CONTENTS

Chapter 1
Profile
Company & Industry Profile.

Chapter 2
Literature Review
CONCEPT RECRUITMENT

RECRUITMENT NEEDS
SIGNIFICANCE OF RECRUITMENT

RECRUITMENT PROCESS
RECRUITMENT SOURCES
A. INTERNAL

B. EXTERNAL

ADVANTAGES AND DISADVANTAGES OF

RECRUITMENT SOURCES

FACTORS AFFECTING RECRUITMENT

RECENT TRENDS IN RECRUITMENT

1
 CONCEPT SELECTION

OUTCOMES OF SELECTION DECISIONS

SELECTION PROCESS

DIFFERENCE BETWEEN RECRUITMENT AND

SELECTION

HRD AT NHDC

RECRUITMENT POLICY

RECRUITMENT STRATEGY

RECRUITMENT SOURCES OF NHDC

SKILLS SET RECRUITMENT

RECRUITMENT FOR MANAGERIAL POSITION

RECRUITMENT FOR SENIOR AND JUNIOR

LEVEL POSITION

RECRUITMENT CYCLE TIME

SELECTION PROCESS IN NHDC

Chapter 3

2
 Research Methodology

Chapter 4
ANALYSIS AND INTERPRETATION OF DATA

Chapter 5
FINDINGS

LIMITATIONS

RECOMMENDATIONS

CONCLUSION

BIBLIOGRAPHY

3
 Chapter 1
Industrial & Company Profile

INTRODUCTION

4
NARMADA RIVER BASIN

River Narmada is the fifth largest river in India, with

a river flow length of 1312 Kms. River Narmada
originates from Amarkantak in Shahdol district of Madhya
Pradesh. Narmada flows westward and after passing
through Madhya Pradesh, Gujarat & Maharastra drains
into Arabian sea near Gulf of Cambay. Due to inter-state
basin, Govt. of India constituted Narmada Water Disputes
Tribunal (NWDT) in 1969. The Tribunal allocated 18.25
million acre feet water for utilization of M.P. out of total
28 million acre feet.

In accordance with the recommendations of Narmada

Water Disputes Tribunal, the Government of Madhya
Pradesh envisaged construction of 29 major, 158 medium
and 3000 minor projects with 3000 MW of power
generation and 27.55 lakh hectare of irrigation potential.
So far about 80% of this power potential has been tapped.
Indira Sagar Project (1000 MW) is the biggest project in
Madhya Pradesh with largest water storage capacity in

5
India (12.22 Bm3), which ensures regulated release of
water through out the year to down stream projects viz.
Omkareshwar (520 MW) and Maheshwar (400 MW) in
Madhya Pradesh and Sardar Sarovar (1450 MW) in
Gujarat.

N.H.D.C.

Narmada Hydroelectric Development Corporation

Ltd. (A Joint Venture of NHPC & Govt. of M.P.) was set

up on 1st August 2000 with its Corporate Office at Bhopal.

NHDC was entrusted with the construction of Indira Sagar
Project (1000 MW) and Omkareshwar Project (520 MW).
Its authorized share capital is Rs. 3,000 crores, assets of
Rs. 7224.63 crores (as on 31.03.2007) and paid up capital
of Rs. 1962.58 crores.. Both the projects have been
completed ahead of schedule in the years 2004-05 and
2007 respectively. NHDC has mastered the technology to
complete Hydro Power project (from concept to
commissioning) ahead of schedule. It is an ISO 9001
-2000 certified company. It is the largest organisation for

6
Hydropower development in the state of Madhya Pradesh
in terms of hydropower capacity.

NHDC is committed to develop the hydropower and

other renewable energy potential in Madhya Pradesh at a
fast pace and generate cheap, clean and reliable power by
opting the latest technologies, developing power projects
within planned gestation period, protecting environment,
socio-economic upliftment and preserving ecology in all
its aspects including planning, investigation, research,
design and preparation of preliminary feasibility and
detailed project reports, construction, operation and
maintenance of hydroelectric power stations and projects,
and sale of power generated at hydroelectric stations to
Madhya Pradesh state.

INDIRA SAGAR POWER STATION (ISPS)

Indira Sagar Power Station is situated 10 Km from the

village Punasa in Khandwa District of Madhya Pradesh. It
is a multipurpose project on the river Narmada with
7
installed capacity of 1000 MW. It will generate 2698 MUs
energy, annually. The project will irrigate 2.70 lac ha. land
annually. As per CCEA sanction the project cost is Rs.
4355.57 Crores (Sept. 2000 Price Level). Due to early
commissioning of units, substantial amount of savings has
been made in the actual completion cost.

The Project consists of Concrete Gravity Dam of

Length 653 meter at top with maximum height (above
deepest foundation level) of 92 meter. The Dam involved
pouring of 14.00 lacs cubic meter concrete. It consists of
12 main spillway and 8 auxiliary Spillway blocks with
effective width of 20 m each.

The surface Power House is situated on the right back

of the river, with Machine hall (202 meter long, 23 meter
wide, 53 meter high), Service bay (42 meter long, 23
meter wide, 24 meter high) and Transformer yard (202
meter long, 20 meter wide) to house 8 Nos. Francis type
turbines of 125 MW capacity each.

8
The water conductor system consists of one Head Race
Channel of length 530 meter; width 75 meter and depth 50
meter with water carrying capacity of 2200 cumecs. Water
enters into turbine from intake structure by 8 Nos.
Penstock of 8 meter diameter and 157 meter length each.
Water flow capacity of each Penstock is 275 cumecs. After
power generation water is discharged back into river
Narmada through 850 m long Tail Race Channel.

Gross Reservoir capacity of ISP is 12.2 billion cubic

meters, which is :-

Sufficient for the domestic water requirement of 100

crores people of India for whole year.
The largest reservoir of India, which is 1.25 times
larger than Bhakra Reservoir.

