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INTRODUCTION
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INTRODUCTION
Recruitment is the discovering of potential applicants for actual or anticipated
organizational vacancies. Certain influences constrain managers in determining recruiting
sources such as image of the organisation, internal policies, attractiveness of the job,
union requirements, government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search, advertisements,
employee referrals, employment agencies, schools, colleges and universities; professional
organizations and casual or unsolicited applicants. In practice, recruitment methods
appear to vary according to job level and skill.
Proper selection can minimize the costs of replacement and training, reduce legal
challenges, and result in more productive workforce. The primary purpose of selection
activities is to predict which job applicant will be successful if hired. During the selection
process, candidates are also informed about the job and the organisation.
The discrete selection process would include the following: initial screening interview,
completion of the application form, employment tests, comprehensive interview,
background investigations, physical examination and final employment decision. In the
discrete selection process, an unsuccessful performance at any stage results in the
rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach, where all
applicants go through every step in the selection process and the final decision is based on
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a comprehensive evaluation of the results of each stage. To be an effective predictor, a
selection device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict whether
an applicant will prove to be a successful job performer. The application blank is effective
for acquiring hard biographical data, while the weighted application can provide
information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traits can predict job
proficiency but suffer from being non-job related. On the other hand, interviews
consistently achieve low marks for reliability and validity. Background investigations
are valuable when they verify hard data from the application, although they offer little
practical value as selection devices. Physical examinations are valid when certain
physical characteristics are required to be able to perform a job effectively.
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COMPANY PROFILE
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COMPANY PROFILE
Amongst the various reasons behind BSL's unprecedented growth and rapid integration
on the steel value chain, perhaps, the most important would be its unwavering focus on
acquiring the latest technology and know-how. The most important reason behind this
focus has been BSL's commitment to provide its customers with the best quality
products. The result, to say the least, has been awe-inspring growth.
The Khopoli plant, commissioned in 2004 has been playing a remarkable role not only in
the growth of exports, but in the production of a much wider variety of value added steel
like Colour Coated Sheets, High Tensile Steel Strappings, Hardened and Tempered Strips
and Precision Tubes. In addition to these, the Khopoli plant has recently launched the
Galume value added steel (Aluminium & Zinc Coated Sheet) for the first time in the
country.
Operating with the most advanced technology, expressed through a large fleet of latest
equipment, machinery and systems, the Khopoli plant has given a tremendous boost of
425000 MT per annum to BSL's total production capacity Including 240000 MT of
galvanised steel, which are further forward integrated into Colour Coated Sheet, Galume
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and other value added products.
Giving a tremendous volume-thrust to the production capacity of BSL is its plant at
Sahibabad, with a production of 475,000 MT per annum comprising products such as
Automotive Grade C R Sheet and Galvanised Sheets.
As a strategic move to optimise the usage of resources and services, as well as to
streamline the functioning of all systems and process within the organisation, BSL has
recently implemented SAP (the global leader in Enterprise Resource Planning Systems).
After all, with sales touching Rs. 3070 crores and installed capacity in the one million
tonnes per annum range, BSL is now India's 3rd largest Secondary Steel Producer after
SAIL and TISCO. BSL has the distinction of being the only producer In India of the
widest width CR Sheet, besides being a preferred supplier of automotive grade steel
sheets for inner and outer panels to all leading 4-wheeler and 2-wheeler manufacturers in
the country.
The most brilliant milestone in BSL's journey of excellence is the setting up of a state-of-
the-art Hot Rolling Steel & Power Plant in Orissa. This Integrated Steel and Power Plant
will, no doubt, put BSL firmly on the fast track of progress.
Bhushan Steel Limited, is an ISO 9002,QS 9000 certified and a company of Rs. 2868
crores ($650 million approx.).
As one of the prime movers of the Technological Revolution in the Indian Cold Rolled
Steel Industry, BSL has emerged as the countrys largest and the only CR steel plant with
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an independent line for manufacturing Cold Rolled coils and sheets up to a width of 1700
mm, as well as Galvanised Steel Coils & Sheets up to width of 1350mm.
The Company currently has capacity to produce ALMOST ONE MILLION MT/Annum
of Cold Rolled Steel at Sahibabad and Khopoli Works .
The Company is a single-point source for a wide variety of products such as CRCA ,
Galvanized and Colour coated sheets, High tensile steel ttrapping, Hardened and
tempered steel strips (HTSS) and Precision tubes.
EXCELLENT SURFACE FINISH
Mill Clean System With A Synthetic Coolant To Avoid Any Coolant Mark On The Strip
Electrolytic Cleaning Line To Remove Iron Fines From Strip , Which Helps In Improving
The Life Of Salt Spray Test After Painting And Avoids Carbon Soot Completely . It
Also Increases The Tool Life In Press Shop
Latest And Sophisticated Edt Machine To Provide Controlled Texture For Better Paint
Adhesion And To Achieve Surface Roughness To Close Tolerances
On- Line TensionLevelling Equipment For Better Flatness And Controlled Elongation
Computerized Inventory Control Management And Independent Skin- Pass Mill To
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Avoid Any Unwanted Storage In Between Annealing And Skinpass Process.
Kathabar Storage System To Avoid Atmospheric/Rustiness Oxidation Through De -
Humidified Air..
Electro - Static Rust Preventive Oil Spray System For Controlled Oil Coating On Crca
Surface . Oil Coating Can Be Maintained In Between 0.50 Gms/M To 2.00 Gms/M Per
Side.
EXCELLENT MECHANICAL PROPERTIES
Practically , No Variation In Mechanical Properties Due To 100 % Hydrogen Annealing
Furnace
The Raw Material Selection Is Done By Computerized Program For Different
Applications
Close Tolerances On Thickness, Width And Length
- X- Ray Thickness Gauge To Measure Thickness To A Fraction Of A Micron.
- Radiometrie Thickness Checking Across The Width
- Automatic Computerized Thickness Control..
- Shim Less Tooling On Slitting Lines With Computerized Setting Ensures Correct Width
In Close Tolerances .
- Precision Cut- ToLength Lines To 0.75 Mm.Ensure Length Tolerances Better Than
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- Automatic Electromagnetic Stacker On Shearing Lines To Produce Scratch Free
Vision
Giving Definition To A Far-sighted Vision
The vision of evolving into a totally integrate steel producer, committed to achieving
the highest standards of quality through cutting-edge technology, is being realised at
Bhushan Steel Ltd.
If you can anchor your organist sation with a single-mindedness of purpose, for
providing-the best service, technology and quality to customers and stakeholders,
then you can deliver higher value for money wrthin schedule and budget, and
continue to thrive even in the face of rapid change and other challenges besotting the
Indian economy This is, precisely, what BSL has been doing since its inception:
Acquiring the latest technology sourced from the global leaders and maintaining
global quality standards; continually upgrading the steel plants and efficiently
implementing projects within schedule and budget always meeting financial
obligations on time and yes, these are the hallmarks of BSL's Saga of Excellence.
