EXECUTIVE SYNOPSIS

COMPANY PROFILE:
Zuari cement located at a distance of 6 kms from Yerraguntla, kadapa district Andhra Pradesh. It is a division of Zuari cement Ltd and it was by K.K. BIRLA in 1983 branded as Texma co Ltd. This Texma co Ltd was changed into Zuari cements by the division of Zuari agro chemical Ltd in the year 1995, jointly promoted by K.K.BIRLA and USX corporation. ZCL has become a separate company with 50-50 joint venture K.K.BIRLA and Italicement and finally it is totally under the control of Italicement from Oct 1, 2006 with new technologies. Every day Zuari cement can produce 5500 tonne. Zuari cement plants produce high quality cement like ORDINARY PORTALAND CEMENT 53 and 43.

INDUSTRY PROFILE :
The word cement was unknown before 18 th century. Cement is a construction material and it was founded by Egyptians. So Egyptians are the first users of the cement. The Indian cement is the second largest cement in the world after the china in the terms of quality, productivity and efficiency. In Andhra Pradesh the Cement Production started in 1936 with two factories one with Andhra Cement Company (ACC) & Krishna Cement. Largest Cement production in India during a year is 7.43 million tons per annum total world wide production of Cement is to be around 1800million tons.

Need For the Study:

The recruiting and selecting the right candidate for a right job is the key for the success of any Organization. Attracting the talent pool of aspirants is vital for Zuari Cements to survive and grow in the highly competitive industry. In this connection, the company wanted to know the feed back from its employees on its recruitment and selection process to make them more effective.

Objectives of the study:

The main objectives of study are : 1. To study and analyze the recruitment process followed by Zuari cements Ltd. 2. To study the perception levels of the employees towards the recruitment process followed at Zuari Cements Ltd. 3. To suggest some measures for improving the Recruitment and Selection process in the Organization..

Scope of the study:

The Study is focused on Executives and Non-Executives of different cadre from all Departments of Zuari Cements Ltd, Kadapa. It takes the consideration of Primary, Secondary data and observation made during data Collection. Research Methodology: Research Design Primary Data Secondary Data : Descriptive : It is collected from the respondents through a structured questionnaire. : It is collected from the published data of the company Broachers, Records and internet (www.zuaricements.com) population Population size Sample size Research Instrument Statistical Tool : Employees of Zuari cements Ltd. : 1000 employees : 100 employees : A Structured Questionnaire : Simple percentages.

Sampling procedures : Convenience Sampling.

Findings:
1. 24% of the employees opined that they know about the requirements in the Organization are by consultancy 32% are by employee referrals, 16% are by emails,8% are by Print Medias and 20% are by job portals. 2. 28% of the employees opined that the recruitment process followed by the company is Excellent, 44% are good, 26% are average and 2% are poor. 3. 38% of the employees opined that the receiving process at reception is excellent, 40% are good, 16% are average and 6% are poor. 4. 26% of the employees opined that the selection process followed by the company is Excellent 50% are good,16% are average and 8% are poor.. 5. 14% of the employees are responded that the main objective of Recruitment procedure is to develop organization culture that attracts competent people,26% are opined that to Attract persons with multi dimensional skill,58% are opined that to introduce fresh blood at all levels of organization and 2% are opined that any other. 6. 35% of the employees are opined that the recruitment source is internal,22% are external and 43% are considered as both. 7. 28% of the employees are responded that the experience is the key factor that is considered in their organization for recruiting the employees,19% are opined that qualifications,17% are opined that talent,and 36% are considered as all the above. 8. 12% of the employees are opinedthat the Top level people are carried out the recruitment process in their organization,83% are opined that middle level people,3% are opined that Company Executive and 2% are considered as others. 9. 15% of the employees opined that the Interview Process(Technical/HR)which they have faced is excellent , 20% are good,50% are average and 15% are poor. 10. 27% of the employees opined that the organization look for Technical knowledge while recruiting the candidate, 20% are opined that education Qualification,11% are opined that experience,15 % are communication skills and 27% are considered as all the above. 11. 73% of the employees are opined that the Managers best recruitment alternative in the organization is Internet,17% are independent contractors,8% are opined that professional organization,0% are college campus placement centers,2% are others. 3

12. 23% of the employees are responded that the job security is the reason for applying for a job in this organization,13% are reputation,18% are working conditions,34%are employee benefits and 12% are considered as others. 13. 25% of the respondents are responded that the promotions are used to attract manpower for the organization,14% are transfers,24% are scouting, and 34% are salary,3% are others. 14. 63% of the employees are opined that their duties and responsibilities are matching with their Job, 37% are opine that No. 15. 20% of the employees opined that the motivation from the management is excellent 46% are good,24% are average and 10% are poor. 16. 22% of the employees opined that time taken for the intimation is excellent, 35% are good,40% are average and 3% are poor. 17. 14% of the employees opined that the steps followed in recruitment process is excellent, 20% are good,56% are average and 10% are poor. Process is excellent,27% are good,16% are average and 14% are poor. 18. 43% of the employees opined that the interaction with HR team in Recruitment and Selection

Suggestions:
1) Since there is a lot of a rounds in the recruitment process at Zuari Cements Ltd, it is taking a lot of time in intimating the candidates about the short listing for next rounds. So, the organization may take the necessary steps in intimating the candidates. 2) The company may consider the opinions of employees regarding the relevance of the interview process. 3) Also the company can go for Campus placements to various colleges in recruiting the candidates.

INDUSTRY PROFILE
INDUSTRY PROFILE:
Cement as a building material has been known in one form or other since the time of ancient Sindh civilization. The information about the preparation and use of cement before 18th century was scanty. Egyptians are known as the first users of cement. The Greek civilization used some forms of mortar but Romans had developed it. Although various types of mineral-based hydraulic cement are of ancient origin, hydraulic cements have been used only since the middle of the 18 th century. The term Portland cement was first used and introduced in 1824 by Joseph Aspdin, a British cement maker, because of the resemblance between concrete made from his cement and Portland stone, which was much used in building in England. The first modern Portland cement, made from lime and clay or shale materials heated until they formed cinders (or clinkers) and then ground, was produced in England in 1845. At that time cements were usually made in upright kilns where the raw materials were spread between layers of coke, which was then burned. The first rotary kilns were introduced about 1880. Portland cement is now almost universally used for structural concrete. The Indian cement industry is the second largest in the world after China, in terms of quality, productivity and efficiency it compares with the best anywhere.Cement like steel is one basic material for the technical development of the country. Cement industry is one of the major and oldest established manufacturing industry in the modern sector of Indian economy.

Cement Industry in India:

In Indian it came to be established during the beginning of the 20 th century. In fact the cement era in India commenced with the establishment of a small cement factory at Washermanpet in Madras now called Chennai in 1904 by south India industry limited a company that dates back to 1879. The potential capacity of this plant was only 10, 000 Metric tons per annum. First and indigenous industry in which the company is well endowed with all the necessary raw materials, skilled man power, equipment and machine technology. This factory commenced its production in 1914 at the rate of 199 Metric tons per day. The company adopted Dry Process. This plant had easy access of lime stone quarries at Porbandhar. factories. One at Kathy (Madhya Pradesh) another at Lechery (Rajasthan) by Kathy Cement limited and Bundy Portland Cement Limited respectively in January 1915 and December 1916. As selling prices remained low and output could not be raised to the desired rate, there was unmet demand for the materials. On February 28 th 1982, when Government of India announced partial decontrol of cement, it marked the beginning of new era of the cement industry. A new impetus to the cement industry was provided during the post independence period through setting up of targets for cement production. This initial attempt could cause the attempt of two more

Largest Cement Production in India:

ACC Cement is the largest cement producer in India during a year. It produced 7.3 Million tons per annum.

