Professional Documents
Culture Documents
AND
SELECTION PROCESS
OBJECTIVE
BOARD OF DIRECTORS
Shri Brij Bhushan Singal Chairman cum Managing Director
Shri Sanjay Singal Vice Chairman
Shri Neeraj Singal Managing Director
Shri Sandeep Bakshi Nominee Director of ICICI
Shri N.K. Gard Nominee Director of UTI
Shri Mohan Lal Director
Shri Shankar Lal Mittal Director
Shri R.P. Goyal
BANKERS
Punjab National Bank
Canara Bank
Federal Bank Ltd.
ING Bank
Bank of India
AUDITORS
Mehra Goel & company.
Charted Accountants
COMPANY SECRETARY
Mr. O.P. Davra.
REGISTERED AND CORPORATE OFFICE
F-Block, Ist Floor,
International Trade Tower,
Nehru Place, New Delhi-110019
WORKSHOP
23, Site IV Sahibabad Industrial Area,
Sahibabad, District Ghaziabad.
Uttar Pradesh-201010
BRANCHES
Ahemdabad, Bangalore, Bhopal, Bombay, Calcutta, Chandigarh,
Chennai, Coimbatore, Delhi, Derabassi, Guwahati, Hyderabad,
Kanpur, Ludhiana, Puen, Parwanoo, Rishikesh, Varanasi.
COMPANY PROFILE
Bhushan Steel & Strips Limited, an ISO 9002 certified and the
flagship company of Rs. 2000 crores BHUSHAN GROUP, is leading
the technological Revolution in Indian Cold Rolled steel industry &
defining new frontiers of customer satisfaction. It is India’s largest
(in the secondary sector) and the only CR Steel Plant with a line
to manufacture Cold Rolled Coils & Sheets up to width of
1610mm, as well as Galvanized Steel Coils & Sheets up to width
of 1250 mm. The company currently has a capacity to produce
500000 MT/Annum of Cold rolled Steel & out of that 250000 MT/
Annum of galvanized Steel.
PRIDE OF PLACE
Company’s Products continue to be a favorite with all quality
conscious users of automobiles & white Goods/Domestic
appliances & General Engineering Industries. It is no wonder that
eminent corporates like Telco, Daewoo Motor, Hindustan Motors,
Maruti Udyog, Mahindra & Mahindra, Ashok Leyland, Ford Motors,
Krupp JBM, Honda SICL cars, Eicher Tractors, Hongo India, Piaggio
Greaves, JBML, Bajaj Tempo, Scooter India, Bajaj Auto, Yamaha
Escorts, Hero Honda, Lucas-TVS, Brakes India, TI Group, LML,
Kinetic Engineering, Amalgamation Group,Whirlpool
Godrej, IFB, LG Electronics,Intercool Western Electrolux Group,
Videocon Hitachi Aircon, National Matshushita, Hindustan Aircon,
Onida, L&T, ALSTOM, BHEL, Indian railways, ETA, Tecumseh, JCT
Electronics continue their unbounded trust in BSSL and regularly
sourcing company’s products.
GLOBAL PLAYER
Bhushan Steel & Strips Limited acquired the export house status
in the very First year (1995-96) of their export operations with a
turnover of 13.2 million U.S. dollars. Company attained the status
of trading house in the year 1997-98 by Ministry of Commerce,
Government of India.
The company has a full fledged R&D center and has many firsts
to its credit including development of High Tensile steel for
passenger car skin panel grade material for Visi coolers & Chest
coolers of Coco Cola & Pepsi, ultra-thin CR steel for picture tube
& battery application etc. A Fully equipped Quality Control
Laboratory has test equipments of unmatched standards.
STRATEGIC ALLIANCE
In order to acquire the latest know-how to establish the quality
requirements of all customers in Automobile, White Goods
appliances & General engineering Industry, the company has
entered into a technical collaboration with the world’s one of the
largest steel producer Sumitomo Metal Industries, Japan.
DEPARTMENT AT BSSL
BSSL
CHAIRMAN
VICE CHAIRMAN
MANAGING DIRECTOR
PRESIDENT
PLANT OFFICE
TRANSPORT PURCHASE
EXPORT STORE
OEM HRD
TRADE PERSONNEL
ADMINISTRATION
SECURITY
Bhushan Group has increased its capacity of cold rolled steel by
installing a new plant at Khapoli, near Mumbai. This plant
produces CRCA coils and sheets Galvanized coils and sheets,
precision tubes, ERW/CEW (cold drawn) for automobile
applications.
BUSINESS PRINCIPLES
1. Organization, which is sensitive to the needs of the
Customers.
2. Continuous up gradation of Quality and Process to meet
changing needs of Customers.
3. Optimization of returns on Investment by.
Continuous Improvement.
Leadership Through Technology.
Organization and Personal Development.
