8/3/2019 NITU DUBEY

1/63

1

MR. GUNJAN TIWARI NITU DUBEY

AGM (HRD) SMU, MANIPAL

HINDALCO IND. LTD.

8/3/2019 NITU DUBEY

2/63

2

8/3/2019 NITU DUBEY

3/63

3

SUMMER TRAINING REPORT

PREPARED BY: NITU DUBEY

MBA

2nd

SEMESTER

SIKKIM MANIPAL UNIVERSITY,

MANIPAL, GANGTOK

GUIDED BY: MR. GUNJAN TIWARI

{ASSISTANT GENERAL MANAGER}

COMPANY : HINDALCO INDUSTRIES LTD.

{ HUMAN RESOURCE DEPARTMENT}

SUBJECT : PROJECT REPORT ON:

POSSIBLE EFFECTIVE SOURCES OF RECRUITMENT AT

HINDALCO, RENUKOOT.

8/3/2019 NITU DUBEY

4/63

4

CERTIFICATE

This is to certify that the project work done on POSSIBLE EFFECTIVE

SOURCES OF RECRUITMENT AT HINDALCO,RENUKOOT NEHA

SINGH in partial fulfillment of the requirement for the award of the degree

Of MBA is a bonafide work carried out by him/her under my supervision &guidance.

This work has not been submitted anywhere else for any other

degree/diplomaAs per my knowledge.

FACULTY GUIDE

8/3/2019 NITU DUBEY

5/63

5

PERFACE

The summer training is an integral part of curriculum. During the training aStudent gets an opportunity to understand the practical aspect of theory.trainingmakes the concept clear.

This project report is the outcome of the summer training that I haveundergoneAt Hindalco industries limited for the partial fulfillment of Masters of

businessAdministration.

The topic allotted by the company to me is POSSIBLE EFFECTIVESOURCESOF RECRUITMENT at HINDALCO , RENUKOOT.

I have tried my level best to make a god report .However, no one canclaim for perfection entirely. So I apologize for the discrepancy, if any creptin.

Preparation of project requires perseverance, initiatives, proper guidance anddirection. So it is mandatory to take the aid of various department.

Actually a project is a summarized from of the following seven activities.Planning

1. Resource collection2. Organizing3. Joint efforts4.

Efficiency5. Communication

6. Transparency

8/3/2019 NITU DUBEY

6/63

8/3/2019 NITU DUBEY

7/63

7

8/3/2019 NITU DUBEY

8/63

8

ACKNOWLEDGEMENT

It gives me great pleasure to present the report entitled possible effective

sources of recruitment Hindalco, Renukoot.

First of all, with profound pleasure and proud privilege, I take thisopportunity to express my deep sense of gratitude and indebtedness to the

Hindalco Industries Ltd. Renukoot, Sonebhadra for giving me opportunity toundertake this project.

I would like to express my sincere gratitude ofMr. S.K. Das (Gm- Trg. &Dev.) for giving me this opportunity to complete my internship in thisesteemed organization and for their kind supports.With great sense of gratitude, I also thank him his experienced judgment,endless interest and constant encouragement without which it would nothave been possible for me to accomplish the project successfully.

There is saying hundred miles journey begging with one step it was my

first step in the industry so that with immense gratitude and heartfulappreciation, I am grateful to Mr. Gunjan Tiwari (Assistant Generalmanager) for providing esteemed guidance and valuable support throughoutthe project.

I am extremely thankful to Mr. Dhananjay Bhandari for his co-operationand help. I am also thankful to all members of training and developmentcentre for their friendly attitude and making all the resources available

required for the completion of this project repot.

Last but not the least, I find my self-lacking in words to express sense ofgratitude to my beloved parents for their encouragement, moral andemotional support.

EXECUTIVE SUMMARY

8/3/2019 NITU DUBEY

9/63

9

The importance of personnel management is being increasingly realized inindustrial and non- industrial organization both in India and abroad .Therealization has come about because of increasing complexity of the task ofmanagers and administrators. In most organizations the problems of gettingthe competent and relevant people, retaining them,keeping up their motivation and morale ,and helping them to bothcontinuously grow and contribute their best to the organizations, are nowviewed as the most critical problems.

It emphasizes on the importance of a clear-cut organization structure andculture to avoid any confusion in order to achieve maximum result with

minimum resources. The project is aimed to cover maximum knowledge ofthe HR practices followed in the organization and how the performance isevaluated of the employees, what primary factors are considered, how data ismaintained and finally the evaluation done. Here the HR practices of thecompany have been explained to understand how the company follows these

practices and the Recruitment process adopted. The practical knowledge has been gained mainly by observing all the activities taking place in the HRdept. This is brief study to have understanding of the subject HR,how it is

practically implemented, why it is necessary, its implications and thebenefits .

With reference to the HR practices brief knowledge has been gained how theRecruitment cycle functions, selection done, what does compensation and

cost to company means and the steps of the Recruitment and selectionprocess.

