BIRLA INSTITUTE OF TECHNOLOGY AND

SCIENCE ( BITS )
PILANI

ROURKELA STEEL PLANT

MIDSEMESTER REPORT 15/6/2016

A Report on Recruitment and Selection Process in

Rourkela steel Plant.

Prepared for Partial Fulfillment of the Practice School-I

Course No: BITS C221/BITS C231/BITS C241

Prepared by :
Abhishek Agarwal ( 2014A1PS594G )
Hitesh Mehta
( 2014A1PS638G )

ACKNOWLEDGEMENTS
This undertaking would not have been possible without the guidance and support of the
project mentor Dr. Gajanand Gupta. Special thanks to Mr. Rajendra Misra and Mr. V.
kullu for their contribution .Without the voluminous material provided by them, it would not
have been possible to present this report. We are highly indebted to HelpAge India Ahmedabad for providing this opportunity for us to be a part of their organisation.
We would like to express our special gratitude and thanks to the Rourkela
Steel Plant, Rourkela staff for encouraging us in our endeavour.
Our thanks and appreciations also go to our colleagues in developing the
project and people who have willingly helped us out with their abilities.

ABSTRACT
This summer internship project report on Recruitment and Selection is
prepared for applicants . This Recruitment & Selection project is been
prepared to put a light on Recruitment and Selection process. This project
report includes Meaning and Definition of Recruitment and Selection, Need
and Purpose and Process of Recruitment, Evaluation of Recruitment
Process, and Recruitment Tips. Sources of Recruitment through which an
Organisation gets suitable application. Scientific Recruitment, Managerial
Recruitment and Selection, which an Organisation should follow for, right
manpower. Job Analysis, which gives an idea about the requirement of the
job. Next is Selection process, which includes steps of Selection, Types of
Test, Types of Interview, Common Interview Problems and their Solutions.
Approaches to Selection, Scientific Selection Policy, Selection in India and
problems.

CONTENTS
1. INTRODUCTION
2. ABOUT ROURKELA STEEL PLANT
3. VISITED DEPARTMENTS AND SOME BRIEF POINTS
3.1. THE PLATE MILL
3.2. THE HOT STRIP MILL
3.3. THE COLD ROLLING MILL
3.4. THE IT DEPARTMENT
3.5. THE HUMAN RESOURCES DEPARTMENT
3.6. THE HEAVY ELECTRICALS DEPARTMENT
4. ABOUT THE PROJECT
4.1 RECRUITMENT
4.2 RECRUITMENT PROCESS
4.2.1 RECRUITMENT PLANNING
4.2.2 STRATEGY DEVELOPMENT
4.2.3 SEARCHING
4.2.4 SCREENING
4.3 SELECTION
4.4 SELECTION PROCESS
4.4.1 PRELIMINARY INTERVIEW
4.4.2 SELECTION TEST
4.4.3 EMPLOYMENT INTERVIEW
4.4.4 REFERENCE AND BACKGROUND CHECKS
4.4.5 SELECTION DECISION
4. CONCLUSION AND END-SEMESTER REPORT OBJECTIVES
5. REFERENCES

1. INTRODUCTION
The Company is known by the people and its employees. Human Resource is the
combination of quantitative and qualitative assessment of human beings in the society. It does
not mean only the number of people working in the organization; but it is the aggregate of
employees, employee skills, knowledge, ability, talents, aptitude, and creativity. The success
and failure of an organization depends to an extent as to how much efficient, experienced,
and capable employees are procured and recruited

2. ABOUT ROURKELA STEEL PLANT

The Rourkela Steel Plant (RSP) was commissioned by the Government of India in 1954, with
collaboration and assistance provided by the Federal Republic of Germany. RSP has long
since distinguished itself as a specialist in the area of special purpose steels in the flat steel
segment. Some of the products produced in the plant are Plates, Hot Rolled Coils, Cold
Rolled Sheets and Coils, and various categories of Pipes. In order to ensure that employed
technology and infrastructure are not rendered obsolete, units of the plant undergo routine upgradation and expansion. Occasionally, plant-wide modernization procedures are undertaken,
as seen in the modernization initiatives of 1988. Operationally, the plant is broken down into
smaller shops (or mills). Examples of such shops are the plate mill, the hot strip mill, and the
cold rolling mill. Manpower and related infrastructure at the plant is handled by its in-situ
Human Resources Department (HRD). HRD at RSP is tasked with the employment of new
workforce, and their related training. In order to retain the plants position as a major player
in the steel industry, HRD implements various training and employee- improvement schemes,
targeting employee groups from the shop floor- level right up to the managerial level.
Furthermore, RSP is equipped with an IT department to service some of their software needs.
The IT departments most notable contribution to the plant is its implementation of the plantwide ERP system, enabled through the use of SAP technology. The IT department also
provides the various mills with networking hardware implements such as servers and LAN
technology, wherever required. It should be noted, however, that the in-house IT department
at RSP is insufficiently equipped to cater to various software development needs faced by
shops of RSP such as the plate mill.