Cost Reduction efforts.
Effective use of all resources.
Harmonious and Safe working conditions.
Following JIT theory in Practice.
10. Selection Test: Psychological tests are being increasingly used in employee
selection. A test is a sample of some aspect of an individual’s attitude,
behaviour and performance. It also provides a systematic basis for
comparing the behaviour, performance and attitudes of two more persons.
Tests are based on the assumption that individuals differ in their job related
traints which can be measured. Tests help to reduce bias in selection by
servicing as a supplementary screening device. Tests are helpful in better
matching of candidate and the job. Tests may also reveal qualifications
which remain covered in application form and interview. Tests are useful
when the number of applicants is large. Further, tests will be useful only
when they are properly designed and administrated.
12. References Check : The opinion of referees can be useful in judging the
future behavioral and performance of a candidate.
RECRUITMENT POLICY
Yodder
The indents are then checked against the posts allotted to the
department branch and also against authorization for expansion.
If already granted. Financial implications of the proposed
appointments and additional expenditure are worked out of
course these would be within the budgetary sanctions of the
department concerned. It the indents are found correct, the
proposed requirements are authorized and the initial pay, the
scale and other admissible allowances are determined.
SOURCES OF RECRUITMENT
Before an organization activity begins recruiting applications it
should consider the most likely source of the type of employee it
needs. Some companies try to develop new resources while most
only try to tackle the existing source they have. These sources,
accordingly, may be termed as internal and external.
Internal sources
DIRECT METHOD
This method comprises of sending traveling recruitment to
educational institutions, employees’ contacts with public and
manned exhibits. One of the widely used direct method is that of
sending of recruiters to colleges and technical schools. Most
college recruiting is done in co-operation with the placement
office of a college. The placement office usually provides help in
attracting students, arranging interviews, furnishing space and
providing campus recruiting is an extensive operation. Persons
reading for MBA or other technical diploma are picked up in this
manner. For this purpose, carefully prepared brochures,
describing the organization and the jobs it offers, are distributed
among students, before the interviewer arrives. The TATA,
RELIANCE, WIPRO, INFOSYS, DR REDDY’S LAB, NESTLE, DABUR,
LARSON & TOUBRO, BIRLA, HINDUSTAN LIVER LIMITED and other
enlightened firms maintain continuing with institutions
‘placement officials with a view to recruiting staff regularly for
different responsible positions.
Sometimes, firms directly solicit information from the concerned
professors about students with an outstanding record. Many
companies have found employees’ contract with the public a very
effective method.
TRADE UNIONS
They also provide manual and skilled workers is sufficient
numbers. Under agreement, they may agree as to who is to be
given preference. But in case of adverse industrial relations this
technique may create difficulties.
DATA BANKS
When a company desires a particular type of employee, job
specifications and requirements are fed in to a computer, where
they are matched against the resume data stored there in. the
out put is a set of resumes for individuals who meet the
requirements. This methods is very useful for identifying
candidates for hard-to-fill positions which call for an unusual
combination of skills.
Direct Method
This method comprises of sending traveling recruiters to
educational institutions, employees’ contacts with public and
manned exhibits. One of the widely used direct method is that of
sending of recruiters to colleges and technical schools. Most
college recruiting is done in co-operation with the placement
office of a college. The placement office usually provides help in
attracting students, arranging interviews, furnishing space and
providing campus recruiting is an extensive operation. Persons
reading for MBA or other technical diploma are picked up in this
manner. For this purpose, carefully prepared brochures,
describing the organization and the jobs it offers, are distributed
among students, before the interviewer arrives. The TATA,
RELIANCE, WIPRO, INFOSYS, DR REDDY’S LAB, NESTLE, DABUR,
LARSON & TOUBRO, BIRLA, HINDUSTAN LIVER LIMITED and other
enlightened firms maintain continuing with institutions
‘placement officials with a view to recruiting staff regularly for
different responsible positions.
Sometimes, firms directly solicit information from the concerned
professors about students with an outstanding record. Many
companies have found employees’ contract with the public a very
effective method.
Other direct methods include sending recruitment to
conversation and seminars, setting up exhibits at fairs and mobile
office to go to the desired centers.
INDIRECT METHOD
Indirect method involve mostly advertising in newspapers, on the
radio, in trade and professional journals, technical magazines and
brochures.
Advertising is very useful for recruiting blue-collar and hourly
workers as well as scientific, professional and technical
employees. Local newspapers can be a good source of blue-collar
workers, clerical employees and lower level administrative
employees.
The main point is that the higher the position is in the
organizations or the more specialized the skills sought, the most
widely dispersed advertisement is likely to be. The search for top
executives might include advertisement in a national periodical,
while the advertisement of blue collar job is usually confirmed to
the daily newspapers or regional trade journals.