8/3/2019 NITU DUBEY

10/63

10

TABLE OF CONTENTS

Chapter 1

y Aditya Birla group overview group companiesy Hindalco overviewy Achievement

Chapter 2

y Research Methodology

Chapter 3

y Introduction of recruitmenty Purpose & importancey Recruitment processy Sources of recruitment

Chapter 4

y Sources of recruitment1.Internal sources2.External sources

Chapter 5

8/3/2019 NITU DUBEY

11/63

11

y Recruitment process in hindalcoy Categorization of employeesy Process of recruitment

Chapter-6

y Effective sources of recruitment1.For management cadre2.For supervisor cadre3.For workman cadre

Chapter-7

y Conclusiony Recommendationy Limitationsy Bibliography

ADITYA BIRLA GROUP OVERVIEW

8/3/2019 NITU DUBEY

12/63

12

Aditya Birla group is Indias first truly multinational corporation. The grouphas an annual Turnover of US$ 24 billion and has over 1, 00,000 employees

belonging to over 25 different nationalities on its rolls.Aditya Birla group has its presence in 20 countries

India, Thailand , Loas, Indonesia, Philippines , Egypt, Canada,Australia,China,USA,Germany,Hungry,Brazil,Italy,France,Luxem-

bourg,Switzerland,Malaysia and Korea.

Group vision

To be a premium global conglomerate with a clear focus on each business .

Group mission

To deliver superior value for our customers, shareholders, employees and

society at large.

Group values

1.Integrity2.Commitment3.Passion4.Seamlessness5.Speed

The Aditya Birla group is Indias first truly multinationalcorporation.

GLOBALLY THE ADITYA BIRLA GROUP IS

8/3/2019 NITU DUBEY

13/63

8/3/2019 NITU DUBEY

14/63

14

y Working in 3,700 villagesy Reaching out to seven million people annually through the Aditya

Birla centre for community initiatives and rural development,spearheaded by Mrs. Rajshree Birla.

yFocusing on healthcare, education, sustainable, livelihood, andinfrastructure and espousing social causes.

y Running 42 schools and 18 hospitals.

The major companies of the group are among Indias leading

corporate. These include: include:

COMPANY PRODUCT SERVICESGrasim Viscose Staple fiber, rayon grade

pulp, cement, chemicals, textiles.

Ultratech cement ltd Ordinary Portland cement, Portlandblast furnace slag cement, Portlandpozzolona cement and grey Portlandcement

Hindalco Aluminum copper

Aditya Birla Nuvo Garments, viscose filament yarn,carbon black, textiles, insulators

Idea cellular ltd. Cellular telecommunication

Birla sun life insurance co.ltd. Life insurance

Birla sun life asset managementco.ltd

Mutual funds

Aditya Birla money mart ltd. Mutual fund distribution

Aditrya Birla capital advisors privateltd(abcap)

Private equity advisory andinvestment management, for Indian

and offshore investors

Aditya Birla money ltd . Leading player in broking space

Aditya Birla minacs it services ltd. Application development,maintenance and enhancement

solutionsAditya Birla minacs world wide ltd. Customer relations managers (crm),

integrated marketing services,knowledge process outsourcing

Aditya Birla finance ltd. Asset based finance, corporate

finance and investment banking,capital market and treasury

8/3/2019 NITU DUBEY

15/63

15

Group companies

y Grasim industries ltd.y Hindalco industries ltd.y Aditya Birla Nuvo ltd.y Ultratech cement ltd.

Indian companies

yAditya Birla minacs it services ltd.

y Aditya Birla minacs worldwide limitedy Essel mining & industries ltd.y Idea cellular Ltd.y Aditya Birla insulatorsy Aditya Birla retail limitedy Aditya Birla chemicals (India) limited

International companies

Thailand

y Thai rayony Indo Thai syntheticsy Thai acrylic fiber

Birla insurance advisory & brokingservices ltd.

Non life insurance advisory andbroking services

Madura garments life style retail Apparel retail

8/3/2019 NITU DUBEY

16/63

16

y Thai carbon blacky Aditya Birla chemicals (Thailand) ltd.y Thai peroxide

Philippines

y Indo phil group of companiesy Pan century surfactants inc.

Indonesia

y Pt indo bharat rayony Pt elegant textile industryy Pt sunrise bumi textilesy Pt indo liberty textilesy Pt indo raya kimia

Egypt

y Alexandria carbon black company s.a.ey Alexandria fiber company s.a.e

China

y Liaoning Birla carbony Birla jingwei fibers company limitedy Aditya Birla grasun chemicals (fangchenggang) ltd.

Canada

y A.v group

8/3/2019 NITU DUBEY

17/63

17

y Australiay Aditya Birla minerals ltd.

Laos

y Birla loas pulp & plantations company ltd.y North and south America, Europe and Asiay Novelis inc.

Singapore

y Swiss Singapore overseas enterprises pte ltd.(ssoe)

Joint ventures

y Birla sun life insurance companyy Birla sun life asset management companyy Aditya Birla money mart ltd.y Tanfac industries ltd.

Facts

y The worlds largest aluminium rolling companyy World leader in viscose staple fiber.y One of the biggest producer of primary aluminium in asiay Fastest growing copper company in asiay The Aditya Birla group is the 11th largest cement producer in theworld and the 7th largest in asia.y Fourth largest producer of carbon black in the worldy Fourth largest producer of insulators in the world.

8/3/2019 NITU DUBEY

18/63

18

Sectors of Aditya Birla group

Aluminium

Hindalco major products include standard and specialty grade alumina andhydrates, aluminium ingots, billets, wire rods, flat rolled products, extrusions& foil.

Key products

and brands

Locations Capacities Country

HINDALCOINDUSTRIES

LTD.

