Recruitment and selection part (2)

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RECRUITMENT & SELECTION PROCESS
AT
National Fertilizer Limited
Nangal Unit, Naya Nangal
In the partial fulfillment of the for the degree of
Bachelor of Business Administration
ACADEMIC SESSION 2015-2018
Under the guidance of:
Shri Subhash Chand, Dy. Manager (HR)
Submitted by:
Maharana Pratap Govt. Collage (Amb)

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Nangal Plant
National Fertilizers Limited
SUBMITTED TO :-
Nangal Unit, Naya Nangal
SUBMITTED BY:-
B.B.A.(H.R)
Roll No.

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DECLARATION
I, hereby declare that the final project report submitted to the college in partial fulfillment for the
degree of Bachelor of Business Administration on “Recruitment and selection
process” is an original work.
Akhil mankotia

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CERTIFICATE FROM THE FACULTY GUIDE
This is to certify that the project work entitled- Recruitment and selection
process, is a bonafide work carried out by Mr. , a candidate for the BBA (2015-
2018) of Maharana pratap govt. collage (Amb), approved by NFL under my
guidance and direction.
Signature of the guide

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PREFACE
Education becomes more meaningful when its theoretical aspects are combined
with practical experience. This provides an opportunity to the students to improve
their understanding of the studies.
BBA is a course, which combines both its theory and application as its content of
study in the field of management as a part of this course, every aspirant has to
undergo at least six to eight weeks “Industrial Training” in an organization of
repute. The purpose of this training is to expose the students or management
sciences to real business situation and to provide insight into the various functions
carried out within the organization.
In order to use the theoretical knowledge I get the opportunity of “Industrial
Training” in National Fertilizers Limited Naya Nangal.
As complementary to training, I have prepared and submitted a project report on
“Recruitment and selection” of NFL. It is an attempt to present on account of
practical knowledge and observations gathered during the vocational training.

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ACKNOWLEDGEMENT
No job or task can be completed without the co-operation and support of people around us. I
being no exception had to seek the help of others to make this project successful.
I would like to thank NFL for providing me with an opportunity to undertake industrial training,
which has been a learning experience for me. My special thanks to my Project Mr. Subhash
Chand (HR Manager) who guided me a lot.
My project would not have been completed without the guidance of staff members of the NFL’s,
Human Resource Development Department. A lot of individuals have contributed in the
preparation of this project. I am thankful to all of them for their timely help encouragement,
support, valuable comments, suggestions and many innovative ideas in carrying out this project.
It is my proud privilege and pleasure to express deep sense of gratitude to these people.

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CONTENTS
CHAPTER
NO
CHAPTER NAME PAGE NO
1 Introduction to the company
2 Human resource management
3 Introduction of the project
4 Literature review
5 Researchdesign
6 Data analysis & interpretation
7 conclusion
8 Bibliography

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INTRODUCTION TO NFL
Indian economy is an
agriculturist economy.
Agriculture production
plays a very important role
in the prosperity of the
country. As the limited and
the production in increasing
at a tremendous rate, it is
very necessary to increase
production and only way to
increase to production is to
do intensive cultivation with the use of chemical fertilizers.
The development of the fertilizer industry is of great importance to our National economy as; the
primary occupation of 70% of the countrymen is agriculture. And for a good yield fertilizer play
,an important role .The increase in the fertilizer industry shall lead to development of agriculture
which will further lead to rise in per capital income of the people due to increased yield and high
quality. The efficiency of this industry would help the country to earn more of foreign exchange
by exporting more and high quality of grains and other agricultural products.
Fertilizer industry on our country has expanded significance to fulfill nation’s hopes and
aspirations for self –efficiency in food grains .The fertilizer industry has played a key role in
rushing an era of plenty of food grain by translating into realty “Green Revolution” in the
country from an utterly unsatisfactory situation prevailing on the food grain font Indian
continues to be the third largest producer and consumer in the world.
NFL National Fertilizer Ltd.
RCF Rashtriya Chemicals Fertilizer Ltd.
IFFCO Indian Farmer Fertilizer Co-Op. Ltd.
KRIBHCO Krishak Bharati Co-Op.Ltd.
GNVFC Gujarat Narmada Valley Fertilizer Company Ltd.
IGFCC Info Gulf Fertilizer & Chemical Ltd.
CFCL Chambal Fertilizer & Chemical Ltd.
TCL Tata Chemical Ltd.
OCF. Oswal Chemical and Fertilizer Ltd.
HISTORY OF THE COMPANY
In 1954 the Govt. of India appointed a committee called “The fertilizer production committee”
under the chairmanship of Sh. B .C MUKHRJEE (FCI Ex. Chairman & Managing Director) to
suggest ways for further expansion of fertilizer production in India. The Govt. however
simultaneously issued a directive to the committee that one of the proposed fertilizer unit should
be located near the Bhakra Dam .The main consideration for setting up a plant Nangal
(PUNJAB) was that there would not be enough demand of electricity from Bhakra Dam. Heavy

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water a by-product in this process could be produced for the use in these atomic reactors as
moderator.
On February 17, 1956 the proposed Nangal factory was incorporated under the name of Nangal
fertilizer & Chemical Ltd. (NFCL) with its registered at Nangal having an authorized capital of
Rs.31 cores. In July 15, 1959, the name of (NFCL) was changed to “Hindustan Fertilizer &
Chemicals Ltd.”(HFCL)
The FCL Ltd. was incorporated on Jan 1st 1961 by proclamation of the fertilizer & chemicals
companies ‘amalgamation order 1960, having a authorized capital of 75 cores .with the
re-organization fertilizers co-operation of India with effect from 1st April 1978, The Nangal unit
of Fertilizer Corporation of India came under the NFL fold .The company expanded its installed
capacity in 1984 by installing and commissioning of its vaijaipur gas based plant in Madhya
Pradesh.
COMPANY PROFILE
Company was incorporated on 23rd August 1974 for setting up two Fuel Oil / LSHS based Urea
plants at Panipat & Bathinda with annual capacity of 5.11 LMT each which commenced
production in the year 1979. Nangal plant of Fertilizer Corporation of India was also merged
with NFL in 1978 (with present annual installed capacity of 4.785 LMT of Urea) after re-
organization of FCI group of plants. Subsequently first inland gas based plant on HBJ gas pipe
line was set up by the company at Vijaipur in district Guna (Madhya Pradesh) with re-assessed
annual capacity of 8.65 LMT which commenced commercial production in July 1988 and
thereafter the capacity of this plant was doubled by commissioning of its expansion plant in the
year 1997. In line with the directives of GoI, the company revamped its three Fuel Oil plants at
Panipat, Bathinda & Nangal for changeover of its feedstock from Fuel Oil to eco-friendly fuel
i.e. natural gas with a total investment of Rs. 4066 core during the year 2013 which not only
reduced the energy consumption / carbon footprints but also helped in reducing the subsidy
burden on GoI. The company also revamped its both the plants at Vijaipur in the year 2012 for
capacity augmentation and energy saving which has enabled the company to produce Urea
beyond re-assessed capacity of the plants to improve the profitability of the company. The
present annual installed capacity of the company is 35.68 LMT of Urea.
NFL is the 2nd largest producer of Urea in the country with a total share of 15.5% and largest
Urea producer amongst public sector Urea producing companies.
NFL has an authorized capital of Rs 1000 crore and a paid up capital of Rs. 490.58 crore out of
which Government of India holds 89.71% shares and 10.29% shares are held by financial
institutions & others.
NFL is engaged in producing and marketing of Neem Coated Urea, Bio-Fertilizers (solid &
liquid) and other allied Industrial products like Ammonia, Nitric Acid, Ammonium Nitrate,
Sodium Nitrite and Sodium Nitrate. NFL, during 2015-16 has also commenced multiplication
program for production of quality seeds for wheat, soybean, paddy etc. for sale in NFL’s own
brand.

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The Company also has a Bio-Fertilizer plant at Vijaipur with an annual capacity of 100 tones of
solid (lignite based) and 125 KL of liquid Bio-Fertilizers where three strains of Bio-Fertilizers
(Solid & liquid) viz. PSB, Rhizobium and Azotobacter are produced. These Bio-Fertilizers are
sold in various states of the country.
Registeredoffice:- Scope Complex, Core-111, 7 – Institutional Area, Lodhi Road. New Delhi -
110003
Corporate office
A-11, Sector -24, District Gautam Budh Nagar, Noida (U.P) 201301
NFL, Corporate Office, Noida
LOCATION OF NFL PLANTS

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PLANTS AT A GLANCE
Vijaipur Plant
NationalFertilizersLimited,
Vijaipur,Distt.Guna,
MadhyaPradesh-473111.
Email:cc@nfl.co.in
Fax :07544-273089,273109
Tel. : 91- 7544 - 273101 273090
Panipat Plant
NationalFertilizerLimited,
GohanaRoad,
Panipat,
Haryana-132106.
Email: nflpanipat@nfl.co.in
Fax:0180-2652515
Tel. : 0180- 2652481 to 485, & 0180- 2655570
Bathinda Plant
SibianRoad,
Bathinda,
Punjab-151003.
Email:nfladm@nfl.co.in
Fax :0164-2270463; 0164-2271270
Tel. : 0164- 270220/2271200
Nangal Expansion Plant
NayaNangal,
Distt.Ropar,
Punjab-140126.
Email:nangal@nfl.co.in
Fax : 0187-220541
Tel. : 0187-220543

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SALIENT FEATURES OF THE COMPANY
 The company has an excellent track record and high profits, with highly motivated and
dedicated workers and officers – no industrial relation problem.
 N.F.L. was given the “Mini Ratna Category-I” by the Govt. of India in 1998 based on the
company’s overall performance during the preceding years.
 The company was ranked 27th in terms of sales according to Business India Super –100 in
1998.
 N.F.L. has been selected by a panel of judges for Economic Times-Harvard Business
School Association of India corporate Performance Award for 1994, among 213 Public
Sector Companies in the country.
 International Greenland Society, Hyderabad awarded NFL “Best Environment &
Ecological Implementation Award” for the year 1995-96.
 N.F.L. is the first Company in Public Sector to have both the certifications of ISO-9002
and ISO-14001.
PRODUCTION PERFORMANCE
NATONAL FERTILIZERS LIMITED (NFL) has recorded its best ever operational
by producing 38.10 lakh urea with an overall capacity utilization of 118% during
2016-17. The previous best production of 37.99 lakh achieved during 2015-16. The
company has also made record production and sale of industrial product including
nitric acids & ammonium nitrate wroth around Rs.169 core.
In addition to urea, NFL also important and sold DAPS & Bentonitesulphur to
farmers during 2016-17 with the objective of providing all agriculture input to
farmers under a roof. With a record urea sales of over 37.50 lakh joined by 2, 14,
000of DAP.

