STUDY OF RECRUITMENT PROCESS IN PUBLIC SECTOR WITH REFERENCE TO
CCL
A ProjectSubmitted in partial fulfillment of the requirementFor
the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
BySHALVI(MBA/45008/13)
DEPARTMENT OF MANAGEMENT BIRLA INSTITUTE OF TECHNOLOGYMESRA-
835215, RANCHI (2013-2015)
CERTIFICATE OF APPROVAL
The foregoing thesis entitled Study of recruitment process in
public sector in reference to CCL, is hereby approved as a
creditable study of research topic and has been presented in
satisfactory manner to warrant its acceptance as prerequisite to
the degree for which it has been submitted.It is understood that by
this approval, the undersigned do not necessarily endorse any
conclusion drawn or opinion expressed therein, but approve the
thesis for the purpose for which it is submitted.
ACKNOWLEDGEMENT
I have taken efforts in this Project. However, it would not have
been possible without the kind support and help of many
functionaries of central coalfield limited, Ranchi. I would like to
extend my sincere thanks to all of them who are involved in the
entire process.I am highly indebted to Mr. P.K Singh, Senior
Manager (Pers-Recruitment), Mrs. Renuka Prasad- HRD cell for their
guidance and constant supervision as well as for providing
necessary information regarding the project and also for their
support in completing the project.I would like to express my
gratitude towards my parents & faculty members for their kind
co-operation and encouragement which help me in completion of this
project.My sincere thanks and appreciation also go to my colleagues
in developing the project and people who have willingly helped me
out with their abilities.
TABLE OF CONTENTCHAPTER NO.PARTICULARPAGE NO.
1.
INTRODUCTIONRecruitmentSources of recruitmentMethods of
recruitment
2.
COMPANY PROFILECCL Company profileVisionMissionObjective
RoleOrganizational structureCCL command areas
3.
OBJECTIVE OF STUDY
4.RECRUITMENT PROCESS IN PUBLIC SECTORSStudy of recruitment with
reference of CCL
5. RRSEARCH METHODOLOGY
6.DATA ANALYSIS AND INTERPRETATION
CONCLUSION AND RECOMENDATION
REFERENCE
QUESTIONNAIRE
CHAPTER 1:INTRODUCTION
RECRUITMENTRecruitment is the continuous process whereby the
firm attempts to develop pool of qualified applicants for the
future human resource needs even though specific vacancies do not
exists. Usually, the recruitment process starts when a manager
initiates an employee requisition for a specific vacancy or an
anticipated vacancy.It is the process to discover sources of
manpower to meet the requirement of staffing schedule and to
employee effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an effective
working force.Recruitment of candidate is the function preceding
the selection, which helps create a pool of prospective employees
of the organization so that the management can select the right
candidate for right job from this pool. The main objective of
recruitment process is to expedite the selection
process.Recruitment is almost central to any management process and
failure in recruitment can create difficulties for any company
including an adverse effect on its profitability and inappropriate
levels of staffing or skills. In adequate recruitment can lead
towards labor shortages, or problems in management decision making
and the recruitment process could itself be improved by following
management theories.
SOURCES OF RECRUITMENT
Sources of Recruitment
External SourceInternal Source
The sources of recruitment may be broadly divided into two
categories: internal sources and external sources. Both have their
own merits and demerits.Internal Sources: Persons who are already
working in an organization constitute the internal sources.External
Sources: External sources lie outside an organization.
METHOD OF RECRUITMENT
Internal recruitment:Promotions and Transfers: Transfer is the
permanent lateral movement of an employee from one position to
another position in the same or another job class assigned to
usually same salary range. Promotion, on the other hand is the
permanent movement of a staff member from a position in one job
class to a position in another job class of increased
responsibility or complexity of duties and in a higher salary
range. Job Posting: Job posting is an arrangement in which a firm
internally posts a list of open positions (with their descriptions
and requirements) so that the existing employees who wish to move
to different functional areas may apply. It is also known as Job
bidding.
EXTERNAL RECRUITMENT
DIRECT EXTERNAL RECRUITMENT METHODCampus Recruitment: In Campus
Recruitment, Companies / Corporate visit some of the most important
Technical and Professional Institutes in an attempt to hire young
intelligent and smart students at source.