INDUSTRY FEATURES:
The cement has certain special features: It is location specific. Plant has to be necessarily located closest to the main raw materials like limestone deposits. Being location specific, there has been a concentration of cement plants in certain states like Gujarat, Karnataka, Tamilnadu, Rajasthan, Madhya Pradesh and Andhra Pradesh. With no lime stone deposits the eastern states have practically no plants. Cement is stored at plants on silos with capacities of 8 to 10 days production. When the silos are full, production has to be curtailed and limited to the quantity that could be dispatched. Transportation costs has an important bearing on the final price of cement, road transportation is turning more and more uneconomic with increasing loads. Cement industry caters to local markets needs. Only a small portion of production is exported. Demand for cement varies with the tempo of construction of housing, real estate and infrastructure projects in the country.

PRODUCTION PROCESS:
Cement is produced in four basic stages that is quarrying and crushing; grinding and blending raw materials; clinker production and finish grinding. In the dry process, the ground and blended raw materials are fed to the combustion zone of the kiln. The retention time and the heating temperature are one hour and 1300 1400 degree centigrade respectively. Coal is crushed and pulverized for efficient use. The product from the kiln consists of dark hard nodules called clinker. The nodules cooled in the clinker cooler prior to storage, there after ground in the cement mill with a small amount of additives, which retard the cement setting time. Finally the cement is packed in the bags for transportation.

RAW MATERIALS:
The basic raw material for manufacturing cement is limestone. This is available in plenty in the form of limestone deposits in nature. Limestone is excavated from mines by mechanical equipment with the help of stocker and reclaimed. The correct blending of limestone is ensured. The same is passed through crushers to bring it to the required size. The raw materials consist of limestone, iron ore and Bauxite or Latarite, in the correct proportions are fed into a grinding mill where they are reduced to a very fine of compressed air. The power from the storage ribsis fed into rotary kiln, the material is subjected to a temperature of about 1500c. Chemical reaction takes place between various materials resulting in the formation of cement compounds like calcium silicate (about 24%), dicalcium silicate (about 20%), tri calcium aluminates (about 7 to 10%), and tetra calcium aluminum ferrite (about 10 to 12%).

EXPORTS:
Apart from meeting the entire domestic demand, the industry is also exporting cement and clinker. The export of cement during 2001 02 and 2003-04 was 5.14 million tones and 6.92 million tones. Major exporters were Gujarat Ambuja cements Ltd and Ultra Tech Ltd.

TECHNOLOGICAL CHANGE:
Cement industry has made tremendous strides in technological up gradation and assimilation of latest technology. At present 93% of the total production capacity in the industry is based on the modern technology. India is also producing different varieties of cement like ordinary Portland Cement (OPC), Portland Pozzolana Cement (PPC), Portland Blast Furnace Slag Cement (PBFS), oil well cement, Rapid Hardening Portland Cement, Sulphate resisting Portland Cement, white cement etc., Production of these varieties of cement conform to the BIS specifications. It is worth mentioning that some cement plants have set up dedicated jetties for promoting bulk transportation and export.

COMPANY PROFILE
Zuari cement is now fully owned by the Italcementi group, the fifth largest cement producer in the world. The company Zuari Agro chemicals Limited was in corporated on 12th may 1967. Zuari Cement is a division of Zuari industries Limited, a company promoted by the house of k.k.Birla and U.S Corporation. Zuari cement formerly known as TEXMACO cement, take over by Zuari Agro Chemicals in the year 1995. Zuari and Italcementi Groups has agreed to form a joint venture with 50-50 equity sharing. The Zuari cement business will get transferred to the joint venture company viz., Zuari Industries Limited. But from the year 2006-2007 Zuari cements Limited has been fully acquired by Italcementi Group for 1100 crores. In 1995 commenced its production capacity of 1500 tpd. And today with the introduction of latest technology the company has increased its production from 1100 tpd to 5500 tpd.

LOCATION OF THE PLANT:

Zuari cement Limited is located at Krishna Nagar in Yerraguntla, Kadapa district. Location of the plant at this place is having following advantages: Location in industrial belt of rayalaseema with labour, transport etc., Presence of the best limestone proved scientifically for cement. Low free lime to ensure reduced surface cracks. Low heat of hydration for better soundness. Low magnesia content to ensure reduced tensile cracks. Specially designed setting time to suit Indian working conditions. facilities like water, electricity,

OBJECTIVES OF COMPANY:
Provide employment for local employees. Supply best cement at economical prices. Get optimum utilization of the raw materials available of their own mines. Manufacturing quality cement and to stand as a market leader in South India. 9

HRM POLICIES AND PROCEDURES:

Recruitment and Selection: Recruitment and selection are done according to the need of the organization. Candidates are selected through campus selections. Two or three consultants are there for recruitment. Selection is done through thorough interviews. Training and Development: On the job training is given for apprentices. Jeevana Yatra training program is specially intended for workers development. Nearly 25 workers and 1 or 2 supervisory level employees will participate in this program. Promotions: Promotions are given to recognize the individuals performance and reward him for his work so that he may have an incentive to forge ahead. In Zuari, promotions are given on the basis of performance appraisal, rarely on seniority. Wage Fixation: The management is following the rules and regulations of the government for wage fixation. The salary of different employees ranges form Rs.5500 to Rs.30,000. For wage board employees it is fixed to Wage Board Act. Rate of wages are as follows, Unskilled Semi Skilled Skilled Rs.091.76 Per day. Rs.116.10 Per day. Rs.140.53 Per day.

The wages of the workers has to be paid before 7 th of the every month. The wages will be disbursed in the Factory premises from 09-00 AM to 05-00 PM. Date of payment of unpaid wages on or before 15th every month.

Retirement Benefits: The company is providing retirement benefits for both executives and non executives as per the Government rules and regulations. This provident fund payable is 12% of basic and gratuity is 4.75%.

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Industrial Relations: Industrial relations are very cordial. It is the duty of the Human Resource Manager to keep the organization in right manner by maintaining fair relations with the workers. Three unions exist in Zuari Cement Limited. Among them one is recognized. Gratuity: The management is providing as per payment of Gratuity Act 1972. The maximum amount of gratuity to an employee is Rs.3 lakhs. Every employee will get gratuity of 15% of salary in a year. The maximum amount gratuity is 15 days salary in a year. Uniform: The management is maintaining unique uniform for all the employees of different cadres and is supplying two pairs of clothes, shoes with stitching charges. Free Electricity: The following slabs are available for the various levels of the employees in the Zuari Cement Limited. 200 units of electricity for M9, M8 and M7 Grades. 300 units of electricity for M6 and M5 Grades. 400 units of electricity for M4, M3 and M2 Grades. Free of electricity for M1 Grade, Vice President. Statutory: The statuary measures are as follows: Uniform, shoes for the workers. Drinking water is provided inside the premises. Sanitary facilities are provided inside separately for woman and men employees. There is hospital in the quarters in which two MBBS doctors and one medical officer are there. A fair canteen with subsidized rates is provided. There is an ambulance for emergency for emergency purpose.