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PLANTS AND INSTALLED CAPACITY
PLANTS INSTALLED
CAPACITY (MT)
NANGAL 478500
BATHINDA 511500
PANIPAT 511500
VIJAIPUR – I 864600
VIJAIPUR – II 864600
400000401000402000403000404000405000406000407000408000409000410000411000412000413000414000415000416000417000418000419000420000421000422000423000424000425000426000427000428000429000430000431000432000433000434000435000436000437000438000439000440000441000442000443000444000445000446000447000448000449000450000451000452000453000454000455000456000457000458000459000460000461000462000463000464000465000466000467000468000469000470000471000472000473000474000475000476000477000478000479000480000481000482000483000484000485000486000487000488000489000490000491000492000493000494000495000496000497000498000499000500000501000502000503000504000505000506000507000508000509000510000511000512000513000514000515000516000517000518000519000520000521000522000523000524000525000526000527000528000529000530000531000532000533000534000535000536000537000538000539000540000541000542000543000544000545000546000547000548000549000550000551000552000553000554000555000556000557000558000559000560000561000562000563000564000565000566000567000568000569000570000571000572000573000574000575000576000577000578000579000580000581000582000583000584000585000586000587000588000589000590000591000592000593000594000595000596000597000598000599000600000601000602000603000604000605000606000607000608000609000610000611000612000613000614000615000616000617000618000619000620000621000622000623000624000625000626000627000628000629000630000631000632000633000634000635000636000637000638000639000640000641000642000643000644000645000646000647000648000649000650000651000652000653000654000655000656000657000658000659000660000661000662000663000664000665000666000667000668000669000670000671000672000673000674000675000676000677000678000679000680000681000682000683000684000685000686000687000688000689000690000691000692000693000694000695000696000697000698000699000700000701000702000703000704000705000706000707000708000709000710000711000712000713000714000715000716000717000718000719000720000721000722000723000724000725000726000727000728000729000730000731000732000733000734000735000736000737000738000739000740000741000742000743000744000745000746000747000748000749000750000751000752000753000754000755000756000757000758000759000760000761000762000763000764000765000766000767000768000769000770000771000772000773000774000775000776000777000778000779000780000781000782000783000784000785000786000787000788000789000790000791000792000793000794000795000796000797000798000799000800000801000802000803000804000805000806000807000808000809000810000811000812000813000814000815000816000817000818000819000820000821000822000823000824000825000826000827000828000829000830000831000832000833000834000835000836000837000838000839000840000841000842000843000844000845000846000847000848000849000850000851000852000853000854000855000856000857000858000859000860000861000862000863000864000865000866000867000868000869000870000871000872000873000874000875000876000877000878000879000880000881000882000883000884000885000886000887000888000889000890000891000892000893000894000895000896000897000898000899000900000
NANGALBATHINDAPANIPATVIJAIPUR-1VIJAIPUR-2
478500
511500 511500
864600 864600
QUANTITYIN(MT)
UNITS
INSTALLED CAPACITY OF NFL

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PRODUCT
KISAN UREA
Kisan Urea is a highly concentrated, solid, nitrogenous fertilizer, containing 46.0% Nitrogen. It
is completely soluble in water hence Nitrogen is easily available to crops.
It contains Nitrogen in a milder form which changes to ammonical forms and is retrieved by soil
colloids for longer duration. Urea is available in granular form and can be applied by drill and
broadcasting.
Kisan Urea is ideally suitable for all types of crops and for foliar spray which instantly removes
nitrogen deficiency. Kisan Urea also has a strong and long lasting effect on crop resulting in
bumper crops Carbonic acid present in Kisan Urea helps in absorption of other nutrients like
phosphate and Potash by roots of crop.
NEEM-COATED UREA
National Fertilizers Limited (NFL) is the first fertilizer manufacturer in the country which has
developed Neem- Coated Urea, which on demonstration has improved the crop yield by 4-5%.
N.F.L. has made strides in developing a process for manufacture of Neem-Coated Urea on
commercial scale. The company is focusing its thrust to widen the marketing operations of
Neem-Coated Urea.
NFL has made efforts to harness unique properties of Neem is regulating release of Nitrogen to
crops when mixed into soil and making available to farmers a more efficient Nitrogenous
fertilizers in the form of its Neem-coated Urea primarily based upon research work conducted by
scientists of Indian Agriculture Research Institute, New Delhi.

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BIO FERTILIZER
NFL manufactures and markets three types of Bio-Fertilizers, Rhizobium,
Phosphate, Solubilishing Bacteria (PSB) and Azetobactor. Starting with a mere 23
MT productionin
1995-96, the production has risen to 173 MTs in 2002-03. The Company presently
markets its bio-fertilizers in Madhya Pradesh, Maharashtra, Orissa, and Rajasthan
& Punjab.
Bio-Fertilizers are used to supplement chemical fertilizers as also to maintain soil
fertility; besides the following -
1. Bio- fertilizers are supplement to Chemical fertilizers.
2. Bio-fertilizers are cheap and can reduce the costof cultivation.
3. Fix Biological Nitrogen in the soil, which is readily available to the plant.
4. Increase crop yield by 4-5% on an average.
5. Improve soil properties and sustain soil fertility.
6. Provides plant nutrient at low costand useful for the consecutive crops.
INDUSTRIALPRODUCTS
Industrial products are certain by products,which are produced during
manufacturing of fertilizers. NFL manufactures and markets the following
industrial products:-
Product
Chemical
Formula
Specification Used for/industry Packaging
supply
Nitric Acid
Dilute(HNO3)
HNO3 by
wt.54%and
60%concentration.
Balance water
Organic Synthesis
Photo engraving
Medicine
Preparation of Nitro
Compounds
Oxidiser in liquid
rocket propellants
Refining of silver
Road Tankers

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Ammonium
Nitrate
(NH4NO3)
Flakes 95%
concen.
Balance water
Melt Concen 82-
84%
Balance water
Explosives,
Pyrotechnics
Herbicides &
Insecticides
Nitrous Oxide
Absorbent for
Nitrogen
Oxides
Ingredient for
freezing
mixtures
Oxidiser in solid
rocket
properties
Nutrient for
Antibiotics &
yeast
Catalyst
Flakes in
Polethene
HDPE
Bags
Melt in
Stainless
Steel
road
tankers.
Anhydrous
Ammonia
(NH3)
99.5% purity
(mm)
Nitric Acid production
Urea Production
Hydrazine
Nitriding of Steel
Refrigerant Solvent
Yeast Nutrient
Rocket Fuel
Reducing Agent for
Ores
Road Tankers
Sodium Nitrite
(NaNO2)
97.00% purity by
wt.
NaNO3 – 1% by
wt.
Moisture and
Volatile
matter 1.0%
Organic synthesis
Rubber additives
Chemical reagent
Pharmaceuticals
Photographic regent
Pickling meat
Medicines
Dyeing & Printing of
Fabrics
Rust Proofing etc
50 Kg
HDPE
Bags
Sodium Nitrate
(NaNO3)
98% purity by
wt.
Na NO2 – 0.5%
Oxidising agent
Oxidizer in solid
rocket
propellants
50 Kg
HDPE
bags

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Moisture – 1% Fertilizers
Glass Manufacturing
Chemical Reagent
Dynamities/matches
Military Explosives
Refrigerant/Medicines
Vision
To be a leading Indian company in fertilizers and beyond, with commitment to all
stakeholders.
Mission
A dynamic organization committed to serve the farming community and other
customers to their satisfaction through timely supply of fertilizers and other
products & services; continually striving to achieve the highest standards in
quality, safety, ethics, professionalism, energy, conservation with a concern for
ecology and maximizing returns to stakeholders".

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ISO CERTIFICATIONS
NFL is known in the industry for its work culture; value added human
resources,safety, environment,concern for ecology and its commitment
to social up liftment. All NFL plants have been certified for ISO-9002
for conforming to international quality standards and international
environmental standard i.e. ISO-14001. With the certification of
Corporate Office/Marketingoperations underISO-9001: 2000, NFL has
become the first Fertilizer Company in the country to have its total
business covered under ISO-9001 Certification.
ISO CERTIFICATIONS
PLANTS/OFFICE
CERTIFICATION AWARDED SINCE
Vijaipur Plant ISO-9002/ISO-14001 1997-98/98-99
ISO 9001:2000 2003-04
Panipat Plant ISO-9002/ISO-14001 1999-00/2000-01
ISO 9001:2000 2003-04
OHSAS-18001 2004-05
Bathinda Plant ISO-9002/14001/18001 2000-01/2001-02/03-04
ISO 9001:2000 2003-04
OHSAS-18001 2003-04
Nangal Plant ISO 9001: 2000 2002-03
ISO-14001 2001-02
CO/CMO ISO 9001:2000 2002-03