Indirect External Recruitment MethodsAdvertisements:
Advertisements are the most common form of external recruitment.
They can be found in many places (local and national newspapers,
notice boards, recruitment fairs) and should include some important
information relating to the job (job title, pay package, location,
job description, how to apply-either by CV or application form,
etc). Where a business chooses to advertise will depend on the cost
of advertising.E-Recruiting: There are many methods used for e-
recruitment, some of the important methods are as follows:a. Job
boards: These are the places where the employers post jobs and
search for candidates. One of the disadvantages is, it is generic
in nature. b. Employer web sites (used by CCL): These sites can be
of the company owned sites, or a site developed by various
employers.c. Professional websites: These are for specific
professions, skills and not general in nature
CHAPTER 2:COMPANY PROFILE
CENTRAL COALFIELD LMITEDRANCHI JHARKHAND
INTRODUCTION OF CCLCentral Coalfields Limited(CCL) is a
subsidiary ofCoal India Limited(CIL), an undertaking of
theGovernment of India. CCL manages the nationalized coal mines of
the Coal Mines Authority, Central division. They earned their Mini
Ratna status in 2007. ITs registered and corporate office is at
Darbhanga HouseRanchi,Jharkhand.CCL has been on the coal map of the
country as a public sector on October 1956, under different names.
In the beginning it was known as National coal Development
Corporation, then Central Division of coal mines Authority, and
finally under its present nomenclature at Ranchi, Jharkhand.It is
one of the subsidiaries of Coal India Limited registered under the
companys Act 1956 in the year 1975. The company presently known as
CCL has a history of more than three decades. Pursuant to the
Industrial Policy Resolution of 1956, a company was formed by the
name of M/S Hindustan Collieries Private Limited, on 5 September
1956. The name was to National Coal Development Corporation. The
NDC was formed on 1 October 1956 with 11 state railway collieries
in Orissa and Madhya Pradesh.Like other industries and organization
the affair of CCL too is not settled by its owner (Govt. of India).
Rather the professional team of management called Board of
directors (BOD) is appointed by the Government of India to manage
the affairs of CCL. It consists of chairman cum managing director,
four functional Directors in charge of operation, personal, finance
and project and planning. Besides part time directors as may be
appointed by the government from time to time. At present CCL have
67 collieries and 7 washeries under revenue production. Some of the
state collieries are very old at least one of which that in giridih
has crossed century in the year 1961. It also has seven coal
washeries, a coal oven plant, besides workshop and handling plants
spread over in hazaribag, palamu, ranchi, bokaro, giridih and
chatra district. The command areas of CCL companies 10 coalfield
namely giridih, east borako, west borako, ramgarh-kaitha, south
karanpur,north karanpur, Aurangabad, hutar, daltongang. Chairman
cum managing director is full time executive of the company. The
collieries and washeries have been grouped into15 area each headed
by chief general manager/ general manager. The coal projects are by
project officer. CCL is having 940 crore issue capital. Its main
function is production and sale of coal. Approx 90% of the total
coal is sold on credit basis mainly to the public units, such as
PSEB,HSEB,DVC, NTPC, JSEB, UPRVUNL, TVNL, SAIL etc. and remaining
10% on cash basis mainly to the private sector units.CCL has paid a
major role in socio- economic growth of Jharkhand region. In 47
years of its existence it has virtually brought out development in
many backward areas through its mining activities, employment
opportunities and reaching basic infrastructure several remote and
inaccessible areas. CCL also strives to help in establishing Coal
based industries in this region and also to reach coal as domestic
fuel to homes with an objective of improving forest cover. COMPANY
PROFILE Presently CCL has:Number of mines
58 operative mines(21 underground and 37 opencast mines)
Washeries7 washeries4 coaking coal washeries(kithara, rajrappa,
kedia & sawang) throughput capacity of 9.35 MTPA3 Non-coking
coal washeries ( Piparwar, kargali &gidi) thoughput capacity of
11.72 MTPA
Reapair/workshop
1 central Workshop (ISO 9001) at barkakana5 Regional
Repair/worshops (3w/s are ISO 9001) at jarandih, tapin north,
dakra, giridih & Bhurkunda
Operating coalfields6 coalfields (east bokaro, west bokaro,
north karanpura, south karanpura, ramgarh & giridih)
VISIONCommitted to create eco friendly minning The mission of
CCL is to produce and market the planned quantity of coal and coal
products effectively and economically with the regard to safety,
conservation and quality. The main thrust of CCL in the present
context is to orient its operations towards market requirements
maintaining at the same time financial viability to meet the
resource needs.MISSIONTo become a world class, innovative,
competitive, & profitable coal minning operation to achieve
customer satisfaction as top priority. To emerge from the position
of domestic leader to leading global players in the energy sector
by adopting best practices from mines to market with due care to
environmental and social sustenance.
