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IMPLEMENTATION OF RETAILER’S SCHEME OF


JAYPEE CEMENT IN ALLAHABAD DISTRICT

A Report
Submitted in partial fulfillment of the requirement for
The award of the Degree of

MASTER OF BUSINESS ADMINISTRATION


FACULTY OF MANAGEMENT STUDIES
BANARAS HINDU UNIVERSITY

Submitted to:
Submitted by:
Shri C.K. Vashistha
Arjun Kafle
REGIONAL MANAGER
MBA, III semester
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JAYPEE CEMENT (Allahabad)


Enrollment No. 302818
JAIPRAKASH ASSOCIATES LTD.
FMS, BHU

DECLARATION CERTIFICATE

I, Arjun Kafle, hereby declare that the work presented


in the report entitled “IMPLEMENTATION OF RETAILER’S
SCHEME OF JAYPEE CEMENT IN ALLAHABAD DISTRICT” in
partial fulfillment of the requirement for the award of the
degree of Masters of Business Administration of Faculty of
Management Studies, BANARAS HINDU UNIVERSITY,
Varanasi in an authentic work carried out by me under the
sincere supervision and guidance of Shri C.K.Vasthistha
(Regional Manager) at Regional Marketing office, Jaypee
Cement, Allahabad .

To the best of my knowledge, the content of this report


does not form a basis for the award of any previous
Degree to anyone else.
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Date:
Arjun Kafle

MBA III semester

Enrollment No.
302818

FMS, BHU

Varanasi-221005

Acknowledgement

I would like to submit my heartiest regard and


thanks to Jaypee Rewa Plant (M.P) for allowing me to
accomplish two months Summer Project on the Topic:
“Recruitment & Selection Process In Jaypee Rewa Plant
(Unit of Jaiprakash associates Limited) as required for
partial fulfillment of my M.P.M.I.R degree.

To start, I express my gratitude to my project Guide


Shri Mitesh Singh (Assistant Manager) and all the
members of P&A department (Recruitment & Selection)
who provided me the cherished opportunity to work on
this project.

I also express my sincere thanks to Shri. V. N. Jha (VP, HR)


whose outstanding contribution in the form of co-
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operation and support enable me to learn a job about


work process of the organization as well as my topic.

I also express my heartily thanks to Head Of Department


Prof. I. L. Singh, Prof. A. K. Srivastava (course
coordinator), Prof. A. P. Singh (chairman, training &
placement) and Dr. Sandeep Kumar for their kind
permission and providing guidance for this vocational
training.

PREFACE
In modern Industrial system, production is result of
the joint effort of all the factor of production, which are
land, labour, capital, organization and entrepreneur. Out
of all these, the labour factor is most active. It controls
the other factor in order to get the maximum output at
minimum cost.

The recruitment and selection is very important term


for any organization. All type of industry like cement
industry and other all type of manufacturing industry have
to need the right person to perform the work. Without
skilled employee any organization cannot do progress. So
in this term the recruitment and selection process perform
very important role. In the Jaypee Cement Factory it is
more important because the organization have to need
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the excellent and skilled employee for increase the


productivity. Manpower are the backbone of the any
organization, therefore it becomes necessary to right.
Without it no any organization can smoothly run. For
smoothly and efficiently running of the organization the
management has to need the skilled and prospective
employee.

For me it was a great opportunity to have study on


such an important aspect of any manufacturing concern. I
found it very interesting to see recruitment and selection
measures so closely.

I observed that recruitment and selection are among


some of the very important function of Human Resource
department. It was the main reason that compel me to
choose this topic for the summer training project.

The human resource is the only resource, which


produces an output greater than its input, it is the only
resources which have feeling and improve its skill and
efficiency through experience and with the passage of
time. Thus it is very necessary to seek the cooperation of
the human force, to get the maximum benefits out of the
efforts.
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Human Resources in an Organization


Human resources are the people employed by a company.
They are the most important, expensive and valuable
resource in most companies. Of course, companies need
materials to produce products, computers to store
business information, and machines to facilitate product
assembly. However, without people to sell products,
interpret business information, generate new product
ideas and most importantly integrate all other resources
to their optimum utilization, in that event the company
would probably cease to exist.

In order to compete in today’s competitive and cutthroat


business environment, organizations would need to
essentially manage human resources effectively. The
human resources department is primarily responsible for
the management of human resources and thus plays
critical role in the organizational performance for the
attainment of the organizational goals.

Human resource management includes everything from


soliciting resumes for a position to administering a
pension plan for retirees. The major functions performed
by the human resources department can be briefed as
below:

➢ Recruitment Process
➢ Benefits and Compensation
➢ Time Management System
➢ Performance Management System
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➢ Training and Development


➢ Employee Care Initiatives
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CONTENT
• PART ONE (COMPANY PROFILE)
1 INTRODUCTION
2 HISTORY
3 BUSINESS OF JAYPEE GROUP
4 ITS VISION
5 OBJECTIVE
6 PILLAR OF STRENGTH OF JAYPEE GROUP
7 EXPORT
8 JAYPEE GROUP
9 JAYPEE GROUP OFFICE
10RIVALS OF JAYPEE GROUP
11CURRENT POSITION
12KEY PERSONNEL

• PART TWO (ABOUT THE REPORT)


1 RECRUITMENT AND SELECTION
2 RECRUITMENT & SELECTION PROCESS
3 SOURCES OF RECRUITMENT
4 FACTORS AFFACTING RECRUITMENT PROCESS

• PART THREE (RESEARCH METHODOLOGY)


