group and

individual exercises. These exercises are designed to

simulate the type of work which the candidate will be

expected to do.

Selection Interview : - Interview is the oral

examination of the candidates for employment. In this steps

interviewers tries to obtained and synthesis information about

the abilities of the interviewee and the requirements of the

jobs.

Medical examination :- Certain job require

physical qualities like acute hearing , vision , high stamina ,

clear tone of voice etc. It reveals whether the applicants are

medically suitable for the specific job or not. Medical

examination can give the following information:

Whether the applicant is medically suitable or not.

Whether the applicant’s physical measurements are in

accordance with job requirement or not.

Reference checks: – Once the interview and

medical examination of the candidate is over, the personnel

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department will engage in checking references. Candidates are

required to give the names of two or three reference in their

application forms. Reference checks are taken as a matter of

routine and treated casually or omitted entirely in many

organizations. But a good reference check, when used

sincerely, will fetch useful and reliable information to the

organization.

Hiring decision: - The line manager concerned has

to make the final decision now – whether to select or reject a

candidate after soliciting the required information through

different techniques discussed earlier. The line manager has to

take adequate care in taking the final decision because of

economic, behaivioural and social implication of the selection

decision. A true understanding between line manager and HR

manager should be established so as to facilitate good

selection decisions. After taking the final decision, the

organization has to intimate this decision to the successful and

unsuccessful candidates. The organization sends the

appointment letter to the successful candidates either

immediately or after sometime.

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Recruitment and Selection policy in

DVC:-

Objectives:-

1. To meet man power requirement of the company is terms

of the approved human Resource Plan.

2. To fulfill requirement of competent personal in terms of

requisite capabilities , skills , qualifications , aptitude , merit

and suitability with a view to fulfill company's objectives .

3. To attract, select and retain the best talent available

keeping in view the changing needs of the organization.

4. To ensure an objective and reliable system of selection.

5. To provide suitable induction point for intake and hereby

achieve the desired level of qualification still and age nil as

required to strengthen the human Resource of the company .

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Scope:-

The policy shall cover all requirement of person made in the

company at only level / grade of shall apply to all plants, units

of DVC.

Internal Circulation of post:-

Recruitment from External Sources

At least 50 % of the vacancies securing during a year at

induction levels will be filled up through direct

recruitment from External Sources.

However, the company may if required, indirect require

from External. Sources at other level also not

withstanding anything sated above , for optimum

utilization of its an acts of infusion of modern system

skills of Techniques of operation etc. recent for

technology up gradation .

Recruitment of Executives from external sources will be

made, generally through open advertisement in press.

Delegation:- This helps the managers operating at

different levels to act with confidence with out the need for

consulting the superiors every time

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Recruitment Plan – The recruitment plan will form

part of the annual Human Resource Plan of the company.

Among other things, the HR plans will clearly State the skill

wise requirement of manpower in the company separately.

Any deviation from the approved plan will be subjected to the

prior approved of chairman / Board.

Job Specification:-

i. Educational Qualification

ii. Experienced Required if any

iii. Age limit

iv. Physical / Medical Standards

v. Any other Requirement as may be deemed

Requisition:-

1) All requisition for recruitment of Personnel will be sent by

the head of the concerned Department to the divisional

personnel head who in turn would lend a consolidated demand

to the a man power planning decision of the plants .

2) In no case, recruitment from External sources in external

of the limits prescribed in the approved HR Plan will be

allowed except with the specific approval of chairman / board.

Induction / Orientation.

Promotion policy for Executives

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Dates of promotions

Promotions system

Leave

Payment of wages

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DVC ORGANIZATIONAL STRUCTURE AT A GLANCE

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Induction / Orientation → It is the task of

introducing the new employees to the organization and its

policies, procedures and rules. During this time, the new

employee is provided with information about the company, its

history, its current position, benefits for which, he is eligible,

leave rules, rest periods etc.

Objectives:-

To remove fears –A new comers step into an organization

as a stranger. He is new to the people, workplace and work

environment. He is not very sure about what he is supposed

to do. Induction helps the new employee overcome such

fears and perform better on the job. It assists him in

knowing more about:

The job, its contents, policies, rules and regulations.

The people with whom he is supposed to interact.

The terms and conditions of employment

To create a good impression-Another purpose of induction

is to make the new comer feel at home and develop a sense

of pride in the organization. Induction helps into

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Adjust and adapt to new demands of the job.

Get along with people.

Get off to a good start

Through induction, a new recruit is able to see more

clearly as to what he is supposed to do, how good the

colleagues are, how important is the job, etc. He can

pose questions and seek clarifications on issues

relating to his job. Induction is a positive step, in the

sense, it leaves a good impression about the company

and the people who working there in the minds of new

recruits. They begin to take pride in their work and are

more committed to their jobs.

Act as valuable sources of information-Induction serves as

a valuable source of information to new recruits. It

classifies many things through employee manuals/hand

book. Informal discussions with colleague may also clear

the fog surrounding certain issues. The basic purposes of

induction are to communicate specific job requirements to

the employee, put him at his and make him feel confident

about his abilities.