BSL's vision of total integration is a lot closer to realisation today.
Through seamless backward integration, BSL is consolidating its position
on the entire steel value chain - from iron ore to
specialised, value-added steel, the company is surging ahead.
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Policies
BHUSHAN STEEL LTD, SAHIBABAD
Integrated Quality, Environment, Occupational Health & Safety Management System
Policy
Bhushan Steel Ltd. commits to produce cold rolled and galvanized steel sheets of
world class quality in a safe, healthy and clean environment by involving employees
with continual improvements in system implementation, technological advancement,
operational integration, prevention of pollution & hazards maintaining
Legal compliance and satisfying needs & expectations of Customers.
For Environmental Management System we have ISO 14001:2001Certification
For Quality System we have ISO/TS 16949:2002 Certification For Safety Management System we have OHSAS 18001:1999 Certification
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Products
Finished Product List of Sahibabad Plant
1. Cold Rolled Coil
2. Cold Rolled Sheet
3. Galvanised Plane Coil
4. Galvanised Plane Sheet
6. Galvanised Corrugated Sheet
Cold rolled coil
BSL ( Formerly BSSL)is spearheading a technological revolution in Indias Cold Rolled
Steel industry and, in the spirit of a true leader, is ceaselessly striving to raise the bar,
achieve new milestones and set new benchmarks in terms of quality of products and
degrees of customer satisfaction.
The most brilliant milestone in BSLs journey of excellence is the setting up of a state -
of-the-art Steel & Power plant in Orissa. On completion, the plant will be one of the
largest integrated HR steel and Power complexes of the nation.
BSLs Galvanised Sheets, Color Coated Sheets, Coils, Corrugated Sheets and Galume
(Zinc and Aluminium coated) Sheets/Coils are being accepted and appreciated across the
world...
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S.no Parameters Technical details/specifications
1. Thickness(nun) 0.10t04.00
2. Width(mm) 10to 1700(Max)
3. Coil Weight(MT) Up to 30 MT (7 to 18 kg/mm width)4. Surface Finish Super Bright, Bright, Dull&Matte. (RaValuewith controlled
Rmax on request).
5. Grades Specifications - As per JIS/BIS/ ASTM/EN Standards
Low Carbon CRCA GradesSuper EDD/EDD/DD/D (SPCX, SPCEN, SPCD, SPCC)non-aging, IF-HighStrength steel(IF-HSS), High Strength Low Alloy Steel(HSLA), viz., ST -42,ST-45, ST-52, SAPH-400/41O, Steel for Porcelein
Enammeling, CorrosionResistant Steel, viz., Tin Mill Black Plate (TMBP)
Medium &High Carbon CRCA GradesC- 30, C-40,MC -ll,EN - 8, for spring steel application, C-55, MC-12,EN- 9 C-62,C-60, C-80,HC-14,EN-42J
6. Strip widths mm ELECTRICAL Grades Elec -I, Elec-n, Elec-nI, SemiProcessed Elect. Steel
7. Chemicalcomposition(Coating)
OTHER CRCA GradesCase Hardening Steel- 15Cr3, SAE 1010, SAE 1012Through Hardening Grades- SAE 1040,SAE 1045, 1055,
1065, 1080, 1541H.R PICKLED/ SKIN PASSED & OILED
8.Thickness
Up to 3.00 mm 3.00 mm - 4.00 mm Above 4.00mm
9. Max. Width for CutSize
1500 mm 1250 mm 600 mm
10.Width for Coil
50 mm - 1700 mm 50 mm - 1700 mm 50 mm -1700 mm
Cold rolled sheet
S.no Parameters Technical details/specifications
1. Thickness(nun) 0.10t04.00
2. Width(mm) 10to 1700(Max)
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3. Cut- to -Length(mm)
Up to4500mm with tolerance of +2/-0 mm(Further closetolerance onrequest)
4. CoilWeight(MT) Up to 30 MT (7 to 18 kg/mm width)
5. Surface Finish Super Bright, Bright, Dull&Matte. (RaValuewith controlledRmax on request).
6. Grades Specifications - As per JIS/BIS/ ASTM/EN Standards
Low Carbon CRCA GradesSuper EDD/EDD/DD/D (SPCX, SPCEN, SPCD, SPCC)non-aging, IF-HighStrength steel(IF-HSS), High Strength Low Alloy Steel(HSLA), viz., ST -42,ST-45, ST-52, SAPH-400/41O, Steel for PorceleinEnammeling, CorrosionResistant Steel, viz., Tin Mill Black Plate (TMBP)
Medium &High Carbon CRCA GradesC- 30, C-40,MC -ll,EN - 8, for spring steel application, C-55, MC-12,EN- 9 C-62,C-60, C-80,HC-14,EN-42J
7. Strip widths mm ELECTRICAL Grades Elec -I, Elec-n, Elec-nI,SemiProcessed Elect. Steel
8. Chemicalcomposition(Coating)
OTHER CRCA GradesCase Hardening Steel- 15Cr3, SAE 1010, SAE 1012Through Hardening Grades- SAE 1040,SAE 1045, 1055,1065, 1080, 1541
H.R PICKLED/ SKIN PASSED & OILED
9.Thickness
Up to 3.00 mm 3.00 mm - 4.00 mm Above4.00 mm
10. Max. Width for CutSize
1500 mm 1250 mm 600 mm
11.Width for Coil
50 mm - 1700 mm 50 mm - 1700 mm 50 mm -1700 mm
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PROCESS ROUTE OF CRCA MATERIAL
Galvanised plane coil
Galvanised Plane Coil
Technical details/specifications
PLAINSKINPASSED
CORRUGATEDHILGPPETROL/FUEL TANK
FGPFANBLADE
GPCBUSES/COACHES
Thickness (mm)
0.10 to2.50
0.30 to2.50
0.12 to 1.60 0.30 to 2.500.40 to1.20
0.60 to 1.60
Width(mm)
upto 1350 upto 1350602,762,800,900,1050
200 to 1350100 to1350
100 to 1350
SurfaceFinish Regular &
mim.spangle
Matte with
zero/min.spangle
Regular Spangle
Matte, Bright
Finish, Nospangle
Mattefinish,
Nospangle
Matte, Bright
finish, Nospangle
CoatingMass(gms/m2
)
80 to 300 80 to 300 80 to 300 20 to 8060 to90
60 to 80
Grades Soft/Lockforming
EDD,DD,D,SPCEN,SPCD,SP
CC
RoofingEDD, DD,D,SPCEN,SPCD,SPCC
SPCD,SPCC
SPCEN, SPCD,SPCC
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Galvanised plane sheet
Galvanised Plane Sheet
Technical details/specifications
PLAINSKINPASSED
CORRUGATEDHILGPPETROL/FUEL TANK
FGPFANBLADE
GPCBUSES/COACHES
Thickness (mm)
0.10 to2.50
0.30 to2.50
0.12 to 1.60 0.30 to 2.500.40 to1.20
0.60 to 1.60
Width(mm)
upto 1350 upto 1350602,762,800,900,1050
200 to 1350100 to1350
100 to 1350
Cut toLength(mm)
upto 4500 upto 4500 upto 4500 upto 4500 upto4500
upto 4500
SurfaceFinish Regular &
mim.spangle
Matte withzero/min.spangle
Regular SpangleMatte, BrightFinish, Nospangle
Mattefinish,Nospangle
Matte, Brightfinish, Nospangle
CoatingMass(gms/m2
)
80 to 300 80 to 300 80 to 300 20 to 8060 to90
60 to 80
Grades Soft/Lockforming
EDD,DD,D,SPCEN,SPCD,SPCC
RoofingEDD, DD,D,SPCEN,SPCD,SPCC
SPCD,SPCC
SPCEN, SPCD,SPCC
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Products > Colour Coated Coil
Introduction:
Coil coating is the most advanced techniques used in the continuous application