1 INTRODUCTION
2 OBJECTIVE OF RESEARCH
3 METHOD OF DATA COLLECTION
4 SAMPLE DESIGN
5 ANALYSIS OF DATA
6 RESULT
7 ASSESSMENT OF FINDINGS
8 SUGGESTIONS
9 SUMMARY

• BIBLOGRAPHY
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HISTORICAL DEVELOPMENT OF
CEMENT IN INDIA
The Indian Cement Industry occupies a predominant position
not only as one of the basic industries for infrastructure
development, but also because it is the second largest
producer of cement in the world.
In India, Portland cement was manufactured first in 1904,
near Madras (now Chennai) by "South India Industry Co. Ltd"
in a 30 tone capacity plant. The first cement plant proved to
be financial success. In 1925 "INDIAN CEMENT
MANUFACTURER’S ASSOCIATION” was formed and was
entrusted with the responsibility of taking care of cement
companies from internal as well as external competition.
In 1936, all the existing cement companies except the
"SONE VALLEY PORTALAND CEMENT COMPANIES LTD."
agreed to merge with "ASSOCIATED CEMENT COMPANIES
LTD. (ACC)". This is the most significant event in the history
of the Indian Cement Industry.

CEMENT:-
The word cement in its broadest sense denotes any kind of
adhesive in building and civil engineering it means a
substance, which can be used to bind together the sand
broken stone, or aggregates into a solid mass. JOSEPH
ASPDIN first manufactured the Portland cement as known as
today in 1824 by hitting powered chalk with clay mud of
river med day. Since the product after setting and hardening
resembled a kind of stone obtained from obtained from place
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known as Portland in England this cement was called


Portland cement.
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CEMENT MANUFACTURING PROCESS

Limestone Mining
Process

Crushing & Stacking


Process
Crushing
limestone
Stockpile-
storage
Reclaiming
Process
Raw meal
Laterite ,lron
grinding
Ore
process.
CB\CF silo
Coal Stacking /
raw meal
Crushing Reclaimit
storage
Pyro Coal Grinding
process Process
Cooling of

Gypsum Clinker Pozzolon


a
Cement grinding
process
Ceme
nt
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QUALITY POLICY:-
To optimally utilize all the available resource

To continuously improve process and production parameters.

And to maximize production of quality cement which enhances


satisfaction of our customer and does us proud.

Types of Cement

OPCF PPC

Grades of OPC

33 gr 43gr 53 gr

Component of OPC

Clinker (96%) gypsum (4%)

Component of PPC

Clinker gypsum Fly Ash

Balance (15% - 35%) (4 %)


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COMPANY PROFILE

PART ONE
COMPANY
PROFILE
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INTRODUCTION

Shri, Jai Prakash Gaur Ji, Chairman of the group founded the
Constructions Company in 1979 there after the company
made its foray into many areas of operations and came to
be known as Jaypee Group. Jaiprakash Associates Ltd (JAL)
is the largest business conglomerate engaged in business
of Engineering, Construction, Manufacture and Marketing of
over 7 million TPA Cement, investment in private Hydro
power, Thermal power Plant, Hospitality, Expressway and
Real Estate. The company is expanding its cement
manufacturing facilities from 7 million TPA to over 20
million TPA in various part of the company.

JAL had set up three modern computerized process control


cement plant near Rewa in Madhya Pradesh which is the
single largest cement complex at one location in India. The
company has already set up a Heavy Engineering
Workshop at Rewa with an installed capacity of 3000 MT to
manufacture Heavy Engineering Parts of captive use of
group.

MAJOR AREAS OF OPERATIONS: -

A. Civil Construction.
B. Hydro Power Construction.
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C. Hotel and tourism.


D. Information's Technology.
E. Education.
F. Cement.
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A. CIVIL CONSTRUCTION: -
Major Civil Construction works are:

(i) Concrete gravity dam camera in H.P.


(ii) Veerbhadra bridge on river ganga at rishikesh in
Uttranchal.
(iii) Cement plants.
(iv) Guide bund and approach road for bridge on river
Brahamputra in Assam.
(v) Lakhya eastern dam in karnataka.
(vi) Sewerage and drainage scheme Baghdad & Basrah in
Iraq.

B. HYDRO POWER CONSTRUCTION:-


It is concerned with generations of 8070 MW Power, which
constitutes 46% of India hydropower project.

I. Hpp on build, operate and own basis under this some


project are: -

a) Baspa stage-II

b) Vishnu Prayag.

c) Karcham Wangtoo.

(ii) Hpp on build, operate and transfer basis:-

Some such projects are:-


a) Dulhasti hydro electric project. Jammu & Kashmir

b) Baglihar hydro electric project, Jammu & Kashmir


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c) Chamera hydro electric project. Himachal Pradesh.

d) Nathpa hydro electric project. Himachal Pradesh.

e) Sardar Sarovar hydro electric project. Gujarat.

C. HOTEL AND TOURISM :-

The group have four five Star Hotels.

(i) Hotel Siddrath in New Delhi.

(ii) Hotel Vasant Continental in New Delhi.

(iii) Hotel Residency Manoor in Mussorie.

(iv) Hotel Jaypee Palace in Agra.

D. INFORMATION TECHNOLOGY :-
JIL (IT), InfoTech arm of company situated at Sahibabad
provides following services.

(i) IT enabled education.

(ii) IT enabled engineering.

(iii) IT enabled agriculture.

E. EDUCATION: -

The group runs educational institutions under the name Jai


Prakash Sewa Sansthan (JSS).