Alumina Renukoot (UttarPradesh)

700,000 tpa India

Belgaum(Karnataka)

350,000 tpa

Muri (Jharkhand) 180,000 tpa

Aluminium RenukootHirakund

(Orissa)

180,000 tpa143,000 tpa

Extrusions RenukootAlupuram(Kerala)

33,000 tpa13,000 tpa

Flat rolledproducts

RenukootBelur (west

Bengal) Taloja(Maharashtra)Mouda(Maharashtra)

100,000 tpa57,000 tpa

50,000 tpa30,000 tpa

Redraw rods Renukoot 75,000 tpa

Foil and packing Kalwa(Maharashtra)Silvassa (Dadraand Nagar

6,000 tpa30,000 tpa

8/3/2019 NITU DUBEY

19/63

8/3/2019 NITU DUBEY

20/63

20

Continuous castcopper rods

120,000 tpa

sulphuric acid 1,470,000 tpa

Phosphoric acid 180,000 tpa

Gold (Birla gold) 26 mtSilver(Birlasilver)

200 mt

Dap andcomplexes (Birla

balwan)

400,000 tpa

Hindalcoindustries ltd.

(Aditya Birlaminerals limited)

Copper cathodes Nifty mines 25,000 tpa AustraliaCopper inconcentrate

Nifty minesNifty mines

60,000 tpa28 mw

AustraliaAustralia

PowerCopperconcentrate

Mt. Gordonmines

40,000 tpa Austraila

Mines

Hindalco acquired two Australian copper mines, Nifty and Mt. Gordon, in2003. The Birla Nifty copper mine consists of an underground mine, heap

leach pads and a solvent extraction and electro winning (SXEW) processingplant, which produces copper cathode.

KEY PRODUCTS

AND BRANDS

CAPACITIES COUNTRY

ESSEL MINING &INDUSTRIES LTD.

Iron and manganese 15 million tons India

8/3/2019 NITU DUBEY

21/63

8/3/2019 NITU DUBEY

22/63

22

Chemicals

KEY PRODUCTS AND

BRANDS

CAPACITIES COUNTRY

GRASIM INDUSTRIESLTD.Caustic soda 2,58,000 tpa IndiaCaustic soda 82,125 tpa IndiaLiquid chlorine 50,340 tpa

Hydrochloric acid 5,475 tpa

Tanfac industries ltdAluminium fluoride 15,600 tpa IndiaAnhydrous hydrogenfluoride

15,600 tpa

Sulphuric acid 14,400 tpa

Aditya Birla chemicals(India )ltd

Caustic soda (100%NaOH) 92,750 mt India

Liquid chlorine 56,000 mtHydrochloric acid(100%) 43,750 mt

Sodium hypochlorite(cl2weight)

1,800 mt

Compressed hydrogen 17,42,400 nm3

Aluminum chloride 12,000 tpa

Stable bleaching powder 17,500 mt

Captive power plant 30 mw

Aditya Birla chemical(Thailand)ltd

Sodium polyphosTriphosphates, epotech tetra,sodium Birla sulf-ss,sodium

8/3/2019 NITU DUBEY

23/63

23

sm,hexametaphosphate,Birlasol 35 sodium acid

pyrophosphate,monosodium phosphate,disodum

phosphate ,trisodiumphosphate,specialityphosphate,epoxy resins (bis-a and bis-f),diluents,curingagents and allied

products,sodiumsulphite,sodiummetabisulphite,sodium

bisulphate,epichlorohydrincaustic soda chlorine thai

peroxide co.ltd.

Hydrogenperoxide,encare,peraceticacid,calcium ecare,peroxideaqua-x,birlox 5,birlox12,ocare

15,000 mtpa Thailand

Pt.indo raya kimiaCarbon disulphide 50,000 tpa Indonesia

Carbon black

KEY PRODUCTS

AND BRANDS

CAPACITIES COUNTRY

Aditya Birla nuvoltd(hi-tech carbon)

Carbon black Birla

carbon

230,000 mtpa India

Thai carbon black co.ltd

Carbon black Birla 220,000 mtpa Thailand

8/3/2019 NITU DUBEY

24/63

24

carbon

Alexandria carbonco.s.a.e

Carbon black Birla

carbon

285,000 mtpa Egypt

Liaoning Birla carbonco.ltd

Carbon black Birlacarbon

55,000 mtpa China

Textile

KEY PRODUCTS AND

BRANDS

CAPACITIES COUNTRY

PULPGRASIM INDUSTRIES LTD.

Rayon grade pulp av cell inc. 70,000 tpa India

Softwood / hardwood pulp avnackawic inc.