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Shri. Manoj Mishra
C&MD
Sh. D S AHUJA
DIRECTOR(TECH
)
SH. RAJIV K CHANDIOK
DIRECTOR(FINANCE)
SH. D K TEWATIA, IFS
CVO
SH. R K GOGIA
G M(IA&LAW, MS)
SH. A K ASIJA
EX DIRECTOR (MKTG)
SH. RAJ KUMAR
COMPANY SECRETARY
SH. SANJAY DWIVEDY
DGM
SH. M K
AGARWAL
G M(H R)SH. N S VERMA G M
(F&A)
SH. S M VASHISHT GM
(IT)
SH. ASHUTOSH ARORA
GM (F&A)
SH. J P SACHDEVA G M
(MTLS)
SH. ANIL GOEL
G M(TECH)
SH. A K JAIN
G M(PROJ)
UNIT
Panipat
Sh. S K Jindal
(Ex director)
Sh. ML Khanna
G M(D&M)
Bathinda
Sh. Sunil arora (GM)
Nangal
Sh. Nirlep Singh Rai GMI/C
Sh. Neeraj sanadhya
GM (D&M)
VIJAIPUR
Sh. S K Shukla GMI/C
Sh. S N Sinha GM (D&M)
Central Marketing
Officer
Sh. N K Sharma GM
(MKTG)
Sh. Y P Bhola GM
(F&A)
Sh. Sohan lal GM
(MKTG)
Sh. R K Aggarwal GM
(COORD)
ZONAL OFFICES
Chandigarh
Sh. Avijit Roy
Zonal manager
BHOPAL
Sh. C R Lakhe
Zonal manager
LACKNOW
Sh. Dhir Singh
Zonal manager

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HUMAN RESOURCE
The Corner stone of NFL's meritorious
track record is its human resource. At NFL, we firmly believe that our employees
are our most valued resources.
NFL has always been a forerunner in the fertilizer sector and this has been made
possible through the company's thrust on human resources development.
NFL offers a host of exciting career/opportunity to dynamic/young/qualified
individuals in Production/Maintenance/Marketing/Finance and Human Relations.
NFL has three induction levels Management Trainees/Technicians & Operator
Apprentices & Commercial Apprentices. Developmental and functional programs
based on training needs, as judged in the area of technical supervisory and
managerial skills along with specialized requirements from time to time.
The services which have been developed in the area of Training and Development
within the organization are readily available to other organizations within the laid
policies and procedures of the Company.
Caring Organization
The Company's concern for its employees is reflected through its efforts in the area
of health, safety and welfare of its employees. NFL not only meets the statutory
obligations, but has undertaken numerous voluntary measures beyond the statutory
requirements. The Company has well equipped hospitals, canteens recreation
clubs, housing facilities, schools and safe working environment. The onus of NFL's
high production levels lays on harmonious and cordial industrial relations at all its
manufacturing Units. The Company has not lost even a single Monday on this
account.
To cater to the needs of training and development, NFL has a well-defined and
well-designed training plan. Major activities undertaken by HRD are:
Recruitment and Training of Trainees at various levels viz. officers, supervisors
and workers.
Organizing of developmental and functional programs based on training needs, as
judged in the area of technical, supervisory and managerial skills long with
specialized requirements from time to time.

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Imparting of training to people from other organizations within India and abroad.
Formulate policies regarding manpower deployment on hire to other organizations
within India and abroad.
The services which have been developed in the area of Training and Development
within the organization are readily available to other organizations within the laid
policies and procedures of the Company.
Manpower status is as on 30.04.2017
UNIT NAME NO. OF EMPLOYEE EXECUTIVE NON-
EXECUTIVE
NANGAL 1122 329 793
BATHINDA 568 261 307
PANIPAT 559 265 294
VIJAYPUR 717 403 314
CMO 364 251 113
CO 71 149 22
TOTAL 3501 1658 1843
OBJECTIVE OF HUMAN RESOURCE
DEPARTMENT
This is primary objective of HRM is to ensure a satisfactory
accomplishment of the objective of an organization and of it employee.
While framing the HR objective of the organization, care is the consider
the interest and need of the employee and of employee and of employee
goal. This is done by interesting the employee interest and the
management interest with a view to achieve the objective of the entire
organization,

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Objectives:
people for right job so as the organizational goal are achieved
effectively.
1. To help the organization to attain its goal effectively and efficiently
The primary objective of HRM is to ensure the availability Of right
by providing competent and motivated employee.
2. To utilize the available humanresource effectively
3. To increase to the fullest the employee job satisfaction and self-
actualization.
4. To develop and maintain the qualityof work life.
5. To help maintain ethics policies and behaviorinside and outside in
organization.

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INTRODUCTION OF PROJECT RECRUITMENT
and selection
 RECRUITMENTAND PROMOTION RULES
Pay Scales
Recruitment in the Company is done in the approved pay scales as may be in force
from time to time (the existing pay scales are given at Annexure 1 ofthis chapter) as
per the prescribed recruitment specifications, which may be modified from time to
time depending upon job requirements (the specifications presently in force are given
in reference guidelines).
Grouping of Posts
All posts in the Company are identified in the following Groups:-
Sr.
No.
a) Description of Posts Group
1 Posts carrying a pay or a scale of pay with a
maximum ofnotless than Rs.40,500/-
Group 'A'
maximum of not less than Rs.30,500/- but less than
Rs.40,500/-.
Group 'B'
maximum of not less than Rs.16400/- but less than
Rs.30,500/-.
Group 'C'
maximum ofwhich is Rs.15,000/- or less
Group 'D'
Trainees / Apprentices
The Company will recruit Apprentices / Trainees both on technical and non-technical
side depending upon the requirement as per the Training Scheme in vogue from
time to time.

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Appointing Authority
The power to recruit and appoint will rest with the authorities to whom such powers are
delegated from time to time by the Board of Directors/Chairman & Managing Director ofthe
Company.
Sources of Recruitment
Recruitment to various posts will normally be made from the following sources:
a) Employment Exchange as per the provisions of the Employment Exchange
(Compulsory Notification of Vacancies) Act, 1959.
b) Zia Sainik Boards / Directorate General ofResettlement.
c) Direct recruitment by advertisement.
d) Trainees recruited under Company’s Training Policy againstregular vacancies who
have satisfactorily completed their training.
e) Employees on deputation from Government/ Other Public Sector Undertakings.
f) By transfer, selection and / or promotion from amongstthe existing employees ofthe
Company.
g) On contractfor a specified period.
h) By transfer from other Public Sector Undertakings.
i) Apprentices recruited under the Apprenticeship Act, 1961.
j) Persons declared as 'Surplus employees' of the Company or of other Public Sector
undertaking.
Procedure of Recruitment
Subject to Rule 1.3, all posts will be filled up by promotion ofpersonnel from feeder cadres
to the extent that qualified and experienced hands are available in the Company as per the
approved grade – to- grade specifications for promotion which may, if considered
necessary, be modified from time to time as per job requirements.
All posts in the scale of Rs. 6550-11350 (E-0) and above will be considered as 'Corporate
level' posts and recruitment to these posts will be done on 'Corporate' basis. The
responsibility for recruitment to such posts will devolve on the Personnel Department atthe
corporate level.

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All posts in Group 'B' (workers category) 'C' & 'D' will be considered as 'Unit' level posts, and
recruitment to these posts will be done by the concerned Personnel Departmentofthe Unit/
Corporate Office, as the case may be.
Direct recruitment will be resorted to only when in the context of a particular vacancy no
suitable candidate for promotion is available in the appropriate rank (i.e. in the next below
scale) in Unitor throughoutthe Company depending on whether the postin question has to
be filled Unit-wise or Company-wise. In former case i.e. when the post is to be filled "Unit
wise" and no suitable candidate is available in the Unit with grade-to-grade specifications
the post will be circulated in the Company as a whole with directrecruitmentspecifications.
When direct recruitment from outside is resorted to, employees working in the organization
can apply for the posts and will be given consideration along with outside candidates, butin
the event of their selection, posts shall be offered after they are actually confirmed on their
existing posts.
Without prejudice to the general right of the Competent Authority to recruit and appoint
persons from Public Undertakings / Government and other reputed firms and recognized
sources, the following will be the normal method and procedure to be followed in the matter
of recruitment to various posts in the company.
All vacancies the maximum of the scale of which is less than Rs.9500/-(W8) will be
notified to the appropriate Employment Exchanges under Employment Exchanges
(Compulsory Notification of Vacancies) Act, 1959.
In addition to notifying the vacancies of the relevant categories to the Employment
Exchange, the requisitioning authority / establishment may, keeping in view
administrative / budgetary conveniences, arrange for the publication of the
recruitment notice for such categories in the "Employment News" published by the
Publication Division of the Ministry of Information & Broadcasting, Govt. of India and
then consider the cases ofall the candidates who have applied. In addition to above,
such recruitment notices should be displayed on the office notice boards also for
wider publicity.
Advertisement for posts falling under Group 'A' and 'B' will be issued on All India basis in
English and in one Hindi Newspapers.
Advertisement shall indicate job description and job specifications, age limit, pay scale,
allowances admissible, application fee, eligibility of TA, details regarding reservation for SC
/ ST/ OBC communities / Ex-Servicemen/ dependents ofJawans

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killed in action / disabled persons / handicapped persons/ whether belonging to Minority
Community and last date of receipt of application which should normally be ofone month's
duration.
In respect of posts reserved for SC / ST /OBC candidates, advertisement shall specifically
indicate the number ofposts so reserved.
Candidates from Government / Semi-Government / Public Sector Organizations shall be
required to submit their applications through proper channel or No Objection Certificates
may be submitted along with the application.
The following clause will invariably be inserted in the advertisements: “he
specification regarding experience is relatable at the discretion of the Competent
Authority in case of candidates belonging to Scheduled Caste / Scheduled Tribe/
OBC, if at any stage of selection, the Competent Authority is of the opinion that
sufficient number of candidates from these communities possessing the requisite
experience are notlikely to be available to fill up the vacancies reserved for them.”
Liability for Defence Services:
Graduate Engineers and Medical Graduates, if any, recruited as full time employees ofthe
Company shall be liable to serve for a minimum period offour years (including period spent
on training) in the Defence Services or on work relating to defiance efforts anywhere in India
or abroad, if so required. The liability to serve in the Defense Services will be limited to first
10 years of service and will not ordinarily apply to Graduate Engineers or Medical
Graduates above 40 years ofage unless the GovernmentofIndia decides otherwise.
The specification regarding experience is reliable at the discretion of the competent
authority in case of candidate belonging to scheduled caste/ schedule tribe, if atany stage
of selection, the competent authority is of the opinion that sufficient number of candidate
from these communities possessing the requisite experience are notlikely to be available to
fill up the vacancies received for them.