The classified advertisement section of a daily newspaper or the
Sunday Weekly editions of The Hindustan Times, The Times of
India, the Tribune, Bharat Jyoti, The National Herald, Free Press
Journal, the Pioneer, Amrit Bazar Patrika, The Economic Times,
The Hindu, The Indian Express, The Statesman etc. carry
advertisement to screen themselves in order to find out whether
they are fit for the job for which the advertisement has been
issued. In order to be successful, the advertisement should be
carefully written. If it is not properly written, it may not draw the
right type of applicants or its may attract too many applicants
who are not qualified for the job. It should be so framed as to
attract attention for example by the use of different sizes and
types of print. The first line should limit the audience somewhat
and the next few lines further seen out the readers who do not
possess the necessary qualification.It should provide specific
information for advancement . the benefit to be enjoyed by
working in the company; and it should emphasize facts related to
dignity of the job beyond and to proffesional experts.”Frilly
advertisements, containing exaggerated claims and gimmicky
appeals are to be avoided”.advertising can be very effective if its
media are properly chosen.ì¥Á617
organizations often place what is reffered to as blind
advertisement one in which there is no identification of the
organization. Respondents are asked to apply to a post office Box
No.’ or to a consulting firm that is acting as an intermediary
between the applicant and the organization. The large
organizations with regional or national reputation do not usually
use blind advertisement.
TRADE UNIONS
They also provide manual and skilled workers in sufficient
numbers. Under agreement, they may agree as to who is to be
given preference. But in case of adverse industrial relations this
technique may create difficulties.
VOLUNTARY ORGANIZATIONS
Such as private clubs, social organizations, non government
organizations (NGOs) might also provide employees- handicaps,
widowed or married women, old persons, retired hands, etc. in
response to advertisement.
DATA BANKS
When a company desires a particular type of employee, job
specifications and requirements are fed into a computer, where
they are matched against the resume data stored there in. the
output is a set of resumes for individuals who meet the
requirements. This methods is very useful for identifying
candidates for hard-to-fill positions which call for an unusual
combination of skills.
Which particular source is to be tapped will depend on the policy
of a firm, the position of labour supply, Government regulations
and agreements with labour organizations. However the HRD
Manager must be in close that these different sources and use
them in accordance with his needs.
FOCUSED INTERVIEWING
The focused interview is a direct by-product of the behavioral
event interview (BEI) technique that was developed by
Hay/McBer.
PREREQUISITES
Assessment may have important consequences for a person’s
professional and personal life. Also, the results of an assessment
process have to be accepted by the people in the company. So it
is important that assessors are carefully and completely trained
and that the focused interview technique is integrated in a clear
and comprehensive HR process.
One could add up all the ratings to get a sum total, which could
be used to place the candidates in order. Rank them by listing out
their names, starting with the candidate with the highest total
score and ending with the candidate with the lowest total score.
The first candidate is thus the strongest applicant at this stage.
This process may also include appropriately rated ability test
scores or other sources of information, if available at this stage.
Phase:3
Comparative study with other business organizations
To find out what practices are prevailing in various other
business organizations, a market survey was conducted.
The number of companies contacted were: 8
The companies that were chosen were largely manufacturing
based business houses.
They were SAIL, BEL, GRASIM, ESCORTS, HONDASIEL,
RANBAXY, LG ELECTRONICS.
Phase 4:
To suggest the ways/ methods to make the existing system
more effective.
We have suggested and developed the competency profiling
on the basis of existing job Descriptions.
The recommendations were based on the internal and
external survey.
FOCUSED METHOD
Another interviewing technique used was focused interview,
which is meant to focus attention on the given experience of the
respondent and its effects. In this method the interviewer has the
freedom to decide the manager and sequence in which the
questions will be asked and has also the freedom to explore
reasons and motives. The main task of the interviewer in this
method is to confine the respondent to a discussion issues.
OBSERVATION METHOD
The above steps are being followed. Another steps which involves
Short listing the candidate, sending the letter, arranging
interview through channel of internal experts, selection and
offering the letter and finally induction.
In the present system as soon as there is a vacancy a requisition
comes from the relevant department to the personnel
department.
EVALUATION SHEET
Date: Post Applied for:
1. Name:
2. Age:
3. Years of Experience:
4. Motivation:
5. Attitude:
6. Transactional Analysis:
7. Technical Skill sets:
8. Analytical
9. Trouble Shooting skills:
10. Family background:
11. Present Salary:
12. Salary Expected:
13. Any other observations:
SAMPLE SIZE DETERMINATION
CRITERIA
The criteria for choosing the companies was largely that they
should be manufacturing based.