I. Primary and Secondary School in U.P. and M.P.


(Sardar Patel, Jay Jyoti in Rewa)
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II.Two degree college in U.P. Two industrial training


institutes in Himanchal Pradesh & Madhya Pradesh.
III.Two IT institutes at Noida (U.P.) and Solan
(Himanchal Pradesh)
Organizations also run hospital under (JSS)

F. CEMENT DIVISION
Earlier JCL had two units.

(i) JRP

(ii) JBP

JCL was earlier a part of JIL but now JCL has been Merged
with JIL and renamed or JAL (Cement Division)

JAL

JRP JBP

JRP under its fold has two plants. Plant I having I MT


capacity was commissioned in December 1986. Plant 2 with
a production capacity of 1.5 MT was commissioned in April
1991. JBP the third plant in Jaypee puram with an installed
capacity of 1.7 MT started functioning since August
1996.Together they form the largest single location cement
complex in India where August 1996.Together they form
the largest single location cement complex in India from
where. 3.00.000 bags are dispatched to various locations in
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over 1500 trucks per day. The basic raw material for
manufacturing cement is lime Stone.The Company has a
total mining lease of 14.67 sq km with the three captive
lime stone mines namely

1. Naubasta lime stone mines.


2. Jaypee lime stone mines.
3. Bankuiyan lime stone mines.
4. Naubasta mine have two blocks under its fold.
5. North block area-3.10 sq km.
6. Reserves-6893 MT. stripping
7. Ratio - limestone. over burden - 1:03
South block, Area - 1.60 sq km. Reserves - 10 MT,
Stripping ratio –
Limestone, over burden = 1:1.15
Presently. North block caters to the requirement of two
plants at JRP because of its low stripping ratio.

Jaypee mines cater to the requirement of Jaypee Bela


plant.

Bankuiyan mine are still to be used to meet the


requirement of up gradation of two plant at JRP. Tatal
consumption till now 38.43 MT

THE MOTTO

The Motto of Jaypee Group ensures that its employees work


towards achieving greater heights. Its motto is

"No Dream too Big"

PHILOSOPHY OF JAYPEE GROUP


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We aim to achieve perfection in everything that we


undertake and we have a commitment to excel!.. it is the
determination to transform every challenge into opportunity –
to seize every opportunity and ensure growth – to grow with a
human face … that drives

ITS'S MISSION

To ensure growth for improving the quality of life, with a human


face and contribute to the growing national economy, maximizing
benefits to our customers and the nation at large by serving the
core sectors of the economy.

ITS'S VISION

To be dynamic and vibrant; responsive to the changing

economic scenario; and flexible enough to absorb

environmental and fiscal fluctuations. Harness the inherent

strengths of available human resources and material, have

the capacity to learn from success and, more than any thing

else, ensure growth with a human face.


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VALUE SYSTEM

Our Pledge Our Strength Our Concerns


Leadership in Determination Customer needs
Market Cent percent and rights
Human Resource
Consistent high
Capacity Utilization
Team Work quality of cement
Pollution Control
Least energy
consumption

Pollution control

CURRENT POSITION

Jaiprakash Associates Limited, a Company formed under the


Companies Act 1956, is operating two cement plants by the name
of Jaypee Rewa Plant & Jaypee Bela Plant, with a capacity of 3.5 &
2.5 MTPA respectively, in Dist. Rewa (M.P) which is the single
largest cement complex at one location in India.
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JAYPEE GROUP OFFICES

Head Office

‘JA’ House 63,

Basantlok, Vasant Vihar

New Delhi, 110057

Work Centre

P.O- Jaypeenagar

Distt. – Rewa 486 450

Madhya Pradesh

Registered Office

Sector 128

Noida 201304

Uttar Pradesh
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HIERARCHY OF PERSONNEL & ADMINISTRATION

DEPARTMENT

Chairman

Managing Director

Director in Charge

President

Sr. Voice President (Admn.)

Voice President (HR)

Sr. General Manager (Pers.)

Manager

Personnel Officer

Staffs
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KEY PERSONNEL

The key personnel responsible for the running

of Jaypee Group on smooth and

Well - oiled wheels are the following ones:

♦ Chairman
He is the senior most executive in the organisation. He
provides guidance for the overall management of the
organization and frames policies, which include the quality
policy.

♦ Managing Director
He is the head of the organization and thus responsible for
the laying down of norms which ensure that the customer will
be satisfied with the end product. It is also his job to initiate
actions that will correct any deviations from the norms.

♦ President
His responsibilities include execution of production activities
and ensuring that these activities fulfill the customer’s
requirements. In this, he is supported by a team of divisional
heads.
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VIEW ON HR SECTION

Keeping human aspects as a foundation, the H.R. department is


divided into following sections:-

♦ Personnel
 Estate
♦ Medical Services
♦ Security

PERSONNEL SECTION

The activity wise responsibilities of personnel section are:-


1) Recruitment, Selection & Establishment: - Placing right
man at the right job and at a right time. The sources of
recruitment used are:-

♦ Data bank i.e. day-to-day application


♦ Newspaper advertisement
 Walk in interview
♦ Campus selection

The methodology of selection includes written tests, practical


tests, short
listing &Interviews.
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2) Wages & Salary Administration & Time Office:- This cell


maintains the record of the employee attendance, overtime,
leave, and the absence record. Based on these the monthly
salaries / wages of the employees is prepared.
3) Safety: - This cell conducts the safety rounds in the plant to
monitor the usage of the personal protective equipment.
4) Training and Development: - This cell is responsible for
conducting the training programmes for the employees
within the organization and outside the organization.
5) Welfare and Industrial relation:- This department is held
responsible for carrying out various welfare measures as
spelt out in various labour regulation are implemented.
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PART 02
REPORT
DETAILS
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ABOUT THE REPORT

An organization is fully dependent on certain resources for its


smooth working. The resources commonly referred to as the five
M's are:

✔ Men

✔ Machine

✔ Material

✔ Money

✔ Method

Each of these has its own importance but it is a known and


valid fact that without the men or the human resource, all the
other resources are of no avail. Just as the existence and working
of an organization depends upon it's man power, likewise, the
success of an organization depends upon the efficiency and
effectiveness of it's man power.