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Reservation of post &preference in appointment
Brief summary on reservation for schedule caste/ schedule tribe/ other backward classes in
appointmentin.
S.NO MODE PRESCRIBED %
AGE FOR
ROST
ER
SC ST OBC (POIN
T)
1 Direct recruitment on all India basis by open
competition
15% 7.5% 27% 200
2 Direct recruitment on all India basis other than
by open competition
16-2/3% 7.5% 25.84 120
3 Direct recruitment on local/regional basis
(c&m) through employmentexchange (except
in Delhi)
In proportion to population
percentage of SC/ST/OBC
in the state region
100
4 Promotion (all methods of promotion by
selection within group “A”
15% 7.5/2% NIL 200
For the carder strength up to 13 post where grouping of post is not possible mini roster as
prescribed in the instruction will be follow.
Direct recruitment
In all cases of direct recruitment to fill up vacancies in post/ service in group A, B,
C, & D, if sufficient number of suitable SC/ST candidate are not available to fill
up vacancies reserved for then in the first attempt then in a second attemptshell
be made for recruiting suitable candidate belonging to the concerned categories
in the same year recruitment or as early as possible before the nextrecruitment
are not.
When direct recruitment is made through examination, for reserved as well as
unreserved a single advertisement will be issued indicating the number of
vacancies reserved for each categories.
The maximum age limit for appointment to services or post shall be increased by
five in the case of SC/ST candidate and three years in the case of OBC
candidates.
The candidate belonging to SC/ST caste will not be required to pay any fee for
admission to any recruitment, examination or selection.
In respect of written examination and interview in order to fulfill the quota,
relaxation of standard may be providing to SC/ST/OBC candidates.

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Application Fee
Candidates applying against the advertised posts will not be required to pay any
application fee.
Screening and Issue of Call Letters
Scrutiny
Preliminary scrutiny of applications / particulars of candidates furnished in the
application against requisition / advertisement will be done by the Personnel
Department in terms of specifications laid down in the requisition / advertisements. In
course ofscrutiny, Personnel Departmentshall see whether –
a) The qualifications and experience of the candidate conform
generally to the prescribed specifications.
b) His / her age is within the prescribed limit.
c) The application wherever necessary has been submitted through
proper channel.
d) Whether belongs to SC/ST/PH/OBC/Ex-servicemen and a certificate in
supportthereofhas been attached with the application or not.
e) While scrutinizing the applications, the Personnel Department shall ensure
that all applications received have been entered in the prescribed scrutiny
sheet, indicating (in the proper column) whether the candidate fulfills the job
specifications advertised or not. In case a candidate does not fulfill the
prescribed job specifications, the reasons ofrejection should be indicated in
the column provided. Having done the preliminary scrutiny, the scrutiny
sheets along with original applications, will be sent to the concerned
Departmental Head for his recommendations. On receipt of
recommendations, the Personnel Department will take approval of the
competent authority for finalization of list of candidates to be called for
interview.
Note: The applications received after the expiry of last date specified in the
advertisement should normally be not entertained. However, a relaxation of8
days from the last date of receipt of applications may be allowed in

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exceptional and in genuine cases. In respect of candidates applying from
Government or Public Sector Undertakings through proper channel,
maximum relaxation of8 days may, however, be allowed.
Issue of Call Letters
a) The candidates finally approved to be called for interview / test shall be
issued interview / test letters.
b) Candidates called for interview should be required to produce on the date of
interview the documents in support of their following particulars as mentioned in
the application ;
(i) Age (ii) Qualification (iii) Experience (iv) Pay Particulars (v) No Objection
Certificate (if employed in Government or Semi-Government or Public Sector
Undertaking/ Enterprises and in case application has not been forwarded
through proper channel) (vi) Bio- Data sheet in the prescribed preform (vii)
Certificate in the prescribed preform ofSC/ST/OBC/Ex-servicemen.
Selection of Personnel
Selection of personnel will be made by the Appointing Authority on the basis of
the recommendations given by the Selection Committee to be constituted by
Appointing Authority for the purpose.

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RECRUITMENT
INTRODUCTION
`The aim of personnel planning is to determine the need for persons both n term
of number and type. For deciding about the number both present and future
requirements should be taken into account. If there are expansion plans in near
future then these requirement should also be considered. Besides number, the
type of person needed is also important. This will be decided by studying the job
requirements, etc.
In today competitive environment, choice of the right employees has far reaching
implication for an organization functioning. Employees well selected with right
kind of skills, knowledge and potentials would contribute a lot to the efficient
running of the organization. With wrong recruitment, the organization pays
heavily in term of lower productivity. And wrong placement.
MEANING
“Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for job in an organization”
Function
We have already defined HRM. The definition of HRM is based on what
managers do. The function performance by manager is common to all
organization. There are classified into two categories.
1. Managerial function
2. Operative function
 Managerial function:
Planning
Planning is think in advance. Planning is a predetermined course of action.
It is a process of determined the organization goal and formulation of
policies and programmers for achieving them.

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Organizing
Organizing in management refers to the relationship between people, work and
resource used to achieve the common objectives (goal).
Staffing
It is the process of determining and assigning the right personnel with the right
qualifications to the job in a right time to accomplish the purposes of the
Organization
.Directing
Directing is a function of management performed by top level management in
order to achieve organizational goal. It is very important and necessary function
of management.
Directing is the process of guiding and supervising employee, often one-on-one,
while they work.
Controlling
Controlling is the process of comparing expected result (objective) with actual
performance.
Recruitment needs are of three types:
Planned: The needs are arising from changing in organization.
Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying in internal and external environment.
Unexpected: Resignation, death, accident, etc.
Purpose and important of recruitment
 Attract and encourage more and more candidates to apply in the
organization.
 Create a talent pool of candidates to enable the selection of best candidate
for the organization.
 Determined present and future requirement of the organization
 Recruitment is the process which links the employers with the employee.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants

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 Process of Recruitment:

 Recruitment process begins when HR department received request form
other department.
 Locating and developing the source.
 Identifying the prospective employee.
 Developing the techniques to attract desire candidate more and more
candidate are apply them.
 Employing of techniques to attract candidate. These
May be other of attractive salaries, proper facilities for development etc.
 The next stage in the process is to stimulate as many candidates as possible
and ask them to apply for job. In order to increase the selection ratio, there
is a need to attract more candidates.
 Evaluating the effectiveness of recruitment process.
60-second guide to hiring the right people

 Define the Duties.
To find promising employees, you mustfirstdetermine what you want
them to do. Carefully consider all direct and associated responsibilities and
incorporatethem into a written job description. Be careful with general
titles such as typist or sales clerk, as they have differentmeanings to
different people.
 .and What it Takes to do Them
Fulfilling these responsibilities will require somelevel of skill and
experience, even if it is an entry-level position. Be reasonableabout your
expectations. Setting the bar too high may limit your available talent pool;
setting it too low risks a flood of applications from thoseunqualified for the
job.
 Make it Worth their While
Likewise, you don't want to be overly generous or restrictive about
compensation. State and local chambers of commerce, employment
bureaus and professionalassociations can help you determine appropriate
wages and benefits. Scanning descriptions of comparablejobs in the
classified ads and other employment publications will also provideclues
about prevailing wagerates.

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 Spread the Word
How you advertise your job opening depends on who you wantto attract.
Some positions are as easy to promote as posting a "help wanted" sign in
your storewindow or placing an ad in your local newspaper. For jobs
requiring more specialized skills, consider targeted channels such as trade
magazines, on-line job banks and employment agencies (though these may
require a fee). And don't overlook sources such as friends, neighbors,
supplier’s customers and presentemployees.
 Talk it over
because you have clearly defined the role and requirements, you should
have little difficulty identifying candidates for interviews. Make sureyou
schedule them when you have ample time to review the resume, prepare
your questions and give the candidate your undivided attention. After the
interview, jot down any impressions or key points while they're still fresh in
your mind. This will be a valuable reference when it's time to make a
decision.
 Follow-up on Interviews
You want to believe your candidates are being honest, but never assume.
Contact references to make sureyou'regetting the facts or to clear up any
uncertainties. Professionalbackground checks area wiseinvestment for
highly sensitivepositions, or those that involvehandling substantial
amounts of money and valuables.
 You've found them; Now Keep They
Now that you'vehired ideal employees, make surethey stay with you by
providing training and professionaldevelopmentopportunities. The small
business experts at SCORE can help you craft human resourcepolicies and
incentive plans that will ensureyour company remains the small business
employer of choice

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Selection
Selection is defined as the process of differentiation between applicants in
order to identify (and hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who
has the appropriate qualification and competency to do the job.
The appointment of suitable persons on various jobs is very essential. The
selection of a wrong candidate will mean loss of time and money which
have been incurred on this process. It also leads to absenteeism and
retrenchment.
Meaning “According to dale Yoder, “selection is the process in which
candidate for employment are divided into two classes those who are to
be offered employment and those who are not”
 Selection process
Selection procedure consists of a series of step. Each step must be
successfully cleared before the applicant proceeds to the next. The
selection process is a series of successive hurdles or barriers which an
applicant must cross. These hurdles are designed to eliminate, an
unqualified candidate at any point in the selection process. Thus, this
technique is called “successivehurdles technique”. In practice, the process
differs among organisation and between two different jobs within the same
organisation. Selection procedure for the senior manager will be long
drawn and rigorous, but it is simple and short while hiring lower level
employees
STEP1:- PRELIMINARY INTERVIEW:-
The applicant received from jobs seekers would be subject to scrutiny so as to
eliminate unqualified applicants. This is usually following by a preliminary
interview the purposeof which is more or less the same as scrutiny enable the HR
specialists to eliminate of unqualified jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand,
help reject misfits for reason, which did not appear in the application forms.