of an organic coating on to a flat metal substrate in the coil form
Coil Coating Process:
CLEANING OF SHEET
CHEMICAL COATING
DRYING PRIMER APPLICATION(ON BOTH TOP & BOTTOM) CURING OF PRIMER TOP COAT & BACK COAT APPLICATION CURING OF TOP & BACKING COAT GUARD FILM APPLICATION
Cross Section of Coil Coated Metal
Products > Colour Coated Tiles / Profile Sheet
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Pre-Painted GI / Galume Tile Profiled Steel Sheet -
Overal sheet width beforeprofile is 1120 mm (+/-10)
Overal width after profile is 980 mm (+/-10) Effective covered width is 888 mm (+/-5) Pitch is 178 mm (+/-2)
Depth TP1 is 27 mm (+/-2)
Depth TP is 2.5 mm (+/-2) Length of step is 203 mm
Pre-Painted GI / Galume Tile Profiled Steel Sheet -
1
Overal sheet width before profile is 1200mm (+/-10)
Overal width after profile is 1006 mm (+/-10)
Effective covered width is 950 mm (+/-5) Pitch is 190 mm (+/-2) Depth P1 is 27 mm (+/-2) Depth P2 is 2.5 mm (+/-2) Depth of step is 15 mm
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Pre-Painted GI / Galume Trapezoidal Profiled Steel Sheet
Overal sheet width before profile is 1220mm (+/-10)
Overal width after profile is 1050 mm (+/-10)
Effective covered width is 1010 mm (+/-5)
Pitch is 250 mm (+/-2)
Depth TP1 is 30 mm (+/-2) Depth TP is 2.5 mm (+/-2)
Pre-Painted GI / Galume Trapezoidal Profiled Steel Sheet
Overal sheet width before profile is 1220mm (+/-10)
Overal width after profile is 1030 mm (+/-10)
Effective covered width is 930 mm (+/-5) Pitch is 186 mm (+/-2) Depth 32 mm (+/-2)
Products >Drawn Tubes of OEM Grade
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Tube Range
Special grade tubes like, SAE 1541, SAE 1010, SAE 1020, SAE 1030, Medium
Carbon Tubes and High tensile strength tubes for special applications are also
available as per customers requirements in ERW / ERW Annealed / CEW / CEW
Annealed conditions.
Line Diagram
of Tube
Mill- ERW
ERW TUBES
TECHNICAL DATA SHEET FOR PRECISION ERW TUBES
Outer Diameter
(mm)12.70 to 114.00 mm.
Thickness (mm) 0.40 to 6.00
Length upto 12 Mtrs.
Process Flow Chart - ERW Tubes
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OBJECTIVES OF THE
PROJECT
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.OBJECTIVES OF THE PROJECT
The basic objective of this report is to Recruitment and selection process In Bhushan
Steel . Following fundamental objectives have been identified as the sub-objectives of
the study:-
1. To study the identity of the recruitment & selection process in the organizationas a whole.
2. To find out the employees as per companys vacancies.
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IMPORTANCE AND SCOPE
OF THE PROJECT
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IMPORTANCE AND SCOPE OF THE PRO JECT
The scope of study is to observe the degree of satisfaction levels of the employer as well
as the employees towards the process of recruitment and selection techniques adopted by
the company. It will also show the deviations if any, towards this affect that will be
experienced in research. Apart from getting an idea of the techniques and methods in the
recruitment procedures it will also give a close look at the insight of corporate culture
prevailing out there in the organization. This would not only help to aquanaut with the
corporate environment but it would also enable to get a close look at the various levels
authority responsibility relationship prevailing in the organization. Also the stipulated
time for the research is insufficient to undergo an exhaustive study about the topic
assigned and moreover the scope of the topic (recruitment and selection) is wide enough,
so it is difficult to cover all the topic within the stipulated time.
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LITERATURE REVIEW
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LITRETURE REVIEW
The purpose of my research report was to learn the practical application of Recruitment
and Selection Process and its importance in Bhushan Steel along with the HR policies of
Bhushan Steel which prides itself to be the market leader.
While carrying out the study I have gained a good amount of knowledge and insights of
how HR department works but I have touched the tip of iceberg. There was more to learn
but due to constraint of time it was not possible. The HRD manager has to work with the
missionary spirit. Unlike many roles in an organization where tangible short- term
benefits can be obtained, it is difficult for HRD functionary to demonstrate any tangible
short- term accomplishment. Yet HRD managers are tempted to show to the top
management, line manager and themselves that they are making things happen through
training program, recruitment& selection.
In Bhushan Steel a meticulously natural team stands at the very heart of the group. 4,000
Personnel evince perfect camaraderie. A steadfast dedication to qualify an attainment of
maximum team potential is the touchstones of the company.
The company is engaged in constant learning process through intensive selection and
training program. Indeed, the aspiration is to shape a winning team of self motivated,
empowered, professionals with knowledge and confidence to take independent decision.
Bhushan Steel recognizes each employees individuality, ability and efforts and also
applauds for their contribution to the success of the group.
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RECRUITMENT AND
SELECTION PROCESS AN
INTRRODUCYION
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RECRUITMENT
Recruitment and selection are the most important functions in an organization because
with the help of these functions the management selects the best available candidate from a
batch of them. The organizations, in this growing competitive world, need to have the best of
the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization."
In the words of Yoder,"Recrutiment is a process to discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measured for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient working
force."
The recruitment needs can be classified into-
Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement policy. These occur due
the expected changes in the organization so the management can make a proper policy for it.
