A Project Report

ON

SELECTION POLICY ADOPTED BY SUNFLAG IRON AND STEEL COMPANY LTD.BHANDARA ROAD, WARATHI.
Submitted In:In partial the Requirement For the award of
-:

A STUDY OF RECRUITMENT AND

fulfillment of degree of

BACHELOR OF BUSSINESS ADMINISTRATION (BBA)

RASTRASANT TUKDOJI MAHARAJ NAGPUR UNIVERSITY, NAGPUR.

2011-2012
Miss. Pooja Vinay Bhure
-: Principal: Co-ordinator&guide:Dr. V.P.Dhomne Dr.Prashant Manusmare -:

-: Submitted by:-

DEPARTMENT OF BBA, BCCA, &MCA J.M.Patel College of Art, Commerce, Science& Management, BHANDARA.

Declaration
I Miss.Pooja Vinay Bhure hereby declare that this dissertation entitled Recruitment and Selection Policy Adopted by SISCO. Is the result of my own work under the able guidance of Prof. P. A. Manusmare and the same has not been previously submitted by me to this university nor to any other University. The project shall be liable to rejected and/or canceled if found otherwise.

Place:- Bhandara Vinay Bhure Date:B.B.A.IIIrd Year

Pooja

Acknowledg ement
Each steps in learning of life is an opportunity which adds to our personality. A research project is usually never one man shows, but it is very much the product of collectively efforts. I would like to add a few heartful words for the people who were the part of this work in numerous ways ,people who gave unending support right for the stage the ideas was conceived.

Behind every successful work there are some sort of impetus provided by some . my guide Prof. Manusmare has help me immensely on accomplishing this research project. I knowledge m,y sincere thanks to Dr.V. P.Dhomne principal J.M.P.C.Bhandara and Co. Ordinator Dr. P. A. Manusmare for providing me all possible help and facility which are available at there disposal. This work could not have been complete without the active support and encouragement of my professor and colleagues of J. M. Patel College, Bhandara. I express my sincere thanks to you all. Place :-

Pooja Vinay Bhure

Date :BBAIIIrdyear

Contents
Introduction
Company profile Topic Introduction

Objective Research Methodology Hypothesis About Topic Data Collection& Analysis Conclusion Suggestion Limitation Bibliography

Introduc tion
A) Company profile
Company History Product Board of directors

ABOUT SUNFLAG STEEL COMPANY The Sunflag group, founded by Shri Satyadev Bhardwaj in

Kenya in 1937, today has its operations spread over 6 countries spanning 3 continents and a diversified range of activities. Sunflag has established the state-of the-art special steel mill in India built in technical collaboration with Mannesmann Demag and Krupp Industrietechnik, West Germany. Sunflag steel uses the (Sponge iron + Liquid Pig Iron)--Electric arc furnace--Ladle heating Furnace .New Continuous casting machine--Rolling mills route, backed up by the state-of-the-art technology and computerized process control. Sunflag has a state of the art integrated steel plant at bhandara ,India. The plant has capacity to produce 2,00,000 tonnes per annum of high quality special steel using iron ore and non cooking coal as basic inputs. The plant comprises a 150,000 tonnes per annum Direct Reduction Plant, to produce sponge iron for captive consumption in the Steel Melting Shop. This has and ultra high power Electric Arc Furnace with eccentric bottom tapping arrangement, a ladle furnace, a vacuum degasing furnace, a continuous caster with auto mould level controller and electromagnetic stirrer. Sunflag has also installed a modern steel melt shop and rolling mill with a capacity of 120,000 tonnes per annum in Nigeria, to meet a growing demand for steel in the country. Sunflag Iron and Steel Co. Ltd., Bhandara road Bhandara, has got record in steel sector within short period of its inception in 1989. It is one of the biggest integrated Iron and steel plant having capacity to produce 150000TPA Of DRP and 200000TPA of alloy steel billets and section.