MAIN OBJECTIVE OF CCL Coal mining through effectively operated
mines. Besides fulfilling coal needs of the customer in terms of
quantity, focus on quality, value addition and beneficiation to the
satisfaction of the customer. Marketing of coal as a main product.
To optimize generation of internal resources by improving
productivity, preventing wastage and to mobilize adequate external
resources for meeting investment needs. To maintain high standard
of safety for accident free coal mining through safe mining
practices and continuous safety audit and risk assessment. To
conserve environment through of committed plan for reclamation and
plantation. To introduce mass production technology like continuous
miners etc. for enhancing underground production of quality coal.
To operate mega opencast projects using capacity equipment with
higher availability and utilization. Exploration and prospecting.
Policy formulation and advisory function. Secured through long term
maintenance and repair contract (MARC). To beneficiate coal on a
substantially larger scale by adding new capacities and supplying
quality coal as per customers choice. To provide adequate number of
skilled manpower to run the operations and impact technical and
managerial training for upgradation of skill. To create an enabling
environment for full realization of employees potential through
mindset change, customized HRD programmes and synergic trams.
ORGANISATIONAL STRUCTURESri Gopal Singh C.M.D
Sri G.C.Agarwal, GM (Vigilance)Sri P.B.B. Prasad, GM (System)Sri
TK Sen GM (Finance)- ADr. BMK SinhaSmadhan cellSri PG MnadalHOD
(Finance/IADSri DB RawatkarCGM/TS to CMDSri CVN GangaramCompany
Secretary
Sri J.L. Singh, GM (Operation/Co-ordinator)Sri P.K Guin, CGM (P
&P)Sri B.B Sood, GM (S&R)Sri Mainak Dutta, CGM
(Co-ordinator)Sri A.K. Singh, GM (E&M)Sri Malay Kumar,GM
(Excavation) Sri G.K. singh , GM (MM)Sri kameshwar Sahi, GM
(CCMC)Sri.P. Neogi , GM(WS)Sri Rajiv Gupta, GM (QM)Sri V.K. Sofat ,
GM (Civil)Sri.P.S.L. Das, GM (E&T)Sri.B.D Yadav, CGM (GS)Sri
Alok Kumar,DGM (E&F)Sri R. Chakraborty, DGM (S&IC)Sri
Ramanuj Prasad Sri A.P. Xalxo, HOD, (ISO,Cell)R S Mahapatro, G.M
(P&IR) RecttSri R.B Prasad GM (SD/CSR)Sri S.G Jha, GM (HRD)Sri
Banjamin Paul, GM (S & M)Sri B. Trivedi , GM (Adm)Dr. V.K
Sharma, CMS (CCL)Sri VB Upadhyaya , DGM (Pension cell)Sri A.K
Chaudhary, DGM (TA)Dr. AK Dhar, HOD (S&M)Sri PK Parida, HOD
(Legal)Sri P.P Prabhakar,HOD (Press)Smt. Rekha singh, HOD(EE)Sri
Deepak kumar Mgr (PRO)Sri Shailendra Singh HOD (Security)Sri SN
Singh GM (L&R)Sri T K NagDirector (Operation)Smt. Vismita
TejC.V.OSri D K GhoshDirector (finance)Sri R R MishraDirector
(Personal)
CCL COMMAND AREAS State of Jharkhand vis--vis CCL commands
AreasTotal area of Jharkhand State79,714Sq. km
Total area of coalfields under command Area of CCL (12
coalfields)2,336 Sq. km
Area of CCL mining lease/acquired under Different Acts653 Sq.