3. VISITED DEPARTMENTS AND SOME BRIEF POINTS

3. 1. THE PLATE MILL
The Plate Mill at RSP consists of 2 mills, namely, the new plate mill, and the old plate mill.
Relevant to this report is the new plate mill. The overall functioning of the plate mill consists
of taking raw metal slabs and converting them to plates, with dimensions as per customer
demand. It should be noted that plates are metal pieces of thickness greater than 5 mm, but
less than 10 mm, whereas sheets are metal pieces of thickness less than 5 mm.

3.2. THE HOT STRIP MILL (HSM)

The Hot Strip Mill (HSM) at RSP is an integrated unit, meaning that it is completely selfsufficient, and supplies its own raw materials. HSM produces Hot Rolled Coils, which serve
as inputs to various other shops in RSP, such as the Cold Rolling Mill. The essential working
component at HSM is the furnace, which is divided into 6 essential zones; the preheating
zones (top and bottom), the main heating zones (top and bottom), and the soaking zones (top
and bottom). Prior to the RSP modernization scheme (1988), there were 4 furnaces. The
modernization scheme laid the foundation for the commission of 2 additional Walking Beam
Reheating Furnaces.

3.3. THE COLD ROLLING MILL (CRM)

The Cold Rolling Mill takes in Hot Rolled Coils from HSM and passes them through 3 major
processes; pickling, cold reduction, and annealing. Pickling involves treatment of the Hot
Rolled Coils with cold, dilute Sulphuric Acid of a pre-determined concentration. This
treatment is done to remove Iron Oxides (scale) and other surface impurities from the metal.
Very often, the acid employed in the pickling process loses its strength. In order to recover
the requisite strength, it is mixed with a fresh sample of Ferrous Sulphate and stronger acid in
pre-determined concentrations. After pickling, the Coils are made to undergo cold reduction.
Here, the pickled coil is fed between 2 extremely hard coils. Cold reduction causes stress to
develop within the coils, thus reducing their ductility. In order to resolve this issue, the coils
are made to undergo annealing.

3.4. THE IT DEPARTMENT

Like every major corporation, RSP has an IT department to resolve its smaller networking
hardware and software needs. The IT departments most notable contribution to the plant is
its implementation of the plant-wide ERP system, enabled through the use of SAP
technology. The ERP system houses all employee records and other useful details, essentially
functioning as an integrated database for the plant. It is equipped with state-of-the-art
technology such as SUN servers and the SUN SL-3000 Tape Library. The IT department also
provides the various mills with networking hardware implements such as servers and LAN
technology, wherever required. It should be noted, however, that the in-house IT department
at RSP is insufficiently equipped to cater to various software development needs faced by
shops of RSP such as the plate mill.

3.5. THE HUMAN RESOURCES DEPARTMENT (HRD)

HRD at RSP is tasked with the employment of new workforce, and their related training. In
order to retain the plants position as a major player in the steel industry, HRD implements
various training and employee- improvement schemes, targeting employee groups from the
shop floor- level right up to the managerial level. The HRD is equipped with quality hostels
and other facilities such as a large auditorium and a sports complex to comfortably
accommodate trainees at the plant. Inside the HRD building is a model room, which
essentially contains a small-scale model of the entire plant. Inside this room are various
metallic samples from shops around RSP for visitors to the plant to observe and feel. The

model room also houses various plaques and posters commemorating the visits of special
dignitaries to the plant as well as various historical milestones in the plants history. Also
housed inside the HRD building is the RSP library. This library is home to a large collection
of works on various aspects of RSP.

3.6. THE HEAVY ELECTRICALS DEPARTMENT

As the name suggests, this department is tasked with maintenance of heavy electrical
machinery and equipment around RSP. They are also responsible for delivering essential
electrical components like PCBs to the required shops. Many of the shops use analytical and
measuring instruments like current transformers. As such, given the nature of the parameters
tested, the measuring devices are constantly exposed to high currents and voltages, thus
requiring constant checking and maintenance. Such tasks come under the purview of the
heavy electrical department. Furthermore, the department provides CCTV service at HSM,
the plate mill, and the plant gates.