The Board of Directors of the Company (as on 31/3/2004)

Directors:-

Mr.P.B.Bhardwaj (chairman)

Mr. Ravi Bhardwaj (Vice chairman&Managing Director) Mr.S.Gajendra (Director)

Dr. E.R.C.Shekar (Director) Mr.Pranav Bhardwaj (joint managing director) Mr.Surendra Kumar Gupta (Whole Time Director) Mr. Naresh Gwalani (Nominee Director)

Products of company

Flat product:-(size 44mm wide to 120mm wide) Rounds:15mm to 90mm in diameter Rounds concerned squares Steel roda Long products(steels slab) Steel wire Flat bars H.R.Coil Hexagons RCS IRE ROD HEX A\F Sharp counters SCS Square

Brief description of production process

Production Production Production Production Production Production

process process process process process process

of of of of of of

DRP CPP SMS BSM ASM Bright Bar Division

Notes
DRP Direct Reduction Plant CPP Captive Power Plant SMS Steel Melting Shop BSM Bright Section Mill ASM Alloy Section Mill MBF Mini Blast Furnace CP Coinage Plant

About Production Process

Sinter Plant (SINTER):- A 33 M2 sinter plant, designed by Beijing Sino-Steel industry & trade Group Corp.(SSIT) and Jiangsu Province Metallurgical Designing Institute (JSMDI) Co. Ltd. The technology of it is based on principle of economical, applicable safe and operational. The annual production is expected to be 4, 70,000 Tones.

MiniBl ast

Furnace (MBF):- A Blast furnace of working volume 350 M3 designed by MECON Ltd. to produce 2,30,000 MT / annum of basic grade hot metal has been installed and successfully commissioned. The hot metal is mainly used in the steel melting shop

as a raw material and surplus hot metal poured in pig casting machine. The Pig casting machine is designed by KBS Paramount & capacity 800 Tones per day (TPD). The Blast furnace gas is used for stoves heating, heating of preheating furnace of bar and section mill, heating of boiler, sinter plant. Slag which is a byproduct is mainly sold to cement plants.

Direct Reduction Plant (DRP):- Based on

DRP per ore flue of Electric power.

Krupp's Codir process. The can produce 150,000 tones year of Sponge iron from iron and coal. Additionally, the gases help generate 30 MW

Power Plant (PP):- A 30 MW Captive Power Plant is

having two turbine set and two boilers. One boiler operates on Waste Gas from the DRP and another on Coal fluidized bed.

Electric Arc Furnace (EAF):-

Mannesmann Demag make 50/60 tones Ultra--high-power and Eccentric-bottom-- tapping EAF with computer controlled continuous charging and dynamic energy management system. It ensures low tramp elements like bismuth, copper, tin etc. and at low cost.

Bar and section mill (BSM):- The

60 tones per hour, 18 stand, 2 high continuous Mannesmann designed rolling mill is equipped with walking hearth type reheating furnace, process control through real-time computers, Closed circuit TV system for billet and bar movements.

Production process

SISCO Ltd (production process)

DRP MBF

CPP Coinage

SMS Rolling

Mills

Alloys section &section mills

Bars

Sunflag Iron &Steel

Organization chart Human Resource Department

Sr. President

Asstt. General Manager

Sr. Manager

Deptt. Manager

Officer

B) Topic Introductio n

Concept of Recruitment & Selection

Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization in other words. The recruitment stand for discovering the source from where potential employees will be selected. Selection is the process by which all candidate s are dividing into two groups Viz. Those selected and those rejected. Through the series of steps such as the scrutiny of the application, obtaining reference, administration of test holding of interviews etc. The purpose of selection is to use the suitability of the candidate for certain position in the firm. Recruitment Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. Recruitment is the process of searching for prospective employees and motivating them to apply for job in the organisation.recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. In the other word the recruitment stands for discovering the source from where potential employees will b e selected. Systematic recruitment leads to greater productivity, higher moral, reduction in labour turnover and better reputation of the concern. Recruitment is the process to discover the source of manpower to meet the requirement off the staffing and to effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force. The purpose of requirement is to locate source of manpower to meet requirement and job specification.