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STEP2:-SELECTION test
Job seekers who pass the screening and the preliminary interview are called for
tests. Different type of tests may be administered, depending on the job and the
company. Generally, tests are used to determine the applicant’s ability, aptitude
and personality.
The following are the type of tests taken:
1) Ability tests
Assist in determine how well an individual can perform task related to the
job. An excellent illustration of the is the typing test given to a prospective
employer to secretarial job. Also called as,, ACHIVEMENT TESTS”. It is
concerned with what one has accomplished. When applicant claim to know
something, an achievement tests is taken to measure how well they know
it. Trades tests are the most common type of achievement test given.
Questions have been prepared and tested for such trades as asbestos
worker, punch-press operators, electricians and machinists. There are, of
course, many unstandardized achievement test given in industries, such as
typing or dictation tests for an applicant for a stenographic position.
1) Aptitude test
Aptitude test measure heather an individual has the capacity or latent
ability to learn a given job if given adequate training. The use of aptitude test is
advisable when an applicant has had little or no experience along the line of the
job opening. Aptitude test help determine a person potential to learn in a given
area. An example of such test is the general management aptitude tests (GMAT),
which many business students take prior to gaining admission to a graduate
business school programmmes.
Aptitude test indicates the ability or fitness of an individual to engage
successfully in any number of specialized activities. They cover such area clerical
aptitude, numerical aptitude, mechanical aptitude, motor co-ordination, finger
dexterity and manual dexterity. These tests help to detect positive negative points
in a person’s sensory or intellectual ability. They focus attention on a particular
type of talent such as learning or reasoning in respect of a particular field of work.
From of aptitude test:
Mental or intelligent tests:
They measure the overall intellectual ability of a person and enable to know
whether the person has the mental ability to deal with certain problem.

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Mechanical aptitude tests:
They measure the ability of a person to learn a particular type of mechanical
work. These tests helps to measure specialized technical knowledge and problem
solving abilities if the candidate. They are useful in selection of mechanics,
maintenance workers, etc.
Psychomotor or skill tests:
They are those, which measure a person ability to do a specific job. Such tests are
conducted in respect of semi-skilled and repetitive jobs as packing, testing and
inspection, etc.
Intelligence tests:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind
(alertness), numerical ability, memory and such other aspects can be measured.
The intelligence is probably the most widely administered standardized test in
industry. It is taken to judge numerical, skills, reasoning, memory and such other
abilities.
Interest test:
This is conducted to find out likes and dislikes of candidates towards occupations,
hobbies, etc. such tests indicate which occupations are more in line with a person
interest. Such test also enables the company to provide vocational guidance to
the selection candidate and even to the existing employees.
These tests are used to measure an individual activity preference. These tests are
particularly useful for students considering many careers or employees deciding
upon career change.
Personality tests:
The importance of personality to job success is undeniable. Often an individual
who possesses the intelligence, aptitude and experience for certain has failed
because of inability to get along with and motivation other people.
It is conducted to judge maturity, social or interpersonal skill, behavior under
stress and strain, etc. this test is very much essential plays an important role.
Personality tests re similar to interest test in that they, also, involve a serious
problem of obtaining an honest answer.
Projective test:
This test requires interpretation of problem or situations. For example, a
photograph or a picture can be shown to the candidates and they are asked to
give their views, and opinions about the picture.

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General knowledge test:
Now G.K tests are very common to find general awareness of the candidate in the
field of sports, politics, world affair, current affair.
Perception test:
At time perception tests can be conducted to find out beliefs, attitudes, and
mental sharpness etc.
Graphology test:
It is designed to analysis the handwriting of individual. It has been said that an
individual handwriting can suggest the degree of energy, inhibition and
spontaneity, as well as disclose the idiosyncrasies and elements of balance and
control.
Polygraph test:
Polygraph is lie detector, which is designed to ensure accuracy of the information
given in the application. Department store, bank, treasury offices and jeweler
shop, that is, those highly vulnerable to theft or swindling may find polygraph
tests useful.
Medical tests:-It reveals physical fitness of a candidate. The developments of
technology, medical tests have become diversified. Medical servicing helps
measure and monitor a candidate physical resilience upon exposure to hazardous
chemical.
Choosing tests:
The test must be chosen in the criteria of reliability, validity, objectivity and
standardization. They are:-
 Reliability:-
It refers to standardization of the procedure of administering and scoring
the test results. A person who takes test one day and makes a certain score
should be able to take the same test the next day or the next week and
make more or less the same score. An individual intelligence test for
example: - is generally a stable characteristic. So if we administer an
intelligence test, a person who scores 110 in March would score close to
110 if tested July. Tests, which produce wide variations in result, serve little
purpose in selection.
 Validity:-
It is a test, which helps predict whether a person will be successful in a
given job. A test that has been validated can be helpful in differentiating
between prospective employees who will be able to perform the job well

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and those who will not. Naturally, no test will be 100% accurate in
predicating job success. A validated test increases possibility of success.
There are three ways of validating a test. They are as follows:-
 Concurrent validity:-
This involves determining the factors that bare process and then
identifying the successful candidates. The characteristics of both
successful and less successful candidate are then identified.
 Predictive validity:-It involved using a selection test during the
selection process and then identifying the successful candidates. The
characteristics of both successful and less successful candidate are
then identified.
Synthetic validity:-
It involved taking parts of several similar jobs rather than one complete job to
validate the selection tests.
Objectivity:-
When two or more people can interpret the result of the same test and derive the
same conclusion(s), the test is said to be objective. Otherwise, the tests
evaluators” subjective opinions may render the test useless.
 Standardization
A test that is standardized is administrating under standard condition
to a large group of person who are representatives of the individual
whom it is intended. The purpose of standardization is to obtain
norms or standard, so that a specific test score can be meaningful
when compared to other score in the group.
STEP3:- INTERVIEW:-
The next step in the selection process is an interview. Interview is
formal, in-depth conversation conducted to evaluate the applicant’s
acceptability. It is considered to be excellent selection device. It is
face-to-face exchange of view, ideas and opinion between the
candidate and interviewers, basically, interview is nothing but and
oral examination of candidate. Interview can be adapted to unskilled,
skilled, managerial and profession employees.

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Type of interview:-
Interview can be of different type. There interviews employed by the companies.
Following are the various types of interviews.
Informal interview
An informal interview is an oral interview and may be take place anywhere. The
employee or the manager or the personnel manager may ask a few almost
inconsequential questions like name, place of birth, name of relatives etc.
Formal interviews:-
Formal interviews may be held in the employment office by the employment
office in a more formal atmosphere, with the help of well-structured question,
the time and place of the interview will be stipulated by the employment office.
Non-directive interview:
Non- directive interview or unstructured interview is designed to let the
interviewee speak his mind freely. The interviewer has no formal or directive
question, but his all attention is to the candidate. He encourages the candidate to
talk by a little prodding whenever he is silent e. g. –“Mr. Ray, please tell us about
yourself after your graduation from high school.”
Depth interview:-
It is designed to intensely examine the candidate background and thinking and to
go into considerable details on particular subject of an important nature and of
special interest to the candidate. For example;- the candidate says that he is
interested in tennis, a series of question may be asked to test the depth of
understanding and interest of the candidate. These probing questions must be
asked with tact and through exhaustive analysis: it is possible to get a good
picture if the candidate.
Stress interview:-
It is designed to test the candidate and his conduct and behavior by him under
conditions of stress and strain. The interviewer may be start with “Mr. Joseph, we
do not think your qualification and experience are adequate will not yield. On the
contrary he may substantiate why he is qualified to handle the job.
Group interview:-
It is designed to save busy executive’s time and to see how the candidate may be
brought together in the employment office and they may be interviewed.
Panel interview:-A panel or interviewing board or selection committee may
interview the candidate, usually in the case of supervisory and managerial
positions. This type of interview pools the collective judgment and wisdom of the

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panel in the assessment of the candidate and also in questioning the faculties of
the candidate.
Sequential interview:-
This interview takes the one-to-one a step further and involved a series of
interview, usually utilizing the strength and knowledgebase of each interviewer,
so that each interviewer can ask question in relation to his or her subject area of
each candidate, as the candidate moves from room to room.
Structure interview:-
In a structure interview, the interviewer uses preset standardized question which
are put to all the interviewees. This interview is also called as “guided” or
“patterned” interview. Itis useful for valid result, especially when dealing with the
large number of applicants.
Unstructured interview:-
It is also known as ,,unpattern” interview, the interview is largely unplanned and
the interviewee does most of the talking unguided interview is advantageous in as
much as it a friendly conversation between the interviewer and the interviewee
and in the process, the later reveals more of his or her desire and problem. But
this UN patterned interview lacks uniformity and worse, this approach may
overlook key areas of the applicant’s skills or background. It is useful when the
interviewer tries to probe personal details of the candidate it analysis why they
are not right for the job.
STEP4; - REFERANCE CHICK:-
Many employers request names, addresses, and telephone number of reference
for the purpose of verification information and perhaps, gaining additional
background information on an application. Although listed on the application
from, reference is not usually checked until an application has successfully
reached the fourth stage of a sequential selection process. When the labour
market is very tight, organisation sometime hire applicants before checking
reference.
Previous employers, known as public figures, university professors, neighbors’ or
friends can act as references. Previous employers are preferable because they are
already aware of the applicant’s performance. But, the problem with this
reference performance just to get rid of the person.
Organisation normally seeks letters of reference or telephones. The latter is
advantages because of its accuracy and low cost. The telephone reference also
has the advantages of soliciting from hesitations and inflection in speech.