119,000 tpa canada

Dissolving pulp 540 tpa CanadaFibreGrasim industries ltdViscose staple fibre Birla cellulose(vsf)

333,975 tpaIndia

Vsf Birla cellulose 35,000 tpa China

Thai rayon public co.ltdVsf Birla cellulose

110,000 tpa Thailand

Fibre modal 13,000 tpa Thailand

Pt indo bharat rayonVsf Birla cellulose

192,000 tpa Indonesia

Thai acrylic fibreAcrylic fibre texlan

100,000 tpa Thailand

Alexandria fibre co.s.a.e.Acrylic fibre

18,000 tpa Egypt

Yarn Aditya Birla nuvo ltd. 16,400 tpa India

8/3/2019 NITU DUBEY

25/63

25

Viscose filament yarn rayone,kalor one

Aditya Birla nuvo ltd.(jay shreetextiles)

Flax yarns jay shree

15,340 spindles India

Worsted yarn nuvo lana 8,000 tpaPt indo liberty textiles syntheticspun yarn in

100% rayon & polyster ,polyster-viscose and open end rayon yarn ,

18,500 mtpa(singleIndonesia yarn)4,500 mtpa(doubleyarn)

Pt elegant textile industry Rayon,polyster,rayon- polyster ,blendedspun yarn

168,088 spindles Indonesia

Pt sunrise bumi textilesViscose rayon,polysterviscose,spun

18,696 spindles Indonesia

Polyster ,polyster combedcotton,anti pill yarn,sewingthread,high twist yarn,reverse twityarn,flame retardant yarn ,rayoncotton blended yarn,micro denier

polyster rayon yarn,rayon silk yarn,slub yarn,lycra core spun yarn

Indo phil group of companies

Cotton yarn,poly viscose blendedyarn,poly cotton blendedyarn,polyster yarn ,high bulkacrylic dyed yarn,non-bulk,acrylicdyed yarn

26,400 tpa Philippines

Indo Thai synthetics co.ltd

Synthetic yarns 32,500 tpa Thailand

Fabrics

Grasim industries ltd.Fabric grasim ,graviera 148 looms

India

8/3/2019 NITU DUBEY

26/63

26

Fertilizers

KEY PRODUCTS

AND BRANDS

CAPACITIES COUNTRY

Indo gulf

Urea Birlashaktiman

864,600 mtpa India

Birla

copper(hindalcoindustries ltd)

Dap/mpk Birlabalwan complexes

400,000 tpa India

Aditya Birla nuvo ltd.Linen fabrics Linen club fabricsBranded apparel

107 looms India

Aditya Birla nuvo ltd.(madura

garments)

Ready-to-wear garments Louisphilippe,allen solly apace vanheusen,peter England.

5.2 lakh sq ft retailIndia

8/3/2019 NITU DUBEY

27/63

8/3/2019 NITU DUBEY

28/63

28

To be a premium metals major, global in size and reach, with a passion forexcellence.

MISSION

To relentlessly pursue the creation of superior shareholder value, by

exceeding customer expectation profitably, unleashing employee potential,while being a responsible corporate citizen, adhering to our values.

STRATEGY

Hindalco Industries Limited has long been a leading integrated producer ofaluminium, among the industrys top companies across Asia. The aluminiumoperation extends from mining of bauxite to the production of not only

primary aluminium but also the value added downstream products such asflat rolled products (FRP), extrusions and also customised consumer

products such as foils.

The objective is to play optimally in the aluminium value chain balancingbetween the more volatile high margins upstream products and the steadier

low margins downstream portfolio.

Quality policy

We, at Hindalco, shall aimto achieve and sustain excellence in all our

activities. We are committed to Total Customer Satisfaction by providingproducts and services which meet or exceed the Customers expectations.Modernization of the manufacturing facilities, stress on technologicalinnovation and training of employees at all levels shall be a continuous

process in Hindalco.A motivated workforce with a sense of pride in the organization shall lead ustowards total quality.

8/3/2019 NITU DUBEY

29/63

29

Today Hindalco,at Renukoot,operates across the aluminium value chainfrom bauxite mining ,alumina refining,aluminium smelting to downstreamrolling and extrusions.

Awards

1. Hindalco has won several awards for community welfare,environment protection, and also for quality and export performance.

2. Hindalco Renusagar's power division bagged the Golden PeacockEnvironment Management Award during the Global Convention onClimate Security. The convention was held at Palampur, HimachalPradesh from 12 to 14 June 2009. Dr. Madhav Mehra, President,World Council for Corporate Governance honoured Renusagar's

power division with the award in the services category.

3. Greentech Safety Gold Award 2008 for outstanding achievement insafety management in coal based power sector.

4. Hindalco Hirakud Systems ranked runners-up at the state level ITCompetition 2008 organized by CII in association with the departmentof information technology, Government of Orissa.

8/3/2019 NITU DUBEY

30/63

30

5. Hirakud smelter was awarded the state level safety award for BestOccupational Healthcare 2006 presented in February 2008 at

Bhubaneswar.

6. Talabira coal mines won a host of safety awards, namely, first inworking face and maintenance of Dozer & Payloader and second in

dust suppression at the Annual Coal Mines Safety Fortnight 2008organised by Directorate of Mines Safety, Bhubaneswar and Chaibasaregion.

7. The Golden Peacock Award 2007 by the World EnvironmentFoundation for its remarkable achievements in occupational health &

safety.

8. The Safety Innovation Award 2007 for excellence in the field ofoccupational health, presented by The Institute of Engineers India.

9. The National Energy Conservation Award 2007, second prize,awarded by the Ministry of Power and Energy, Government of India.

10.Renukoot was selected for the Rajiv Gandhi National Quality Award2007 Silver Trophy, presented by the Bureau of Indian Standards, in

the large scale manufacturing (metallurgy) category.

11.The CII National Award for Excellence in Water Management(Beyond the Fence) 2007, for its land and water management projectsin neighbouring villages.

12.13.The IMC Ramkrishna Bajaj National Quality Award 2007 special

award for excellent performance in the service category.