If the employees do not possess enough knowledge and skill


regarding their jobs and other related area then they won't be
able to carry it out well. This will hamper the smooth functioning
of the organization and thus it will not be able to achieve greater
heights. So it is important to place right people at right job and it
can be possible through effective recruitment and selection
process.
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RECRUITMENT AND SELECTION

WHAT IS RECRUITMENT?
Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the
candidate. it is the next step in the procurement function, the first
being the manpower planning . Recruiting makes it possible to
acquire the number and types of people necessary to ensure the
continued operation of the organization. Recruiting is the
discovering of potential applicants for actual or anticipated
organizational vacancies. in other words , it is a ‘linking activity’
bringing together those with jobs and those seeking jobs.
Recruitment ordinarily means obtaining fresh supplies but in
context of personnel management it is an activity of discovering
job seeker for the present and future needs of the organization.

ACC. TO Flippo, “RECRUITMENT has both positive &negative


activity. He says “It is a process of searching for prospective
employees & stimulating & encouraging them to apply for jobs in
an organization. It is often term positive in that it stimulates
people to apply for jobs to increase the’ hiring ratio, i.e. the
number of applicants for a job. Selection, on the other hand tends
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to be negative because it rejects a good member of those who


apply, leaving only the best to be hired.”

According to Youder “ RECRUITMENT is the process for


discover the sources of manpower to meet the requirements of
staffing schedule & to employee effective measure for attracting
that manpower in adequate numbers to facilitate effective
selection of an efficient working force “.

So recruitment is the process of searching prospecting


employees & stimulating them to apply for jobs in the
organization.

SELECTION?

“Selection as the name implies, involves picking for hire a


subset of workers from the total set of workers who have applied
for the job. selection are done comparing the requirements of a
job with applicants qualification .an attempt is to make find a
round peg for a round hole in doing so naturally many applicants
are rejected . this makes selection a negative function. In contrast
a recruitment is positive function because in it an attempt is
made to increase the numbers of applicants per job opening.”

“Selection is the process of differentiating between


applicants in order to identify (and hire) those with a
greater likelihood of success in job”.
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“Selection of employees is the process of picking up the


most competent and suitable candidates”.

According to Dale Yoder, “Selection is the process in which


candidates far employment are divided into two classes, those
who are to be offered employment and those who are not”.

RECRUITMENT AND SELECTION PROCESS

The recruitment and selection process is a series of hurdles aimed at


selecting the best candidate for the job.
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RECRUITMENT & SELECTION PROCESS-:

✔ Collection of Resumes
✔ Data Bank Maintenance
✔ Screening of Resumes
✔ Preparing Interview Schedule
✔ Making Call Letters
✔ Informing the Interview Panel
✔ Conducting Written Test & Interviews
✔ Salary Negotiation
✔ Offer Letter
✔ Joining Procedure
✔ Induction Program
✔ Management Information System

1). Collection of resumes

In this process the recruitment department collects the resume of


desired candidates who are willing to do the job.
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COLLECTION OF RESUMES

INTERNAL SOURCES
EXTERNAL SOURCES

REFRENCES LAND CASES ADVERTISEMENT DATA BANK

WALK IN INTERVIEWS
CAMPUS INTERVIEW

INTERNAL SOURCES: -
Internal sources refer to the present working force of company. In
the event of a vacancy, some one already on the payroll is
promoted.

There are 3 major advantages of internal recruitment

1. It results into promoting people and thereby increasing


their morale, commitment and satisfaction.
2. It is less costly then external recruitment
3. It recruits people about whom organizations typically
have a better knowledge.

There are 3 disadvantages of internal recruitment

1. It encourages inter-personal politics and bickering.


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2. It perpetuates the old concept and way of doing things


3. It promotes competition among different section of the
organization for getting the same individual.

Types of internal sources


1). REFERENCE CASE
In this case the recruitment department calls for interview such
type of candidates, they are relatives of existing employees for
the respective designation. Some times they are directly
appointed depending up on the value of referral in the company.

For example if the reference is from the Managing Director of the


company then the candidate would be directly appointed for the
respective designation. This method will be useful, if the
employees recommend most suitable candidates. the method
creates feeling of belongingness with the venture and the existing
employees contribute their best efforts

2). LAND CASE

In this case the recruitment department calls such type of


candidates whose land is purchased by the company. In this
process candidates after clearing the selection procedure are
recruited for the job according to their qualification and previous
job experience.
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EXTERNAL SOURCES:-
External recruitment is resorted to only when requirements
cannot be met from internal promotions. External recruitment lies
outside an organization.

Advantages of external sources

1). External sources provide the requisite type of personal for an


organization, having skill, training and education upto the
required standard.

2). Since persons are recruited from a large market, the best
selection can be made without any distinctions of caste, sex or
colour.

3).In the long run, this source proves economical because


potential employees do not need extra training for their jobs.