9
BENEFITS OF INDIRA SAGAR POWER STATION

Annual Power Generation

Stage- I - 2698 MUs

Stage-II - 1850 MUs

Stage-III - 1515 MUs

Irrigation and Food Grains

Cultivated area - 1.75 Lakh Hectare

Area to be irrigated - 1.23 Lakh Hectare

Annual Irrigation - 2.70 Lakh Hectare

No. of villages benefited - 564

Annual Production of Foodgrains - 4.00 Lakh

Tonnes

Annual Production of Other crops - 10.55 Lakh

Tonnes

10
Pisciculture

1500 tonnes of fish production, annually from the

913.48 Sq. km reservoir.

Industrial Development

Establishment of New industries in Nimar and

Malwa Region due to availability of irrigation and
power.

Training

Professional training of various trades being given

to project affected families at ITI, Narmada Nagar.
One vocational college has also been started by NHDC
for ladies/girls of PAFs.

Education

Kendriya Vidyalaya started in June 2001 at Indira

Sagar Project, Narmada Nagar to provide education to
the children of project personnel and adjoining areas.

11
Supply of water to thermal power plant

Water to be supplied to the proposed1000 MW

thermal power plant in the nearby village Bir.

Tourism

At FRL, the reservoir will spread over 913 Sq.

km. area and will provide opportunities for tourism
development and approximately one lac tourists will
be attracted every year.

OMKARESHWAR PROJECT (OSP)

Omkareshwar Project is a multipurpose project,

which offers opportunity of power generation &
irrigation on both the banks of river Narmada in
districts Khandwa, Khargone & Dhar of Madhya
Pradesh. The project is situated 80 km from Indore and
40 km down stream of Indira Sagar Project. The
Cabinet Committee on Economic Affairs (CCEA)

12
sanctioned the Project with an estimated cost of Rs.
2224.73 Crores (Nov. 2002 Price Level) and total
gestation period of 5 years. Due to early
commissioning of units, substantial amount of savings
has been made in the actual completion cost.

Total installed capacity of the Omkareshwar

Project is 520 MW (8 x 65 MW). The project will
generate 1167 Million Units of energy, annually. Total
catchment area at the proposed dam site is 64880 Sq.
km, out of which 3238 Sq. Km. is below Indira Sagar
Power Station.

Omkareswar Project was cleared by CCEA on

29.03.2003. Thereafter the contract agreement for the
turnkey execution of project was signed with "M/s
Jaiprakash - Voith Siemens Consortium" on
18.07.2003. The foundation stone of this project was
laid by the then Honble Prime Minister of India Shri
Atal Bihari Vajpayee on 30.08.2003 and the work was
started by the consortium in Oct. 2003. All the eight

13
units of this project have started generating power
from Nov. 2007 well ahead of sanctioned schedule.

The Project consists of 949 m long Concrete

Gravity Dam with maximum height of 53 m from the
deepest bed level across the river Narmada. A Central
Ogee - type spillway 570 m long with crest level El
179.6 m has been provided to pass the Probable
Maximum Flood of 88315

cumecs. 23 No. Radial gates of size 20m x 17m has

been erected for regulation of flood water. 8 penstocks
have been erected in 208 m long Power Dam with
maximum height of 49m. 10 Nos. sluice gates of size 3.5m
x 4.5m at the level of 173.5 m were provided for diversion
purpose which has now been plugged.

The surface Power House (202m x 23m x 53m) of

the Project is within the body of Dam on the right bank
of Narmada consisting of 8 Units of 65 MW capacity
each with conventional Francis Type Turbines. Water
is carried to the Turbines through 8 no. penstocks of

14
7.66 m dia each. After generation water is discharged
back in the river through 145 m long Tail Race
Channel.

BENEFITS OF OMKARESHWAR PROJECT

Annual Power Generation

Stage- I - 1167 MUs

Stage-II - 696 MUs

Stage-III - 540 MUs

Irrigation

Cultivated area - 2.14 Lakh Hectare

Area to be irrigated - 1.47 Lakh Hectare

Annual Irrigation - 2.83 Lakh Hectare

No. of villages benefited - 529

Annual Production of Foodgrains -.25Lakh Tonnes

15
 Annual Production of Other crops -8.35Lakh Tonnes

Pisciculture

360 tonnes of fish production every year.

Tourism

94 Sq. Km. reservoir near Ornkareshwar

Jyotirlinga will be a boon for tourism

develonment in Madhya Pradesh. Approximately 5

Lakh tourists per year will be attracted.

REHABILITATION AND RESETTLEMENT

Due to the formation of reservoirs of ISP & OSP

many villages were coming under submergence.
Rehabilitation and Resettlement of the Project
Affected Families (PAFs) is not only the mammoth
16
task but also include the humanitarian perspective.
NHDC has established office at Khandwa for smooth
and expeditious work. There were about 40000 PAFs
under ISP and 6000 PAFs under OSP. For Indira Sagar
it is estimated that Rs. 1723 Crores would be spent
against R&R Works vis-a-vis CCEA sanctioned cost of
Rs. 1161 Crores and for Omkareshwar Project it is
estimated that Rs. 221 Crores would be spent against
CCEA sanctioned cost of Rs. 117 Crores.

ENVIRONMENT

The Hydro Power though it is by far the best

environmentally preferred option of energy generation,
there is still room for improvement so as to make it
sustainable.

NHDC is fully conscious of its responsibility

towards conservation of Environment while executing
these Hydroelectric Projects. All out efforts have been
made to offset any inadvertent impact on Environment.
The projects on Narmada river, as a matter of fact have

17
been precursor in initiating debate on Environment
conservation and Hydro Power Development in India
and as a result passed through a very stringent
environmental scrutiny.