8/3/2019 NITU DUBEY

31/63

31

14.The CII Human Resource Excellence Award 2007 for strongcommitment and significant achievement in the field of HR.

15.The Greentech Environment Excellence Silver Award 2007 by theGreentech Foundation.

16.Renusagars quality circle teams VAYUDOOT andNAVODAYA achieved the Par Excellence Quality Circle Award atthe National Level Convention NCQC 2007.

17.Hirakud smelter - National Energy Conservation Award first prize2007.

18.Hirakud smelter - National Safety Award for performance year 2005(presented in Oct 07) by Ministry of Labour and Employment,Government of India.

19.Hirakud power - CII - Orissa Award for Best Practices inEnvironment, Safety, Health for the year 2007.

20.Hirakud power plants Jeevan Jyoti and Aryan quality circles wonthe Distinguished Award at the National Convention of QualityCircles 2007. Other Hirakud power teams, bagged awards at theregional and state level QC competition.

21.Hirakud power plants Shakti and Prerana quality circles alsobagged third prize in the operations & production category and repair& maintenance category respectively during the seventh SupervisorSkills Competition organized by CII in December 2007.

22.Muri alumina plant selected for CIIs National Award for Excellencein Water Management 2007 for both within and Beyond the Fence2007.

23.Belur was selected for the National Safety Award for outstandingperformance in industrial safety as runners up for the performance

8/3/2019 NITU DUBEY

32/63

32

year 2005 in achieving the lowest average frequency rate (presented inOctober 2007), by the Ministry for Labour and Employment,Government of India .

24.Winner of the Green Tech Environmental Gold Award in the metalsand mining sector for its outstanding achievement in environmentmanagement during 2007 - 2008.

25.Earned the National award as an "Energy Efficient Unit", presented byCII.

26.Belur sheet plant was adjudged the winner of the "CII EasternRegion Energy Conservation Award for 2007 2008".

27.Alupuram complex awarded the Outstanding Safety PerformanceAward 2007 in the small scale engineering industrial category,

presented by the National Safety Council, Kerala chapter.

28.Taloja sheet plant was presented the Metallics Systems USA Maintenance Award for best operation & maintenance of molten

metal pump at its recycling plant.

29.Hindalco awarded the CII-Sorabji Green Business Centre "NationalAward for Excellence in Water Management 2007".

30.Hindalco won the prestigious D.L. Shah National Award forEconomics of Quality given by quality council of India. Chiefmanufacturing officer, Mr. R. P. Shah and Mr. Arun Kumar receivedthe award from the President of India, H.E. Dr. A.P.J. Abdul Kalamon 9 February 2007 at New Delhi.

31.Belur sheet plant was presented the Good Green Governance Award2006 from Srishti Publications.

32.The prestigious National Energy Conservation Award-2006 wasawarded to Hindalco by Ministry of Power, Government of India.

33.The IT department of Hindalco received prestigious IT certificatesBS15000 (IT services), ISO 9001 (Software development) andBS7799 (Information security). Hindalco Renukoot IT department is

8/3/2019 NITU DUBEY

33/63

33

the first in our group as well as in India to be recommended for allthese certifications in an integrated manner.

34.The prestigious Greentech Safety Award came Hindalco's way for itsoutstanding performance towards organisation health and safety.

35.Hirakud Power Team earned the "Distinguished Presentation Award"during the 14th Chapter Convention on Quality Circle, Rourkela,during September 2006.

INTRODUCTION OF RECRUITMENT

Recruitment refers to the process of attracting, screening, and selectingqualified people for a job. For some components of the recruitment process,mid- and large-size organizations often retain professional recruiters oroutsource some of the process to recruitment agencies.

The recruitment industry has four main types of agencies: employment

agencies recruitment websites and job search engines, "headhunters forexecutive and professional recruitment, and niche agencies which specializein a particular area of staffing. Some organizations use employer brandingstrategy and in-house recruitment instead of agencies. Recruitment-relatedfunctions are generally carried out by an organization's human resourcesstaff.

The stages in recruitment include sourcing candidates by advertising or othermethods, screening potential candidates using tests and/or interviews,selecting candidates based the the results of the tests and/or interviews, and

on-boarding to ensure the candidate is able to fulfill their new roleeffectively.

According to Edwin B. Flippo, Recruitment is the process of searching thecandidates for employment and stimulating them to apply for jobs in theorganization. Recruitment is the activity that links the employers and the

job seekers. A few definitions of recruitment are:

8/3/2019 NITU DUBEY

34/63

34

y A process of finding and attracting capable applicants foremployment. The process begins when new recruits are sought andends when their applications are submitted. The result is a pool ofapplications from which new employees are selected.

y It is the process to discover sources of manpower to meet therequirement of staffing schedule and to employ effective measures forattracting that manpower in adequate numbers to facilitate effectiveselection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective employees for the organization. So that themanagement can select the right candidate for the right job from this pool.The main objective of the recruitment process is to expedite the selection

process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs eventhough specific vacancies do not exist. Usually, the recruitment processstarts when a manger initiates an employee requisition for a specific vacancyor an anticipated vacancy.