km
Percentage of area of State0.8%
Land under mining projects where mining operation is going
on/may start in XI & XII Plan period500 Sq. km
Percentage of area where mining activities is going on in
comparison to total area of State0.6%
Total population of Jharkhand State2,69,00,000 approx. (Census
2001)
Total population in the CCL Areas who are affected directlyor
indirectly due to mining and related activities(Average density of
population 365/sq.km x 500 sq.km1,82,500
Percentage of population affected0.7%
Forest Land of Jharkhand vis--vis Forest Land of CCL mines
Total forest covered area in Jharkhand (based onAverage 30%
forest cover of its total area)23,914 Sq. km (approx.)
Total forest land within command area of CCL200 Sq. km
(approx)
Forest land transferred to CCL for mining and other
activities58.44 Sq. km(5843.84 Ha)
Percentage of total forest land of the State0.24%
Money deposited to Govt. as NPV etcRs.438.36 Crores
Plantation by CCL6 million trees in 4125 ha
CCL has taken 5843 ha of forest land for mining and other
activities and has made plantation over 4125 ha, apart from making
payment for NPV and compensatory afforestation.
PROJECTS OF CCLMega projectsThe main strength of CCL, so far as
coal production is concerned, is its large opencast mines with
mechanized coal production, mostly through shovel-dumper
combination. Some of the large opencast mines (producing more than
2 MTY) are,1. Piparwar OCP2. Ashok OCP3. KDH OCP4. Amlo OCP5.
Kalyani OCP6. Tarmi OCPPiparwar OCP was commissioned with
Australian collaboration in early 90s and is equipped with a unique
in-pit coal crushing and conveying system the only unit of its kind
engaged in the coal production in India. Ashok OCP produces coal by
adopting surface miner technology. The technological growth has
been phenomenal considering the fact that a number of OC mines used
to be worked with manual labour in the past.Future projects CCL has
a definite plan of growth. It has envisaged commissioning of a
number of green field and expansion projects, both opencast and
underground, during XI Plan with state-of-the-art technologies. The
process of land acquisition and obtaining various
approvals/clearances has started in mines, e.g.:Sl. No.Name of
ProjectPeak Capacity (MTY
1.Magadh OCP20.0
2.Amrapali OCP12.0
3.Karo OCP3.50
4.Konar OCP3.50
5.North Urimari OCP3.00
6.Churi Benti UGP0.81
7.Parej East UGP0.51
CHAPTER 3:OBJECTIVE OF THE STUDY
1. To study recruitment process in the CCL: In CCL internal and
external recruitment is done though mainly internal recruitment is
done as compared to external recruitment. External recruitment is
done on the basis of written test and HR interview. 2. To study
effectiveness of recruitment process:In CCL recruitment process is
not much effective because mainly compensatory recruitment is done.
Chances to freshers are only given when existing employees get
retired. 3. To study various sources of recruitment followed in
CCL: The sources used by CCL for recruitment are advertisement,
official website of CCL, official website.
CHAPTER 4:RECRUITMENT PROCESS IN CCL
STUDY OF RECRUITMENT WITH REFERENCE TO CENTRAL COALFIELD LIMITED
(CCL)In CCL recruitment is done in 2 grade i.e, C grade and B
gradeMainly C grade recruitment is done rather than that of B grade
recruitment.Types of recruitment done in CCL are: Statutory : mines
surveyor, junior overman, dept. surveyor Para medical: staff nurse,
pathology pharmacist, lab tech. Non statutory: accountant (grade B
post), overseer etc.Recruitment done in past Junior overman Staff
nurse Accountant (grade B post) Dept. surveyorFuture recruitment to
be done in CCL Mines sirdar Lab. Tech Pathology Pharmacist Overseer
civil Process of recruitment in cclIn CCL recruitment is of two
types:1. Internal recruitment2. External recruitment
Internal recruitment:Internal recruitment is done in following
ways:1. Through compassionate.2. Through land looser3. On medical
grounds.4. Through internal examination for non-executives.