NHDC believes in the fact that the Human race is

dependent on the well being of our natural resources,
floral and faunal diversity and other Environmental
parameters. Big storage schemes on one hand takes
care of vagaries of monsoon, on the other hand these
schemes provide irrigation facilities in large areas.
However, these schemes also entail ecological
changes. Therefore, it is inevitable to foresee, plan for
and mitigate unintended undesirable environmental
impacts due to these schemes.

The Indira Sagar Project and Omkareshwar

Project were cleared from the Ministry of Environment
and Forests, Government of India. The following
Environmental requirements are being taken care of:

1. Catchments Area treatment.

18
 2. Compensatory Afforestation.
3. Command Area Development.
4. Flora/Fauna and carrying capacity of adjoining
areas.
5. Seismicity.
6. Health Aspects.
7. Archaeological/Anthropological Aspects.
NHDC is committed to comply with all the legal
environmental requirements and always strives to
prevent environmental degradation during the course
of execution of its projects.

19
MAJOR ACHIEVEMENTS

Indira Sagar Power Station awarded with National

Gold and silver Awards of 'Best Executed
Hydropower Station' by the Hon'ble Prime
Minister of India.
The first Unit of Omkareshwar Project was
commissioned on 21st July 07 and within a short
span of only four months all the 08 Units were
commissioned by Nov'2007 and 702.04 MU of
energy has been generated during the FY 2007-
08.
The Tripartite Power Purchase Agreement (PPA)
for ISPS and OSP were executed amongst NHDC,
MP Tradeco and GoMP on 27.04.2007.
MOU for three New Projects of Narmada Basin at
Boras, Hoshangabad and Handia was executed
with GoMP on 27.04.2007.

20
 NHDC disbursed Dividend of Rs. 68.146 crores
paid for Financial Year 2006-07 to NHPC and
GoMP as per their equity contribution i.e. 51:49.
Indira Sagar Power Station registered a record
generation of 2729.83 MU during the FY 2007-08
and cumulative 9437.113 MU from Jan' 2004 to
Mar' 2008 .
Indira Sagar Pwer Station demanstrate 98.40 %
capacity Index against Normative 85 %.
Against the MOU target of 3215 MU with NHPC
under Execellent rating NHDC,s Projects have
generated 3432 MU.
Record cash revenues realization of Rs 787.17
crores and sale of energy at an average rate Rs
2.03 per kWH from ISPS and Rs 2.17 kWH from
OSP.

21
 Liquidation of OLD Outstanding dues of ISPS
amounting to Rs 448.25 Crores through EMIs
bearing fixed interest @ 10% pa by execution of a
Tripartite Securization Agreement dated
26.03.2008 amongst NHDC MPT tradeco &
MPSEB.
NHDC has been assigned CARE AA credit rating.
NHDC has made an application to MP Urja Vikas
Nigam for registering a Potential Wind Power site
at Kukru (Betul) in its name.
NHDC has been conferred with Rajbhasha
Alankaaran, Rajbhasha Gaurav, Sarvshrest
Sansthaan 2007 and various other Awards for
Rajbhasha development in the organization.
Rajbhasha Patrika Arohan 2007 has also been
awarded Ganesh Shankaar Vidhyarthi Award.
NHDC under Corporate Social Responsibility has
undertaken various Social Welfare Programmes
like medical camps, massive plantation and other
welfare activities in and around Projects as well
22
 as Corporate Office. A total expenditurtte of Rs
40.98 Lakhs has been incurred during this FY.
Corporate Mission

The aim of NHDC is to harness the vast Hydro

potential of Madhya Pradesh in order to produce the
clean, cheap, pollution free and inexhaustible power
in the state. All the related aspects of construction of
a Hydel project like investigation, preparation of
detailed project reports, design, planning,
construction, operation, maintenance, transmission,
distribution, sale and releasing water for irrigation
shall be done under one rosette.

Corporate Objectives

To plan, promote and organise an integrated and

efficient development of Hydro Power potential of
Narmada river and its tributaries within Madhya
Pradesh in all its aspects.
To undertake, where necessary, the construction of
inter-state transmission lines and ancillary works for

23
 timely and coordinated inter - state exchange of
power.
To coordinate the activities of its subsidiaries to
determine their economic and financial objectives,
targets and to review, control, guide and direct their
performance with a view to secure optimum
utilization of all resources placed at their disposal.
To act as an agent of Government and Public sector
financial institutions.
To carry on the business of purchasing, selling,
importing, exporting, producing, trading,
manufacturing or otherwise dealing in all aspects of
development of Hydropower.

24
Chapter 2

25
LITERATURE REVIEW

26
 CONCEPT RECRUITMENT

RECRUITMENTPlacing the RIGHT PERSON in

RIGHT PLACE at RIGHT TIME.

Recruitment
Recruitment is an of
is a process important part
finding and of an organizations
attracting capable applicants for
employment. The process begins when new recruits are sought and
ends when their applications are submitted. The result is a pool of
applications from which new employees are selected.

27
human resource planning and their competitive
strength. HRP helps determine the number and type of
people an organization needs. Job Analysis and Job
Design specify the tasks and duties of jobs and the
qualifications expected from prospective jobholders.

Human Determine Job

Recruitment and Analysis
Resource
Selection needs
Planning

HR Planning is the process (including Job analysis may be understood as a

forecasting, developing and
controlling) by which a firm ensures
that it has the right number of
people and the right kind of people
at the right time doing work for
which they are economically most
useful.
process of studying and collecting
information relating to the
operations and responsibilities of a
specific job. The immediate products
of this analysis are job descriptions
and job specification.