8/3/2019 NITU DUBEY

35/63

8/3/2019 NITU DUBEY

36/63

36

RECRUITMENT NEEDS ARE OF THREE TYPES

yPLANNEDi.e. the needs arising from changes in organization and retirement policy.

yANTICIPATED

anticipated needs are those movements in personnel, which an organizationcan predict by studying trends in internal and external environment.

y

UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE & IMPORTANCE OF RECRUITMENT

8/3/2019 NITU DUBEY

37/63

37

y Attract and encourage more and more candidates to apply in the

organization.

y Create a talent pool of candidates to enable the selection of best candidatesfor the organization.

y Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

y Recruitment is the process, which links the employers with the employees.

y Increase the pool of job candidates at minimum cost.

y Help increase the success rate of selection process by decreasing numberof visibly under qualified or overqualified job applicants.

y Help reduce the probability that job applicants once recruited and selected

will leave the organization only after a short period of time.

y Meet the organizations legal and social obligations regarding thecomposition of its workforce.

y Begin identifying and preparing potential job applicants who will beappropriate candidates.

y Increase organization and individual effectiveness of various recruitingtechniques and sources for all types of job applicants.

8/3/2019 NITU DUBEY

38/63

38

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resourcedepartment and recruitment process is the first step towards creating thecompetitive strength and the strategic advantage for the organizations.Recruitment process involves a systematic procedure from sourcing thecandidates to arranging and conducting the interviews and requires manyresources and time. A general recruitment process is as follows:

yidentifying the vacancy:The recruitment process begins with the human resource departmentreceiving requisitions for recruitment from any department of the company.

These contain:

1. Posts to be filled2.Number of persons3. Duties to be performed4. Qualifications required

y Preparing the job description and person specification.y Locating and developing the sources of required number and type of

employees (Advertising etc).

y Short-listing and identifying the prospective employee with requiredcharacteristics.

y Arranging the interviews with the selected candidates.y Conducting the interview and decision making

8/3/2019 NITU DUBEY

39/63

39

8/3/2019 NITU DUBEY

40/63

40

1. Identify vacancy2.

Prepare job description and person specification

3. Advertising the vacancy4. Managing the response5. Short-listing6. Arrange interviews7. Conducting interview and decision making

The recruitment process is immediately followed by the selection processi.e. the final interviews and the decision making, conveying the decision andthe appointment formalities.

8/3/2019 NITU DUBEY

41/63

41

RECRUITMENT PROCESS IN HINDALCO:

Categorization of employees in Hindalco1.Managerial level2.Supervisor level3.Workman level

1. MANAGERIAL LEVELVacancies in upper level management can be filled either by hiring

people from outside the organization or by promoting lower level

Managers .

RECRUTMENT PROCESS

The three steps in recruitment process

1.REQUISITION MANAGEMENT2.SOURCING3.SCREENING

8/3/2019 NITU DUBEY

42/63

42

SOURCES OF RECRUTMENT FOR MANAGEMENT

LEVEL IN HINDLCO

1.POORNATA SYSTEM

2.INTERNET

3.PROMOTION

4.TRANSFER

5.UP GRADING

6.RE-RECRUITING

7.PLACEMENT

8.CONSULTANCY

8/3/2019 NITU DUBEY

43/63

43

components early in the process and hold off using lengthy, expensive, labor

intensive components to be used only after initial screening.

Effective screening includes making certain that the applicant has the basic

necessary experience and background as well as determining if they possesthe core traits and attitudes you have found to be predictive of success in that

job. It is important that each company determine which process is bestsuited to its needs, but the example below can be a good initial guide toconsider.

8/3/2019 NITU DUBEY

44/63

44

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for itsrecruitment processes from two kinds of sources: internal and external

sources. The sources within the organization itself (like transfer ofemployees from one department to other, promotions) to fill a position areknown as the internal sources of recruitment. Recruitment candidates fromall the other sources (like outsourcing agencies etc.) are known as theexternal sources of recruitment.

Sources of recruitment

8/3/2019 NITU DUBEY

45/63

45

8/3/2019 NITU DUBEY

46/63

46

INTERNAL SOURCES OF RECRUITMENT

y TRANSFERS- The employees are transferred from one department toanother according to their efficiency and experience.

y PROMOTIONS- The employees are promoted from one department toanother with more benefits and greater responsibility based onefficiency and experience.

y Others areUpgrading and Demotionof present employees accordingto their performance.

y Retired and Retrenched employees -may also be recruited once againin case of shortage of qualified personnel or increase in load of work.Recruitment such people save time and costs of the organizations, as

the people are already aware of the organizational culture and thepolicies and procedures.

y The dependents and relatives of Deceased employees and Disabledemployees are also done by many companies so that the members of

the family do not become dependent on the mercy of others.

External Sources Of Recruitment

8/3/2019 NITU DUBEY

47/63

47

y Press Advertisement -Advertisements of the vacancy in newspapersand journals are a widely used source of recruitment. The main

advantage of this method is that it has a wide reach.

y Educational Institutes-Various management institutes, engineeringcolleges, medical Colleges etc. are a good source of recruiting well

qualified executives, engineers, medical staff etc. They providefacilities for campus interviews and placements. This source is knownas Campus Recruitment.

y Placement Agencies-Several private consultancy firms performrecruitment functions on behalf of client companies by charging a fee.These agencies are particularly suitable for recruitment of executivesand specialists. It is also known as RPO (Recruitment ProcessOutsourcing).

y Employment Exchanges-Government establishes public employmentexchanges throughout the country. These exchanges provide jobinformation to job seekers and help employers in identifying suitablecandidates.