Disadvantage of external sources

External recruitment suffers from, what is called “brain drain”.


Especially when experienced persons are raided or hunted by
sister concerns.

Types of external sources


1. ADVERTISEMENT
In this process the recruitment departments publish advertisement
for required job. If job post is executive level then the
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advertisements publish in the national news paper like (Times of


India, Hindustan Times etc) .if job post is operative level like
teachers, trainer etc. then the advertisements publish in the local
news paper (Danik Bhaskar, Nav Bharat) etc. in recent times, this
medium has become just as colourful, lively and imaginative as
consumer advertising. The ads generally give a brief outline of the
job responsibilities, compensation package, prospects in the
organization. This method is appropriate when (a) the organization
intends to reach a large target group (b) The organization wants a
fairly good number of talented people – who are geographically
spread out.

2. WALK IN INTERVIEW
Such type of interview s are generally conducted for hiring
employees in the lower /middle cadre or we can say the busy
organizations and the rapid changing companies do not find time to
perform various functions of recruitment .therefore, they advise the
potential candidates to attend for an interview directly and without a
prior application on a specified date, time and at a specified place.
The suitable candidates from among the interviewees will be
selected for appointment after screening the candidates through
test and interviews.

3. CAMPUS INTERVIEW
Different types of organizations like industries, business firms, and
service organizations, social or religious organizations can get
inexperienced candidates of different types from various educational
P a g e | 37

institutions like colleges and universities imparting education in


science, commerce, arts, engineering, medicine, management
studies etc. and trained candidates in different disciplines like
vocational training institutes of state governments in various trades.
Most of the universities provide facilities for campus recruitment and
selection. They maintain organization seeking to recruit the
candidates from this source can directly contact the institutes either
in person or by post and stimulate the candidates to apply for jobs.
Most of the organizations using this source perform the function of
selection after completing recruitment in the campus of the institute
itself with a view to minimizing time lapse and to securing the cream
before it is attracted by some other organizations. The campus
recruitment is one of the best sources for recruiting the Cream of
new blood.

4. DATA BANK
In this process the recruitment department make a data bank, in
which resumes of different candidates are stored for future
reference.When organization need any prospective employees,
then recruitment department go through in data bank for the
suitable candidate. After this recruitment department call them
and conduct their written test and personal interview

5. DATA BANK MAINTANCE

In this Process the Recruitment Department segregate the


Resumes of Candidates on the basis of their Qualification, Job
P a g e | 38

Experience etc. It means if candidates have technical degree then


we keep this in technical department. Non technical like M.B.A ‘S,
GRADUATE‘s resumes are in the non technical department

6. SCREENING OF RESUMES

On the basis of different department requirements if the


candidates qualification, relevant experience Age are matching
then the recruitment Department Screen the required Resumes.

7. PREPARING INTERVIEW SCHEDULE

In this process the recruitment Department prepare the interview


schedule.In this

they mention that date of interview, place of interview, time of


interview, number of Interviewee, who will take the interview etc.
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MBA,
NON-TECHNICAL
TECHNICAL
OPERATORS
ENGINEERS
ITI MCA etc.
Mechanical
Production
Electrical
DATA BANK
Instrumenta
ti
P a g e | 40

Diesel Instructor
Turner
Electrician
Surveyor
Welder

8. MAKING CALL LETTERS


In this Process the recruitment Department makes the call letters &
send message to the candidates in this process the sending Media
like as Telephone, e-mail, admit card, etc.

9. INFORMING THE INTERVIEW PANNEL


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IN this process the recruitment department consult the Panel for


taking the interview.In this they mention that how much candidates
for the interview, on which date interview will be happen, for which
department have to need the employee.

10. CONDUCTING WRITTEN TEST AND


INTERVIEWS
In this process the recruitment department plays very important
role .the recruitment department conduct all types of interviews and
written test. in this process firstly candidates have to face the
written test .in this included such type of questions like as common
sense related ,numerical ability, reasoning etc. after this if they are
selected then their interview will be conducted. in interview process
this is must ,at least one member of HR department should be there.

11. SALARY NEGOTIATION


This process is conducted after selection of the employee, in this
process the organization call the selected person and conduct
meeting with them and ask, what is the expectation salary of him,
And how much salary they can provide to him. If there is no balance,
then they negotiate the salary problem. Due to consult such type of
thing. They ask what is the salary of their previous job, how much
amount they expect, after this they offer how much amount they
can give. If the candidates will agree then company provide to
him /her offer letter.
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12. OFFER LETTER


After salary negotiation, the recruitment department make offer
letter for them. in offer letter mention such type of thing, like as
Name ,Designation, date of joining ,address of the department,
where they have to do report etc. when candidates report in the
given address then they are recruited for the prospective job. But for
reporting they have to given a limited time .if they come after one
month without extension then his offer will be withdraw and his data
will go in the selected but not joined . for example

13. JOINING PROCEDURE


In this procedure such type of information about candidates are mentioned

Like as

1). Statement

➢ Name
➢ Sex
➢ Religion
➢ Marital status
➢ Date of appointment
2). Notification

3). Pension scheme (p.s.)