Job Description: Job description is a simple, concisely

written statement explaining the contents and essential
needs of a job and a summary of the duties to be
performed. It gives a precise picture of features of each
job in terms of task contents and occupational
requirements.
28
Job Specification: Job specification is a statement of
the minimum acceptable human qualities necessary to
perform a job satisfactorily. It translate the job
description into terms of the human qualifications
which are required for a successful performance of a
job.

FEATURES
Recruitment is a process or a series of activities
rather than a single act or event.
Recruitment is a linking activity as it brings
together those with jobs (Recruiter) and those
seeking jobs (prospective employees).
Recruitment is a positive function as it seeks to
develop a pool of eligible persons from which most
suitable ones can be selected.
Recruitment is an important function as it makes it
possible to acquire the number and type of persons
necessary for continued function of the
organization.
Recruitment is a pervasive function.

29
 Recruitment is a two way process-recruiter chooses
whom to recruit, prospective employee chooses
where to apply
Recruitment is a complex job as many factors
affect it, e.g. image of the organization, nature of
jobs offered, organizational policies etc.

RECRUITMENT NEEDS ARE OF THREE TYPES

Planned:
i.e. the needs arising from changes in organization
and retirement policy.
Anticipated:
Anticipated needs are those movements in personnel,
which an organization can predict by studying trends
in internal and external environment.
Unexpected:
Resignation, deaths, accidents, illness give rise to
unexpected needs.

30
PURPOSE AND IMPORTANCE 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 candidates for the organization.
Determine present and future requirements of the
organization in conjunction with its personnel
planning and job analysis activities.
Recruitment is the process which links the
employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by
decreasing number of visibly under qualified or
overqualified job applicants.
Help reduce the probability that job applicants once
recruited and selected will leave the organization
only after a short period of time.

31
 Meet the organizations legal and social obligations
regarding the composition of its workforce.
Begin identifying and preparing potential job
applicants who will be appropriate candidates.
Increase organization and individual effectiveness of
various recruiting techniques and sources for all
types of job applicants.
RECRUITMENT PROCESS

Recruitment process involves a systematic procedure

from sourcing the candidates to arranging and
conducting the interviews and requires many resources
and time.

A general recruitment process is as follows:

1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews

32
 7) Conducting interview and decision making

Personnel Job Employee

To Selection
Planning Analysis Requisition

Job Recruitment Searching Applicant Screening Potential

Planning Activation
Vacancies Pool Hires
- Numbers Selling

- Types - Message

- Media

Strategy
Development
Applicant Evaluation
- Where
Population And Control
- How

- When

33
 Recruitment Process
FACTORS AFFECTING RECRUITMENT
Recruitment is naturally subject to influence of several
factors. These include external as well internal forces.

Internal Factors External Factors

RECRUITMENT
Recruitment Policy Supply and demand
HRP Unemployment rate
Size of the firm Labor market
Cost Political- Social
Growth and Expansion Image

SOURCES OF RECRUITMENT

Every organization has the option of choosing the

candidates for its recruitment processes from TWO
kinds of sources: internal and external sources.

The sources within the organization itself to fill a

position are known as the INTERNAL SOURCES of
recruitment.

34
 Recruitment candidates from all the other sources
are known as the EXTERNAL SOURCES of
recruitment.

SOURCES OF RECRUITMENT

Internal Sources External Sources

Transfers Press Advertisement

Promotions Educational Institutes
Upgrading Placement Agencies / Outsourcing
Demotion Employment Exchanges
Retired Employees Labor Contractors
Retrenched Employees Unsolicited applications
Dependents and relatives of Employee Referrals
deceased employees Recruitment at factory gate

35
 COMPARATIVE ADVANTAGES AND
DISADVANTAGES OF RECRUITMENT
SOURCES

Advantages Disadvantages
INTERNAL RECRUITMENT
It perpetuates the old
1. It is less costly.
concept of doing things.
Candidates are already
2. oriented towards It abets raiding.
organization.
Organizations have better
Candidates current work
3. knowledge about the
may be affected.
internal candidates.
Enhancement of employee
4. Politics play greater role.
morale and motivation.

36
 Good performance is Morale problem for those
5.
rewarded. not promoted.
EXTERNAL RECRUITMENT
Benefits of new skills, new Better morale and
talents and new motivation associated with
1.
experiences to internal recruiting is denied
organizations. to the organization.
Compliance with
2. reservation policy becomes It is costly.
easy.
Scope for resentment, Chances of creeping in false
3. jealousies and heartburn positive and false negative
are avoided. errors.
Adjustment of new
It could help in injection of employees to the
4.
fresh blood. organizational culture takes
longer time.

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

37
 Outsourcing
In India, the HR processes are being outsourced from
more than a decade now. A company may draw
required personnel from outsourcing firms. The
outsourcing firms help the organization by the initial
screening of the candidates according to the needs of
the organization and creating a suitable pool of talent
for the final selection by the organization. Outsourcing
firms develop their human resource pool by employing
people for them and make available personnel to
various companies as per their needs. In turn, the
outsourcing firms or the intermediaries charge the
organizations for their services.

Poaching / Raiding
Buying talent (rather than developing it) is the latest
mantra being followed by the organizations today.
Poaching means employing a competent and
experienced person already working with another

38
reputed company in the same or different industry; the
organization might be a competitor in the industry.

E-Recruitment
Many big organizations use Internet as a source of
recruitment. E- recruitment is the use of technology to
assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers
send their applications or curriculum vitae i.e. CV
through e mail using the Internet.

CONCEPT - SELECTION

It is the process of differentiating between applicants in order to

identify and hire those with a greater likelihood of success in a
job.