External Recruitment:The external recruitment is done through
written test and interviews Before dealing in internal recruitment
and external recruitment we should get have information about
NATIONAL COAL WAGE AGREEMENT-IXPROVISION OF EMPLOYMENT OF MONTHLY
MONETARY COMPENSATION TO DEPENDENT UNDER PARA9.3.0,9.4.0,9.5.0 OF
NCWA The clauses of 9.3.0, 9.4.0 and 9.5.0 of NCWA-VI will be
operative in NCWA IX TILL a revised scheme is jointly prepared
keeping in view the various verdict of honble supreme court at the
earliest .
A sub-committee of JBCCI will formulate a scheme keeping in view
various directives of Supreme Court on the subject within three
months of signing of the agreement.
Meanwhile provision of employment as mentioned at 1.above, shall
be on basic wage of CAT-1 as trainee for period of6 months. During
the training period they will have the status of permanent
employee. On completion of training they shall be regularized
asCAT-1 employee. However, those dependents in possession of
technical qualification in BE /DIPLOMA will be considered for
appointment in higher category, keeping in view their
qualification, suitability and vacancy.
The monthly monetary compensation payable to the female
dependent in case of death either in mine accident or for other
reasons or medical unfitness of the employee shall be @Rs. 6000 /-
with effect from 1.5.2008.
In case of death either in mine accident or due to other reasons
or medical unfitness has been offered and the male dependent of the
concerned worker of is 12 years and above in age, he will be kept
on live roster and would be provided employment commensurate with
his skill and qualifications when he attains the age of 18 years.
During the male dependent is on live roster, female dependent will
be paid monetary compensation is given in (IV) above.EXTERNAL
RECRUITMENT:The external recruitment is done through written test
and interviews which is conducted in following steps: Preparing man
power budget: In this step total no. of man power needed by various
departments is found out and the committee is formed to prepare the
man power budget according to the required no. of human resource.
And approval is taken from CCL board regarding this man power
budget. There is a licining officer who calculates the no. of seats
to different categories on the basis of cast etc. according to the
constitutional and legal provinces. Application invite: In this
step application is invited from the candidates who are eligible
for the required post and a committee is formed to check whether
the applicants are eligible or not. Written test: In this step the
committee is formed in front of whom the OMR is opened and the
written examination of the eligible candidates are taken.
Interview: In this step the committee is formed of HR, technical,
licining officer etc who takes the interview of the candidates who
have qualified the written examination.
INTERNAL RECRUITMENT:It is done through-COMPASSIONATE GROUND- as
PER JBCCI is mentioned in clause 9.3 in NCWA. According to this
clause if the employees of CCL or any of subsidiaries of CIL are
died during the service period then the dependent of employees are
given job. For this CCL or any subsidiaries has to follow special
record that the dependent name, age are matched from the service
record. IN service record family details of employees are given.
Executives Dependents are given MR 1 to senior OS Grade A1. Non
executives Dependents are given TR 1 to OS grade A1. MEDICAL
GROUNDS- As per JBCCI it is mentioned in clause 9.4 in
NCWA.According to this clause if the employees of CCL or any of
subsidiaries of CIL are suffering from partial diseases as
mentioned in agreement the employment the dependent of suffered
employees are given jobs. For this CCL or any subsidiaries has to
follow some guide and norms. A proper verification will by medical
board and the medical board will decide that the job will be given
or not.
INTERNAL EXAMINATION OF NON- EXCECUTIVE-In CCL or in other
subsidiaries there is an internal examination for executive for
executive post. In internal examination the Non executives
employees fill the application forms and appear for written test
they have to face interview. For this exam special qualification is
needed.For technical post minimum graduation degree with diploma in
the required fields is needed or candidate should be B.tech, for HR
& personnel department minimum graduation degree with diploma
in HRM or MSW or the candidate should have MBA degree.LAND LOSERS-
It is mentioned in clause 9.2 As per R&R policy the job is
given to family member In return from land obtained in return from
land obtained.