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Non Statutory: The non statutory measures are as follows: Quarters are provided for both executives and non executives. Recreational facilities are provided to the employees only. Cultural programs are conducted on some occasions. There is school for children in the quarters. Provident fund (PF), Gratuity Fund (GF), Bonus facilities to the employees. Vehicle allowance is provided. Housing loan, Vehicle loan and furniture loan is provided. Motivation: Motivation in Zuari Cements limited, is done by encouraging the employees by awarding them rewarding them and identifying their talents and promoting them to the higher positions. The career development is possible through proper motivational factors. Performance Appraisal at Zuari Cements Limited: Performance appraisal in the Zuari cements limited is done through the following important factors: Quality of work Quantity of work Knowledge House keeping Absenteeism Show cause notices if any. Performance appraisal has been done through the checklist method in Zuari Cements limited.

Product Profile:
Cement is a mixture of limestone, clay, silicon and gypsum. It is a fine powder which when mixed with water sets to a hard mass as a result of hydration of the constituent compounds. It is most commonly used in construction field. Different types of cement: There are different varieties of cement based on different compositions according to specific end use namely, Ordinary Portland cement, 12

 Portland Pozzolana cement, Portland Blast Furnace Slag cement, etc., This basic type differs based on the percentage of clinker used in production. Ordinary Portland cement: OPC, popularly knows as Grey cement, has 95% clinker and 5% gypsum and other materials. It accounts for 70% of the total consumption. While cement is variation of OPC and is used for decorative purposes like rendering the walls, flooring etc. it contains a very low proportion of iron oxide. Portland Pozzolana Cement: PPC has 80% clinker, 15% Pozzolana and 5% gypsum and accounts for 18% of total cement consumption. Pozzolana has siliceous and aluminous materials that do not posses cementing properties but develop these properties in the presence of water. It is cheaply manufactured because it uses fly ash/burnt clay/coal waste as the main ingredient. It has a lower heat of hydration that helps in preventing cracks where large volumes are being cost. Product Differentiation: Cement is differentiated in to two types based on the compressive strength. They are as follows. Ordinary Portland cement (OPC) Pozzolana Portland cement (PPC) Further OPC is conglomerated into 43 Grade and 53 Grades. Zuari is offering the following: 33 Grade cement 43 Grade cement 53 Grade cement Super fine cement RAW MATERIALS: The given are the major raw materials in the industry Limestone Latarite Iron ore Bauxite Gypsum 13

 Fly ash Coal Fuel

STRENGTHS OF ZUARI CEMENT LIMITED:

With a superior and wide range of cement catering to every conceivable building need, Zuari Cement is today a formidable player in the cement market, here are just a few reason why Zuari Cement in the choice of millions in India. Very low free lime content and high proportion of silicates, providing silicate gels of high impermeability, makes Zuari Cement extremely resistant to acids, alkalis, chlorine and sulphur. Lowest magnesia content ensures reduced tensile cracks. Owing to greater fitness of Zuari Cement, the concrete obtained is dense and highly impermeable. Hence, it is free from segregation, honeycombing and sand run. This prevents the passage of air and water (the two chief agents of corrosion) through the hardened concrete.The water requirement for Zuari Cement is less because of very low free lime content. This leads to low heat hydration and drying shrinkage. As a result, cracks dont appear in the concrete.Slow initial and fast final setting of Zuari Cement gives better workability. More C3S gives higher early strengths enabling faster de-shuttering of formwork, thereby saving time and construction cost. Captive power plant with Diesel Gensets takes care of eighty percent of the total power requirements.State of art wagon tippler efficiently handles goods quality coal, which is further homogenized with stacker and reclaimer for generating power. The plant is also equipped with a Vertical Coal Mill. Ventomatic Electronic Packing (VEP): Zuari cement employs Ventomatic Packers to ensure that the consumer gets exactly 50 kgs per bag. To minimize damages during transport, advanced loading techniques are used another practice of Zuari Cement, to ensure quality to the customer.

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WELFARE MEASURES: As means of welfare services the Zuari Cement is running on dispensary and extending it services to all the workers and their families. 1. Telecommunication facility 2. Postal 3. Clubs and Cable net 4. Housing 5. School 6. Canteen 7. Guest house WORKING CONDITIONS: The working conditions arises of the unit, the production environment other recreational facilities provided by Zuari Cement will be make the workers to feel moves more and more comfort enhancing the production targets besides the Management of Zuari Cement will also take enormous preventive and security measures without happening unto wards things like accidents, explosives and other polluted problems. REST ROOM: There are four rooms, which are located at Main gate; Area of the rest room is kept clean with adequate ventilation with sufficient light. FIRST AID AND AMBULANCE FACILITY: All provisions according to rules are important on shop floor and all departments. First Aid boxes are fixed at short distance from work side. There is one ambulance provided in the dispensary. That too for 24 hours. MEASURES TO POLLUTION CONTROL: Generally cement plant causes major impact on the environment due to the continuous handling of raw materials, immediate and final products from gusting packing stages. At Zuari Cement unit several pollution control equipments like multi clone dust

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collectors and Electro Static precipitator (ESR) has been installed to minimize the impact on environment pollution caused by the cement plant.

DRINKING WATER: The supply of drinking will also come under the category of basic measure since the number of workers is more than 500, the company is providing cool water is always kept clean and there are persons to recoup the supply of water regularly. EDUCATION FACILITIES: The company provides elementary school in staff colony. The company provides any scholarship and books at subsidized rates. READING ROOM/CLUBS: The Zuari cement factor is having library and it is situated in the employees colony. HOUSING FACILITIES: Food, clothing and shelter are the essential requirement of human beings. Housing is the primary need of human being in a civilized life. The quarters facilities are also available nearer to the factory premises. Recently according to the new agreement nearly addition of 27 employees are been allotted with housing facility. MEDICAL FACILITIES: The company has a dispensary that contains a doctor and assistant. The company provides free medical aid for small wounds and bandages. If there is any dangerous case the company bares half of the amount.

THE OTHER FACILITIES PROVIDED BY THE COMPANY ARE: Recreational facilities Sports and Games Cultural activities Co operative stores Gratuity Leave travel concession
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ADVANCES ISSUED BY COMPANY: Housing loan Vehicle advance Washing facilities Fund of 5 lakhs rupees for the employee who died while in service. SHIFTS OF WORKING:
The unit works around the clock. The working shifts of the employees are

SHIFT General shift Shift A Shift B Shift C

DURATION 8 am to 5 pm 6 am to 2 pm 2 pm to 11 pm 11 pm to 7 am

LUNCH AND DINNER 12 noon to 1 pm 11.30 am to 12 noon 7.30 pm to 8 pm No break

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ORGANISATION STRUCTURE GRADES M1 M2 M3 M4 M5 M6 M7 M8 M9 CADERS GENERAL MANAGER DEPUTY GENERAL MANAGER SENIOR MANAGER MANAGER DEPUTY MANAGER ASSISTANT MANAGER SENIOR MANAGER ENGINEER OR OFFICER ASSISTANT ENGINEER OR OFFICER LOWER LEVEL MIDDLE LEVEL TOP LEVEL STAGE

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MAJOR USERS: Zuari cement is marketed through out south India by a wide network of stockiest. The Zuari sales officers and representatives are based in almost all cities and towns in south India. Major users of Zuari cement are as follows. Madras Refineries ltd. Airport Authority of India. Tamilnadu real estate ltd. East coast construction and industries ltd. Tamilnadu housing board. Marmagoa port trust. Asia pacific hotels ltd. Grind well Norton ltd. Tirumala Tirupati Devasthanam. Apseb srisailam power project. Gamman India ltd. Ramco industries visaka industries. Hyderabad Everest ltd. Nagarjuna construction. Jmc projects (I) ltd.