Anticipated need refer to the movements in personnel which an organisation can predict by
studying the trends in the internal and external environments.
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Resignations, deaths, accidents and illness result in to the unexpected needs.
FEATURES:
Recruitment is a process or a series of activities rather than a single event.
It is a linking activity as it brings together the employers and employees.
It is positive process because in this activity the employers want to have the maximum
number of job seekers so as to have a wider scope for choice ultimately leading in
spotting right persons for job.
It is an important function as it makes it possible to acquire the number and type of
persons required for the effective functioning of the organization.
It is an on going function in all the organizations, but the volume and nature of
recruitment varies with the size, nature and environment of the organization.
It is a complex process because a number of factors affect it --the nature of the job
offered, image of the organization, organizational policies, working conditions etc.
SOURCES OF RECRUITMENT:
The various sources of recruitment are -
Internal Sources: Include-
Present Employees who can be transferred or given promotions.
The retired and retrenched employees who want to return to the company.
Dependents and relatives of the deceased and disabled employees.
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External Sources: Consist of- Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Recruitment at factory gate.
Employment Exchanges.
During my short stint at DIL, it was observed that the recruitment need of DIL is
diversified. It needs persons who have knowledge of use, processing of natural
ingredients of number of varied products, technical know-how of latest industrial
technical knowledge, and computer applications to pharmaceutical industry to manual
workers. The importance of the process could be understood that the present work force
of DIL is 2,500 employees. Hence, the recruitment and selection procedure should match
the complexities of the need and at the same should commensurate with the complex need
of the organization.
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SELECTION
Selection is the process of choosing the best candidate out of the all the applicants. In this
process, relevant information about the applicants is collected through a series of steps so as
to evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the job so that the
candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most suitable
candidates.
This process divides the candidates into two categories-the suitable ones and the unsuitable
ones. The suitable people prove to be the asset for the organization. Selection is a negative
process because in this process the management tries to minimize the number of people at
each step so that the final decision can be in the light of all the factors and at the end of it best
candidate is selected. Selected candidate the has to pass through the following stages-
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination. Reference Check.
Final Approval.
Employment.
Preliminary Interview is the initial screening done to weed out the undesirable
candidates. This is mainly a sorting process in which the prospective candidates are given
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the necessary information about the nature of the job and the organization. Necessary
information about the candidate is also taken. If the candidate is found suitable then he is
selected for further screening else he is dropped. This stage saves the time and effort of
both the company and the candidate. It avoids unnecessary waiting for the candidate and
waste of money for further processing of an unsuitable candidate.
Application Form is a traditional and widely used device for collecting information from
candidates. This form asks the candidates to fill up the necessary information regarding
their basic information like name, address, references, date of birth, marital status,
educational qualifications, experience, salary structure in previous organization and other
such information. This form is of great help because the scrutiny of this form helps to
weed out candidate who are lacking in education, experience or any other criterion
provided by the organization. It also helps in formulation of questions, which will be
asked in the interview. These forms can also be stored for future references thus
maintaining a databank of the applicants.
Selection Tests are being increasingly used in employee selection. Tests are sample of
some aspect of an individual's attitudes, behavior and performance. It also provides a
systematic basis for comparing two or more persons. The tests help to reduce bias in
selection by serving as a supplementary screening device. These are also helpful in better
matching of candidate and the job. These reveal the qualifications, which remain covered
in application form and interview.
Selection Interview involves the interaction of the employer and the employee. Selection
involves a personal, observational and face-to-face appraisal of candidates for
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employment. It is an essential element of the selection procedure. The information
obtained through application form and test can be crosschecked in the interview.
The applicants who have crossed the above stages have to go through Physical
Examination either by the company's physician or the medical officer approved for the
purpose. The main aim is to ensure that the candidate is physically fit to perform the job.
Those who are found physically unfit are rejected.
The next stage marks ofchecking the references. The applicant is asked to mention in his
application form the names and addresses of two or three person who know him well. The
organization contacts them by mail or telephone. They are requested to provide their frank
opinion about the candidate without incurring a liability. The opinion of the references
can be useful in judging the future behaviour and performance of a candidate.
The executives of the concerned departments then finally approve the candidates short-
listed by the human resource department. Employment is offered in the form of an
appointment letter mentioning the post, the rank, the salary grade, the date by which the
candidate should join and other terms and conditions in brief. Appointment is generally
made on probation of one or two years. After satisfactory performance during this period
the candidate is finally confirmed in the job on permanent basis or regularized.
Selection is an important function as no organization can achieve its goals without
selecting right persons for the required job. Faulty selection leads to wastage of time and
money and spoils the environment of an organisation. Scientific selection and placement
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of personnel can go a long way in building up a stable workforce. It helps to reduce
absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency
and productivity of the enterprise.
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RECRUITMENT
AND SELECTION PROCEDURE
IN
BHUSHAN STEEL INDIA
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Bhushan Steel India Ltd. selects the future employees keeping everything in mind right
from the qualification of the employees to the future prospects-both of the organisation and
the employees.
The first step involves the filling up of Manpower Indent Form. This form is filled up by the
department, which is having the vacancy. The form consists of various questions which are to
be answered like if the current vacancy is a replacement vacancy, its reason is to be specified
-the factors which resulted it like death, retirement etc.
The department is required to give the qualifications that the future candidate should possess.
In the next step, this form is given to the Human Resource (HR) department; this department
sees if the position can be filled through internal sources. The internal sources can be
transfers, promotion etc. In the case of internal sources, the recommendations of the
employees are not taken into consideration. If the HR department does not find suitable
candidate within the organisation then this department has to give reasons for it. The form
then goes to the Corporate HR for its approval.
When the suitable candidate is not available within the organisation, the organisation then
moves to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its consideration three
ways-
The Data bank of the organisation.
Advertisements.
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Contacting large consultants.
The company maintains a databank of the candidates, which is used when the number of
vacancies to be filled up is large. The sources of databank can be the qualified candidates
who had applied in the organisation earlier but due to some reasons could not join the
organisation.
Advertisements are the second big source to attract the candidates. These are having much
larger scope and reach to a number of people. The qualifications required by the organisation
and the criteria could be described in detail.
Large number of consultants also constitutes a big source. Many people register themselves
with these consultants and they act as a bridge between the organisation and the candidates.
The consultants provide the company required details about all criteria. These consultants are
fixed for the organisation, which are chosen on the basis of their performance. In case of
overseas recruitment it is checked whether their Indian counterparts can perform the job
efficiently or not. If need arises then they are also taken through consultants.
But if the number of vacancies is very small then the organisation takes the help of the local
consultants.
The candidates are then required to fill up the Application Form. This form requires the
candidate to fill the details regarding the previous employment, if any and his personal data.