EXTERNAL RECRUITMENT:It is done through written test and
interviews-This process of external recruitment is both for
executive and non-executives post.For executive post is done by
CIL. For executives grades are E1 to E9.FOR NON EXCECUTIVE POST-In
case of statutory manpower external recruitment is done by CCL or
any subsidiaries of CIL. Statutory post permission is taken by CCL
board.In case of non statutory manpower CCL or any subsidiaries of
CIL has to take permission from CIL FOR EXTERNAL RECRUITMENT.For
External recruitment through written test and interviews open
advertisement is made by company in newspaper, internet and
employment exchange. The candidate fills the application forms and
then hard copies of asked documents like qualification degrees
,work experience certificate and caste certificate in case of ST,SC
with latest format is sent by the candidate to CCL. If in
advertisement demand draft of certain amount of money is asked then
it is also sent to CCL by the candidate. If the candidate is
working in government sector, in semi government sector or in PSUS
he has to send his release order or no objection certificate to
CCL.After the receiving of the hardcopies the CCL, sends Admit card
to the candidates for appering in written test on a particular
centre mentioned on the Admit card. After qualifying the written
test the candidates are called for MEDICAL CHECKUP. After his or
her Medical checkup he or she gets his posting letter or
appointment letter.The seats for the post depend on the vacancies
of the post. If there are10 vacancies then only 10 candidates will
be selected. From the total available vacancies first of all the
company tries to fill the vacancies from internal manpower and if
no suitable candidates are available in the company then they
advertise the vacancies in their own subsidiaries(i.e.
BCCL,ECL,NCL,WCLetc).From the total seat of external recruitment
50% seats are reserved for STS, SCS& OBCS are not filled then
it is considered as BACKLOG .In case of BACKLOG if there is seat
available for SCS,STS&OBCS and if it is not filled this year
then it is added to next year vacancies and the number of seats get
increased for SCs, STs and OBCs.
CHAPTER 5:RESEARCH METHODOLOGY
RESEARCH METHODOLOGY Research is a way of solving research
problem. It may be understood as a science of studying how research
is done scientifically. In it various steps are adopted in studying
the problem along with logic behind them. DATA COLLECTION:Primary
Data: Primary data are those data, which are collected a fresh and
for the first time and thus happen to be original in character.
There are various methods by which data can be collected. The
important ones are:-
1. Observation method2. Interview method3. Questionnaire
method
In this project the questionnaire method has been
adoptedSecondary Data: The trainees used secondary data that were
taken from companys web site,companys in-house magazine, library
and various internal reports published by CCL.
RESEARCH DESIGN Descriptive Research has been used, which
involves surveys and fact findings. The major purpose of
descriptive research is the description of the state of affairs, as
it exists at present. The main characteristics of this method are
that the researcher as no control over the variable, he can only
report what has happened or what is happening. SIZE: The sampling
size for the study was 40 executives of HR department.SAMPLING
METHOD: The sampling technique adopted for the study is Stratified
Random sampling.
CHAPTER 6:DATA ANALYSIS AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATIONThe purpose of every research is
to conduct a survey in order to validate the assumptions of the
study on the basis of the data collected. A respondent survey is
conducted in the form of structured questionnaire, which becomes
the data for the study. This data is in raw form unless it is
analyzed and interpreted to present the main findings. This chapter
deals with statistical analysis and interpretation of the data
collected through research with the aid of structured
questionnaire. Analysis refers to studying the data collected in
terms of statistical numbers and interpretation refers to
understanding the implication of the statistical finding. The
Researcher had collected data from the employees of CCL to study
their recruitment and selection process. The results are
represented with Tables and charts.
1. Since how many years have you been working with this
organization:
Out of the respondent so interviewed indicates 21 employees are
working from more than 15 years
2. Does the organization clearly define the position objectives,
requirements and candidate specifications in the recruitment
process?
This analysis indicates that most of respondent i.,e 32
responded for yes and 8 responded for no.
3. Which of the following methods does your company use for
sourcing?
This analysis indicates that major respondent respond for all
India competitive exam and least respond for website.
4. Do you think the direct recruitment and selection practice is
quite long process?