Selection Selection is the process by which all candidates are dividing into two groups i.e. those selected and those rejected. Through the series of steps such as the scrutiny of the application, obtaining reference, administration of test, holding of interviews etc. A purpose of elimination is continues until the right kind of people are selected to find out a whether a person is suitable for a job. Collectively constitute the selection process. It usually starts with the scrutiny of application fore and ends when a final opinion is expressed regarding the suitability of candidates. The purpose of selection is to use the suitability of the candidate for certain position in the firm The common personal qualities that can be regarded as the use for selection may comprise education, training, experience skill, intelligence, aptitude, attitude, physical appearance, age, sex, marital status and physical characteristics.

Obj ective

Objective of study

To study the various aspects of recruitment & selection procedure adopted by SISCO.

To study determinant of selection procedure.

To study different methods of selection procedure. To study the effect of recruitment &selection procedure on employees.

To study the impact of recruitment &selection process on organization.

Res earch Methodolo gy

Research methodology Definition:-

The science dealing with principles of procedure in research and study. A research methodology defines what the activity of research is, how to proceed, how to measure progress, and what constitutes success. Research is the process of systematic and in depth study or research of any topic backs by the collection interpretation and presentation of relevant data methodology is important in any research work. A model of following steps are prepared and presented in the dissertation of work. Data is of two types:1) Primary data 2) Secondary data Primary Data: Questionnaire Method Observation Method Interviewing Method Experimentation Method

Secondary Data: Books Magazines Journals www.sunflag.com

1) Questionnaire Method A questionnaire is the sequence of question designed to draw out facts and opinion and which provide a vehicle for recording the data. Types of questionnaire 1. Structured Questionnaire 2. Semi-structured Questionnaire 3. Unstructured Questionnaire

2) The observation method The observation method is a commonly used method in sciences. In this method instead of questioning the respondent the researcher observe the subject and record relevant behavior. Types of observation Participant observation Non participant observation 3) The experimentation methodExperimentation is the most sophisticated exacting and powerful method for discovering as developing an organized body of knowledge. The term experiment implies the preexistence of certain problem involves and it involves manipulating certain independent variable with the objective of studying the effect of such manipulation on one or more dependent variable.

4)Interviewing method- interviewing is the most common method of data collection. Types of interview1) The structured interview 2)Unstructured interview In SISCO I collect primary data related recruitment & selection process. I choose interview method . this interview method pro vides an opportunity to note the body language of respondent it also gives room for any clarification &explanation required by the respondent. In SISCO Mr. Samir Patel recruitment &selection officer guided me & I ask some question he gives me some information related topic .

Secondary data:Secondary data may be defined as data that has been collected earlier for some purpose other than the purpose of the present study . any data that is available prior to the commencement of the reaserch project is secondary data , & therefore secondary data is also called as historical data .

Sources of secondary data :-

1) Publish 2) Unpublished

Hypot hesis

Hypothesis

A hypothesis is a tentative organization the validity of which has got be tested hypothesis is found to be tired a theory is obtained. It is made in order to find out correct explanations of the phenomenon through investigation on the basis are hypothesis facts are observed and collected.

Following are the hypothesis of study:-

That the recruitment & selection procedure adopted in SISCO have the significant effect on organization.

That the recruitment &selection procedure adopted in SISCO does not have the significant effect on organization.

Abo ut topic

About topic Recruitment Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. Recruitment is the process of searching for

prospective employees and motivating them to apply for job in the organisation.recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. In the other word the recruitment stands for discovering the source from where potential employees will b e selected. Systematic recruitment leads to greater productivity, higher moral, reduction in labour turnover and better reputation of the concern. Recruitment is the process to discover the source of manpower to meet the requirement off the staffing and to effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force. The purpose of requirement is to locate source of manpower to meet requirement and job specification. Recruitment and selection constitute staffing function of management. Scientific selection ensures right man for the right job. For creating a team of efficient, capable and loyal employees, proper attention needs to be given to scientific selection of managers and other employees. The conventional approach of selecting managers in a casual manner is now treated as outdated and is being replaced by scientific and rational approach. The basic principle in selection is "right man for the right job" and can be achieved only through scientific recruitment and selection. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. In the recruitment process, the available vacancies are given wide publicity and suitable candidates are encouraged to submit

applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different sources of recruitment such as newspaper advertisement, employment exchanges, internal promotions, etc., are used. In the recruitment, a pool of eligible and interested candidates is created for the selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees. Recruitment is a positive function in which publicity is given to the jobs available in the organisation and interested candidates (qualified job applicants) are encouraged to submit applications for the purpose of selection.