The form is having details regarding like the marital status, organisation structure, the
position held by the candidate, his salary structure, the top three deliveries to the organisation
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that proved to be beneficial to the organisation, career goals, his strengths and weaknesses
etc.
After the application form has been duly filled and submitted, the selection process starts
wherein the candidate has to pass through various stages and interview. The interview panel
consists of the persons from Corporate (HR), and other persons including the executives from
the department for which the vacancy is to be filled.
The selected candidates are then short-listed. The short listed candidates are then given
priority numbers; this is due to the reason that sometimes the candidate who is having first
priority is unable to join the organisation due to some reasons then in that case the candidate
next in the priority list is given preference. The candidate has to under go medical
examination and his credentials are verified.
After qualifying these stages, the candidate is then absorbed in the organisation and explained
his/her duties. This phase marks the end of the selection procedure.
Bhushan Steel India Ltd.also performs Campus interviews as and when the need arises. The
esteemed organisation also provides apprentice training-wherein the organisation trains the
people in the working of the organisation and gives then stipend. If these trainees are found
useful to the organisation then they are absorbed in the organisation else they are given
certificate so that they can show this as an experience and get a job elsewhere.
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RECRUITMENT AND SELECTION IN BHUSHAN
STEEL
HIERARCHY OF BHUSHAN STEEL
Mrs. Vandana Bhar ava De ut
Mr. U.K. Bose CEO
Mr. Samir Bhar ave Controller
Mr. Ka il Kaul C.G.M. Capt. S.P.S. Sandhu C.G.M.(Operations)
Mana er Personal
Mr. ManchandaG.M (North
Mr. Roshan NowrojG.M. (South
Mr. Sanjay KumarCommercial Mr .
R.S.M. Delhi
Mana er
DeputyMana er Sales
Asst.Mana er Sales
Senior OfficerSales
Officer Sales
ManagerFFP De artment
Manager InternationalMRTG.
ManagerCSC & Automation
ProductManater
A.S.M.Delhi
SeniorOfficer
Officer
BrandManater
A.S.M.Delhi
SeniorOfficer
Officer
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HRM in the food Industry
When we talk of human resource management, we have in our mind a variety of things.
These include:
Training Skill development and up-gradation of knowledge and skills of the employees. Motivating the employees, Effective utilization of the employees skills and capabilities Attracting the personnel and their retention Wages, salaries and rewards and Monitoring and controlling the employees performanceThese aspects of human resource management and development are essential for every sector
but in the case of tourism, they have a special significance. This is because tourism is a
service industry and here the customer is not only buying a service or a product but he is also
experiencing and consuming the quality of service which is reflected in the performance of
the person involved in the production and delivery of the service. Since what is marketed here
is a relationship between the customer and the producer of services, the importance of human
resources becomes vital for the success of the business. Generally, in such service operations
the emphasis has been on courtesy and efficiency and it is assumed that the service in tourism
is all smiles and effective communication. However, with the changing nature of tourism and
growing special sation only smiles, communications skills and courtesy will not serve the
purpose. For example, a guide may be very good in communication but unless he or she is
equipped with knowledge and information related to the monument or the city, he or she will
not be able to perform quality service. Similarly, a driver may be very good at driving but
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unless he knows the roads and addresses of the city, only his driving capabilities will be of no
help in providing quality service. And we must remember here that tourists, whether foreign
or domestic, are increasingly becoming more demanding as regards quality of service.
Generally, human resource management, planning and development in tourism have to be
taken at both macro as well as micro levels. At the macro level, one takes into account the
educational and training infrastructure available in a country and the efforts initiated by the
ICAO. This also includes the efforts initiated by the private sector. At the micro level, one
takes into account how best individual organizations plan and manage their human resources
V S Mahesh, formerly Vice President (Human Resources) with the Taj Group of Hotels, is of
the opinion that two central features common to all sectors of the tourism industry must be
considered in this regard:
1) The concept of Moments of Truth (MOT), and2) MOTs relationship to the attainment of service excellence in an organization.Jan Carlzon has defined MOT as an intention between a customer and an organization,
which leads to a judgement by the customer about the quality of service received by her or
him. In tourism industry, 95% of the MOTs take place between customers and the front line
staff and most of the time they are not visible to the management. For example, how a hotel
receptionist is handling the customers or how an escort is conducting the tour is not visible to
the management. Yet, the tourists experience of the holiday is dependent on how the staff
manning such services has treated him or her. Mahesh has pointed out that in case of
negative experiences, only less than five percent cases get reported to the management by the
customers and hence according to him the crucial questions is are human beings capable of
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doing their job correctly, willingly and with a smile, when they know that their management
is most unlikely to be able to see or hear them, let alone bear of their failure to do so? This
puts additional on the human resources management factor in the tourism industry. Certain
organizations, companies and even destinations are known for their hospitality and are even
termed as service leaders in their areas of operations. Researches conducted by various
scholars in this area show that they have achieved this, status, through effective human
resource management in their organizations. According to Gail Cook Johnson these
companies have applied the principal of empowerment to all employees. This empowerment
is manifested in the way that companies:
Are highly focused and consistent in everything they do and say in relation to employees, Have manager who communicate with employees Facilitate, rather that regulate, their employees response to customers Solicit employee feedback about how they can do things better Stress the importance of team work at each level of the organization and Plan carefully the organizations recruitment and training needs.These companies give less emphasis on hierarchy and formal relationship rather; they adopt
flat organizational structure in terms of span of control. Johnson further states that these
service leaders can be recognised for:
Their unfailing commitment to service principles, Their investments in people to ensure staffing competence, A management philosophy which stresses communication a proactive orientation and
employee feedback and
A dedication to teamwork
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In fact, human resource management and customers care/expectations management are inter
related area in the area of tourism. Sarah Mansfield has identified four key principles in the
development of customer care within companies. These according to her are
1) Customer care starts at the top was meaning that commitment to the principle ofcustomer care must emanate from senior management levels within an organization.
Successful management is not only about the right management style but also an
attitude, ethos or culture of the organization which overrides the management
techniques used, such that in the absence of other instructions these values will dictate
how an employee will behave.
2) Customer care involves everyone within the organization. It is not just about front-line staff. The contrary view only services to reinforce the electricians or
administrators, opinion that the standard of service they give in support of the front-
line staff is not important. How can cleaners do the right job unless they fully
appreciate their customer needs and the importance of their role? High standards of
customer care cannot be achieved by ignoring seasonal, part time or voluntary staff
that represents the face of the business to many customers.
3) Care for your staff and they will care for your customers. Too often organizationslook first to the customer, whereas the emphasis should be placed on the staff.
Improving the experience of the staff encourages a better service and a better
experience for customers. More customers are obtained thereby improving the
climate in which management and staff work. Investment and greater professionalism
follow success and the cycle of achievement is reinforced.