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CORPORATE MARKETING OFFICE: Zuari cement corporate marketing office is at Chennai (Tamil Nadu), branches are at Hyderabad Vishakapatnam Bangalore Cochin Panaji Chennai Bhuwaneswar COMPETITORS: PENNA (Tadipathri) L & T (Tadipathri) Malabar (Cochin) I.C.L (Coramandal King brand) Andhra Pradesh Andhra Pradesh Karnataka Kerala Goa Tamil Nadu Orissa

Grades of Employees: WAGE BOARD EMPLOYEES M.T.O Fitter, welder Operators Mechanics Attenders, Store Mazdoor GRADES A B C D
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Clerks, H.E.O Mine mater Draftsmen

5 6 7

CHAPTER-2

RECRUITMENT& SELECTION PROCESS OVERVIEW

Introduction: A defined recruitment process needs to be followed to ensure that the right person reaches the right place. Recruiting the wrong kind of people can become a serious issue for any company. A general recruitment process involves Identifying vacancies, prepare job description and person specification, advertising, managing the response, short-listing, arranging dinterviews, conducting interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested. Interviews are an important and a crucial part of recruitment process. The person taking the interview of the candidate has to be well prepared in advance. Concerns like the location of the interview, the time table, the structure of the question strategy, style of taking the interview needs to be decided beforehand so that nothing is left ambiguous in. A general recruitment process may include a written test to judge particular skills of a candidate. In this case, the test should be prepared carefully, not deviating from the subject. A lot can be judged about the candidate from his Curriculum Viate (CV).A proper presentation of his CV in an organized and refined manner speaks a lot about the individual. His mindset and attitude can be judged according to his CV. There are a few things that need to be kept in mind during the recruitment process. Until the final decision about a certain candidate is taken, it is important to keep in regular touch with the candidate. The decision making process should not take very long to avoid the candidate from taking up some other opportunity. A candidate should be duly informed once the decision is taken. He should be told the complete process of his 21

appointment clearly with details of all the documents that he needs to submit. A record file should be maintained of the candidate for any future reference.

Definitions: Recruitment is a process of selecting the prospective employees and Motivating them to apply for the jobs in the organization. In any company recruitment plays a major role. Because recruiting is not only a process of filling the vacancies in the organization but also is one of the best ways of selecting the right person for the right job. To persuade someone to work for a company or become a new member of an organization Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Difference between Recruitment and Selection: Recruitment is a process of searching for the prospective employees whereas Selection is a way of picking up of the relevant employees. * Recruiting is like inviting all the prospective employees to apply for a job in organization. * Selecting includes picking up of potential employees among the applied candidates. Recruitment process PEOPLE: People are nothing but Human Resources. They are like the assets of any company. Any business cant be run without people. Good staff literally transforms weak organizations into strong, healthy and vibrant operations. Recruiting is nothing but hiring 22 the

of employees for a particular position in

the Organization. Generally a recruitment

process has no end that is why it is called as Recruitment Life Cycle

IMPORTANCE OF RECRUITMENT
Get the recruitment process right, and you virtually eliminate the risk of hiring the wrong person for the job. Get the process wrong, and you won't even attract applications from suitable candidates, much less be able to spot them during the selection process. And you will have wasted big money in process time and advertising Recruitment is not just carried out to meet immediate vacancies but should be seen as part of an overall organizational strategy for re-sourcing personnel. Once you fill one vacancy, you should be left with a list of candidates who you would consider for the same or other vacancies in the future. This makes the process much easier the next time round. But it's not just about filling vacancies. The process exposes your company to a wide section of the public. These people could be current or potential clients, customers or suppliers. What's more, people talk. If a job applicant has had an unfavorable experience with your company, you can be sure that they will tell others about it. Hence it's vital that the recruitment process creates a positive impression of the company. Constant growth in the corporate world is opening doors for new and emerging technologies. Thus the requirement is of highly skilled and efficient candidates, primarily. As such, our recruitment processes has been refined over the years to ensure that each candidate goes through a rigorous recruitment process. This provides us the unique ability to provide you with skills not easily available in the market. Below is a brief about the recruitment process:

The following are steps involved in a general recruitment process PLANNING TO RECRUIT 23

DEFINING THE POSITION ATTRACTING THE APPLICANTS SELECTING A CANDIDATE APPOINTING THE CANDIDATE

Planning to Recruit It takes careful planning and consideration to recruit successfully. When you fill a vacant or new position you have an opportunity to reflect on the work to be done, the need for change and what new skills might be required in the future. When planning to recruit, you need to consider how you will schedule the various recruitment and selection tasks. You also need to make some important decisions about the position and complete certain tasks before you can get approval to recruit Defining the Position One of the first and most critical aspects of the recruitment process is defining the position. This process determines what skills, experience, qualifications, knowledge and attributes are required of the person to successfully perform the job. The process of defining the position is essential to: Clarify and describe the job role, functions and reporting relationships Provide a basis for developing selection criteria Evaluate the position and determine the remuneration level Provide a basis for managing job performance

Attracting The Applicants Choosing a method to attract candidates Writing a good advertisement Advertising costs and deadlines 24

Compiling an information package

Choosing the right method There are many different methods of attracting applicants to fill a vacant position. Which one you choose depends on the type of position, your budget and the prevailing market. To determine which strategy is right for the position, read through the different methods of attracting applicants with these questions in mind: What is the nature of the position, e.g. Managerial, academic, technical, research, specialist? What is the size and location of the pool of applicants, e.g. large or small; local, national or international Methods of attracting applicants: Mainstream press Alternative press Internet Recruitment/Employment agency Search firm Invitation or nomination Network meetings, special interest groups, professional associations and word-ofmouth Mainstream press

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Advertising in the mainstream press is usually expensive and you need to consider if this is the best way to reach your target audience.

Alternative press Some examples of alternative press are professional publications, ethnic, local, national or student publications. The alternative press is useful for targeting specialist skills and is cost effective for lower level positions. However, it may not reach a wide enough pool of applicants, and this could potentially result in a lower response rate. In addition, long lead times for publication may increase how long it takes to recruit. Internet Online advertising has become an effective way to reach the majority of candidates, especially high-demand and international markets. It is inexpensive (about 1-5% of newspaper costs) and can save time by generating a quick response rate. It also offers much more flexibility in the design of advertising than newspapers do. Job boards, such as naukri.com or Clickjobs.com, can also be used to target specific candidate markets and recruitment trends show that more and more candidates use this as a standard job search tool. Recruitment/Employment agency Recruitment or employment agencies are effective for high demand job markets such as IT and Finance. Agencies maintain a database of resumes and match these to the criteria provided by the employer to identify a suitable pool of candidates. Search firm Search firms are particularly useful if you know that there are not a lot of potential applicants and/or the position is very specialist in nature. Search firms can tap into local and overseas networks to find applicants, and they will approach potential candidates who may not be actively seeking a new position. They can also provide advice on remuneration, job documentation (including selection criteria) and they will shortlist candidates for you. Search firms usually charge a third of the total remuneration package plus administrative charges. If you decide to use a search firm it is best to contact your HR Partner for advice. Invitation or nomination 26

Invitation or nomination is where the normal recruitment and selection techniques are waived, and the candidate is appointed without advertisement. This should only occur when a person is being appointed as a casual employee or for a fixed-term appointment less than 12 months in length. These arrangements are usually made to take advantage of the availability of a well-respected academic or professional practitioner, or for specialist research positions.

