RESEARCH PROPOSAL ON

RECRUITMENT AND SELECTION IN

STEEL AUTHORITY OF INDIA LIMITED
INDIAN INSTITUTE FOR PRODUCTION MANAGEMENT

Submitted for Partial Fulfillment of

MBA 1st year Master of Business Administration (2018-2020)
Degree under BPUT Rourkela
Faculty Guide: Submitted By:
Mr. Rakesh Kumar Panigrahi Shaini Ekka
MinzAsst.Professor(Finance) Roll no. 28
 INTRODUCTION
Steel Authority of India Ltd. a Navaratna public sector
undertaking of GOI , is the leading steel making company in
India and ranked world ‘s seventeenth largest steel producer in
2005. Incorporated in 1973, steel authority of India (SAIL) is the
largest integrated steel producer in India with multi -
location facilities of production. It manages and operates four
integrated steel plants at bhilia (chattisgarh) ; bokaro
(Jharkhand); Durgapur (west Bengal); rourkela (Orissa) and
IISCO (west Bengal). It also has three units making stainless and
alloy steel at Durgapur (west Bengal); salem (tamil nadu) and
bhadravati (Karnataka).
Sail manufactures and sells a broad range of steel products,
including hot and cold rolled sheets and coils , galvanized
sheets ,electrical sheets, structural , railway products, plates ,
bars and rods , stainless steel and other alloy steel. Sail
produces iron and steel at four integrated plants and three
special steel plants, located principally in the eastern and
central regions of India and situated close to domestic sources
of raw materials, including the Company’s iron ore, limestone
and dolomite mines.

OBJECTIVE OF THE STUDY

 To know about the selection and recruitment process in
SAIL.
 To know the practical implementation on the theory of
recruitment and selection.
 LITERATURE REVIEW
RECRUITMENT - Placing the RIGHT PERSON in RIGHT PLACE at
RIGHT TIME.
Recruitment is a process of finding and 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.
Recruitment is an important part of an organization’s 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 job
holders.
RECRUITMENT PROCESS
Recruitment process is a process of identifying the jobs
vacancy, analyzing the job requirements, reviewing
applications, screening, shortlisting and selecting the right
candidate.
A general recruitment process is as follows
Step 1: Identify Vacancy and Evaluate Need
Step 2: Develop Position Description
Step 3: Develop Recruitment Plan
Step 4: Select Search Committee
Step 5: Post Position and Implement Recruitment Plan
 Step 6: Review Applicants and Develop Short List
Step 7: Conduct Interviews
Step 8: Select Hire
Step 9: Finalize Recruitments

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.
Recruitment candidates from all the other sources are known
as the EXTERNALSOURCES of recruitment.

SOURCES OF RECRUITMENT
The different types of external and internal sources of
recruitment are given below:
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
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 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.
SELECTION PROCESS: Selection is a long process, commencing
from the preliminary interview of the applicants and ending
with the contract of employment.
Steps in the Selection Process –
 Reception.
 Screening Interview.
 Application Blank.
 Selection tests.
 Selection Interview.
 Medical Examination.
 Reference Check.
 Hiring Decision.
 Placement.
RECRUITMENT SOURCES OF SAIL
INTERNAL SOURCES:-
1. PROMOTIONS:- Sail promotes the employees from one
department to another with more benefits and greater
responsibility based on efficiency and experience.

2. EMPLOYEE REFERRALS:- Sail has structured system where

the current employees of the organization refer their friends
and relatives for some position in the organization.

EXTERNAL SOURCES:-
1. PRESS ADVERTISEMENTS:- Advertisements of the vacancy in
newspapers and journals are a widely used source of
recruitment.2.
2. E-RECRUITMENT:- Sail uses Internet as a source of
recruitment. E- Recruitments the use of technology to assist the
recruitment process
SELECTION PROCESS IN SAIL

 Initially HR specialists conduct the PRELIMINARY

INTERVIEW to eliminate unqualified job seekers based on
the information supplied in their application forms.
 HR specialist conducts different types of SELECTION TESTS,
depending on the job to determine the applicant’s ability,
aptitude and personality.
 Then HR specialists conduct the EMPLOYMENT
INTERVIEW.
 One to one interview
 Sequential interview
 Panel interview
 RESEARCH METHODOLOGY

The study involves personal interviews which were based on a

questionnaire format. A Research methodology defines the
purpose of the research, how it proceeds, how to measure
progress and what constitutes success with respect to the
objectives determined for carrying out the research study.
DATA COLLECTION
SECONDARY SOURCES:
The secondary data has been collected from:
 Internet, websites
 Organizational Reports
 Case Studies
 Business magazines
 Books
 Journals on e-learning Industry.
 Data from survey was collected by a researcher from
questionnaires and personal interview

ANALYSIS OF DATA
1. Is there a well refined Recruitment Policy in your
organization?

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 organization’s recruitment policy is strong & well
defined. And 45% employee feel that the organization
recruitment policy is moderately agree . Majority of
employees feel that policy is well defined which is a great
morale victory on the part of management.
2. Do you think the need for manpower planning is given due
consideration in your organization and the manpower
requirement is identified well in advance?

CONCLUSION
Human Resource Planning is understood as the process of
forecasting an organization’s 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

3. Which internal source of recruitment is followed by the

company and given more priority?
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.

4. Which external source of recruitment is followed by the

company and given more priority?
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 .

5. Which are the parameters on which candidates are evaluated

(give ratings out of 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.
Above analysis represents that employees believe that
experience and skills are mostly preferred parameter for
evaluating candidates.

FINDINGS

 There is a good recruitment policy of the organization

 Manpower planning is given importance
 Internal Promotions and Job Portals are mostly used
recruitment source.
 Advertisement is usually done for external source of
recruitment.
  Experience and skills are mostly preferred parameter for
evaluating candidates.

LIMITATIONS

 As the sample size was small, hence conclusions cannot be

generalized.
 The research is purely based on secondary resources and
therefore it is difficult to give assurance for all the data
and parameters.

RECOMMENDATIONS
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.
 Internal Promotions should be done on regular basis
during specified time-period.
 CONCLUSION

Every company looks for an employee who can work

effectively. They are in search of a person who has
maximum skills required for the job. After selecting the
right person, the company’s 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 strive to attract and
hire the best, and to provide the best place to work.

Steel Authority of India Limited has competent and

committed workforce, still there is scope for ore
improvements. To ensure that company recruits the right
people, it has to identify essential skills and behavior that
applicants should demonstrate. For each position there
should be a job description outlining typical duties and
responsibilities and a personal specification defining
personal skills and competences.
BIBLIOGRAPHY
BOOKS REFERRED
 Human resource and personnel management,
K.Aswathappa

WEBSITES
 www.google.com
 www.wikipedia.com