8/3/2019 NITU DUBEY

48/63

48

RESEARCH METHODOLOGY

A descriptive and conclusive type of research is conducted. On the basis ofthe emphasis laid on the analysis of the information and the data on type of

research used in descriptive research. This kind of research is needed toprovide a theoretical framework and background on which, total knowledgeand operational practices can be used and judged. The major purpose ofdescriptive research is description of the state of affairs, as it exists at

present.

Research Design

The study is carried out on the basis of information and data collected fromtraining and development centre of Hindalco Ind. Ltd.

The following procedure is followed

y The research includes interpretation of welfare facilities atHindalco.

y Analyzing the effective sources of recruitment.y Evaluation and conclusion.

Sampling plan:

There is no sampling plan as the study involved in understanding the variousprocesses and analyzing them. The study involved in the detailed analysis ofsecondary data calculated from various sources and therefore no sample sizeand plan has been considered.

Sources of data:

Data has been collected through literature survey and expert opinion. Thepart of data is collected from various primary sources and secondary

sources.

8/3/2019 NITU DUBEY

49/63

49

Primary sources:

Information gathered through interview and discussing with departmentalmembers.

Secondary data resources

Sources of secondary data were various books and websites.

8/3/2019 NITU DUBEY

50/63

50

REQUISITION SOURCING SCREENING

HIRINGMANAGER

NEED FORTALENT

REQUISITION RAISED

REQUISITION

HIRINGPLANNING

REQUISITIO

N

HR/

RECRUITER

SOURCINGSTRATEGY

INTERNAL

SOURCE

EXTERNAL

SOURCE

CANDIDATE

POOL

SCREENING ANDSHORTLISTING

HR

INTERVIEW

TESTING &RESPONSE TOCANDIDATE

8/3/2019 NITU DUBEY

51/63

51

Sources of recruitment for management level in Hindalco

1. Poornata system2. Internet3. Promotion4. Transfer5. Up grading6. Re-recruiting7. Placement8. Consultancy

2. SUPERVISIOR LEVEL

Supervisor level divided into three sub category

S1S2S3

Process of recruitment for supervisor level

Source of recruitment for supervisor cadre

REQUISITION RAISED

APPROVED BY HR HEAD

8/3/2019 NITU DUBEY

52/63

52

1. Employee son2. Data Bank3. Promotion and transfer

WORKMAN CADRE

Two types of workers

1. Badli workmana. Temporary badlib. Parmanent badli

2. Workmana. Temporary workmanb. Parmanent workman

i. Special gradeii. A grade

iii. B gradeiv. C gradev. Utility man

Recruitment and selection process

APPLICATION COLLECTION

SELECT APPLICATION AS PERCRIETRIA/RULE

PHYSICAL TEST

8/3/2019 NITU DUBEY

53/63

53

In Hindalco every year ITI apprentice get training with in organization. In

these ITI apprentice find out and identify potential candidate take interviewof selected candidate.If candidate are selected then collect information and keep record of selectedcandidate. Keep record like resume, email and phone no. according toorganization need or vacancy in workman cadre to inform that candidate andhire them.

ADVANTAGE

y Will be aware about the Groups culture as such less time will betaken by them to adjust.

y Suitable candidates are easily available.DISADVANTAGE

y Shift towards other organization when not provide job opportunities.THE UP WITH DIFFERENT ITI COLLEGE

ITI College is most effective source of recruitment for workman cadre. In

this tie up of ITI college for potential candidate.

ADVANTAGE

y Fasily available potential candidate.DISADVANTAGE

y Expensive sourcey Rule and Regulation of that institute.

8/3/2019 NITU DUBEY

54/63

54

Limitations of study

y The duration of practical training was just of four weeks. It wasnot sufficient.

y Due to heavy engagement of the top management people andother personnel, much other information could not becololected within the limited span off time.

y To maintain secrecy, the company people do not providevarious types of information, such as actual sales to cariouscostomers, zone wise sales, depot setup cost, depot handling

cost etc.

y Their recommendations are the outcome of an analysis madeindividually.

yAnother analysis may arrive at certain other recommendationafter using same data

So, that it is advisable for the company to examine the variousrecommendations, before going ahead with any of their implementations

HINDALCO, RENUKOOT

8/3/2019 NITU DUBEY

55/63

55

1. For management cadreA.Networking professional site as LinkedIn

India is one of LinkedIns largest and fastest-growing countries, andrecruitment plays a big role in that. Social networking sites are quite usefulon a global basis. The purchase of the site is to allow registered users to

maintain a list of contact details of people they know and trust in business.Valuable networking opportunities exist for participants of groups. By

joining groups gain accesses to resources and information that may helpreach business goals.As continue using the many social networking services available, networkshould expand making it great way to keep in the people from now on. To

learn more about groups, select the groups option from the top-leftnavigation. LinkedIn targets professionals: most people that create groupsestablish criteria as to who can join. Read discussions that you`re following,search the groups` directory, or create a group interest and to expand

professional connections.LinkedIn groups are especially useful, allowing following topics that as a

business tool, LinkedIn has many advantages. The social networking site

provides users the opportunity to tap into a rich source of casual andprofessional connections. Groups can be jointed and started, allowing forlike-minded individuals to share their personal experiences.