Network meetings, special interest groups, professional associations and wordof-mouth These methods of attracting candidates tap into specialized markets and expertise, and they are much less expensive than other methods. You need to use them in conjunction with other methods, however, as they reach a limited pool of candidates. They may be particularly useful for advertising specialist positions where the pool is known to be small.

Writing a Good Advertisement

The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Advertising helps to 'market' what exactly a particular company stands for, and what separates it from its competitors. Often the people you want to attract are not openly looking for a new job, so you need to think of ways to sell the attributes of the Company, egg. What makes it unique, its culture, values, and philosophy and so on? Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete information and recruitment success. Making a good advertisement

The headline captures candidates' attention. 27

The first few lines are interesting, engaging and actively sell the position. Sentences are short and to the point, providing enough information to interest candidates but not to overload them. The advertisement avoids the use of words that are difficult to understand. Points are made using as few words as possible (the less copy you use, the smaller the media space and therefore the lower the cost). The advertisement contains some white space and does not appear cramped.

Compiling an Information Package A good information package will attract the right Candidate for the position,

particularly if you are interested in national or international applicants. Your information package should provide prospective candidates with information relevant to the position and the University. The package always contains a copy of the position description or statement and selection criteria and might also include:

Information about Companys vision, mission and strategic directions Information about the employees Pointers to relevant parts of the Companys website Useful website addresses or other material about the Organization. Selecting the Candidate

In this stage of the recruitment process you assess all applications, shortlist possible candidates and finally select a candidate for the position. This process is managed by the recruiting unit. In most cases, you need to form a selection committee to assess and select a candidate. The committee makes a recommendation on which is the most suitable candidate for the position. Once this recommendation is approved, the candidate is appointed to the position. The following are the steps involved in selecting a candidate 28

Selecting the candidate Forming the selection committee Short listing the candidates Choosing selection techniques Preparing interview questions Conducting interviews Checking references Making the selection

Appointing the Candidate The final stage in the recruitment process is appointing the candidate. Once you get approval to appoint the selected candidate and then verification from the Human Resources Unit (HRU), you can offer the position to them, negotiate salary arrangements and, all going well, and prepare to induct the new employee into the workplace. This section will help in managing the main steps in appointing a candidate: Appointing the candidate Making an offer Advising unsuccessful candidates Arranging induction

Choosing the methods of recruitment When deciding what method of recruitment to use, think about where your employees currently come from. Do most of your current employees come from colleges or universities? Do they come from other? Voluntary sector organizations? Do they come from your volunteer base? Assess where potential applicants usually come from the best methods of will help you choose recruitment for the position. Different Types of Recruitment Methods Various organizations use different types of sources in the Recruitment process. Some of the methods of recruitment are: 29

Internal recruitment: Existing employees and volunteers are given an opportunity to apply for a new job opening

Considerations: Rewards the employee/volunteer for past performance Gives the employee/volunteer an opportunity for career development Retains the organization's investment in the employee/volunteer Reduces the amount of time necessary to orient the person to the new Position

Employee referrals: Employees are asked to recommend a person for the job opening Considerations:

The quality of employee referrals is usually high. Employees usually only refer people that they are confident would be a good match for the position and organization.

People tend to recommend others with similar backgrounds. Therefore it is important to ensure that the practice of employee referrals does not lead to a decrease in diversity within your organization.

People recruited by your staff usually have some understanding of the work of the organization. There can be a tendency to feel that you must hire someone who is best match. the

Print advertisements: The job is posted in a newspaper or professional journal Considerations: You can reach a large audience in a specific area The content of the advertisement will impact on the number of applicants; if the ad is general you will most likely receive more applications.

30

 If the ad is general, you may receive a significant number of applications from unqualified candidates Internet recruiting: The job is posted on an internet job site such as charityvillage.com or workopolis.com. Considerations: Internet recruiting is cost effective One study has shown that 96% of people looking for jobs use the internet job postings as available to potential candidates 24 hours a day You can minimize the number of unqualified candidates by directing people to more information on your organization's website the number of applications may be overwhelming

Internships/field Placements Students who come to your organization as part of their education are recruited after graduation. Considerations: You will have a good understanding of the fit between the person and the organization, as well as their abilities The former student will have good knowledge of your organization and require less time to become productive Often first jobs are seen as stepping stone and people move on to new challenges after a relatively short period of time

Executive search firms: A private company that specialized in recruitment is hired to find suitable Candidates. Considerations: This is a very expensive method of recruitment The firm will do most of the preparation for the posting and the 31

Preliminary screening May be an appropriate recruitment method for the most senior positions Unsolicited resumes: Individuals interest in working for your organization send in resumes Considerations: The percentage of resumes with skills appropriate for your organization may be small. How you treat unsolicited resumes may have an impact on the image of your organization. It is best to respond with courteous and frank information about whether or not the application will be kept for future reference.

Initiate the recruitment process The job announcement should include: A brief description about the organization, its mission or purpose The title and a description of the position Duties and responsibilities Qualifications The supervising authority Salary and benefits attached to the position Starting salary or salary range, The application deadline Start date 32

Request for references

RECRUITMENT PROCESS LIFE CYCLE

33

34

35

CHAPTER-3 INTRODUCTION TO REPORT

This report contains a detailed statistical analysis of the results to survey regarding the project work in HR, topic-Recruitment Life Cycle. The result Analysis includes answers from all respondents who took survey in the 60 day period from Friday, May 25, 2007 to Monday, July 25, 2007 inclusive. Report Contents This report is divided into four sections: 1. 2. 3. 4. Introduction Results Analysis Questionnaire Notes

The Introduction (this section) contains an overview of the report structure. The Results Analysis section contains a summary and statistical results to each question in your survey. The Questionnaire section lists all questions in your survey's questionnaire. This is analysis of the

provided as a reference to help you interpret the Results Analysis. The Notes sections contain definitions of key terms and tips on how to interpret your results.

36

Tools of Analysis:
Correlation Analysis In preparing the results analysis, the report generator has examined all questions in pairs to see if there are any correlations between answers. Whenever a significant correlation is found, it is noted. This information can be valuable in determining what demographic or experience characteristics tend to drive key measures such as overall satisfaction. Simple Percentages Scope of the study The Study is focused on Executives and Non-Executives of different cadre from all Departments of Zuari Cements Ltd, kadapa. It takes the consideration of primary, secondary and observation made during data Collection.

Project Phases Entry : Initiation on the project with Zuari Cements Ltd May 16 th, 2009. Preliminary Preparatory Data Collection : Start up project brief interview. : Synopsis, Questionnaire, preparation and Review of the Objectives and methodology be Adopted. : Interview with the Employees working in the Organization. : Use of Excel and chart wizard for feeding in The data. : Preparation of the project report.

Data Analysis Project Report

Project Submission: 25th July

37

Need for the Study:

The recruiting a candidate for a particular job is key and major role of any organization. Because growth or decline of any organization lies on the employees working in the organization. So, it is the responsibility of the management to recruit right person for a right job. Recruitment plays a key role in the organization. With the emerging competition and growth in the business in the present scenario there is a high need of recruiting the right person for a right job.

. Objectives of the study:

The main objectives of this study are:

To study the recruitment and selection process followed by the company in recruiting the candidates. To study employees Perception levels towards the recruitment and selection process. To suggest some measures for improving the Recruitment and Selection process in the Organization.