Need for Recruitment

The need for recruitment may be due to the following reasons / situations :a. Vacancies : due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover. b. Creation of new vacancies : due to growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job respecification Sources of recruitment

Selection Selection is the process by which all candidates are dividing into two groups i.e. those selected and those rejected. Through the series of steps such as the scrutiny of the application, obtaining reference, administration of test, holding of interviews etc. A purpose of elimination is continues until the right kind of people are selected to find out a whether a person is suitable for a job. Collectively constitute the selection process. It usually starts with the

scrutiny of application fore and ends when a final opinion is expressed regarding the suitability of candidates. The purpose of selection is to use the suitability of the candidate for certain position in the firm The common personal qualities that can be regarded as the use for selection may comprise education, training, experience skill, intelligence, aptitude, attitude, physical appearance, age, sex, marital status and physical characteristics. Selection is next to recruitment. It is the process of choosing the most suitable candidates (Properly qualified and competent) out of many interested candidates. It is a process of selecting the best and rejecting the rest. In this selection process, interested applicants are differentiated in order to identify those with a greater likelihood of success in a job. Such candidates are selected and appointed. Selection is a negative function as it relates to elimination of unsuitable candidates. 'Right man for the right job' is the basic principle in selection. Selection of suitable candidates is a responsible type of work as selection of unsuitable persons for jobs creates new problems before the business unit. For appropriate selection, scientific procedure needs to be followed.

Steps In The Scientific Selection Process

In the selection procedure, out of the available / interested candidates, the best one is selected through written test, psychological tests, personal interview and medical examination. Such lengthy procedure is followed in order to select the most suitable candidate. Selection process is a screening process. It is a type of hurdle race to the candidates. Final selection is possible only when the candidate completes this hurdle race successfully. Lengthy selection procedure is needed for scientific selection of candidates. Steps involved in the selection procedure are:1) Job Analysis: job analysis prepares proper background for recruitment and selection. It gives details of a job to be performed and the human qualities and qualifications required for performing that job efficiently. Scientific selection is possible only when it is made in the light of the details available from job analysis. Job means an activity performed in one or the other department of a business unit.A job includes various positions. Clear and detailed understanding of the job is called job analysis or job study. 2) Advertisement: This medium is widely used for recruitment of all categories of personnel. Though quite costly, it provides a wide choice as it attracts large number of candidates from all over the country. The qualities and qualifications expected from the candidates are usually mentioned in the advertisement. 3) Collection of Applications Blanks : In this step, applications with necessary details are collected from interested candidates. Some companies give advertisement in the press and ask interested candidates to submit applications on a prescribed form. 4) Scrutiny of Applications Received : After the last date fixed for the receipt of applications, officer from the personnel department starts the scrutiny of applications received. Incomplete applications are normally rejected. Applicants, who do not possess required qualifications, experience, etc., are also rejected. Along with this, the certificates, testimonials and references are checked.

5)Written Tests : After the scrutiny of applications, a final list of candidates for written tests is prepared. The purpose of such tests is to judge the knowledge of the candidate and also to find out his :a. Intelligence, b. Aptitude, c. Capacity, d. Interests and e. Suitability for a specific job. Trade test is particularly necessary in the case of technical jobs such as junior engineer, computer engineer and research assistant and so on. At present, such test is given in the case of all types of jobs. For example, written tests are used by Banks and public sector organisations for selection purpose. 6) It is also possible to reject candidates whose performance in such written tests is not up to the mark. Testing of candidates is a lengthy process particularly when the number of applicants is large. In such testing, the process of elimination can be introduced. For example, all candidates may be invited for the first test and' the candidates with poor performance in the first test need not be called for the second test. 7) Psychological Tests : The psychological tests given to candidates include the following tests :f. Intelligence test, g. Aptitude test, h. Interest test, i. Achievement test, j. Analytical test, k. Performance test, l. Synthetic test and m. Personality test. Each test needs to be given separately and each test is useful for judging specific quality of a candidate to be selected for the executive post.