Social networking site they have software to help build your profile pageand then start developing contact network. The software will organize theinformationenter into profile headlines, like education, company andsummary and job vacancy. Many cite these more focused profile headings asthe reason the process of finding and being found is more efficient onLinkedIn than on other social networking sites.A June 2009 survey conducted by jump start social media found that 75 %of hiring managers researching the credential of jobs applicants useLinkedIn to perform reference checks.

Advantage

8/3/2019 NITU DUBEY

56/63

56

Social networking sites vs. job sites

Networking sites as well as job sites cater to different spectrum of skills andlevels.

Find good opportunities for partnership

Forging partnership with the right people or companies can yield fantasticbenefits for both sides. Joining a group that has professional that are in thesame field can reduce the likelihood of partnering with the wrong peopleespecially if you and the other group members have their profile filled up.The more groups you join, the more options you can weigh in so you canfind the perfect business partner.

Great place to post or look for job openings

There are plenty places that allow you to post job openings or give leads onwhere can find good ones.If you post a job openings in an active group, you are sure to get more

interested people since they are most probably waiting for updates in thatgroup. Any other people that share job opening will likely attract you aswell.

Utilizing social media tools enables hiring managers to assesswhether a candidate is an appropriate fit for their organization.

The site allows you to take old-fashioned networkingtechniques to a new level.

This can be used to gain an introduction to someone a personwishes to know through a mutual, trusted contact.

It can then be used to find jobs, people and businessopportunities recommended by someone in one`s contactnetwork.

Employee can list jobs and search for potential candidates.Wider reach as large number of people post their profiles

online.

8/3/2019 NITU DUBEY

57/63

57

Ability to identify both active (job portal) and passive (socialnetworking sites) job seekers.

Attains significant cost reduction.Assesses the candidate to greater extend like behavioral

attributes, as individuals tend to open up more in their social

network.

Reach out to candidates with niche skills.Access to different international talent pools.Provides instant credibility to a professional`s profile with the

referrals and recommendations on the person.

It can help you keep in touch with industry leaders.

You don`t have to just add the people you know on LinkedIn, youcan have others introduce you to someone that you many want toknow. Someone that can help you with your career or possiblysomeone that would like be willing to go into a business venturewith you. I have been contacted by multiple people about bloggingventures recently through LinkedIn.

Stay in touch with other professionals

You many have the best job out there or be an industry leaderyourself, but LinkedIn is an easy and professional way to stay intouch with other professionals you have worked with or for. it isalso an excellent way to stay in touch with other professional in

your industry that you may have met at convention. It is better thansharing youre my space or face book account and other

professional getting to see how unprofessional you really are.

Get recommending by other professionals

8/3/2019 NITU DUBEY

58/63

58

You can easily get recommended by other professional that youhave worked with by just asking. These recommendations ass a lotof power to your ability to get hired or your caliber of

professionalism within your industry. The more people thatrecommended you the better your profile will look to others inyour industry and connections list.

Get answers to your questions from other professionals

You can easily ask a question on LinkedIn to find help from otherindustry professionals. Their answer area is very helpful and thereare always quick responses to your questions. It can even be a wayfor you to further network beyond the normal benefits of getting aquick and reliable answer to your questions.

LinkedIn is professionals online resume

There are more and people learning towards a paperless method ofdoing business. Global warming is a real issue. I would personallyalmost prefer to see someone. LinkedIn profile before they arehired then a regular resume. There is a lot more information

available on a LinkedIn profile than would be available on aresume. You have your work history, school history, bio, web sitesand how much work you have put into networking with other

professionals.

LinkedIn is like having a website

for those don`t have a website or a means to have peopled locatethem on Google. LinkedIn fills that void. I know that I see my

personal LinkedIn profile come up in Google near the top of theresults. This can help other professionals find you if they have lostyour phone number or email address. It can even help othercompanies locate you if they are interested in hiring you for

contract or full time work.

DISADVANTAGES

8/3/2019 NITU DUBEY

59/63

59

y For example, many members utilize the site to self-promoter, primarily spamming user groups with messages

about some new product or service they offer. This self-

promotion can be annoying and even disruptive.

8/3/2019 NITU DUBEY

60/63

60

CONCLUSION

From the above data it can be observed that the Human Resource

management system at Hindalco industries Ltd is extremely

effective. Application is satisfied with the Recruitment and

Selection system and the coverage given to various factors of

Recruitment and Selection process.

8/3/2019 NITU DUBEY

61/63

61

RECOMMENDATION

According to my observation following suggestions should be

taken into consideration,

y Training need identification should be done half-yearly, sothat it helps the employees in improving the performance in

the remaining time period.

y Recruitment proper planned, structured according toopenings in plant new vacancies.

y Goal setting programs undertaken with schedule to findpotential prospective employees for higher posts giving

training, discussing the on job responsibilities.

8/3/2019 NITU DUBEY

62/63

62

LIMITATIONS

The study might not be all perfect because of certain limitations. The

problem of time scarcity was an important want for within a short span of

time, the project had to be completed, and hence much information could not

be gathered nor evaluated

8/3/2019 NITU DUBEY

63/63

BIBLIOGRAPHY

y www.adityabirla.comy www.hindalco.comy Other training documents available at the HR department.y Report and manuals available in the training centre.y Wwww.wikipendia.com

Aswathappa K, Human Resource Personnel Management

y www.google.comy www.citehr.com