4). Employee provident fund (E.P.F.) etc

14. INDUCTION PROGRAME


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Induction is the process of acclimatizing a new employee to the new


social setting of his work. This should take into account two majors’
objects (1) Familiarizing the new employee with his new
surroundings and company rules and regulations and (2) integrating
his personal goals with organizational goals. To achieve these twin
objects the complete induction process is divided into 2 phases. In
the first phase, the induction is done by the personal department
which supplies to the new employee all sorts of information relating
to the company. The information which is commonly passed on to
the new employee covers to the following subjects:

1. Company history, products and major operations.


2. Geography of the plant.
3. Structure of the organization and function of various
departments.
4. General company policies and regulation regarding
wages and payments, hours of work and overtime,
safety and accidents, discipline and grievances,
uniforms and clothing and parking.
5. Economic and recreational services available.
6. opportunities for promotion and transfer, job
stabilization
7. And suggestion system.
It is believed that the above information is conducive to the
development of favorable attitudes in the employee, and also help
new employee to become more effective in his job.
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In the second phase (called the buddy system or the sponsor


system) induction is done by the supervisor. He has the
responsibility of seeing that both the newcomer and the work team
accept each other. He has also the responsibility of achieving the
more difficult second objective of convincing the new comer that

What is the good for company is also good for him. It should be
remembered that even though the first impression made on the
mind of the new comer is always a lasting impression. A ten step
program usually followed by a supervisor in the second phase is as
under:

1. Greeting the new-comer cordially.


2. Displaying a personal interest in the new- comer.
3. Reviewing his terms of employment.
4. Showing the new-comer around.
5. Giving additional information.
6. Explaining the importance of his job in relation to
other jobs
7. Telling the new comer to his duties

15. MANAGEMENT INFORMATION SYSTEM


Management information system department collects the all
information about the whole personal and administration
department. This department merge all information of whole
department .it accomplish the all information required in decision
making. This department is so important part of the P&A department
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because all information of every section is mentioned in this and


whenever any department has to need the Information.

EFFECTIVE RECRUITING
All organizations, whether large or small, do engage in recruitment
activity, though not to the same extent. This differs with two factors

1). External factor

2).Internal factor

➢ External factors affecting recruiting:


• Looming undersupply of workers
• Lessening of the trend in outsourcing of jobs
• Increasingly fewer “qualified “candidates

➢ Internal factors affecting recruiting:


• The consistency of the firm’s recruitment efforts with Its
strategic goals.
• The available resources, types of jobs to be recruited
And choice of recruiting methods
• No recruitment HR issues and policies
• Line and staff coordination and cooperation

➢ Advantages of centralizing
recruitment:
• Strengthens employment brand
• Ease in applying strategic principles
• Reduces duplication of HR activities
• Builds teams of HR experts
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• Provides for better measurement of HR performance


• Allows for the sharing of applicant pools

PART 03
RESEARCH
METHODOLOGY
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RESEARCH

METHODOLOGY
 INTRODUCTION
 OBJECTIVE OF RESEARCH
 METHOD OF DATA COLLECTION
 SAMPLE DESIGN
 ANALYSIS OF DATA
 FINDINGS OF STUDY
√ RESULTS
√ ASSESSMENT OF FINDINGS

 SUGGESTIONS
 SUMMARY
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INTRODUCTION

All progress is the born of inquire. Doubt is often better than


overconfidence for its lead to inquiry leads to invention. “This is
the famous Hudson Maxim statement in context of which the
significance of research can well be understood. Increased
amount of research makes progress possible.

Research Methodology is the way to the systematical


solution of the research problem. It focuses on the various steps
adopted in studying the research problem along with the logic
behind using them.

Objective of The Research

The research work is carried out with the basis objective of


determining the effectiveness of recruitment process influence
exerted on the company’s performance.

During the research, the data regarding the same was


collected and analyzed in order to find out whether the
recruitment programme were their cost with respect to increasing
the company’s performance.

The focus was also on determining the ways in which


recruitment process can be improved, so that the influence they
exert of the output of the company as well as efficiency and
effectiveness of employee’s can be maximized.
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Methods of Data Collection

The task of data collection begins after the research problem


or the objective of research has been define there are two kind of
data that can be collected. One is primary, which is original in
character, as it has been collected for the first time. The other
one secondary, which was already been collected and need only,
be compiled.

For my research, I chose the primary source of data


collection. The choice was born to certain facts. Firstly the true
position of the company and their performance with regards to
recruitment process can be judge only by going to them and
making inquires. Studying pre – calculated tables regarding the
same cannot do this.

Secondly, the secondary data may not have provided me


with the details and data, I really required.

Moreover, in order to be in position to make suggestions


regarding the improvement of these processes. I had to have a
first hand knowledge of the complete procedure, reaction and
view of the persons involved.

VARIOUS METHODS OF PRIMARY DATA COLLECTION

There are lot methods using which primary data can be


collected. These are:
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1. Observation Methods
Under the observation method the information is
sought out by way of investigation’s own direct observation
with asking them to respondents.

2. Interview Method

The interview method of collection of data involves


presentation of oral – verbal stimuli and reply in term of oral
– verbal responses. It can be :
(a) Personal Interview (b) Telephonic Interview

3. Questionnaire :
In this method, a questionnaire is sent to the person
concerned with the request to answer the question and
return the questionnaire. It consist with the number of
questions printed or typed in a definite order on a form or
set of forms.

4. Through Schedules :
This method of data collection is very much like. The
collection of data through questionnaire, with a little
difference, which lies in the fact that schedules are being
filed in by the enumerators, who are specially appointed for
the purpose.
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Sample Design
Sample Design

 Sample size: Sample Size is 20

 Method of sampling: Deliberate Non-probability sampling

was used
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Q.1 How did you come to know about vacancy in Jaypee Group?