This analysis indicates that most of the respondent i.e 26
responded for no, and 14 responded for yes.
5. Has the government interference in deciding the quotas for
SC/OBC/PH/EXSM affected the manpower planning?
This analysis indicates that most of the respondent i.e 98
responded for yes, and 22 responded for no.
6. Which recruitment is mainly done in the organization?
This analysis indicates that most of the respondent i.e 25
responded for internal recruitment, and 15 responded for external
recruitment.
7. Which of the internal recruitment is mainly done in the
organization?
This analysis indicates that most of the respondent i.e
14responded for compensation ground and 11 responded for medical
clam.
8. Do you think that person recruited from external sources is
more desirable then the internal sources?
This analysis indicates that most of the respondent i.e 22
responded for no and 18 responded for yes.
9. Is manpower need fulfilled during the time?
This analysis indicates that most of the respondent i.e 24
responded for yes and 16 responded for yes.
10. The hiring process helps in identifying the competence both
visible (like Knowledge, Skill) and Hidden aspects (like
behavioral, social role, Self Image, Trait)
This analysis indicates that most of the respondent i.e 19
agreed and least i.e 4 completely agreed.
11. E-Recruitment (official websites) has become must to survive
in the competitive market.
This analysis indicates that most of the respondent i.e 25
agreed and least i.e 8 disagreed
CONCLUSION & RECOMENDATION
With the support of the executives from the Technical and the
AdministrativeDepartment and with the help of their feedback we
have reached on a conclusion that the recruitment process is not
very efficient in this organization though total transparency is
maintained because the replacement does not require fresh approval
unless it is the place of termination.
In CCL mainly internal recruitment is done as compare to that of
the external recruitment. External Source should be given equal
importance with internal source. By which new brain will be
inducted in the company with skills, talent , efficiency
etc.Recruitment process in CCL is not fully computerized as result
data banks are not properly maintained. Before recruitment cost
benefit analysis is not done properly. It causes manpower surplus
which makes loss in industry.
LIMITATIONS OF THE STUDY
Limited time period was given for the completion of the project
Problem faced in data collection Problem faced during questionnaire
survey Transportation problem
BIBLOGRAPHY
REFERENCE:
http://shodhganga.inflibnet.ac.in/bitstream/10603/5025/7/07_chapter%203.pdf
http://online.vmou.ac.in/oldweb/studymaterial/BBA%2008.pdf
http://pearl.plymouth.ac.uk/pearl_jspui/bitstream/10026.1/818/4/Recruitment%20and%20selection%20and%20human%20resource%20management%20in%20the%20Taiwanese%20cultural%20context.pdf
http://www.ncie.in/quota.html
http://corehr.wordpress.com/recruitment/selection-method/
www.ccl.gov.in www.coalindia.inOTHER MEANS: Company brochures
regarding the recruitment and selection in PSUs
QUESTIONNAIRE Optional:Name: Age: Gender:
1. Since how many years have you been working with this
organization?0-5 year
5-10 year
10-15 year
More than 15 year
2. Does the organization clearly define the job specification
and job description in the recruitment process?Yes
No
3. Which of the following methods does your company use for
sourcing? Check all the apply
1.Campus
2.Employee Referrals
3.Consultants
4.Open competition
5.Advertisement
6.Websites
7.All India competitive examination
8.Compensation/ medical clams
4. Do you think the direct recruitment and selection practice is
quite long process?
No
Yes
5. Has the government interference in deciding the quotas for
SC/OBC/PH/EXSM affected the manpower planning?
Yes
No
6. Which recruitment is mainly done in the organization?
Internal
External
7. Which of the internal recruitment is mainly done in the
organization?Transfer
Promotion
Compensation ground
Medical clams
8. Do you think that person recruited from external sources is
more desirable then the internal sources?Yes
No
9. Is manpower need fulfilled during the time?Yes
No
10. The hiring process helps in identifying the competence both
visible (like Knowledge, Skill) and Hidden aspects (like
behavioral, social role, Self Image, Trait)Yes
No
11. E-Recruitment (like portals, social websites) has made the
recruitment process easier?Yes
No