8) Personal Interview : The candidates who have shown reasonably good performance in the written examination and psychological tests are called for personal interview. Interview technique is used extensively for the selection of managerial posts. This interview is conducted by one interviewer or by a group of interviewers including top officers of the company and other professional experts. The candidate is asked various questions about his qualifications, experience, family background and performance in the written test and psychological tests by the interviewers during the course of the interview. In this final interview, an attempt is made to judge overall personality of the candidate. The selection committee notes the plus and minus points of every candidate and selects the best candidates for appointment by applying certain uniform norms. Here, 'short-listing of candidates' is done for final selection as per the need of the organisation. The final selection depends partly on the performance of the candidate in the tests and also on the performance in the personal interview. 9) Reference Check : The candidate is required to give at least two references which may be :n. Educational, o. Social and p. Employment. These references help to cross check the information provided by the candidate. 10) Medical Examination : The purpose of medical examination is to judge the general health and physical fitness of the candidate. Candidates who are not physically fit for the specific job are rejected even when they show good performance in the tests and personal interview. Medical test is taken in the case of all candidates before appointment. In case of certain jobs, the test is of a general nature. However, medical examination has special importance in armed forces. 11) Final Selection for Appointment : The selection procedure comes to an end when the final appointment letter is sent to the candidate with a request to join the organisation on

a particular date. This means the 'job is offered to the selected candidate' and he is asked to join the organisation within a specific time limit.

Data collectio n

& Analysis

Data collection & analysis Man Power in Sunflag

Sr. no 1 2 3 4 5

Category Workmen Staff Contractor Big contractor Small contractor Tatal

No.of employees 600 419 784 21 10 1863

Eight pillar approach Individual improvement

Personal maintenance

Development management

Education & training

Autonomous maintenance

Quality maintenance

Office TPM

Safety, Health, Environment

Qualification required with respect to position at SISCO

POST TOP LEVEL Director Ex. director General manager Sr. V.P. MIDDLE LEVEL Asstt. G.M. Sr. manager Plant engineer foreman

BASIC QUALIFICATION

EXPERIENCE

B.E. in metallurgy B.E. in metallurgy B.E. in metallurgy PGDPM

20-25 year 20-25 year 18-20 year 25-32 year

B.E. in metallurgy Diploma in metallurgy Diploma in metallurgy Diploma in metallurgy

15-20 year 10-15 year 8-10 year 5-7 year

LOWER LEVEL Supervisor Technician G-1 to G-7 Workers Diploma/ITI Diploma/ITI Skilled Unskilled 1-2 year 5-7 year

TOP MIDDLE

LOWER

Employee recruited in SISCO

2005
Joined (A7)

2006 1

2007 9

2008 195

2009 159

2010 27

Conclu sion

Conclusion
Thus from analysis of Recruitment & selection procedure at Sunflag iron &steel co. ltd (SISCO) the following conclusion are drawn . The recruitment& selection policy at SISCO is quite good as they recruit & selected candidates for the top level from mega search & giving the very much opportunity to local candidates at lower level. Hence they select the right man at the right place. The selection procedure at SISCO is such a way that only desirable candidates are gets selected as there is no possibility in the procedure for personal bias. Therefore qualities acquired by the employees are as per the requirement of the job. The workers are selected preferably from local area or contractor therefore there is more satisfaction amongst the workers as well as goodwill of the organization increases in this area of Bhandara District.

Sugg estion

Suggestion

It should be flexible and proper to accomplish the changing needs. It should highlight the necessity of job analysis especially for technical job. It should offer promising opportunities for a life time career. It should assure each employees for achievement of personal as well as employment goals.

Lim itation

Limitation

The limitations of my topic are:-

1) The conclusion drawn on the perception of the researcher

2) The conclusion drawn on the basis of data provided by the company.

3) The research work completed in short period of time therefore there may be vogue.

Biblio graphy

Bibliography
Human resource management . Personal management . V.P. Michel C.B. Mamozia

Human resource management . www.sunfag.com

S.S.Khanka