Jaypee website 1 5%
Job portals 1 5%
Journals 12 60%
Any others 6 30%
Total 20 100%

PART 04
ANALYSIS
OF DATA
INTERPRETATION:
In Jaypee group 60% employees know about vacancy by journals,
30% know about any other medium, 5% know about Jaypee
website and 5% employee know about job portals. Journals are
good source of spreading information about vacancy in Jaypee
group.

Q2 How would you rate the recruitment advertisement of Jaypee?

Excellent 5 25%
Good 8 40%
Average 6 30%
Poor 1 5%
Total 20 100%
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INTERPRETATION:

Here we get the mix responses from the respondent. In which out
of total 40% responses are for good, 30% average and 25% for
excellent. So, in this way we can say that it is satisfactory.

Q. 3 Prior to interview process how would you rate the quality of


recruitment related information provided by Jaypee compared
with other organization ?

Excellent 3 15%
Good 7 35%
Average 7 35%
Poor 3 15%
Total 20 100%
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INTERPRETATION:

In this context we get the mix responses in favour of average and


good. So, here we can say that information provided by Jaypee is
satisfactory.

Q.4 in your opinion, which is the best sources of recruitment and


why ?

Campus interview 8 40%


Press advertisement 7 35%
Employment 2 10%
agencies
Internet 3 15%
Total 20 100%

INTERPRETATION:

Here the company is recruiting the large number of employees


through campus interview and by press advertisement . So, here
the company has to improve their sources of recruitment also.
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Q. 5 Do you prefer an online application form or hard copy ?

Online 14 70%
Hard copy 6 30%
Total 20 100%

INTERPRETATION:

In this regard most of the employees are preferring online


application form So, here online form is good.

Q. 6 How would you rate the necessity of telephonic interview


before the personnel interview ?

Very high 5 25%


High 7 35%
Low 5 25%
Very low 3 15%
Total 20 100%
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INTERPRETATION:

For this aspect respondents has given mixed response for the
necessity regarding telephonic interview before personal
interview. But here 50% think that it is necessary, So in nutshell
we can say that it is necessary.

Q.7 Do you think that the content of the application blank i.e.
Green form provides sufficient information about the prospecting
candidate?

Excellent 4 20%
Good 10 50%
Average 6 30%
Poor 0 0%
Total 20 100%

INTERPRETATION:

As per the content of application blank large number of


respondents gives responses above the average so here we can
say that it is satisfactory.
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Q. 8 How would you rate the clarity or simplicity of instructions


giver in the application form ?

Excellent 5 25 %
Good 11 55 %
Average 4 20 %
Poor 0 0%
Total 20 100%

INTERPRETATION:

In this regard respondents gives their responses more than 50%


to good, and 24% to excellent, so in overall it is above the
average so, here it is satisfactory.

Q. 9 how would you rate the time management of the


organization while conducting the interview ?

Excellent 2 10%
Good 8 40%
Average 7 35%
Poor 3 15%
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Total 20 100%

INTERPRETATION:

Here for management of interview conduction the respondents


given their responses more to the average and poor, but some
also gives as good, but here it can be said that it is not
satisfactory.

Q.10 How would you rate the interview arrangement ( process of


call letters and all) of Jaypee group?

Excellent 4 20%
Good 8 40%
Average 6 30%
Poor 2 10%
Total 20 100%

INTERPRETATION:

For interview arrangements the respondents perceived 40% good


and 20% excellent. So, here it can be said that it is satisfactory.
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Q. 11 How would you grade the interviewer’s attitude at the time


of personnel interview?

Excellent 4 20%
Good 11 55%
Average 4 20%
Poor 1 5%
Total 20 100%

INTERPRETATION:

As the point of interviewer’s attitude is concerned the


respondents gives their responses mere in good and excellent
which is 75% put of total responses so here it is satisfactory.
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Q 12 how would you rate your comfort level during interview?

Excellent 6 30%
Good 9 45%
Average 4 20%
Poor 1 5%
Total 20 100%

INTERPRETATION:

During the interview 45% employees said that his comfort level
was good and 35% said that his level was excellent. So here it can
be said that it is highly satisfactory.

Q.13 how would you rate the arrangement of your personnel


requirement ( travel allowances/ accommodation/ refreshment)?

Excellent 5 25%
Good 10 50%
Average 5 25%
Poor 0 0%
Total 20 100%
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INTERPRETATION:

Here for the arrangement of personal requirement. All the


responses are in average, good and excellent, out of which 50%
to the good and 25% to excellent so here it is satisfactory.

Q. 14 How would you rate the necessity of employment test/trade


test before selection?

Very high 7 35%


High 10 50%
Low 3 15%
Very low 0 0%
Total 20 100%

INTERPRETATION:

In this regard the responses are mere in good and excellent which
are above average so here it is highly satisfactory.
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Q. 15 How would you rate the clarity of communication in the


arrangements of recruitment and selection?

Excellent 6 30%
Good 10 50%
Average 4 20%
Poor 0 0%
Total 20 100%

INTERPRETATION:

In this regard most of the responses are above average and in


which 30% are excellent, so here it is satisfactory.

Q. 16 how would you rate the necessity of training before the


candidates are put on the job?

Very high 14 70%


High 5 25%
Low 1 5%
Very low 0 0%
Total 20 100%
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INTERPRETATION:

In this aspect the most of responses are in the very high scale, so
it can be said that it is the most important task to do before
putting candidates on the job.

Q.17 What are the reasons behind joining Jaypee ?

Brand name 6 30%


Compensation 3 15%
Benefit
Growth Potential 9 45%
Working Env. 2 10%
Total 20 100%

INTERPRETATION:

In this regard there are mix responses in which most are


preferring growth potential and after that brand name, so in this
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part the company have to increase the important of other parts


who attracting candidates.