4. Recruitment process in Rourkela Steel Plant.

4.1 RECRUITMENT
Recruitment forms the first stage in the process, which continues with selection and cease
with placement of the candidate. Recruitment makes it possible to acquire the number and
type of people necessary to ensure the continued operation of the organization.
Meaning and Definition:
In simple terms Recruitment is understood as a process for searching and obtaining applicants
for jobs, from among the available recruits.

4.2 Recruitment Process

1.
2.
3.
4.
5.

Planning
Strategy Development
Searching
Screening
Evaluation and Control

4.2.1. Recruitment Planning :

The first stage in the Recruitment Process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into a set of objectives is
targets that specify the number and type of applicants to be planned.

4.2.2. Strategy Development :

i.
ii.
iii.
iv.

Make or Buy Employees

Technological Sophistication of Recruitment and Selection Devices
Geographic distribution of labour markets comprising job seekers
Sources Of Recruitment
Internal sources
External sources

4.2.3. Searching
i.

ii.

Source Activation: Source Activation takes place when a job vacancy exists in the
organization. If the organization has planned and well and done a good job of
developing its source and search methods, activation soon results in a flood of
application.
Selling: In selling the, both the Message and Media deserve attention in the
organization. Message refers to the employment advertisements. Media refers to the
source of any recruiting message. For example, Employment Exchanges, Advertises
in Business magazines

4.2.4. Screening
The purpose of screening is to remove from the recruitment process at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal of
time and money. Care must be exercised to assure that potentially good employees are not
lost.

4.2.5. Evaluation And Control

It is necessary as considerable costs are incurred in the recruitment process. Stastical
information should be gathered and evaluated to know the suitability of the recruitment
process.

4.3 SELECTION
Selection has been regarded as the most important function of HR department. It ensures the
organization that; it has right number, right kind of people at the right place and at the right
time.
Meaning and Definitions:
It is the process of differentiating between applicants in order to identify (and hire) those
with the greater likelihood of success.

4.4 SELECTION PROCESS

1.
2.
3.
4.
5.
6.
7.
8.
9.

Preliminary Interview
Selection Tests
Employment Interview
Reference and Background Checks
Selection Decision:
Physical Examinations
Job Offer
Contract Of Employment
Evaluation of Selection program

4.4.1. Preliminary Interview:

The purpose of this interview is to scrutinize the applicants, i.e. elimination of unqualified
applications.

4.4.2. Selection Tests:

Different types of selection tests may be administrated, depending on the job and the
company. Generally tests are used to determine the applicants ability, aptitude, and
personality.

4.4.3. Employment Interview:

The next step in the selection process is employment interview, an interview is conducted at
the beginning, and at the selection process of the employment interview can be one- to-one
interview or panel interview.

4.4.4. Reference and Background Checks:

Many employers request names, address, telephone numbers or references for the purpose to
verify information and gaining additional background information of an applicant.

4.4.5. Selection Decision:

Selection decision is the most critical of all steps in selection process. The final decision has
to be made from the pool of individuals who pass the tests, interviews and references checks.

4.4.6. Physical Examinations:

After selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is often; contingent upon the candidate being declared fit
after the physical examinations.

4.4.7. Job Offer:

The next step in selection process is job offer. Job offer is made through a letter of
appointment. Such a letter generally contains a date by which the appointee must report on
duty

4.4.8. Contract Of Employment:

Basic information is written in Contract of employment that varies according to the levels of
job. After the offer and acceptance of the job certain document is the attestation form.

4.4.9 Evaluation of Selection program:

The broad test of effectiveness of the selection process is a systematic evaluation .a periodic
audit is conducted in the HR department that outlines and highlights the areas which need to
be evaluated in the selection process

4. CONCLUSION AND END-SEMESTER REPORT OBJECTIVES

Rourkela Steel Plant , a steel-oriented company is known for its excellence in the steel
industry today. The company follows a well defined sound and effective recruitment and
selection policies and procedures.
Company can adopt online testing as one of the recruitment test in order to understand
candidates in a better way. And to know candidates emotional intelligence, cohesiveness in
group and leadership qualities etc.
Thus the company has scope to increase the number of the employees to operate for its
further establishment and expansion of business and to acquire the best human resource in
this competitive environment.

5. REFERENCES
Brief Introduction by V.Kullu
Panorama Slides provided by Dr. Gajanand Gupta
Guided by Mr. Rajendra Misra