Once the recruiting effort has developed a pool of

candidates, the next step in the HRM process is to

39
determine who is best qualified for the job. This step is
called the selection process. The enterprise decides
whether to make a job offer and how attractive the
offer should be. The job candidate decides whether the
enterprise and the job offer fit his or her needs and
personal goals. The process also seeks to predict which
applicants will be successful if hired. Success, in this
case, means performing well on the criteria the
enterprise uses to evaluate employees.

OUTCOMES OF THE SELECTION DECISION

Selection Decision
Accept Reject
Unsuccessful Successful
Job Performance

Correct
Reject Error
Decision

Correct
Accept Error
Decision

40
Correct Selection Decisions are those where the
candidate was predicted to be successful in advance
and prove to be successful on the job. At times the
applicant is predicted to be unsuccessful and, as
expected, performs unsatisfactorily after getting
selected. While in the first case, the worker is
successfully accepted; in the later the worker is
successfully rejected.

Errors arise when we reject a candidate who would

have performed successfully on the job. This is termed
as reject error. In certain situations a worker is
accepted ultimately and performs unsatisfactorily. This
is called accept error.

SELECTION PROCESS

Selection is a long process, commencing from the

preliminary interview of the applicants and ending
with the contract of employment.

41
42
 SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT
AND SELECTION

Difference between Recruitment and Selection

S.No. Recruitment Selection
Recruitment is the
Selection involves the
process of searching the
series of steps by which
candidates for
the candidates are
1 employment and
screened for choosing the
stimulating them to
most suitable persons for
apply for jobs in the
vacant posts.
organization.
2 The basic purpose of The basic purpose of
recruitments is to create selection process is to
a talent pool of choose the right candidate
candidates to enable the to fill the various
selection of best positions in the
candidates for the organization.

43
 organization, by
attracting more and
more employees to apply
in the organization.

Recruitment is a positive Selection is a negative

process i.e. encouraging process as it involves
3
more and more rejection of the unsuitable
employees to apply. candidates.
Selection is concerned
Recruitment is
with selecting the most
concerned with tapping
4 suitable candidate
the sources of human
through various
resources.
interviews and tests.
Selection results in a
There is no contract of
contract of service
5 recruitment established
between the employer and
in recruitment.
the selected employee.

HUMAN RESOURCE DEVELOPMENT

44
Human Resources Development (HRD) as a theory is a
framework for the expansion of human capital within
an organization through the development of both the
organization and the individual to achieve performance
improvement. Adam Smith states, The capacities of
individuals depended on their access to education .
The same statement applies to organizations
themselves, but it requires a much broader field to
cover both areas.
Human Resource Development is the integrated use of
training, organization, and career development efforts
to improve individual, group and organizational
effectiveness. HRD develops the key competencies that
enable individuals in organizations to perform current
and future jobs through planned learning activities.
Groups within organizations use HRD to initiate and
manage change. Also, HRD ensures a match between
individual and organizational needs.

ROLE OF HRD IN NHDC

FACILITATION
Nurturing the future
Strategic interventions for organisational growth

45
 FUNCTIONAL
Identifying skill gap
Designing training interventions
Internal consultant
Management research, publication and
documentation
Develop the HRD function

HR DEPARTMENT

HRD AT NHDC

Recruitment Training MIS

E-Relations
And And And 46
Compensation
Selection Development
STRUCTURE OF HR DEPARTMENT:

RECRUITMENT POLICY

Recruitment policy of NHDC consists of

47
 Objectives
Scope
Sources of recruitment
Recruitment plan
Job specifications
Requisitions
Mode of selection
Selection committee
Final selection

RECRUITMENT STRATEGY
Recruitment strategies of the companies are:

48
 At least 50% of the vacancies occurring during a year
at induction level/grades are filled up through direct
recruitment from external sources.

Recruitment of executives from external sources will

be made through open advertisement in the press.

Higher managerial grades/positions such as

ASSISTANT MANAGER, MANAGER, SENIOR
MANAGER, AGM DGM GM DP AND
EXECUTIVE MANAGER are done through Direct
Recruitment.

Direct recruitment to the following will be

centralised and done on all India level basis at the
Corporate Office for the entire company including its
Plants/Units .i.e.

ASST.GENERAL MANAGER,
DYP.GENERAL MANAGER,GENERAL
MANAGER ,EXECUTIVE MANAGER.

49
 MANAGEMENT TRAINEES (TECHNICAL
AND ADMN.)
JUNIOR MANAGER

RECRUITMENT SOURCES OF NHDC

INTERNAL SOURCES:-
1. PROMOTIONS:-NHDC promotes the employees
from one department to another with more benefits
and greater responsibility based on efficiency and
experience.
2. EMPLOYEE REFERRALS:- NHDC has structured
system where the current employees of the organization
refer their friends and relatives for some position in the
organization.

EXTERNAL SOURCES:-

50
1.PRESS ADVERTISEMENTS:- Advertisements of the
vacancy in newspapers and journals are a widely used
source of recruitment.

2.E-RECRUITMENT:- NHDC uses Internet as a

source of recruitment. E- Recruitment is the use of
technology to assist the recruitment process

SKILL SETS REQUIREMENT

As the organization grows the need for professionalism

in the organization increases and so does the pay
package.

The requirements have changed in terms of:

Role
Profile
Traits
Even the HR department focus on two areas:
1. Strategic policies planning and implementation
2. Activities to make the work of the people in the
organization interesting.
51
There is a personalized position created for each and
every individual from the top to the lowest level in the
HR
organization.
Head
Managerial
Positions
HR and Admin

Manager

In NHDC HR Department can be categorized

Sr. HR Executive

according to the personalized positions :-

Sr. Level
Positions
Sr. Purchase
Executive
HR AND
ADMIN

HR

Executive

Admin

Executive
Jr. Level
Positions

Store

Executive

52
Front Desk

Executive
RECRUITMENTS FOR MANAGERIAL POSITIONS
IN NHDC
53
Recruitment for managerial positions is done through
interview & written test .