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STEP5:- SELECTION DECISION:-
After obtaining information through the preceding step, selection decision-the
most critical of all the step-must be made. The other stages in the selection
process have been used to narrow the number of the candidate. The final
decision has to be made the pool of individual who pass the tests, interviews and
reference checks.
STEP6:-PHYSICAL EXAMINATION:-
After selection decision and before the job offer is made, the candidate is
required to undergo a physical fitness tests. A job offer is, often, contingent upon
the candidate being declared fit after the physical examination. The results of the
medical fitness test are recorded in a statement and are preserved in the personal
records. There are several objectives behind a physical test. Obviously, one
reason for physical test is to detect if the individual carries any infectious disease.
Secondly, the test assists in determining whether an applicant is physically fit to
perform the work. Thirdly, the physical examination information can be used to
determine if there are certain physical capabilities, which differentiate successful
and less successful employees.
STEP 7:- JOB OFFER:-
The next step of selection process is job offer to those applicants who have
crossed all previous hurdles. Job offer is made through a letter of applicant. Such
a letter generally contains a date by which the applicant must report on duty. The
appointed must be given reasonable time for reporting. Those are particularly
necessary when he or she is already in employment from the previous employer.
Again, a new job requires movement to another city, which means considerable
preparation, and movement of property.
The company may also want the individual to delay the date of reporting on duty.
If the new employee’s first job upon joining the company is to go on company
until perhaps a week before such training begins. Naturally, this practice cannot
be abused, especially if the individual is unemployed and does not have sufficient
finances.
STEP8:- CONTRACT OF EMPLOYMENT:-
There is also nee for preparing a contract of employment. The basic information
that should be included in a written contract of employment will very according
to the level of the job, but the following checking sets out the typical heading.
Job title

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Duties, including a parse such as “the employee will perform such duties and will
be responsible to such a person, as the company may from time to time direct”.
Date when continuous employment starts and the basic for calculating service.
Rate of pay, allowance, overtime and shift rate, method of payments. Hours of
work including lunch break and overtime and shift arrangements.
Holiday
Arrangements” paid
Holiday as per year.
Public holiday.
Length of notice due o and from employee.
Grievances procedure (or reference to it)
 Disciplinary procedure (or any reference to it)
 Work rule (or any reference to them),
 Arrangement for terminating employment).
 Arrangement for union membership (if applicable).
Special terms relating to rights to patent and designs, confidential information
and restraints on trade after termination of employment.
Employer’s right to very terms of the contract subject to proper notification being
given.
STEP 9:- CONCLUDING THE SELECTION PROCESS:-
Contrary to popular perception, the selection process will not end with executing
the employment contract. There is another step-amore sensitive one reassuring
that candidate who have not selected, not because of any serious deficiencies in
their personality, but because their profile did not match the requirement of the
organisation. They must be told that those who were selected were done purely
on relative merit.
STEP 10:- EVALUATION OF SELECTION PROGRAMME:-
The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organisation must have competent and committed
personnel. The selection process, if properly done, will ensure availability of such
employees. How to effectiveness of a selection programme? A periodic audit is
the answer.

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: Difference between Recruitment and Selection:-
Basis Recruitment Selection
Meaning It is an activity of establishing contact between
employers and applicants.
It is a process of picking up more competent
and suitable employees.
Objective It encourages large number of Candidates for a
job.
It attempts at rejecting unsuitable candidates.
Process It is a simple process. It is a complicated process.
Hurdles The candidates have not to cross over many
hurdles.
Many hurdles have to be crossed.
Approach It is a positive approach. It is a negative approach.
Sequence It precedes selection. It follows recruitment.
Economy It is an economical method. It is an expensive method.
Time
Consuming
Less time is required. More time is required.

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Main source of man recruiting in NFL:
Source of man power supply: internal:-
NFL upgrades from within only for managerial position, but only to some extent.
Because upgrading from within is considered better as the employee is already
familiar with the organisation, reduces training cost, and helps in building morale
and promotion loyalty.
If no one capable for managerial position is found in its internal source, it looks
out for external source. It selects only the best employee for the organisation.
TYPE:-
Former employees:-
They ask the retired employees who are willing to work on a part-time basic,
individual who left work and are willing to come back for higher compensations.
Even retrenched employees are taken up once again.
Retirements:-
If it’s not able to find suitable candidate in place of the one who had retired, after
meritorious service. Under the circumstances, management decides to call retired
managers with new extension.
Internal notification (advertisement):-
Most employees know from their own experience about the requirement of the
job and what sort of person the company is looking for. Often employees have
friends or acquaintances who meet these requirements, suitable person are
appointed at the vacant posts.
EXTERNAL:-
For the post of technicians, engineers etc., it looks out for external source which
include:
Agencies: TAPL.
Institutions: like B school, collages, management institutions, etc.
Website: www. Indiatimesjobs.com
www.monster.com
www.naukri.comof the above three
Web sites given most widely used by
The Infosys is the www. Monster.com

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With the success rate of 80%
Followed by www.indiatimesjob.com
60% and www.naukri.comat the
Success rate of 50%
External recruitment enables the company to get the best candidate.
Infosys prefers external recruitment and mainly takes help from agencies and
institutions as its giant company and internal recruitment proves to be
inadequate as its yearly targets are very high.
Campus:-
Campus recruitment is so much sought after that each collage, university
department or institutions will have a placement officer to handle recruitment
function. However, it is often an expensive process, even if recruitment process
produces job offer and acceptances eventually. A majority leave the organisation
within the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies.
Engineering institutions:-
Campus hiring at engineering institutes typically starts in may continue through
September. Senior manager and officers from Infosys actively participate in this
hiring, to bring on board the next generation of bright, young and talent leaders
for the company. We encourage current student at the campuses we visit to use
this opportunity to interact with the Infosys recruitment teams during the hiring
process to understand the company and our people philosophy. We hiring
engineering graduates and post-graduates from all disciplines, and MCA students
at the campuses.
Management institutes:-
Campus hiring at management institutions typically started in December and
continues through March. We hire management graduates from all disciplines,
with or without prior work experience in software or other field.
Off campus:-
It is the event for that candidate who does not get selected during campus
recruitment. The process remain the same, it just aims at giving those candidate a
chance that were not able to go through the process before. These candidates
also go through the same two rounds, here only the scale and basic on which they
are evaluation change.

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What is job fair:-
Job fair is where several companies come under one roof for seeking eligible
candidate who can join their company, after going through certain recruitment
process following by them.
Process followed by NFL:-
Initially they advertise about the job fair in the local newspaper of all the states
specifying the venue and data of the job fair.
On the specified data, NFL banners are put up at the venue. They have around 3
to 4 counters. Initially these counters are used for registration. Once the number
of registration is equal to total capacity of all the counters, the registrations are
stopped and the registered candidate fills the application form at the counter.
Next a logic test of 45 minutes is conduct and an English test of 15 minutes is
conducted wherein one is supposed to write an essay, to check their handwriting,
vocabulary and sentence framing ability.
Once the test is over, registration for the next group starts. At the same time the
previous a paper are evaluated and the candidates are selected for interview
based on the cut-off mark.
The candidates who are selected in the interview are informed are informal then
and there by displaying the list and are giving the offer.
Advertisement:-
It is popular method of seeking recruit, as many recruiters prefer advertisements
because of their wide reach.
NFL advertises in:-
Newspaper
Times of India
The economic times
Indian express
Hindustan times
Employment paper
Magazine
Business world
Walk –INS, writ-ins and talk-ins:-
Walk-ins are the most common and least expensive approach for candidate in
direct application, in which job seekers submit unsolicited application letters or
resumes. Direct application provides a pool of potential employees to meet future
needs.

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Write-ins are those who send written enquiries. These jobseekers are asked to
complete application forms for further processing.
Talk-in involves the job aspirant meeting the recruiter (on an appropriated date)
details talks. No application is required to be submitted to the recruiter.
CONSULTANTS:-
NFL also seeks the help of consultants who are in the profession for recruiting and
selection manager and executive personnel. They are useful as they keep
prospective employer and employee anonymous.
INDUSTRIES:-
NFL also hire experienced professional from the industry at various mid-level and
senior position.

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Definition:
Edwin Flippo defines Recruitment and selection process as "A process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in an
organization."
In simpler terms, recruitment and selection are concurrent processes and are void without each
other. They significantly differ from each other and are essential constituents of the organization.
It helps in discovering the potential and capabilities of applicants for expected or actual
organizational vacancies. It is a link between the jobs and those seeking jobs.
Work by Korsten (2003)and Jones et al. (2006):
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further stated
that recruitment process may be internal or external or may also be conducted online. Typically,
this process is based on the levels of recruitment policies, job postings and details, advertising,
job application and interviewing process, assessment, decision making, formal selection and
training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.
Work by Alan Price(2007):
Price (2007), in his work Human Resource Management in a Business Context, formally defines
recruitment and selection as the process of retrieving and attracting able applications for the
purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint the
most appropriate manpower. There existing competition among business enterprises for
recruiting the most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants who

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would be the best fit for the corporate culture and ethics specific to the company (Price 2007).
This would reflect the fact that the management would particularly shortlist able candidates who
are well equipped with the requirements of the position they are applying for, including team
work. Since possessing qualities of being a team player would be essential in any management
position (Price 2007).
Work by Hiltrop (1996):
Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his research
on HR manager and company officials of 319 companies in Europe regarding HR practices and
policies of their respective companies and discovered that employment security, training and
development programs, recruitment and selection, teamwork, employee participation, and lastly,
personnel planning are the most essential practices (Hiltrop 1999). As a matter of fact, the
primary role of HR is to develop, control, manage, incite, and achieve the commitment of the
employees. The findings of Hiltrop's (1996) work also showed that selectively hiring has a
positive impact on organizational performance, and in turn provides a substantial practical
insight for executives and officials involved. Furthermore, staffing and selection remains to be an
area of substantial interest. With recruitment and selection techniques for efficient hiring
decisions, high performing companies are most likely to spend more time in giving training
particularly on communication and team-work skills (Hiltrop 1999
Work by Jackson et al. (2009) and Bratton and Gold
(1999):
As discussed by Jackson et al. (2009), Human resource management approaches in any business
organization are developed to meet corporate objectives and materialization of strategic plans via training
and development of personnel to attain the ultimate goal of improving organizational performance as well
as profits. The nature of recruitment and selection for a company that is pursuing HRM approach is
influenced by the state of the labour market and their strength within it. Furthermore, it is necessary for
such companies to monitor how the state of labour market connects with potential recruits via the
projection of an image which will have an effect on and reinforce applicant expectations. Work of Bratton
& Gold (1999) suggest that organizations are now developing models of the kind of employees they
desire to recruit, and to recognize how far applicants correspond to their models by means of reliable and
valid techniques of selection. Nonetheless, the researchers have also seen that such models, largely
derived from competency frameworks, foster strength in companies by generating the appropriate
knowledge against which the job seekers can be assessed. However,recruitment and selection are also the
initial stages of a dialogue among applications and the company that shapes the employment relationship
(Bratton & Gold 1999).
Work by Silzer et al (2010):
However, the process of recruitment does not cease with application of candidature and selection
of the appropriate candidates, but involves sustaining and retaining the employees that are
selected, as stated by Silzer et al. (2010).
Work of Silzer et al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something one can be
born with or is it something that can be acquired through development. According to Silzer et al
(2010), that was a core challenge in designing talent systems, facing the organization and among
the senior management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable recruitment techniques. Regardless of a well-
drawn practical plan on recruitment and selection as well as involvement of highly qualified

