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HUMAN RESOURCE MANAGEMENT

ASSIGNMENT 1

DOCUMENT ON
RECRUITMENT PROCESS OF THE STEEL
AUTHORITY OF INDIA LIMITED (SAIL)

SUBMITTED BY- ARNAV BHANDARI


SUBMITTED TO- MR. YASHWANT MISALE

METHODS OF RECRUITMENT
RECRUITMENT
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Recruitment is an important part of an
organizations human resource planning and their competitive strength. HRP helps determine the number and
type of people an organization needs. Job Analysis and Job Design specify the tasks and duties of jobs and the
qualifications expected from prospective jobholders. Recruitment is a process of finding and attracting capable
applicants for employment. The process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees are selected.

Recruitment methods refer to the means by which an organisation reaches to the potential job seekers. In other
words, these are ways of establishing contacts with the potential candidates.lt is important to mention that the
recruitment methods are different from the sources of recruitment.
The major line of distinction between the two is that while the former is the means of establishing links with the
prospective candidates, the latter is location where the prospective employees are available. Dunn and Stephen
have broadly classified methods of recruitment into three categories.
Recruitment methods refer to the means by which an organisation reaches to the potential job seekers. In other
words, these are ways of establishing contacts with the potential candidates.lt is important to mention that the
recruitment methods are different from the sources of recruitment.
The major line of distinction between the two is that while the former is the means of establishing links with the
prospective candidates, the latter is location where the prospective employees are available. Dunn and Stephen
have broadly classified methods of recruitment into three categories.
1. Direct Method:
In this method, the representatives of the organisation are sent to the potential candidates in the educational and
training institutes. They establish contacts with the candidates seeking jobs. These representatives work in
cooperation with placement cells in the institutions Persons pursuing management; engineering, medical etc.
programmes are mostly picked up in this manner.
Sometimes, some employer firms establish direct contact with the professors and solicit information about
students with excellent academic records. Sending the recruiter to the conventions, seminars, setting up exhibits
at fairs and using mobile office to go to the desired centers are some other methods used to establish direct
contact with the job seekers.
2. Indirect Methods:
Indirect methods include advertisements in news papers, on the radio and television, in professional journals,
technical magazines etc.
This method is useful when:
(i) Organisation does not find suitable candidates to be promoted to fill up the higher posts
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(ii) When the organisation wants to reach out to a vast territory, and
(iii) When organisation wants to fill up scientific, professional and technical posts.
The experience suggests that the higher the position to be filled up in the organisation, or the skill sought by the
more sophisticated one, the more widely dispersed advertisement is likely to be used to reach to many suitable
candidates.
Sometimes, many organisations go for what is referred to as blind advertisement in which only Box No. is given
and the identity of the organisation is not disclosed. However, organisations with regional or national repute do
not usually use blind advertisements for obvious reasons.
While placing an advertisement to reach to the potential candidates, the following three points need to be borne
in mind:
1. First, to visualise the type of the applicant one is trying to recruit.
2. Second, to write out a list of the advantages the job will offer
3. Third, to decide where to run the advertisement, i.e., newspaper with local, state, nation-wide and international
reach or circulation.
3. Third Party Methods:
These include the use of private employment agencies, management consultants, professional
bodies/associations, employee referral/recommendations, voluntary organisations, trade unions, data banks,
labour contractors etc., to establish contact with the job- seekers.

RECRUITMENT NEEDS ARE OF THREE TYPES

Planned: i.e. the needs arising from changes in organization and retirement policy.

Anticipated: Anticipated needs are those movements in personnel, which an organizationcan predict by
studying trends in internal and external environment.

Unexpected Resignation, deaths, accidents, illness give rise to unexpected needs.PURPOSE AND

IMPORTANCE OF RECRUITMENT

Attract and encourage more and more candidates to apply in the organization.

Create a talent pool of candidates to enable the selection of best candidates forthe organization.

Determine present and future requirements of the organization in conjunctionwith its personnel planning
and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.


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Help increase the success rate of selection process by decreasing number of visibly under qualified or
overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected willleave the organization only
after a short period of time.

Meet the organizations legal and social obligations regarding the compositionof its workforce.

Begin identifying and preparing potential job applicants who will beappropriate candidates.

Increase organization and individual effectiveness of various recruitingtechniques and sources for all
types of job applicants.
RECRUITMENT PROCESS
Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting
the interviews and requires many resources and time
A general recruitment process is as follows:

Identify vacancy

Prepare job description and person specification

Advertising the vacancy

Managing the response

Short-listing

Arrange interviews

Conducting interview and decision making

ABOUT STEEL AUTHORITY OF INDIA LIMITED


Steel Authority of India Limited (SAIL) is one of the largest state-owned steel making company based in New
Delhi, India and one of the top steel makers in world. With an annual turnover of 43,337 crore (US$6.4 billion)
(FY 2015-16). It is a public sector undertaking which trades publicly in the market is largely owned
by Government of India and acts like an operating company. Incorporated on 24 January 1973, SAIL has 93,352
employees (as of 31-Mar-2015).[3] With an annual production of 13.9 million metric tons, SAIL is the 24th largest
steel producer in the world.[5] The Hot Metal capacity of the Company will further increase and is expected to
reach a level of 23.5 million tonnes per annum by the end of the Financial Year 2015-16. P.K Singh is the current
chairman of SAIL.
SAIL operates and owns 5 integrated steel plants at Bhilai, Rourkela, Durgapur, Bokaro and Burnpur and 3
special steel plants at Salem, Durgapur and Bhadravathi. It also owns a Ferro Alloy plant at Chandrapur. As part
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of its global ambition, the company is undergoing a massive expansion and modernisation programme involving
upgrading and building new facilities with emphasis on state of the art green technology. SAIL is a public sector
company, owned and operated by the Government of India. According to a recent survey, SAIL is one of India's
fastest growing Public Sector Units. Besides, it has R&D centre for Iron & Steel (RDCIS), Centre for Engineering
and Technology (CET), Management Training Institute (MTI) and SAIL Safety Organisation (SSO) located at
Ranchi capital of Jharkhand.
RECRUITMENT SOURCES OF SAIL
A. INTERNAL SOURCES:1.PROMOTIONS
Sail promotes the employees from one department to anotherwith more benefits and greater responsibility based
on efficiency and experience.
2.EMPLOYEE REFERRALS
:Sail has structured system where the currentemployees of the organization refer their friends and relatives for
some position inthe organization.
B. EXTERNAL SOURCES:1.PRESS ADVERTISEMENTS
:- Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment.
2.E-RECRUITMENT
:- Sail uses Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment
process
SKILL SETS REQUIREMENT
As the organization grows the need for professionalism in the organization increases and so does the pay
package.
RECRUITMENTS FOR MANAGERIAL POSITIONS IN SAIL
Recruitment for managerial positions is done through interview & written test .
ELIGIBILITY: The educational qualification, experience etc

Their role in the organization in respect of their position, job responsibility, keyareas of performance.
The pay structure along with the various facilities offered by the company.

RECRUITMENTS FOR SENIOR AND JUNIOR LEVEL POSITIONS


Main sources of recruitment here are:

Newspaper Advertisements

Internal employee reference

Recruiting IT Management trainees


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T
SELECTION PROCESS IN SAIL:1. Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate unqualified job seekers based on
the information supplied in their application forms.
2. Then HR specialist conducts different types of SELECTION TESTS, depending on
the job to determine the applicants ability, aptitude and personality.

Ability Test- This assist in determining how well an individual can perform tasks related of the job
Aptitude Test-This assist in determining a persons potential to learn in a given area.
Personality Test-This test is given to measure a prospective employees motivation to function in a
particular working
Interest Test-This test is used to measure an individuals activity preferences
Medical Test-.This test reveals physical fitness of a candidate

3.Then HR specialists conduct the EMPLOYMENT INTERVIEW SELECTION.


ADVANTAGES AND DISANDANTAGES
A. ADVANTAGES
The 5 test series taken by the SAIL HR Department provides an intensive evaluation of the person and
hence reveals if he is fit for the task or not.
The process is fast and thus saves a lot of valuable time
The tests and selection process is able to test the complete profile of the candidate and does not leave
any lose ends.
B. DISADVANTAGES
The responses in the tests might be depending on the situation around the candidate.
It provides a very high chance of errors in reading profiles.
The system evaluates a person on marks, thus if a person is the smartest in the croud but isn't fir enough,
then the company can easily lose the chance to hire him.
.
RECRUITMENT STRATEGY
Recruitment strategies of the company are:
At least 50% of the vacancies occurring during a year at induction level/grades are filled up through direct
recruitment from external sources.
Recruitment of executives from external sources will be made through open advertisement in the press.
Higher managerial grades/positions such as ASSISTANT MANAGER,MANAGER, SENIOR MANAGER, AGM
DGM GM DP AND EXECUTIVE MANAGER are done through Direct Recruitment.
Direct recruitment to the following will be centralised and done on all India level basis at the Corporate Office for
the entire company including its Plants/Units .i.e.ASST.GENERAL MANAGER, DYP.GENERAL
MANAGER,GENERALMANAGER ,EXECUTIVE MANAGER.

RECRUITMENT PROCESS FLOWCHART

RECENT TRENDS IN RECRUITMENT FOLLOWED BY SAIL


The recruitment processes followed by SAIL come under three basic strategies
Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A company may draw required
personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the
candidates according to the needs of the organization and creating a suitable pool of talent for the final selection
by the organization. Outsourcing firms develop their human resource pool by employing people for them and
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make available personnel to various companies as per their needs. In turn, the outsourcing firms or the
intermediaries charge the organizations for their services.
ADVANTAGES
Company need not plan for human resources much in advance
Value creation, operational facility, and competitive advantage
turning the management's focus to strategic levels of HRM
Company is free from salary negotiations
Lot of resources and time is saved
DISADVANTAGES
Company cannot train the candidates exactly like they train others
There's a lot of tension between trained and new workers
Poaching / Raiding
Buying talent (rather than developing it) is the latest mantra being followed by the organizations today.
Poaching means employing a competent and experienced person already working with another reputed
company in the same or different industry; the organization might be a competitor in the industry.
ADVANTAGES
The best employees are acquired by the company
The employees come with a lot of experience
DISADVANTAGES
The salary has to be kept very high
The employees might skip to another company for more money
A higher post has to be given to the candidate
E-Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist
the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e mail using the Internet.
ADVANTAGES
A wider array of people can apply for the job and thus there is more chance of finding the better employee
The process of filing and documenting is very fast and easy in E- Recruitment
The process id overall very fast
Utilises less resources of the company
DISADVANTAGES
There is a huge chance of misjudgement
The wrong person might be answering on behalf of the candidate

ADVANTAGES AND DISADVANTAGES OF THE OVERALL PROCESS


A. ADVANTAGES
The whole process in most cases, reveals the right person for the right job.
The physical examination eliminates the people who bring a lazy vibe to the environment to the
place
Two interviews remove the chance of misjudgement and biased judgements.
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The long process and interactions with the company representatives builds trust in the mind of the
employees and helps built a connection with the company.

B. DISADVANTAGES

The policy of recruiting new people instead of old for higher jobs is not very encouraging for the
old employees which makes the work environment negative.

The resources expended are very large because of a very lengthy recruitment process.

Time taken from the start to the joining date is very large

Many times, the subjective tests do not give true results

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