4) Its a continuous, meaning that customer care is not a quick fix Research but it longterm plan.
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According to V S Mahesh The nature, determinates and problem areas of service qualit y
within tourism points clearly to the central role of personnel, at all levels, in attaining levels,
of excellence in this respect. Development the service culture, within a company, and within
tourism industry, cans he seen as crucial to the success of tourism. Hence, the activities of
an HRD manager in tourism can be categorised as:
Human resource planing and Human resource development
Aspect like forecasting, recruiting and induction in the human resource area are taken care of
through human resource planning. The identification of specific developmental needs for the
manpower aimed at developing and exploiting the competencies of the human resources are
taken care of through human resource development.
HUMAN RESOURCE PLANNING
In this Section, we will deal with certain aspects which are relevant for managers or
entrepreneurs at an organizations level in the area of human resource planning. Human
resource planing can be termed as a process for preparing a plan for the future personnel
needs of an organization. It takes into account the internal activities of the organization and
the external environmental factors. In a service industry like tourism, such planning also aims
at improving the quality of manpower resources. Human resource planning involves:
Analysis of existing manpower resources, Planning for future needs taking into account how many people with what skills and at
what levels the organization will need, and
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Planning for the development of the employees by adopting in-house training andcontinuing education methods to upgrade the knowledge and skills of the employees.
RECRUITMENT AND SELECTION PROCEDURES IN HR
Recruitment and selection procedure is a vital factor of an organization. If it is not done
properly the production procedure will be hampered. Hence productivity will fall down. So
the organization will be in trouble and it will affect the employer- employee relationship. So
recruitment and selection procedure should be done in proper and correct manner. The new
candidates should replace the vacant post so that the production of the company does not
hamper. By this the productivity will increase and the organization will gain profit. So the
employer will be happy and will not hesitate to distribute bonus and increments to the
workers. The workers will also be more motivated to work. Hence there will be harmonious
relationship in the organization. It will also stabilize the organization in the long run.
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HUMAN RESOURCE MANAGEMENT IN
BHUSHAN STEEL
Organisation structure:
The whole organisation behaves as a Parivar, with one legal guardian. All directors and
shareholders are from among workers and the entire have taken an oath through affidavit. In
the court of law that neither their family members shall have claim or share in the assets or
profits of the company. All workers of company are the proud owners of the organisation.
The workers believe in the concept that manpower is superior to money power.
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract individuals in external
labour markets, who are capable of and interested in filling available vacancies. Recruitment
is an intermediate activity whose primary function is to server as a linked between Human
Resource Planning on the one hand and selection on the other. Sources of recruitment are
through internal and external channels. Bhushan Steel recruits its employees both externally
as well as internally. Recruitment for the airline is done through interviews of selected
applicants and people who pass the interviews of selected applicants and people who pass the
interview are required to undergo a medical test before he/she is finally placed in the Bhushan
Steel .
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Employees are also recruited through internal mobility. This is done on the basis of merit and
seniority. After passing the examination the candidates are called for an interview along with
the employees who have become eligible for promotion on the basis of seniority.
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HUMAN RESOURCE FUNCTIONS
Recruitment and selection.
Performance Appraisal.
Training and Development.
Promotion, Transfer, Separation.
General administration & Welfare.
Security.
Public Relations.
Industrial Relations.
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HUMAN RESOURCE PROCESS IN ORGANISATION
Human Resource Recruitment Selection
SocializationTraining &Development
PerformanceAppraisal Promotions, Transfers,Demotions & Separations.
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HUMAN RESOURCE DEPARTMENT
Unit Head
DDDeeepppuuutttyyy MMMaaannnaaagggeeerrr---HHHRRR
Additional GeneralManager-Corporate HR &IR
Senior Executive-HR Assistant HROfficer Supervisor-Administratio
Security
Housekeeping
General
Administration
Executive
Assistant-HR
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RESEARCH METHODOLOGY
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Questionnaire would be administered to 15 respondents, holding a senior designationwithin the Personnel Department of the organisation. It will also be administered to at
least 15 respondents belonging to typical Departments within the organisation and
holding senior designations within their respective Departments.
Sampling Element For the purpose of administering the Questionnaire, the respondents would comprise of
personnel holding senior designations within the Personnel Department of the
organisation. The respondents for the Questionnaire will also be preferably being panel
members of the Recruitment & Selection Board of the organisation.
The respondents would comprise of personnel holding senior designations within certaintypical Departments identified within the organisation, namely:
- Stores- Finance- Operations- Electronics- Engineering Sample Extent: The extent of the sample is confined to the Sahibabad operations of the
Bhushan Steel , specifically to theAdministration.
Sampling Technique Judgement Sampling would be used for the purpose of choosing the sample for the
purpose of administering Questionnaire. The identified expert would have a thorough
knowledge about all the respondents within the Personnel Department of the organisation.
Thus his/her expertise would be incorporated in locating, identifying and contacting the
required respondents.
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Again Judgement sampling would be effectively used in identifying the typical non - HR
Departments within the organisation and subsequently for the location and identification
of suitable respondents for Questionnaire.
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DATA COLLECTION
Primary Data
Questionnaire: Corresponding to the nature of the study direct, structured questionnaires
with a mixture of close and open-ended questions will be administered to the relevant
respondents within the Personnel and other Departments of the organisation.
Secondary Data Organizational literature: Any relevant literature available from the organisation on the
Company profile, recruitment & selection procedures, Job specifications (Bhushan Steel
), department-wise break up of manpower strength and the organisational structure.
Other Sources: Appropriate journals, magazines such as Human Capital, relevantnewspaper articles, company brochures and articles on www sites will also be used to
substantiate the identified objectives.
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LIMITATIONS
The scope of the study in terms of coverage is limited to the Delhi operations of theBhushan Steel
Within the organisation the study is limited to the top-level management of the PersonnelDepartment of the organisation (out of which samples of the respondents are also
members of the Recruitment & Selection committee). This is for the purpose of
administering the questionnaire.
In line with the purpose of conducting employee interviews, the study would be confinedto personnel holding typical designations within the organisation at different levels of
management.
Although the limitations that I faced in the organizations is the absence of Trade Unionsco-operation, otherwise which could have help me in understanding the industrial
relations in a comprehensive manner.
Secondly, the limitation that I have is the scope of collection of sample size which was
confined to only one department, which would have other wise made my study and
observations in an effective manner.
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DATA ANALYSIS AND
INTERPRETATION
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DATA ANALYSIS AND INTERPRETATION
The analysis of the various sources of recruitment and selection devices is presented on the
following pages.
The response entailed from the HR Department (as analysed from Questionnaire)represents current practice within the organisation in terms of the sources of recruitment
and selection devices used.