Q.18 the overall recruitment and selection process in Jaypee is

Excellent 6 30%
Good 10 50%
Average 3 15%
Poor 1 5%
Total 20 100%

INTERPRETATION:

In this regard 50% employees responses good and 30% excellent


for overall recruitment & selection process in Jaypee. So it can
said that it is highly satisfactory.
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Findings of the Study

The findings of the study are the most important part of the report work. Through this
we can find out the degree to which our objective of the research has been satisfied.
The finding helps us to generate an idea regarding the true position of the system or
factor under study along with its positive points and drawback both. Under study along
with its positive points and drawback both .in my summer training I have learned so
much things in P & A department and find out following things

1. Interviews are better for assessing applied mental skills, conscientiousness,


interpersonal skills, and person-organization fit of the applicant
2. Interviews are the most frequently used selection tool.
3. Recruitment and selection process involve various steps.
4. All strategy which applied in different channels of recruitment and selection
process.
5. All (Internal &External) factors affect the recruiting.

SUGGESTIONS
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 Interview should be structured to ensure against distortion due to interviewers’


biases.
 Written tests must show a valid connection to job-related performance requirements.
 There should be computerized software packages to determine of future staff needs
by projecting sales, volume of production, and personnel required to maintain a
volume of output
 There should be computerized inventory of information that can be accessed to
determine employees’ background, experience, and skills that may include Work
experience codes, Product or service knowledge, Industry experience, Formal
education etc.
 There should be minimum appointment of reference cases / Land cases.

SUMMARY
Individuals bring their skill, knowledge, good and bad qualities and attitude with
them, when they join an organisation. It then rest upon the organisation to strengthen
their good points and play down the bad ones, thus improving their quality of work. A
good majority of the organisation relies upon recruitment programme when it comes to
enhancing the efficiency and effectiveness of employees as well as the company.

The summer Training and report work were centered around finding out the
extent of recruitment process influence on the over all growth of the company. The
objective being, understand whether the recruitment process effectively held in Jaypee
Group and really contributing the growth of the company. Research work was of utmost
importance for the fulfillment of this objective. The research involves a review of
secondary data, which included recruitment related records available at the concerned
organisation itself.
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QUESTIONNAIRE

Disclaimer: The data gathered through this questionnaire would be used


exclusively for the purpose of academic research only.

General profile:

Gender - Male Female

Age group: 20-30 years 30-40 years above 40 years

Experiences: (tick any one)

a) Less than 2 years b) 2 to 5 years


c) 5 to 10 years d) more than 10 years

1. How did you come to know about vacancy in Jaypee group?

a) Jaypee web site


b) Job portals
c) Local or National Newspapers or Professional Journals
d) Any other source

1. How would you rate the recruitment advertisement of Jaypee?

a) Excellent
b) Good
c) Average
d) Poor
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1. Prior to interview process how would you rate the quality of


recruitment related information provided by Jaypee compared with
other organizations?

a) Excellent
b) Good
c) Average
d) Poor

4. In your opinion, which is the best source of recruitment & why?

a) Campus Interview
b) Press advertisement
c) Employment agencies
d) Internet

5. Do you prefer an online application form or hard copy?

a) Online
b) Hard copy

6. How would you rate the necessity of Telephonic Interview before the
personal interview?

a) Very high
b) High
c) Low
d) Very low

7. Do you think that the content of application blank i.e. Green Form
provides sufficient information about the prospecting candidate?

a) Excellent
b) Good
c) Average
d) Poor
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8. How would you rate the clarity or simplicity of instructions given in the
application form?

a) Excellent
b) Good
c) Average
d) Poor

9. How would you rate the time management of the organization while
conducting the interview?

a) Excellent
b) Good
c) Average
d) Poor

10. How would you rate the interview arrangements (process of call
letters and all) of Jaypee group?

a) Excellent
b) Good
c) Average
d) Poor

11. How would you rate the interviewer’s attitude at the time of Personal
interview?

a) Excellent
b) Good
c) Average
d) Poor
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12. How would you rate your comfort level during interview?

a) Excellent
b) Good
c) Average
d) Poor

13. How would you rate the arrangements of your personal requirements
(like travel allowances /accommodation /refreshment)?

a) Excellent
b) Good
c) Average
d) Poor

14. How would you rate the necessity of Employment Test /Trade Test
before Selection?

a) Very high
b) High
c) Low
d) Very low

15. How would you rate the clarity of communications in the arrangements
of Recruitment & Selection process?

a) Excellent
b) Good
c) Average
d) Poor

16. How would you rate the necessity of Training before the candidates are
put on the job?

a) Very high
b) High
c) Low
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d) Very Low
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17. What are the reasons behind joining JAYPEE?

a) Brand Name
b) Compensation benefits
c) Growth potential
d) Working Environment

18. The overall Recruitment & Selection process in JAYPEE is:

a) Excellent
b) Good
c) Average
d) Poor

19. What will you suggest to improve the Recruitment & Selection
process of JAYPEE.

_____________________________________________________________
_____________________________________________________________

_____________________________________________________________

(THANK YOU FOR YOUR TIME & PARTICIPATION)


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BIBLIOGRAPHY
Personal management: C.B. Mamoria

Research Methodology: C.R. Kothari

Human Resource Management: David Decenzo and Stephen P. Robbins

Designing and Managing Human Resource System: Udai Pareek and T. Rao

Training Records of Jaypee Group

www.google.com