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Promotion → It means an upward movement of an

employee form current job to another that is higher in pay,

responsibility and organization level. It brings enhanced

status, better pay, increased responsibility and better working

condition to the promotee. There can of course be “dry

promotion” where a person is move to a higher level job

without increase in pay. Promotion is slightly different from

up gradation which means elevating the place of the job in the

organizational hierarchy. A transfer implies horizontal

movement of an employee to another job at the same level.

There is no increase in pay, authority or status. Hence it

cannot act as a motivational tool. Promotion, on the other

hand has inbuilt motivational value, as it elevates the status

and power of an employee with an organization.

Bases of Promotion

Merit Based Promotions:-It occurs when an employee is

promoted because of superior performance in the current

job. Merit here denotes an individual’s knowledge, skills,

abilities, potential and efficiency as measured from its

educational qualifications, experience, and training and

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past employment record. The advantages of this system

are fairly obvious:

It motivates employees to work hard, improve their

knowledge, acquire new skills and contribute to

organizational efficiency.

It helps the employer to focus attention on talented

people, recognize and reward their meritorious

contributions in an appropriate way.

It also inspires other employees to improve their

standards of performance through active

participation in all developmental initiatives

undertaken by the employer (training, executive

development, etc.)

However, the system fails to deliver the result

because:-

It is not easy to measure merit. Personal

prejudices, biases and union pressures may

come in the way of promoting the best

performer.

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When young employees get ahead of other

senior employees in an organization (based on

superior performance), frustrations and

discontentment may spread among the ranks.

They may feel unsecure and may even quit the

organization.

Also, past performance may not guarantee

future success of an employee. Good

performance in one job (as a foreman, for

example) is no guarantee of good performance

in another (as a supervisor).

Seniority Based Promotion:-Seniority refers to the

relative length of service in the same organization.

Promoting an employee who has the longest length of

service is often widely welcomed by unions because it is

fairly objective. It is easy to measure the length of

service and judge the seniority. There is no scope for

favoritism, discrimination and subjective judgment.

Every one is sure of getting the same one day.

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In spite of this merits, this system also suffers from certain

limitations. They are:-

The assumption that the employees learn more with

the length of service is not valid as employees may

learn up to a certain stage; learning capabilities may

diminish beyond a certain age.

It demotivates the young and more competent

employees and results in greater employee turn

over.

It kills the zeal and interest to develop as everybody

will be promoted without showing any all round

growth or promise.

Judging the seniority, though it seems to be easy in

a theoretical sense, is highly difficult in practice as

the problem like job seniority, company seniority,

zonal/regional seniority, service in different

organization, experience as a apprentice trainee,

researcher, length of service not only by days but by

hours and minutes will crop up.

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Feedback From the employees.

1. Are you satisfied with your existing Training

Programme?

ANS: Yes.

2. What is your opinion about Overall Environment in

your Organization?

ANS: Good.

3. Are you satisfied with the existing scope for

development in D.V.C?

ANS: Yes.

4. Are you satisfied with your existing compensation

package?

ANS: Yes.

5. Are you satisfied with your existing Recruitment Process?

ANS: Yes.

6. Are you satisfied with career planning development and

facilities Initial?

ANS: Yes.

7. Are you satisfied with your existing Performance

Training?

ANS:Yes.

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Satisfaction with existing Training Programme

PARAMETERS %Very Good 90%Good 5%Satisfactory 5%Poor 0%

IMPRESSION:

The satisfaction with existing training programme

to be very good (90%).

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Opinion about Overall Environment in Organization

PARAMETERS %Very Good 80%Good 10%Satisfactory 5%Poor 5%

IMPRESSION:The Opinion about Overall Environment in Organization

to be very good (80%).

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Satisfaction with existing scope for development in D.V.C

PARAMETERS %Very Good 70%Good 15%Satisfactory 7%Poor 8%

IMPRESSION:

The satisfaction with existing scope for development in D.V.C

to be very good (70%).

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Satisfaction with existing compensation package

PARAMETERS %Very Good 60%Good 20%Satisfactory 8%Poor 12%

IMPRESSION:

The satisfaction with existing compensation package

to be very good (60%).

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Satisfaction with existing Recruitment Process

PARAMETERS %Very Good 80%Good 15%Satisfactory 5%Poor 5%

IMPRESSION:

The satisfaction with existing Recruitment Process

to be very good (80%).

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Satisfaction with career planning development and facilities

Initial

PARAMETERS %Very Good 35%Good 55%Satisfactory 5%Poor 5%

IMPRESSION:

The satisfaction career planning development and facilities

Initial to be good (55%).

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Satisfaction with existing Performance Training

PARAMETERS %Very Good 88%Good 5%Satisfactory 5%Poor 2%

IMPRESSION:

The satisfaction with existing Performance training

to be very good (88%).

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