The analysis of the response entailed from all the other departments (as analysed fromQuestionnaire) forming the sample, represents the perception of the respondents from
these Departments in terms of the validity and effectiveness of the various
sources/devices of recruitment/selection (specific to these Departments)
The analysis further entails any suggestions/recommendations given by these non-HRDepartments (forming the sample for administering Questionnaire), in terms of any
recruitment source and/or selection device that should be deployed by the organisation
apart from what already constitutes current practice (specific to these Departments)
DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS THE
PERFORMANCE OF THE EMPLOYEES?
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INTERPRETATION:
Yes, it does because if in appropriate candidates are selected it would lead to loss of
productivity, labor turnover.
90 out of 100 employees said that recruitment and selection procedure affects the
performance of the employees while 10 out of 100 employees said that it does not.
0%
20%
40%
60%
80%
100% 90%
10%
Percentage of
Employees
Company name
Yes
No
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DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?
INTERPRETATION:
100 out of 100 employees said Bhushan Steel recruit employees internally.
0%
20%
40%
60%
80%
100%100%
0%
Percentage of
Employees
Company name
Yes
No
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IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY THE
COMPANY APPROPRIATE?
INTERPRETATION:
75 out of 100 employees believe that the recruitment and selection procedure followed by the
company is appropriate while 25 out 100 employees believe its inappropriate.
0%
10%
20%30%
40%
50%
60%
70%
80% 75%
25%
Percentage of
Employees
Company name
Yes
No
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DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION AT THE TIME OF
SELECTION OF A CANDIDATE ?
INTERPRETATION:
Disclosing of job specification basically depends on the job profile of the candidate.
65 out of 100 employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35 out of 100 employees said the company doesnt disclose job
specifications at the time of selection.
0%
10%
20%
30%
40%
50%
60%
70% 65%
35%Percentage ofEmployees
Company name
Yes
No
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DOES YOUR COMPANY ASK FOR REFERENCES AT THE TIME OF
SELECTION?
INTERPRETATION:
100 out of 100 employees said that the company ask for references at the time of selection.
0%
20%
40%
60%
80%
100%100%
0%
Percentage of
Employees
Company name
Yes
No
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WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE WRITTEN
TEST CONTRIBUTE?
INTERPRETATION:
70 out of 100 employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.
0%
10%
20%30%
40%
50%
60%
70%
80%70%
30%
Percentage of
Employees
Company name
Yes
No
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WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY USUALLY
FOLLOW?
INTERPRETATION:
70 out of 100 employees say that company follows direct interview method, and 30 out of
100 says company follow the GD interview.
0%
20%
40%
60%
80% 70%
30%
0%
Percentage of
Employees
Company name
Direct
GD interviewOther
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BHUSHAN STEEL GO FOR A CAMPUS RECRUITMENT FOR FRESHERS
INTERPRETATION:
In the survey I find that BHUSHAN STEEL prefer the fresher only 55% in campus and 45%
Not prefer for fresher in campus.
0%
10%
20%
30%
40%
50%
60%55%
45%
Yes
No
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DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE
INTERPRETATION:
In the survey I find that BHUSHAN STEEL recruit the people in other state.
0%
20%
40%
60%
80%
100%100%
0%
Yes
No
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YOU ARE SATISFIED WITH THE QUESTION AND WHICH ARE ASKED FROM
THE CANDIDATES AT THE TIME OF INTERVIEW
INTERPRETATION:
In the survey I find that maximum 45% persons are agree with BHUSHAN STEEL and
some 30% persons are disagree.
0%
5%
10%
15%20%
25%
30%
35%
40%
45% 45%
25%
30%
Agree
Partially agree
Disagree
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MANPOWER IS BASED ON PREVIOUS PRODUCTION DATA
INTERPRETATION:
In the survey I find that 100% manpower is based on previous production data.
0%
20%
40%
60%
80%
100%100%
0%
Yes
No
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MANPOWER IS LINKED OF VISION OF THE COMPANY
INTERPRETATION:
In the survey I find that maximum 80% is linked of vision of the company.
0%
10%
20%
30%
40%
50%
60%
70%
80%80%
20%
Yes
No
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MEDICAL TEST IS DONE AT THE TIME IN BHUSHAN STEEL
INTERPRETATION:
In the survey I find that maximum cases 80% medical test is done at the time in BHUSHAN
STEEL but in some cases medical test is not required.
0%
10%
20%
30%
40%
50%
60%
70%
80%80%
20%
Yes
No
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INTERVIEW CONDUCTED BY BHUSHAN STEEL IS FREE FROM BIAS
INTERPRETATION:
In the survey I find that maximum BHUSHAN STEEL conducted the interviews is free from
bais.
0%
20%
40%
60%
80%
100%100%
0%
Yes
No
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BHUSHAN STEEL CHECK ALL INFORMATION WHICH IS GIVEN BY THE
APPLICANT BEFORE SELECTION
INTERPRETATION:
In the survey I find that BHUSHAN STEEL check all the information before interview.
0%
20%
40%
60%
80%
100%100%
0%
Yes
No
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BHUSHAN STEEL CONDUCT THE PHYSICAL EXAMINATION BEFORE
SELECTION
INTERPRETATION:
In the survey I find that maximum cases BHUSHAN STEEL not conduct the physical
examination before selection but in some cases BHUSHAN STEEL conduct the physical
examination.
0%
10%
20%
30%
40%
50%
60%
70%
80%
25%
75%
Yes
No
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YOU ARE SATISFIED WITH RECRUITMENT PROCESS IN BHUSHAN STEEL
INTERPRETATION:
In the survey I find that maximum 75% persons are satisfied with recruitment process in
BHUSHAN STEEL but 25% persons are not satisfied with recruitment process in
BHUSHAN STEEL .
0%
10%
20%
30%
40%
50%
60%
70%
80% 75%
25%
Yes
No
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BHUSHAN STEEL ALSO RECRUITMENTS THE PEOPLE FOR FUTURE NEEDS
INTERPRETATION:
In the survey I find that maximum BHUSHAN STEEL recruitment process for the people for
future needs.
0%
20%
40%
60%
80%
100%100%
0%
Yes
No
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FAVORITISM IS DONE BHUSHAN STEEL AT THE TIMED OF RECRUITMENT
PROCESS
INTERPRETATION:
In the survey I find that maximum 55% favoritism is not done at the recruitment process but
in some cases 45% can done.
0%
10%
20%
30%
40%
50%
60%
45%
55%
Yes
No
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FINDINGS
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FINDINGS
90% employees said that recruitment and selection procedure affects the performanceof the employees while 10% employees said that it does not.
100% employees said Bhushan Steel recruit employees internally. 75% employees believe that the recruitment and selection procedure followed by the
company is appropriate while 25% employees believe its inappropriate.
65% employees say that the economy discloses the job specifications at the time ofselection of a candidate while 35% employees said the company doesnt disclose job
specifications at the time of selection.