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management team, companies following recruitment processes may face significant obstacles in
implementation. As such, theories of HRM can give insights in the most effective approaches to
recruitment even though companies will have to employ their in house management skills for
applying generic theories across particular organizational contexts. Word conducted by Silzer et
al (2010) described that the primary objective of successful talent strategies is to create both a
case as well as a blueprint for developing the talent strategies within a dynamic and highly
intensive economy wherein acquisition, deployment and preservation of human capital-talent
that matter,, shapes the competitive advantages and success of many companies (Silzer et al.
2010).
Work by Taher et al. (2000):
Toward that end Taher et al. (2000) carried out a study to critique the value-added and non-value
activities in a recruitment and selection process. The strategic manpower planning of a company,
training and development programme, performance appraisal, reward system and industrial
relations, was also appropriately outlined in the study. This study was based on the fact that
efficient HR planning is an essence of organization success, which flows naturally into employee
recruitment and selection (Taher et al. 2000). Therefore, demand rather than supply must be the
prime focus of the recruitment and selection process and a greater emphasis must be put on
planning, supervising and control rather than mediation. Extending this principle, a realistic
approach to recruitment and selection process was demonstrated, and the study found that an
organization is efficient only when the value it commands exceeds the price involved in
determining the process of decision making or product. In other words, value-added and non-
value added activities associated with a company's recruitment and selection process impacts its
role in creating motivated and skilled workforce in the country (Taher et al. 2000). Thus, the
study identified the waiting time, inspection time and filing time as non-value added tasks and
the cost of advertisement as the only value added activity in the overall process.
Conclusion:
It can be clearly concluded that for a company to succeed all it takes is the proper recruitment
and selection strategies which also shapes the overall manpower management of the company.
By conclude this literature review, the study emphasizes on the fact that the recruitment and
selection process is integrated with other processes such as strategic plan of the company,
training and development schemes, compensation, rewarding/incentive system, performance
appraisal, and lastly, industrial relations. Furthermore, according to Silzer et al (2010), there exist
several reasons why the most apparent information have been more promising; including the
well-structured nature of interviews, the use of questionnaires based on a job analysis, inclusion
of panel of interviewers, the practice of note-making during the interview, and the use of rating
scale based on behavioural factors to gauge the interviewee's answers all play an integral part in
the improvement of the recruitment validity.
Therefore, the study has offered an incisive review of literature of as many as six authors based
on their individual studies and research on recruitment and selection processes.

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RESEARCH METHODOLOGY
“Research is a common parlance refers to search for a new knowledge”.
“Research is comprised defining and redefining problem, formulating hypothesis or suggested
solutions, collecting, organizing and evaluating data, making deductions and reaching
conclusions, and at last carefully the testing the conclusions and at last careful testing the
conclusion to determine whether they fit the formulating the hypothesis “
Aim of the study
The aim is to study the recruitment and selection by NATIONAL FERTILIZER LIMITED.
OBJECTIVE OF THE STUDY
The main objectives for undertaking this project are:-
 To understand the internal recruitment process in organization.
 To identify area where can be scope for improvement.

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 To give suitable recommendation to streamline the hiring process.
 To develop practical knowledge with theoretical aspect.
 To know about the importance of recruitment and selection.
 To find out better process of recruitment.
 To know about the role of recruiter.
RESEARCH DESIGN
INTRODUCTION
“Research design is a broad framework that states the total pattern of conducting research
project. It specifies objectives, data collection and analysis methods, time, costs, responsibility,
probable outcomes, and actions.”
The word ‘design’ has various meanings. But, in relation to the subject concern, it is a pattern or
an outline of research project’s recruiting. It is the statement of essential elements of a study that
provides basic guidelines of conducting the project. It is same as the blue print of architect’s
work.
The research design is similar to broad plan or model that states how the entire research project
would be conducted. It is desirable that it must be in written form and must be simple and clearly
stated. The real project is carried out as per the research design laid down in advance.
I visited NFL, NAYA NANGAL and interacted with officers to make our knowledge explosive.
Research design is flexible enough to provide opportunity for considering different aspects of
problem under study. It helps in bringing into focus some inherent weakness in enterprise
regarding which in depth study can be conducted by management.
METHOD OF DATA COLLECTION
(a) DATA TO BE COLLECTED
Data collection is the process of gathering and measuring information on variable of
interest, in an established systematic fashion that enable one to answer stated research
questions, test hypotheses, and evaluate outcome. In order determine the present
recruitment and selection to employees of NFL.
PRIMARY DATA
The data that is being collected for the first time or to particularly fulfill the objectives of the
project are known as primary data.
The above primary data were collected through Reponses of employees given in the
questionnaire prepared for them.

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(b) DATA COLLECTION METHOD
For given project, the primary data, which needed to collect for the first time, were much
significant. This type of information gathered through survey technique, which is the
most popular and effective technique for correct data collection. The survey was
completed with the use of questionnaire.
- Questionnaire for employees.
(c) SAMPLING TECHNIQUE
Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot
study was done in order to know the accuracy of the questionnaire samples was used to
convince selected the respondents.
(d) SAMPLING UNIT
The respondents who were asked to fill out questionnaire are the sampling unit. These
comprise of employees of govt. employees.
(e) SAMPLING SIZE
The sampling size was restricted to only 70, comprised of mainly people from different
departments NFL.
(f) SAMPLING AREA
The area of the research was restricted to only NFL (NANGAL).

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DATA ANALYSIS
AND
INTERPRETATION

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DATAANALYSISandINTERPRETATION
1. Doesthe companyclearlydefine the objectives(position),requirementsandcandidate specificationinthe
recruitmentprocess?
 Yes
 No
 INTERPRETATION
From the above data, we caninfer that 20% employees are agreeing with the objectives (position), requirements of
the candidate in the recruitment process NFL.
2. Do you agree with company present manpower planning?
Frequency Percentage
Agree 40 80%
Strongly agree 2 4%
Disagree 3 6%
Strongly disagree 5 10%
Total 50 100%
INTERPRETATION
Fromthe abovedata,we cansay that80% employees areagree, 6% employees areDisagree,
10% arestrongly disagree and4% employees arestrongly agree presentmanpowerplanning
NFL.
80%
4%
6%
10%
RESPONSES
AGREE
STRONGLY AGREE
DIS-AGREE
STRONGLY DIS-AGREE

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3. Are you aware about recruitment and selection policy of NFL?
 Aware
 Fully aware
 Not aware
Frequency Percent
Aware 45 90%
Fully aware 5 10%
NOTaware 0 0%
Total 50 100%
 INTERPRETATION
Fromthe abovedata,we cansaythat 90%employees areaware, 0% employees are NOT
aware, and 10%employees arefully aware recruitment and selection policyofNFL.
90%
10%
0%
RESPONSES
AWARE
FULLY AWARE
NOT AWARE

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4. NFL takes timely action for recruitment and selection process?
 Agree
 Strongly agree
 Disagree
 Strongly disagree
Frequency Percent
Agree 2 4%
Strongly agree 48 96%
Disagree 0 0
Strongly disagree 0 0
Total 50 100%
 INTERPRETATION
Fromthe abovedata,we caninfer that 4%employees areAgree, 0% employees aredisagrees,
and ,0% are strongly disagree, and 96% employees are strongly agree ofrecruitment and
selection processofNFL.
4%
96%
0%0%
Sales
AGREE
STRONGLY AGREE
DIS-AGREE
STRONGLY DIS-AGREE

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5. NFL has effective manpower planning?
 Agree
 Strongly agree
 Disagree
Frequency Percent
Agree 3 6%
Disagree 2 4%
Total 50 100%
INTERPRETATION
Fromthe abovedata,we cansay that6% employees are agree, 4% employees are Disagree,
2% are strongly disagreeand 88% employees arestrongly agree effective manpowerplanning
NFL.
6%
88%
4%
2%
RESPONSES
AGREE
STRONGLY AGREE
DIS-AGREE
STRONGLY DIS-AGREE

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6. NFL has effective recruitment process?
 Agree
 Strongly agree
 Disagree
Frequency Percent
Agree 8 16%
Disagree 0 0%
Total 50 100%
INTERPRETATION
Fromthe abovedata,we cansaythat 16%employees areagree, 0% employees areDisagree,
0% are strongly disagreeand 84% employees arestrongly agree presentmanpowerplanning
NFL.
16%
84%
RESPONSES
AGREE
STRONGLY AGREE
DIS-AGREE
STRONGLY DIS-AGREE

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7. Is there an adequate pool of quality application?
 Yes
 No
INTERPRETATION
From the above data, we caninfer that 20% employees are agreeing that quality application pool in NFL.
8. Rate the effective of interviewing process?
 Excellent
 Poor
 Adequate
Frequency Percent
Excellent 47 94%
Poor 0 0%
Adequate 3 6%
Total 50 100%
INTERPRETATION
Fromthe abovedata,we cansaythat 94%employees areview that is excellent and 6%
employees areview adequateareprocess iftheeffective ofinterviewing processNFL.
94%
0%
6%
RESPONSES
EXCELLENT
POOR
ADEQUATE

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9. How would you rate the HR department performance during the whole process?
 Excellent
 Poor
 Adequate
Frequency Percent
Excellent 47 94%
Poor 0 0
Adequate 3 6%
Total 50 100%
 INTERPRETATION
94%
RESPONSES
EXCELLENT
POR
ADEQUATE

