jp -project

P a g e | 1

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

JAYPEE CEMENT (Allahabad) Enrollment No. 302818

JAIPRAKASH ASSOCIATES LTD. FMS, BHU

P a g e | 2

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.

Date: Arjun Kafle

MBA III semester

Enrollment No. 302818

FMS, BHU

Varanasi-221005

Acknowledgement

P a g e | 3

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-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

P a g e | 4

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 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.

P a g e | 5

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 Training and Development Employee Care Initiatives

P a g e | 6

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

10 RIVALS OF JAYPEE GROUP

11 CURRENT POSITION

12 KEY PERSONNEL

PART TWO (ABOUT THE REPORT)13 RECRUITMENT AND SELECTION14 RECRUITMENT & SELECTION PROCESS15 SOURCES OF RECRUITMENT16 FACTORS AFFACTING RECRUITMENT PROCESS

PART THREE (RESEARCH METHODOLOGY)17 INTRODUCTION 18 OBJECTIVE OF RESEARCH

19 METHOD OF DATA COLLECTION

20 SAMPLE DESIGN21 ANALYSIS OF DATA22 RESULT

23 ASSESSMENT OF FINDINGS

24 SUGGESTIONS

25 SUMMARY

P a g e | 7

BIBLOGRAPHY

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 known as Portland in England this cement was called Portland cement.

P a g e | 8

P a g e | 9

CEMENT MANUFACTURING PROCESS

Limestone Mining Process

Crushing & Stacking Process

Crushing limestone

Stockpile-storage

Reclaiming Process

Raw meal grinding process.

CB\CF silo raw meal storage

Pyro process

Cooling of Clinker

Clinker

Cement grinding process

Cement

Laterite ,lron Ore

Coal Crushing Stacking / Reclaimit

Coal Grinding Process

PozzolonaGypsum

P a g e | 10

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

P a g e | 11

Clinker gypsum Fly Ash

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

COMPANY PROFILE

PART ONE

COMPANY

PROFILE

P a g e | 12

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.C. Hotel and tourism.D. Information's Technology.E. Education.F. Cement.

P a g e | 13

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

c) Chamera hydro electric project. Himachal Pradesh.

P a g e | 14

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)

P a g e | 15

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 DIVISIONEarlier 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 over 1500 trucks per day. The basic raw

material for manufacturing cement is lime Stone.The Company has a total

P a g e | 16

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

We aim to achieve perfection in everything that we undertake and we have

a commitment to excel!.. it is the determination to transform every

P a g e | 17

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.

P a g e | 18

VALUE SYSTEM

Our Pledge Our Strength Our Concerns

Leadership in

Market Cent percent

Capacity Utilization

Pollution Control

Determination

Human Resource

Team Work

Customer needs

and rights

Consistent high

quality of cement

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.

P a g e | 19

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

P a g e | 20

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

P a g e | 21

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.

P a g e | 22

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.

P a g e | 23

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.

P a g e | 24

PART 02

REPORT

DETAILS

P a g e | 25

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.

P a g e | 26

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 to be negative

because it rejects a good member of those who apply, leaving only the best to be

hired.”

P a g e | 27

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”.

“Selection of employees is the process of picking up the most competent and

suitable candidates”.

P a g e | 28

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.

P a g e | 29

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.

P a g e | 30

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

COLLECTION OF RESUMES

INTERNAL SOURCES EXTERNAL SOURCES

REFRENCES LAND CASES ADVERTISEMENT DATA BANK

WALK IN INTERVIEWS CAMPUS INTERVIEW

P a g e | 31

1. It encourages inter-personal politics and bickering.

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.

P a g e | 32

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 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,

P a g e | 33

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 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

P a g e | 34

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 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.

P a g e | 35

P a g e | 36

Surveyor Electrician Turner Diesel Instructor Welder

DATA BANK

TECHNICAL NON-TECHNICAL

MBA, MCA etc. ITIENGINEERSOPERATORS

Mechanical Electrical Production Instrumentati

P a g e | 37

P a g e | 38

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.

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

P a g e | 39

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

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.

P a g e | 40

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.

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.

P a g e | 41

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

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.

P a g e | 42

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

Provides for better measurement of HR performance

Allows for the sharing of applicant pools

PART 03

RESEARCH

METHODOLOGY

P a g e | 43

RESEARCH

METHODOLOGY

INTRODUCTION

OBJECTIVE OF RESEARCH

P a g e | 44

METHOD OF DATA COLLECTION

SAMPLE DESIGN

ANALYSIS OF DATA

FINDINGS OF STUDY

RESULTS

ASSESSMENT OF FINDINGS

SUGGESTIONS

SUMMARY

P a g e | 45

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.

P a g e | 46

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:

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.

P a g e | 47

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.

P a g e | 48

Sample Design

Sample Design

Sample size: Sample Size is 20

Method of sampling: Deliberate Non-probability sampling was used

P a g e | 49

PART 04

ANALYSIS

OF DATA

P a g e | 50

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%

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.

P a g e | 51

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%

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.

P a g e | 52

Q. 3 Prior to interview process how would you rate the quality of recruitment related information provided by Jaypee compared with other organization ?


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.

P a g e | 53

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

Campus interview 8 40%Press advertisement 7 35%Employment agencies 2 10%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.

P a g e | 54

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 ?

P a g e | 55

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

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%

P a g e | 56

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.

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 %

P a g e | 57

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 ?


P a g e | 58

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?


P a g e | 59

INTERPRETATION:

For interview arrangements the respondents perceived 40% good and 20% excellent. So, here it can be said that it is satisfactory.

Q. 11 How would you grade the interviewer’s attitude at the time of personnel interview?


P a g e | 60

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.

P a g e | 61

Q 12 how would you rate your comfort level during interview?


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.

P a g e | 62

Q.13 how would you rate the arrangement of your personnel requirement ( travel allowances/ accommodation/ refreshment)?


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?

P a g e | 63

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.

Q. 15 How would you rate the clarity of communication in the arrangements of recruitment and selection?

Excellent 6 30%

P a g e | 64

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%

P a g e | 65

Very low 0 0%Total 20 100%

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 Benefit 3 15%Growth Potential 9 45%Working Env. 2 10%

P a g e | 66

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 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%

P a g e | 67

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.

P a g e | 68

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

P a g e | 69

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.

P a g e | 70

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

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

a) Jaypee web siteb) Job portalsc) Local or National Newspapers or Professional Journalsd) Any other source

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

a) Excellentb) Goodc) Averaged) Poor

P a g e | 71

3. Prior to interview process how would you rate the quality of recruitment related information provided by Jaypee compared with other organizations?


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

a) Campus Interviewb) Press advertisementc) Employment agenciesd) Internet

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

a) Onlineb) Hard copy

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

a) Very highb) Highc) Lowd) Very low

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


P a g e | 72

8. How would you rate the clarity or simplicity of instructions given in the application form?


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


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


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


P a g e | 73

12. How would you rate your comfort level during interview?


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


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

a) Very highb) Highc) Low

d) Very low

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


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

a) Very highb) Highc) Lowd) Very Low

P a g e | 74

17. What are the reasons behind joining JAYPEE?

a) Brand Nameb) Compensation benefitsc) Growth potentiald) Working Environment

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


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

__________________________________________________________________________________________________________________________

_____________________________________________________________

(THANK YOU FOR YOUR TIME & PARTICIPATION)

P a g e | 75

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

jp -project

Documents

management of human

human resources department

human resource management

recruitment selection

jaypee cement factory

cement industry

human force

arjun kafle page