ELIGIBILITY:-

The educational qualification, experience etc

Their role in the organization in respect of their
position, job responsibility, key areas of
performance.
The pay structure along with the various facilities
offered by the company.

RECRUITMENTS FOR SENIOR AND JUNIOR

LEVEL POSITIONS

Main sources of recruitment here are:

Newspaper Advertisements
Internal employee reference
Recruiting IT Management trainees

SELECTION PROCESS IN NHDC:-

54
 Initially HR specialists conduct the PRELIMINARY
INTERVIEW to eliminate unqualified job seekers
based on the information supplied in their
application forms.

Then HR specialist conducts different types of

SELECTION TESTS, depending on the job to
determine the applicants ability, aptitude and
personality.

SELECTION TESTS

This assist in determining how well an individual can

Ability Test perform tasks related of the job.

This assist in determining a persons potential to learn in

a given area.
Aptitude Test
This test is given to measure a prospective employees
motivation to function in a particular working

Personality TestInterest Test

environment.
This test is used to measure an individuals activity

Medical Test preferences.

This test reveals physical fitness of a candidate.

55
 Then HR specialists conduct the EMPLOYMENT
INTERVIEW.

TYPES OF EMPLOYMENT INTERVIEW

1. One-to-one Interview

Candidate
Interviewer

2. Sequential Interview

56
 1 2

Candidate Interviewers Candidate Interviewers

3. Panel Interview

Candidate
Interviewers

57
Chapter-3

58
 RESEARCH METHODOLOGY

RESEARCH METHODOLOGY:-
The study will be conducted to achieve the
aforesaid objectives including both exploratory and
59
descriptive in nature and involve personal interviews
that will be based on the questionnaire format. A
Research Methodology defines the purpose of the
research, how it proceeds, how to measure progress and
what constitute success with respect to the objectives
determined for carrying out the research study.

The research methodology for the present study has

been adopted to reflect these realties and help reach
the logical conclusion in an objective and scientific
manner.
The present study contemplated an Exploratory
Research.

The appropriate research design formulated is detailed

below.

60
RESEARCH DESIGN: Exploratory Research

A research design is the specification of methods and

procedures for acquiring the information needed to
structure or solve the problem. It is the overall
operational pattern or framework of the project that
stimulates what information is to be collected from
which source and by what procedure. On the basis of
major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most
suitable. This kind of research has the primary
objective of development of insights into the problem.
It studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.

DATA COLLECTION SOURCES:

Primary data: The data that is collected first hand by

someone specifically for the purpose of facilitating the

61
study is known as primary data. So in this research the
data is collected from respondents through
QUESTIONNAIRE.

PRIMARY SOURCES

The data required for the study has been collected

from-

QUESTIONNAIRE survey among the officials

and employees of SAlL.

PERSONAL INTERVIEWS with the

company representatives regarding
recruitment and selection practices in
organization.

Advantages of the Primary data collection method

1 Primary data can be collected from a number of
62
 ways.
Primary data is current and it can better give a
realistic view to the researcher about the topic
2
under consideration. It provides unbiased
information.
It is relatively cheap and no prior arrangements are
3
required.

Secondary data: Secondary data refer to information

gathered by someone other than the researcher
conducting the current study. Such data can be internal
or external to the organization and accessed through
the Internet or perusal of recorded or published
information.
Secondary sources of data provide a lot of information
for research and problem solving. Such data are as we
have seen mostly qualitative in nature.
SECONDARY SOURCES:

The secondary data has been collected from:

63
 Internet, websites
Organizational Reports
Case Studies
Business magazines
Books
Journals on e-learning Industry.

Advantages to the secondary data collection method

It saves time that would otherwise be spent collecting
1
data.
It provides a larger database (usually) than what would
2
be possible to collect on ones own.
SAMPLING METHOD

Survey was done by QUESTIONNAIRE method.

SAMPLE AREA

64
Mirzapur City

SAMPLE UNIT
Officials and employees of NHDC

65
Chapter- 4

66
 ANALYSIS OF DATA

ANALYSIS AND INTERPRETATION OF DATA

1) Is there a well defined Recruitment Policy in your

S.No. Options No. organization?
Strongly
1 Agree 10
Moderately
2 Agree 9
3 Disagree 1
4 Can't Say 0 67
CONCLUSION
An organization must have a well-defined recruitment
policy corresponding to the company and vacancy
requirements. Existing employees can give a fair
feedback on the suitability of the policy. 50%
employees feel that the organizations recruitment
policy is stronge & well defined. And 45% employee
feel that the organization recruitment policy is

68
moderately agree . Majority of employees feels that
policy is well defined which is a great morale victory on
the part of management.

Q2) Principle of right man on the right job is strictly followed/a detailed job- analysis is done
prior recruitment?

S.No. Options No.

Strongly
1 Agree 9
Moderately
2 Agree 10
3 Disagree 1
4 Can't Say 0

69
CONCLUSION
Job Analysis is the process of studying and collecting
information relating to the operations and
responsibilities of a specific job. The immediate
products of this analysis are job descriptions and job
specifications. Recruitment needs to be preceded by job
analysis. The objective of employee hiring is to match
the right people with the right jobs. The objective is too
difficult to achieve without having adequate job
information.

Responding to detail job analysis prior recruitment, 45

% employees say that the principle of right man on the
right job is strictly followed prior to recruitment.

70
Job Analysis is useful for overall management of all
personnel activities. In present scenario company
should focus on job analysis as around 5% employees
believes that detailed job analysis is not being done
prior recruitment which in future affects performance
of new recruit.

Q3) Do you think the need for manpower planning is

given due consideration in your organization and the
manpower requirement is identified well in advance?

S.No. Options No.