Methodology:
The survey plays an important role in disseminating the information and facilitating the process of recruiting but the methodology that we have employed for the Zuari Cements Ltd is questionnaire for the employee with open and close ended questions in order to know their expectations. In determining the sample design, specific parameters, which are of interest to our survey, have to be mentioned. Examples of Parameters are the positions we will focus on for our survey and the number of employees we will interview from each position

38

Research Methodology :
Research Design Primary Data Secondary Data : Descriptive

: It is collected from the respondents Through a structured questionnaire. : It is collected from the published data of the Company brochures, Records and Internet. www.zuaricemetns.com

Research Procedure Research Instrument Population Size Sample size Stastical Tools

: Convenience Sampling. : A structured Questionnaire : 1000 employees : 100 employees : Simple Percentage.

Data Sources: Data is collected from primary and secondary sources Collection of data is of primary importance in the research Process. Data which is collected for the purpose of research helps in proper analysis to develop the finding which is helpful to conduct research effectively. The data source, which is very important in the collection of data, is Primary data and the Secondary data. Both primary and secondary data are taken into Consideration for the study of Recruiting process.

Primary Data: Primary data is collected through administering the Questionnaire by direct contact and also involved in personal discussions to obtain insights of the information.

39

Secondary Data: The secondary data is collected from records, manuals and brochures maintained by the personnel department.

Research approach: Convenience Sampling

The questionnaire was administered through contacts with respondents.

Questionnaire: To achieve the objective of research, a planned and strategic descriptive investigation is carried out. Descriptive study is helpful to know the proportion of people in a given population who have behaved in a particular manner making projection of a certain thing or determining the relationship between two or more variables. Descriptive study tends to be rigid and its approach cannot be changed every now and then care should be taken only in the initial stages of planning and research otherwise data collected will be inadequate of the procedure used will be cumbersome and expensive. Descriptive method is adopted to study the Recruitment Process in Zuari Cements Ltd.

40

CHAPTER-4
RECRUITMENT AND SELECTION PROCESS AT ZUARI CEMENTS
Recruitment Process at Zuari :
The following are steps involved in a recruitment process in Zuari Cements

Determining the requirement Getting the resumes Short listing the profiles Interviewing the candidate Selecting the candidate Appointing the candidate

Diagrammatic representation of a recruitment process at Zuari Cements Limited, Yerraguntla.

DETERMINING THE REQUIREMENTS GETTING RESUMES

SHORT LISTING INTERVIEWING

NO
Done though exam

APPLY AFTER 6 MONTHS

YES

SELECTED

APPOINTING

41

Recruitment sources adopted by Zuari Cements:

The following are the various sources adopted by Zuari Cements for recruiting the candidates for particular position in the organization. Internal sources: Employee referrals External sources: Paper advertisements Consultancy Internet Job Portals Campus selections

The recruitment process in Zuari Cements is held in various ways depending on the position/opening.

Position Entry level (tech)

Selection process Through Aptitude Test Technical Test Group Discussion Technical Interview HR interview Through recruiters round, Tech interview, client Interview, HR round

Experienced

42

Flow chart for an Entry level selection process:

WRITTEN TESTS

GROUP DISCUSSION

Done through first 2 rounds

NO

SHOULD NOT APPLY FOR NEXT 6 MONTHS

YES

TECH INTERVIEW

HR INTERVIEW

43

FLOWCHART FOR AN EXPERIENCED LEVEL SELECTON PROCESS

RECRUITERS ROUND

TECH INTERVIEW

CLIENT INTERVIEW

HR INTERVIEW

Depending upon the opening for a particular position a particular Recruitment process is followed by the company. Once the candidate is not selected in the interview he/she is not supposed to apply for the post in company for the next 9 months.

44

Interview Registration Form

Name Contact No Email ID Date of Birth Address Academic Qualification Percentage of marks secured Reference Email ID Submitted Resume Yes No No

Photograph Submitted Yes Fresher / Experienced Skill Set Microsoft Technologies Data warehouse SAP Technical Oracle Apps Technical

Java SAP Functional Oracle Apps Functional Microsoft Business Solutions

Signature of the candidate OFFICE USE

Date of Exam: Written Test Feedback: Total Marks: Marks Obtained: Soft Skill: Recommended for the next round: Yes No Group Discussion Feedback: Communication Skill: Presentation Skill:

Signature of HR.

45

QUESTIONNAIRE
TABLE-1: HOW DO YOU COME TO KNOW ABOUT THE REQUIREMENTS IN THE ORGANIZATION ? S.NO 1 2 3 4 5 RESPONSES CONSULTANCY EMPLOYEES REFERRALS E-MAILS PRINT MEDIA JOB PORTALS TOTAL RESPONDENTS 24 32 16 8 20 100

35 30 25 20 15 10 5 0

32 24

RESPONDENTS

20 16 8 Seri es2 Seri es1 JOB PORTALS

CONSULTANCY

INFERENCE: 46

EMPLOYEE REFERRALS

PRINT MEDIA

E-MAILS

From the above table & graph shows that 24% of the respondents consultancy, 32% of the respondents employee referrals 16% of respondents emails & 8% of the respondents print media come to know about the requirements in the organization remaining 20% of the respondents job portal.

TABLE 2: HOW IS THE REQUIREMENT PROCESS FOLLOWED BY THE COMPANY?

S.NO 1 2 3 4

RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL

RESPONDENTS 28 44 26 2 100

RESPONDENTS 50 45 40 35 30 25 20 15 10 5 0 44

28

26 RESPONDENTS

2 EXCELLENT GOOD AVERAGE POOR

INFERENCE:

47

From the above table it is clear that 28% of respondents excellent opinion, 44% of the respondent good opinion 26% of the respondents are average opinion that the recruitment process and the remaining 2% of respondents poor opinion.

TABLE- 3 : WHAT ABOUT THE RECEIVING PROCESS AT THE RECEPTION ?

S.NO 1 2 3 4

RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL

RESPONDENTS 38 40 16 6 100

RESPONDENTS 45 40 35 30 25 20 15 10 5 0 EXCELLENT GOOD AVERAGE POOR 6 16 RESPONDENTS 40

38

48

INFERENCE: From the above table it is clear that 38% of the respondents excellent opinion , 40% of the respondents have good opinion about the receiving process of the reception & 16% of the respondents are of average opinion 6% of poor opinion.

TABLE 4: WHAT ABOUT THE SELECTION PROCESS AT THE COMPANY ?

S.NO 1 2 3 4

RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL

RESPONDENTS 26 50 16 8 100

RESPONDENTS 60 50 40 30 20 10 0 EXCELLENT GOOD AVERAGE POOR 26 16 8 RESPONDENTS 50

49

INFERENCE: From the above graph it is clear that 26% of the respondents are excellent opinion & 50% of the respondents are of good opinion, 16% of the respondents are average opinion & 8% of the respondents are poor opinion about the selection process at the company.

TABLE-5 : WHAT IS THE MAIN OBJECTIVE OF RECRUITMENT PROCEDURE IN YOUR ORGANIZATION? A) TO Develop an Organization culture that attracts Competent people B) To attract the persons with multi dimensional skills C) To reduce fresh blood at all levels of Organization D) Any other ( 14% ) ( 26 % ) ( 58% ) ( 2% )

70 60 50 40 30 20 10 0 A) B) C) D) 14 2 26 Series1 x 58

INFERENCE: From the above graph it is clear that 14% of the respondents are agree to develop the organization culture that attract computers people 26% of the respondents to attract the persons with multi skills, 58% of the respondents have 50

to introduce blood at all levels of organizations the main objective of the recruitment procedure in your organization & remaining 2% respondents any other.