100% employees said that the company ask for references at the time of selection. 70% employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.
70% employees say that company follows direct interview method, and 30% sayscompany follow the GD interview.
BHUSHAN STEEL prefer the fresher only 55% in campus and 45% Not prefer forfresher in campus.
BHUSHAN STEEL recruit the people in other state. Maximum 45% persons are agree with BHUSHAN STEEL and some 30% persons
are disagree.
100% manpower is based on previous production data. Maximum 80% is linked of vision of the company.
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Maximum cases 80% medical test is done at the time in BHUSHAN STEEL but insome cases medical test is not required.
Maximum BHUSHAN STEEL conducted the interviews is free from bais. BHUSHAN STEEL check all the information before interview. Maximum cases BHUSHAN STEEL not conduct the physical examination before
selection but in some cases BHUSHAN STEEL conduct the physical examination.
Maximum 75% persons are satisfied with recruitment process in BHUSHAN STEELbut 25% persons are not satisfied with recruitment process in BHUSHAN STEEL . In
the survey
Maximum BHUSHAN STEEL recruitment process for the people for future needs. Maximum 55% favoritism is not done at the recruitment process but in some cases
45% can done.
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CONCLUSION
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CONCLUSION
REQUIREMENT:-
Necessity is the mother of Invention this is true everywhere. In the study first of all I
tried to find out the cause of the process of Recruitment and selection.
I got the answer from Bhushan Steel that here in Bhushan Steel major cause for the
process is its Expansion program as Bhushan Steel is growing vastly. Few other reasons
are Replacement vacancy Retirement hardly takes place here.
SOURCES:-
An organizations excellence depends upon its employees performance, which has not
only to be maintained on a consistent level, but also must be improved constantly. All this
can be achieved if suitable employees are selected, through proper Recruitment and
Selection procedure.
METHODS:-
For the recruitment and selection various test include for e.g. aptitude test ,personality test
and group discussion. As we all know that, in todays highly competitive age the biggest
problem is of retention of its highly skilled employees in the organization. Recruitment
plays a vital role in this regard. But it should be seen that no system is without any flaws.
Every system has its strong and weak points and is open for change at any time.
IMPROVEMENT:-
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BHUSHAN STEEL a well-developed Selection System for its employees development.
Thus, the company provides scope for employees on future growth, career planning,
training and development.
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RECOMMENDATIONS AND
SUGGESTION
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RECOMMENDATIONS AND SUGGESTION
The research in Bhushan Steel has helped me in broadening my view. It has helped me to
know that HR is the heart of every organization. It made me aware about how policies play
an important role in the smooth functioning of any organization. But I have found that there is
something that lacks in the company and which is possible to overcome.
Bhushan Steel is engaged in making maximum sales, providing satisfaction to its customers,
as well as maintaining good relations with the corporate world. But it has not thought about
marinating a health relation with its employees. This is the reason that there was an increase
in the labor turnover. Also, it has never given consideration to find the reason lying behind
the same.
Employee retention is crucial to the long-term success of your business and therefore the
ability to retain employees is a primary measure of the health of your organization. Of
significant concern is the fact that unplanned employee turnover directly impacts the bottom
line of a business.
The company can undertake the following steps to maintain long and existing relationship
with its employees as well as a steady increase in sales:-
1. Employees should know clearly what is expected of them-Continually changing expectations minimize employees sense of internal security
and create unnecessary stress. It is beneficial therefore to provide a sp\ecific
framework, in which people can work.
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2. Employees should be provided with quality management and leadership-
It is well documented that people leave their managers more often than they leave the
company or the job. Turnover issues that cause an employee to feel unvalued by their
manager include lack of feedback about performance, lack of clarity regarding
earning potential, failure to hold scheduled meetings, and the failure to provide a
framework for the employee to succeed. Ensure that the right people are in place to
lead your teams, departments, business units and the organization as a whole towards
success.
3. The company should compensate candidates applying for any position in theorganization in case of external recruitment; this will give candidates a positive
impression about the company.
4. The references given by the candidates at the time of selection should be brought intouse and should be verified in order to avoid undesired candidates.
5. Job specifications should be disclosed at the time of recruitment and selection so thatemployees are well aware of the tasks to be performed by them and the expectations
their seniors have from them.
6. Company should undergo personality test in order to judge the personality of theperson applying for the job.
7. Company should have a round of panel interview so that decision of selecting acandidate is not based on personal biasness of the interviewer, interviews should
therefore be followed by group discussion.
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BIBLIOGRAPHY
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BIBLIOGRAPHY
BOOKS
Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16,pages 636-641.
Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th Edition,Chapter 11, pages 217-245.
Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall, 3rdEdition, Chapters 6,7 & 8, pages 117-209.
Magazines
India Today Todays traveller Business Today
News Paper
Times of India Hindustan Times Economic Times
Web sites
www.Magmafincorpindia.com www.indiatimes.com
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QUESTIONNAIRE
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QUESTIONNAIRE
QUESTIONNAIRE ON RECRUITMENT & SELECTION FOR THE
EMPLOYEES
1. BHUSHAN STEEL go for a campus recruitment for freshers?Yes [ ] No [ ]
2. Does your company recruitment for the other state?
Yes [ ] No [ ]
3. Are you satisfied with the question and which are asked from the candidates at the time of interview?Agree [ ] Partially agree [ ] disagree [ ]
4. Manpower is based on previous production data?Yes [ ] No [ ]
5. Manpower is linked of vision of the company?Yes [ ] No [ ]
6. Medical test is done at the time in BHUSHAN STEEL ?Yes [ ] No [ ]
7. Interview conducted by BHUSHAN STEEL is free from bias?Yes [ ] No [ ]
8. BHUSHAN STEEL check all information which is given by the applicant before selection?Yes [ ] No [ ]
9. BHUSHAN STEEL conduct the physical examination before selection?Yes [ ] No [ ]
10. You are satisfied with recruitment process in BHUSHAN STEEL ?
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Yes [ ] No [ ]
11. BHUSHAN STEEL also recruitment the people for future needs?Yes [ ] No [ ]
12. Favoritism is done BHUSHAN STEEL at the time of recruitment process?Yes [ ] No [ ]
13. Does the recruitment and selection procedure affects the performance of the employees?Yes [ ] No [ ]
14. Does the company recruit employees internally?Yes [ ] No [ ]
15. Is the recruitment and selection procedure followed by the company appropriate?Yes [ ] No [ ]
16. Does your company disclose the job specifications at the time of selection of a candidate?Yes [ ] No [ ]
17. Does your company ask for references at the time of selection?Yes [ ] No [ ]
18. What percent of the selection procedure does the written test contribute?Yes [ ] No [ ]
19. Which type of interview methods does your company usually follow?Direct [ ] GD [ ] Other [ ]