Strongly
1 Agree 4
Moderately
2 Agree 8
3 Disagree 2
4 Can't Say 1

71
CONCLUSION
Human Resource Planning is understood as the process
of forecasting an organizations future demand for, and
supply of, the right type of people in the right number.

27% say that manpower planning is given due

importance and manpower requirement is identified in
advance. 13% employees disagree. They think that no
due consideration is given to manpower planning in
advance.

72
(Q4) Which internal source of recruitment is followed
by the company and given more priority?

S.No. Options No.

Internal
1 Promotion 11
Employee
2 Referral 0
3 Transfer 1
Job
4 Posting 3

73
CONCLUSION

Internal Recruitment seeks applicants for positions

from those who are currently employed. Responding to
above asked question, 73% employees tell that
company
prefers internal promotion as internal source of
recruitments. And rest 20% say that Job posting is
preferred. Majority of employees actually thinks that
internal promotion is given priority and followed by
company as internal source of recruitment.

Q5) Which external source of recruitment is followed

by the company and given more priority?

74
 S.No. Options No.
1 Advertisement 13
Online Job
2 Portals 0
3 Consultancy 1
Employment
4 Exchange 1

CONCLUSION

External Sources of recruitment lie outside the

organization

87% employees think that Advertisement source is

given more priority and 7% employees tell that
consultancy is preferred .

75
Q6) Which source of recruitment is relied upon when immediate requirement arises?

S.No. Options No.

1 Internal 9
2 External 6

CONCLUSION

76
Every organization has the option of choosing the
candidates for its recruitment processes from two kinds
of sources: internal and external sources.

Responding to recruitment source question, almost all

the employees tell that internal sources are relied upon
when there is any immediate manpower requirement in
company.

Analysis clearly represents that 80% say that internal

sources are better to be opted for immediate opening in
organization as company can have sufficient knowledge
about the candidate and it is less costly.

Q7) Do you think succession planning is done in

advance in your organization?

77
S.No. Options No.
Strongly
1 Agree 5
Moderately
2 Agree 4
3 Disagree 4
4 Can't say 2

78
CONCLUSION

Succession Planning is the process of identifying,

developing, and tracking key individuals so that they
may eventually assume top-level positions.

In respond to Succession Planning question, almost

27% employees actually believe that no succession
planning is done in advance in organization.

Only 33% employees think that succession planning is

done in advance.

79
Q8) The sorting of candidate applications is done by
some pre set criteria?

S.No. Options No.

Strongly
1 Agree 6
Moderately
2 Agree 6
3 Disagree 1
4 Can't say 2

CONCLUSION

Majority of employees, 40% believe that there is some

pre-set criteria according to which sorting of candidate
application is done. 7% feel that sorting is not done by
any pre set criteria. Rest 13% cant say about it.

80
Q9) Which are the parameters on which candidates
are evaluated (give ratings out of 10)?

S.No. Options No.

1 Intelligence 4
2 Aptitude 4
3 Skills 5
4 Experienced 10

CONCLUSION

Responding to this question, 22% weightage is given to

experience first then second most weighted parameter
is skills then process knowledge and aptitude and lastly
attainments are considered.

81
Above analysis represents that employees believe that
experience and skills are mostly preferred parameter
for evaluating candidates.

82
Q10) To identify the employees capabilities and
aptitude, psychological testing is done. Do you think it
is a useful technique?
S.No. Options No.
Strongly
1 Agree 9
Moderately
2 Agree 5
3 Disagree 1
4 Can't say 1

CONCLUSION
Responding to this question, there is approximately
same percentage of opposite opinion of employees
regarding psychological testing.

56% of employees believe that to identify employees

capabilities and aptitude, psychological testing is done

83
and 6% think that no psychological testing is carried
out. 6% employees cant give opinion on asked
question.

Q11) What type of interview is taken while selection?

S.No. Options No.

1 Patterned 8
2 Stressed 2
3 Depth 5
4 Others 0

CONCLUSION

The PATTERNED INTERVIEW format has, a

structure to it. There is a set of pre-determined
questions that will be asked from each candidate for a
position. The STRESS INTERVIEW is the interview in
84
which the interviewers try to 'discomfort' the
candidates in various ways and observe how they react
to various difficult situations. An IN-DEPTH
INTERVIEW is a qualitative research technique that
allows person to person discussion. It can lead to
increased insight into people's thoughts, feelings, and
behavior on important issues. This type of interview is
often unstructured.

Responding to the type of interview 53% employees

think that patterned interviews are generally taken.
33% employees have the opinion that depth interviews
are often used. Rest believes that stress or any other
type of interview is being taken.

Q12) The view of the concerned department head is

given special attention while selecting the employee of
the department?

85
S.No. Options No.
Strongly
1 Agree 6
Moderately
2 Agree 8
3 Disagree 0
4 Can't say 1

86
CONCLUSION

Above analysis clearly shows that almost all the

employees believe that the views of concerned
department head is given special attention while
selecting the employee of the department.

Only 40% employees agree for giving due

consideration to concernd departmental head opinion.

87
Q13) Is the physical examination necessary after final
interviews?
S.No. Options No.
Strongly
1 Agree 9
Moderately
2 Agree 2
3 Disagree 4
4 Can't say 0

CONCLUSION

Most of the employees think that physical examination

is necessary after final interview.

27% employees feels that it is not so important and rest

60% employees feel that physical examination is
important .
88
Q14) What is the weightage given to the following (out
of 100%)?

S.No. Options No.

Written
1 Test 55
Group
2 Discussion 15
Final
3 Interview 30

CONCLUSION

89
Responding to this question, maximum weightage is
given to Written Test. Group Discussion is given the
least weightage among the three available options.

Q15) Is Induction as well as a training program

conducted after joining of employees?