TABLE- 6: WHAT ARE THE SOURCES OF RECRUITMENT IN YOUR ORGANIZATION?

S.NO 1 2 3

RESPONSES INTERNAL EXTERNAL BOTH TOTAL

RESPONDENTS 35 22 43 100

BOTH, 43

INTERNAL, 35 EXTERNAL, 22

INTERNAL EXTERNAL BOTH

51

INFERENCE: From the above table shows that 35% of the respondents internal, 22% of the respondents are external & 43% of the respondents are of both about the source of recruitment in your organization.

TABLE-7 WHAT IS THE KEY FACTOR THAT IS CONSIDERED IN YOUR ORGANIZATION FOR RECRUITING THE EMPLOYEES?

S.NO 1 2 3 4

RESPONSES EXPEREINCE QUALIFICATION TALENT ALL THE ABOVE TOTAL

RESPONDENTS

RESPONDENTS 28 19 17 36 100

40 35 30 25 20 15 10 5 0
PE R E

36 28 19 17 RESPONDENTS

IN C E

TA LE N T

AT IO

FI C

U AL I

EX

INFERENCE: 52

AL L

TH

AB O

From the above table it is clear that 28% of the respondents experienced , 19% of the respondents qualification 17% of the respondents talent 36% of the respondents all the above the key factor that is consider in your organization for Recruiting.

TABLE-8: WHO CARRIES OUT THE RECRUITMENT PROCESS IN YOUR ORGANIZATION?

S.NO 1 2 3 4

RESPONSES TOP LEVEL PEOPLE MIDDLE LEVEL PEOPLE COMPANY EXECUTIVES OTHERS TOTAL
RESPONDENTS

RESPONDENTS 12 83 3 2 100

90 80 70 60 50 40 30 20 10 0

83

RESPONDENTS 12 3 TOP LEVEL PEOPLE MIDDLE LEVEL PEOPLE COMPANY EXECUTIVES 2 OTHERS

INFERENCE: 53

From the above table shows that 12% of the respondents top level people, 83% of the respondents have middle level people carried out the recruitment and selection process in your organization. And the 3% of the respondents company executives and remaining 2% of respondents are others.

TABLE-9 HOW IS THE INTERVIEW PROCESS (TECHNICAL/HR) WHICH YOU HAVE FACED?

S.NO 1 2 3 4

RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL

RESPONDENTS 15 20 50 15 100

RESPONDENTS 60 50 40 30 20 10 0 EXCELLENT GOOD AVERAGE POOR 15 20 RESPONDENTS 15

50

INFERENCE:

54

From the above table shows that 15% of the respondents excellent opinion about the interview process which is conducted by the organization whereas 20% of the respondents have good opinion and 50% of the respondents have average opinion and 15% of the respondents have poor opinion.

TABLE-10: WHAT QUALITIES DO THE ORGANIZATION LOOK FOR RECRUITING THE CANDIDATE?

S.NO 1 2 3 4 5

RESPONSES TECHNICAL KNOWLEDGE EDUCATION QULAIFICATION EXPERIENCE COMMUNICATION SKILLS ALL THE ABOVE

RESPONDENTS 27 20 11 15 27

RESPONDENTS 30 25 20 15 10 5 0 27 20 11 15 RESPONDENTS 27

COMMUNICATION SKILLS

EDUCATION QULAIFICATION

INFERENCE: 55

ALL THE ABOVE

TECHNICAL KNOWLEDGE

EXPERIENCE

From the above table shows that 27% of the respondents technical knowledge 20% of the respondents educational qualification 11% of the respondents experience and 15% of them communication skills & 27% of them are of all the above qualities in them.

TABLE-11: WHAT IS THE MANAGERS BEST RECRUITMENT ALTERNATIVE IN THE ORGANIZATION ? S.NO 1 2 3 4 5 RESPONSES INTERNET INDEPENDENT CONTRACTORS PROFFESSIONAL ORGANIZATION CAMPUS PLACEMENT OTHERS RESPONDENTS 73 17 8 0 2

80 70 60 50 40 30 20 10 0

73

Series1 17 8 PROFFESSIONAL ORGANIZATION 2 OTHERS

0 CAMPUS PLACEMENT

INFERENCE: From the above table shows that the 73% of the respondents internet gives the best recruitment alternative in the organization, 17% of them contractors & 8% of the respondents professional organization and remaining 2% of the respondents are of others. 56

INDEPENDENT CONTRACTORS

INTERNET

TABLE- 12: WHAT WERE THE REASONS FOR APPLYING FOR A JOB IN THIS ORGANIZATION? S.NO 1 2 3 4 5 RESPONSES JOB SECURITY REPUTATION WORKING CONDITIONS EMPLOYEE BENEFITS OTHERS RESPONDENTS 23 13 18 34 12

RESPONDENTS 40 35 30 25 20 15 10 5 0 34 23 13 18 12

RESPONDENTS

REPUTATION

WORKING CONDITIONS

JOB SECURITY

INFERENCE: From the above table shows that 23% of the respondents job security 13% of the respondents are reputation and 18% of them are working conditions ,

EMPLOYEE BENEFITS

OTHERS

57

34% of them are of employee benefits where the reasons for applying for a job in this organization.

TABLE-13: WHICH METHOD IS USED TO ATTRACT MAN POWER FOR THE ORGANIZATION? S.NO 1 2 3 4 5 RESPONSES PROMOTIONS TRANSFERS SCOUTING SALARY OTHERS
RESPONDENTS 40 35 30 25 20 15 10 5 0
TI O

RESPONDENTS 25 14 24 34 3

34 25 14 3 24 RESPONDENTS

N S

TR AN SF ER S

N G

U TI

LA

SC O

SA

PR O

INFERENCE: From the above table shows that 25% of the respondents promotions and 14% of the respondents are for transfers , 24% of them are for scouting & 34% 58

TH

ER S

R Y

of the respondents for salary is used to attract man power for the organizations and the remaining 3% of the respondents are others.

TABLE-14: MY DUTIES AND MY RESPONSIBILITIES MATCH MYJOB? S.NO 1 2 RESPONSES YES NO RESPONDENTS 63 37

RESPONDENTS

NO , 37 YES NO YES, 63

INFERENCE: From the above table shows that 63% of the respondents are yes employee opinion that their duties and their responsibilities match my job and 37% of the respondents no employee opinion. 59

TABLE-15: HOW IS THE MOTIVATION OF THE MANAGEMENT? S.NO 1 2 3 4 RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL
RESPONDENTS 50 45 40 35 30 25 20 15 10 5 0 EXCELLENT GOOD AVERAGE POOR 20 10 24 RESPONDENTS 46

RESPONDENTS 20 46 24 10 100

INFERENC:

60

From the above table & graph shows that 20% of the respondents are excellent, 46% of the respondents good opinion it is inferred that the motivation of the management in recruitment & selection process and the 24% of the respondents average opinion and 10% of the respondents are of poor opinion.

TABLE-16: HOW IS THE TIME TAKEN FOR INTIMATION ?

S.NO 1 2 3 4

RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL RESPONDENTS

RESPONDENTS 22 35 40 3 100

45 40 35 30 25 20 15 10 5 0
LE N T

40 35 22

RESPONDENTS

O D

AG

G O

EX C

AV ER

EL

PO O

61

INFERENCE: From the above graph shows that 22% of the respondents are excellent opinion and 35% of respondents are of good opinion that the time-taken for the intimation, 40% of them average opinion and the remaining 3% of the respondents Poor opinion.