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Fromthe abovedata,we caninfer that 94% employees are view thatis excellent rate
and 6%employees is view in adequateofHR department performanceduring the
whole processNFL.Employees strongly agree with this statement.
10. Interview should be a step in selection process?
 Agree
 Strongly agree
 Disagree
FREQUENCY PERCENTAGE
AGREE 50 100%
STRONGLY AGREE 0 0%
DISAGREE 0 0%
STRONGLY DIS-AGREE 0 0%
TOTAL 50 100%
 INTERPRETATION
100%
0%0%0%
RESPONSES
AGREE
STRONGLY AGREE
DIS-AGREE
STRONGLY DIS-AGREE

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Fromthe abovedata,we caninfer that 100% employees areview that is AGREEof
interview should beastepin selection process.Employees strongly agree with this
statement.
11. Are you aware about reservation policy for ST/SC/OBC/ of govt. of India?
 Aware
 Fully aware
 Not aware
Frequency Percent
Aware 95
Fully aware 5
NOTaware 0 0
Total 20 100
 INTERPRETATION
From the above data, we caninfer that 19% employees are aware, 0%employees areNOTaware, and 1%
employees are fully aware about reservation policy for SC/ST/OBC ofgovt. ofIndia.
12. Whether according to you, reservation policy is being implemented NFL?
 Yes
 No
 INTERPRETATION
From the above data, we caninfer that 20% employees are agreeing with the reservation policy being
implemented byNFL.
13. Do you have any liaison officer for SC/ST/OBC in NFL? If yes, do you agree
that he plays his role with full responsibility?
 Agree
 Strongly agree
 Disagree
Frequency Percent
Agree 18 90
Strongly agree 2 10

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Disagree 0 0
Total 20 100
 INTERPRETATION
From the above data, we caninfer that 18% employees are agree, 0% employees are Disagree, 0% arestrongly
disagree and 2% employees are officer are fully responsible in NFL.
14. How many rounds of interviews are conducted before candidate is offered
job?
 One
 Two
 Three
 More
 INTERPRETATION
ITANSWER ISTWO
Employeesstronglyagree withthisstatementthere are twostagesof conductedbefore candidate
isofferedjob.
15. Company should maintain a panel of shortlisted candidate to face attrition
rate?
 Agree
 Strongly agree
 Disagree
Frequency Percent
Agree 18 90
Strongly agree 2 10
Disagree 0 0
Total 20 100
 INTERPRETATION
From the above data, we caninfer that 18% employees are agree, 0% employees are Disagree, 0% arestrongly
disagree and 2% employees are strongly agree for maintain a panel of NFL.

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Recruitment and selection procedure at
Learning Mate:-
Learning Mate solution private limited is one of the fastest growing eLearning
companies in India. Learning Mate is a provider of end-to-end eLearning service
and solution designed to meet specific business needs. The range of service varies
from enterprise-wider eLearning initiative to creating custom content based on
cost-effective alternative of delivery. Learning Mate has strong management
team to handle its development center in Mumbai, US, UK, and Canada. As an
eLearning and software solutions company, Learning Mate partners with
publishers and training companies on conceptualization, designed, development
and implementation of new media and technology solution for the higher
education & continuing education market. Learning Mate has competencies and
intellectual property in the area of content development, standards-based
learning technology, learner support system & content architectures.
Learning Mate is a cross-border eLearning service company that is focused on
identifying creating and delivering relevant, instructionally sound, engaging
content to learners using internet technologies. Learning Mate’s client includes
schoolcolleges, universities, publishers, NGO’s and corporation around the world.
This firm has competencies and owns intellectual property in the area of strategy
consulting, content development, assessment, content architecture and
performance support. The firm’s principals have a history of contributions to e-
learning initiative around the world and they bring this experience to bear in
every one of their client engagement.
Today, in every organisation personnelplanning as an activity in necessary. Itis an
important part of an organisation. Human resource planning is a vital ingredient
for the success of the organisation in the long run. There are certain ways that are
to be followed by every organisation, which ensures that it has right number and
kind of people, at the right place and right time, so that organisation can achieves
its planned objective.
The objective of human resource of department is humane source of planning,
recruitment and selection, training and development, career planning, transfer
and promotion, risk management, performance appraisal and so on. Each
objective need special attention and proper planning and implementation.
For every organisation it is important to have a right person on a right job.
Recruitment ad selection plays a vital role in this situation. Shortage of skill and

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the uses of new technology are putting considered pressureon how employers go
about recruiting and selection staff. It is recommended to carry out a strategy
analysis of recruitment and selection procedure.
Source on man power supply:-
Internal:-
Learning Mate uses internal sources for recruitment but on a limited basic
otherwise normally it uses external source extensively for it recruitment
purposes. Let us have a look at the internal source in detail.
Types of internal source:-
Present employees:-
This source is normally the first choice among the internal source and learning
Mate is no difference. This source implies filling up the position from among the
present employees by way of promotion and transfer.
Employee referrals:-
This is a very good source of internal recruitment. Employees can develop good
prospects for their families and friends by acquainting them with the advantages
of a job with the company, furnishing card of introduction, and even encouraging
them to apply.
Referral scheme-buddy scheme:-
At learning Mate employee referral is popularly known as, referral scheme-Buddy
scheme.
The objective of referral scheme is to lay guidelines for effective and smooth
functioning of the employee referral program. It helps in attracting talent through
referral from employee for fulfilling the vacant/additional position in the
company.
Employees from all group except from human resource and senior management
are eligible to refer their friend / ex-collages / references / relatives for vacancies-
both current and future in the organisation.
Procedure:-
The human resource group shall inform all employees through intranet/ root
email / notice board about the existing vacancies from time to time.
Employees need to make reference only on e-mail of suitable candidate fulfilling
the recruitment as indicated to buddy@learningmate.com.
The HR group shall process the said application for the requirements as per the
recruitment policy. If the referred candidate is found suitable and selected in
interview, an offer matching with the qualification will be made to the candidate.

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The buddy referral reward is paid to the employee 3 month after the referrals join
the organisation. However, in case the referral or the employee concerned is
separated from the service of the organisation before the completion of 3 month,
no referral payment shall be made to the employee.
The employee concerned who makes the reference shall be rewarded with the
following:
No reward shall be payable for reference of candidate that have less than 1 year
of relevant experience and contract recruitment.
 Previous application:-
Although not truly an internal source, those who have previously applied
for jobs can be contacted by mail, a quick and inexpensive way to fill an
unexpected is opening. This is possible at learning Mate through a master
database that the company maintains containing the details of all the
application for the various vacant posts.
External:-
LearningMate is a small but a fast growing company with employee
strength of just about 278 and a modest turnover of 140 million rupee in
the year 2005-06.Its recruitmenttargets are also pretty low at just150+for
the year 2007. Owing to the financial constraints and limited recruitment
targets it has to select the source carefully keeping the cost factor in mind.
Barring the nominal use of the internal source the remainder of the
recruiting is done through the external source which includes:
 Approach recruitment consultants and sub-contracts.
o Print media-advertisements.
o Outstation recruitment.
 Websites-subscribed and unsubscribed
o Walk-ins
o Recruitment consultants and sub-consulters.
category Reward (in INR)
Between 1-3 year relevant experience 10,000/-
More than 1-3 year relevant experience 15,000/-
Project manager and above position 25,000/-

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Learning Mate normally uses these sources to develop the required pool of
candidate and also to achieve specialist help in its recruitment process. Sub-
contractors are normally used in case of temporary recruitment due to
unexpected events or some emergency situation.
 Print media—advertisements:-
Learning Mate advertises mostly through newspaper and not so much by way of
magazine. The newspapers they normally advertise in are
 Times-ascent
 Hindustan times
 DNA
 Outstation recruitment:-
Outstation recruitment is conducted by Learning Mate by calling the candidates
to their office and talking the required tests and interview as per a process which
is explained later in the project.
The reimbursements made to them are as
Follows: A: Reimbursement of joining related
Travel fare:-
For candidate recruited at all level I class A/C train or flight face to be considered
on case-to-case basis. The same needs to be approved by the BH.
Either Learning Mate administration doses the booking or employee can make
his/her own arrangements for purchase of tickets.
B: Reimbursement of expenses toward movement of household
goods:
For candidate recruited at all level, reimbursement of expenses toward
movement of household goods to be considered on case-to-case basis. The same
needs to be approved by the BH.
Employee needs to submit three quotations from three different transporters to
administration departments or employee’s needs to arrange on their own, based
on approved amount by BH.
Or business heads to approve specific relocation amount to move household
goods.
On joining, employee needs to fill in the reimbursement voucher (available with
account department) and enclose the tickets in original, and take approval of
department head before submitting to account.

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Employees are required to submit such claims within 10 days from the date of
joining to the accounts department in the prescribed format available with the
account department.
C: Hotel/ Guest house accommodation:
All outstation employees will be considered for a maximum of 10 days Hotel/
Guest accommodation. However, they are expected to make their own
arrangement after mentioned duration and Learning Mate administration will
provide necessary assistance on lease accommodation.
Wherever Hotel accommodation is provide, room rent only will be directly billed
to the company. Extra food/ laundry (which are applicable in Hotel package)
related bills will be borne by the employees.
 Websites:-
Learning Mate uses a variety of subscribed and unsubscribed websites to
create a pool of a variety of candidate for various posts. Here are the example
of few such websites.
 www.mosterindia.com
 www.naukri.com
 www.jobsahead.com
 www.learningMate.com
 Walk-ins:-
This is the most common and least expensive approach for candidate id
direct applications; in which job seeker submit unsolicited application
letters or resumes. Directapplications providea pool of potential
employees to meet future needs. This also is one of the sources which
Learning Mate use for its recruitment purpose.
 The selection process of Learning Mate:-
After receiving the profiles of candidate through the source are listed
above. The matching profiles as per the specifications are generated by the
recruitment cell. These profiles are then forwarded to the concerned BH/
FH/ SH/ requisition for further shortlisting.
 Completion of application form:-

Recruitment and selection part (2)

Recruitment and selection part (2)

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