S.No. Options No.

1 Yes 14
2 No 1

CONCLUSION

90
Induction is planned introduction of employees to their
jobs, their co-workers and the organization.

Almost all the employees admit that induction as well

as training program is conducted after joining of
employees. It is healthy sign for any organization.

7% employees tell that no orientation programme is

conducted in company for new joinees.

Q16) Do you think the present selection process is

feasible for selecting the employees?
91
 S.No. Options No.
Strongly
1 Agree 6
Moderately
2 Agree 8
3 Disagree 1
4 Can't say 0

CONCLUSION
Selection is a long process, commencing from the
preliminary interview of the applicants and ending
with the contract of employment.

Responding to selection process, 7% employees think

that the present selection process is not feasible for
selecting the employees. 40% employees believe that
92
there exists a feasible and adaptable selection
procedure in company.

93
Chapter- 5

94
FINDINGS

FINDINGS

95
 Internal Promotions and Job Portals are mostly used
recruitment source.
Written test is given weightage during selection process.
To some extent company has pre set-criteria for sorting
the candidates applications.
Concerned departmental head is given special attention
while selecting a candidate of the department.
Employees are in the favor of physical examination and
reference check after selection of candidate.
Orientation is given to new joinee, still employees are in
favor of its improvement.
Present selection process need improvement in terms of
its procedure, tests and interview type.

96
LIMITATIONS

LIMITATIONS OF THE SURVEY

97
 As the sample size was small, hence conclusions cannot
be generalized.
Unwillingness and inability of respondents to provide
information.
Due to time constraint in-depth study could not be
carried out.
As the strength of the company is big, it was not
possible to draw sample from each and every
department.

98
 RECOMMENDATIONS

RECOMMENDATIONS

99
After analyzing the collected data, the following
recommendations were made to improve the present
recruitment and selection scenario in the organization.

First of all the management should review their

recruitment policy and look for the areas of improvement
for ensuring the best hiring.

Management should structure and systematically

organize the entire recruitment processes.

Recruitment management system should facilitate faster,

unbiased, accurate and reliable processing of applications
from various applications.

Recruitment management system should helps to reduce

the time-per-hire and cost-per-hire.

100
 Recruitment management system should helps to
incorporate and integrate the various links like the
application system on the official website of the company,
the unsolicited applications, outsourcing recruitment, the
final decision making to the main recruitment process.

Recruitment management system should maintain an

automated active database of the applicants facilitating the
talent management and increasing the efficiency of the
recruitment processes.

Recruitment management system should provides and a

flexible, automated and interactive interface between the
online application system, the recruitment department of
the company and the job seeker.

Management should offers tolls and support to enhance

productivity, solutions and optimizing the recruitment
processes to ensure improved ROI.

101
 Recruitment management system should helps to
communicate and create healthy relationships with the
candidates through the entire recruitment process.

Management should follow a systematic process for HR

Planning.

Present employee should be encouraged to refer their

friends and relatives. This source is usually one of the most
effective methods of recruiting because many qualified
people are reached at a very low cost to the company. And
referred individuals are likely to be similar in type to those
who are already working for the company. Management can
propose a scheme for EMPLOYEE REFERING.

Internal Promotions should be done on regular basis

during specified time-period.

102
 All selection tests i.e. Ability tests, Aptitude tests,
Personality tests, Interest tests, written tests, should be
given equal weightage during selection process.
Salary structure should be in match with companys same
level present employee and market value.
Physical examination and reference check should be
given due consideration after selecting a candidate.

Induction should be properly done for selected

candidate. The idea is to make the new selected employee
feel at home in the new environment.
Effectiveness of the selection process should evaluate on
regular basis for ensuring availability of competent and
committed personnel. In order to do so, a periodic audit can
be done.

103
CONCLUSION

CONCLUSION

104
Every company looks for an employee, who can work
effectively. They are in search of a person who has the
maximum skills required for the job. After selecting the
right person, the companys main aim is to place that
person at the right job. The main strength of any company
is its employees. Effective workers are the best route to
success. For this reason, company's strives to attract and
hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that

plague organization is people related because they dont
place more emphasis on getting the recruitment process
right. If they get the right person in the right job at the right
time, bottom-line and many other business benefits are
immediate, tangible and significant. If they get the wrong
person in the wrong job, then productivity, culture and
retention rates can all take a hit in a big way.

Steel Authority Of Indias Limited has competent and

committed workforce, still there are scope for more

105
improvements. To ensure that company recruits the right
people, it has to identify essential skills and behaviors that
applicants should demonstrate. For each position there
should be a job description outlining typical duties and
responsibilities and a person specification defining personal
skills and competences. The emphasis should be on
matching the needs of the company to the needs of the
applicants. This would minimize employee turnover and
enhance satisfaction.

It is important for the company to have a clear and concise

recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of
the right candidate at the right place quickly. Creating a
suitable recruitment policy is the first step in the efficient
hiring process. A clear and concise recruitment policy helps
ensure a sound recruitment process.

Management should structure and systematically organize

the entire recruitment processes. It should Offers tolls and
support to enhance productivity, solutions and optimizing

106
the recruitment processes to ensure improved ROI. The
Recruitment Management System (RMS) should be such
that it helps to save the time and costs of the HR recruiters
in company and improving the recruitment processes.

107
BIBLIOGRAPHY

BIBIOLOGRAPGY

108
BOOKS REFERRED
Human Resource and Personnel Management, K.
Aswathappa,
Human Resource Management , Khanka

WEBSITES REFERRED
www.mbdalchemie.com
www.google.com
www.recruitment.naukrihub.com
www.citehr.com
www.hrmguide.co.uk
www.oneclickhr.com
www.wikipedia.com

OFFICIAL
NHDC employee information handbook

109