TABLE-17: HOW ARE THE STEPS FOLLOWED IN RECRUITMENT PROCESS? S.NO 1 2 3 4 RESPONSES EXCELLENT GOOD AVERAGE POOR TOTAL
RESPONDENTS 60 50 40 30 20 10 0 EXCELLENT GOOD AVERAGE POOR 20 14 10 RESPONDENTS 56

RESPONDENTS 14 20 56 10 100

INFERENCE: 62

From the above table & graph shows that the 14% of the respondents excellent opinion and 20% of the respondents good opinion 56% of the respondents average opinion with the steps followed in the recruitment process and the remaining 10% of the respondents are of poor opinion.

TABLE-18: HOW IS THE INTERACTION WITH HR TEAM IN RECRUITMENT AND SELECTION PROCESS? S.NO 1 2 3 4 RESPONSES EXCELLENT GOOD AVERAGE `POOR TOTAL
RESPONDENTS 50 45 40 35 30 25 20 15 10 5 0

RESPONDENTS 43 27 16 14 100

43

27 RESPONDENTS 16 14

EXCELLENT

GOOD

AVERAGE

`POOR

INFERENCE: 63

From the above table & graph shows that 43% of the respondents are excellent opinion about the interactions with the HR team and 27% of them are good opinion and 16% of the respondents average opinion and the remaining 14% of the respondents poor opinion.

FINDINGS
1) 24% of the employees opined that they know about the requirements in the organization are by consultancy 32%,are by employee referrals 16%, are by emails8%, are by print medias,and 20% are by job portals. 2) 28% of the employees opined that the recruitment process followed by the company is excellent 44% are good, 26% are average and 2% are poor. 3) 38% of the employees opined that the receiving process at reception is excellent 40% are good, 16% are average and 6% are poor. 4) 26% of the employees opined that the selection process followed by the company is excellent 50% are good, 16% are average and 8% are poor. 5) 14% of the employees are responded that the main objective of Recruitment procedure is to develop organization culture that attracts competent people,26% are opined that to attract persons with multi dimensional skill,58% are opined that to introduce fresh blood at all levels of organization and 2% are opine that any other. 6) 35% of the employees are opined that the recruitment source is internal,22% are external and 43% are considered as both.

64

7) 28% of the employees are responded that the experience is the key factor that is considered in their organization for recruiting the employees,19% are opined that qualifications,17% are opined that talent, and 36% are considered as all the above. 8)12% of the employees are opined that the Top level people are carried out the recruitment process in their organization,83% are opined that middle level people,3% are opined that Company Executive and 2% are considered as others. 9) 15% of the employees opined that the Interview Process (Technical/HR) which they have faced is excellent, 20% are good, 50% are average and 15% are poor.

10) 27% of the employees opined that the organization look for Technical knowledge while recruiting the candidate, 20% are opined that education Qualification, 11% are opined that experience, 15 % are communication skills and 27% are considered as all the above. 11) 73% of the employees are opined that the Managers best recruitment alternative in the organization is Internet, 17% are independent contractors, 8% are opined that professional organization, 0% are campus placements centers, 2% are others. 12) 23% of the employees are responded that the job security is the reason for applying for a job in this organization, 13% are reputation, 18% are working conditions, 34%are employee benefits and 12% are considered as others. 13) 25% of the respondents are responded that the promotions are used to attract manpower for the organization, 14% are transfers, 24% are scouting, and 34% are salary, 3% are others. 14) 63% of the employees are opined that their duties and responsibilities are matching with their Job, 37% are opined that No. 15)20% of the employees opined that the motivation from the management is excellent 46% are good,24% are average and 10% are poor.

65

16) 22% of the employees opined that time taken for the intimation is excellent, 35% are good, 40% are average and 3% are poor. 17) 14% of the employees opined that the steps followed in recruitment process is excellent, 20% are good, 56% are average and 10% are poor. 18. 43% of the employees opined that the interaction with HR team in Recruitment and Selectin Process is excellent, 27% are good, 16% are average and 14% are poor.

SUGGESTIONS

1) Since there is a lot of rounds in the recruitment process at Zuari Cements Ltd, it is taking a lot of time in intimating the candidates about the short listing for next rounds. So, the organization may take the necessary steps in intimating the candidates. 2) The company may consider the opinions of employees regarding the relevance of the interview process. 3) Also the company can go for Campus placements to various colleges in recruiting the candidates.

66

A STUDY ON RECRUITMENT AND SELECTION PROCESS DONE FOR ZUARI CEMENTS LTD

Note of Confidentiality: I here by declare that the data collected from

the employees will be used for my project survey purpose and is kept as confidential and will not disclosed to anyone under any circumstances.

G.BHASKAR 67

QUESTIONNAIRE
Personal Information:
Name : Department : Age :

Designation : Qualification :

1. How do you come to know about the requirements in the Organization? a) Consultancy b) Employees referrals c) e-mails d) Print media e) Job portal 2. ( How ) is the Requirement process followed by

the

Company?

a) Excellent b) Good c) Average d) Poor e) Very Poor 3. What about the receiving process at Reception? a) Excellent b) Good c) Average d) Poor e) Very Poor 68 ( )

4. What about the Selection Process at the Company? a) Excellent b) Good c) Average d) Poor e) Very Poor

5 . What is the main objective of Recruitment procedure in your Organization? ( a) To develop an organization culture that attracts competent people b) To attract persons with multi dimensional skills. c) To introduce fresh blood at all levels of organizations. d) Any Other. 6. What are sources of Recruitment in your Organization? a) Internal b) External c) Both. (

7. What is the Key factor that is considered in your Organization for Recruiting The Employees? a) Experience b) Qualification c) Talent d) All the above 8. Who carried out the Recruitment and Selection process in your Organization? a) Top-level people b) Middle level people c) Company Executives d) Others 9. How is the interview process (technical/HR) which you have faced ? a)Excellent b) Good c) Average d) Poor e) Very Poor 10. What qualities do the Organization look for recruiting the candidate? a)Technical Knowledge b)Education Qualification c)Experience d) Communication Skills e) All the above. 11 .What is the Managers best Recruitment alternative in the Organization? a)Internet b) Independent Contractors c)Professional Organization d)campus placement e)Others 12 .What were the reasons for applying for a job in this Organization? a)job security b)reputation c)working conditions d)employee benefits e) others 69 ( ) ( ) ( ) ( ) ( ) ( )

13. Which method is used to attract man power for the Organization? a)Promotions b)Transfers c)Scouting d)Salary e)Others 14. My duties and my Responsibilities match my job? a) Yes b) No

15. How is the motivation of the management in Recruitment and Selection Process ( a) Excellent b) Good c) Average d) Poor e) Very Poor

16.

How is the Time Taken for Intimation? a) Excellent b) Good c) Average d) Poor

17.

How are the steps followed in Recruitment Process? a) Excellent b) Good c) Average d) Poor e) Very Poor

18. How is the Interaction with HR Team? a) Excellent b) Good c) Average d) Poor e) Very Poor

70

BIBILOGRAPHY:
1. HUMAN RESOURCE MANAGEMANT, Stephen P.Robbins, Biswajeeth Patnayak 2. RESEARCH METHODOLOGY, Kothari. 3. STASTICAL METHODS, S.P.Gupta.

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