The information that was collected was largely on
1. The initiation process-Need Analysis.
2. Sourcing of the right candidates.
3. The Selection Criteria adopted.
4. Data related to time spent on induction, probation etc.
C) SELECTION
• Structured interviewing is a very uncommon
phenomenon with most of the organization, companies
like ESCORTS, RANBAXY and BSSL have structured
interviewing where a candidate is asked questions not
only to find out his knowledge proficiency but a skill set
(Behaviour, Attitude and Aptitude) which is required on
the job.
• Psychometric testing is these days becoming an
essential tool in the selection process. Many
organizations have already introduced this system with
tem but in general the feedback is that it is usually not
much helpful. On one hand it saves time of the Senior
Management on the other hand the entire task is cost to
the company.
• All the organizations feel and practice the important
of the interview in the process of Selection and hence
encourage the interaction of the employee with the
Management as much as possible. Another hidden
motive is to understand the mindset of the employees
before he is finally selected.
INDUCTION AND ABSORPTION
3. RANBAXY
One of the world’s largest pharmaceutical company. A
multinational concern with India base the organization has a
large workfare and HR thus is a very important and
essential ingredient to the management. With a workforce
of over 1300 managers across the world recruitment and
selection in the organization has to cater to the needs of
different locations and their respective environments.
• Thomas Profiling system for Right Hiring is used for the
selection.
• The company believes in encouraging to infuse young
blood in the organization and they go to campuses like
IIM, FMS, XLRI, MDI etc.
• They also have a panel of consultants which cater to the
regular supply of manpower for Ranbaxy.
• Internal Sourcing is also encouraged. People usually stay
for 2-3 yrs in the company and a succession in their
career plan comes and after discussion of superiors.
• A competency based recruitment and selection system
prevails but no data or criteria regarding the same has
been revealed.
• Multiple teams-supervisor assess their candidates and
define the competencies needed to do the job best.
• Both structured and unstructured interviews are
conducted which go upto 3 levels.
• Regional engineering colleges are preferred for all the
technical recruitments but still a technical test is taken.
• Normal stay with the organization is for 2-4yrs.
• An induction for 1-2 months depending on the critically of
the position is given and probation period extends upto 1
year where the candidate are taken for a training.
4. LG ELECTRONICS
The largest MNC is the field of electronics and electrical
devices today LG is a name to be associated with. They
follow the typical Korean culture in India and that may be
one of the bottleneck for their success. People, their
development and their association with LG holds one of the
priority tasks with HR at LG.
• Recruitment through advertisement all based on net and
consultants.
• Asia wide recruitment done. Arthur Anderson and KPMG are
official consultants.
• Psychometric testing done customized for LG.
• Around 104 questions to be solved to assess the personality
type.
• And then called for interview which are 2-3 rounds.
• The final round usually with the senior level people.
• Focus is on the attitude of the candidate, commitment and
skill proficiency.
• Competency based selection system prevalent, job
descriptions define the skill set.
• Training is given tot eh panel, which is decided before the
interview for the specific job.
6. BEL
Bharat Electronics Ltd is a professional electronics company
of India. it was established in 1954 to meet defense needs
of India.Since then BEL has grown to multi product,
multiunit and technology drive company. It believes in
Quality, Technology and Innovation. Its mission is to be the
Market Leader in defense and other chosen field and
products.
• At BEL Recruitment follows the manpower requisition.
• All Recruitment is through advertisement and through
Campus.
• Psychometric testing is practiced in process of selection.
• Competency based selection system prevalent is at Top
and Entry level. Job descriptions define the skill set.
• There are 1-2 rounds of interview and interview is of semi
structured type.
7. ESCORTS
Escorts a name that symbolize growth achievement,
technological strength and most of all, it signifies a
commitment to the highest standards professionalism. With
a fraternity of 22000 employees, 20 manufacturing plants,
and turnover exceeding Rs. 3400 crore, the escorts group
today ranks among the leading engineering conglomerates
of the country. Beginning as a small agency house in Lahore
in 1944, escorts, after independence moved its
headquarters to Delhi and played a pivotal role in the
execution of several major at projects.
At Escorts :
• Recruitment follows the manpower requisitions.
• Job descriptions are there at all levels. Similar Competency
Profiling is done at all levels.
• Internal References are used, and in external sources most
prevalent sources are Advertisements and consultants.
• The interview is of structured nature.
• Focus is on the attitude of the candidate, commitment and
skill proficiency.
8. Jindals Strips Ltd.
Jindal Strips is of reputed Jindal group, which is know for its
Quality products that comes from quality of people and
that is the outcome of effective recruitment and selection.
Q7. To what extent the following criteria are used for Selection in our organization?
Criterion To a great To a Indefinit To a T a very
extent Extent e little little extent
Extent
Knowledge
Experience
Abilities / Skills
Aptitudes
Interests
Yes No
Q14. What is the duration of Induction in Your Organization?
__________________________
Q15. What is the duration of Probation in Your Organization.
__________________________
NEED ANALYSIS
1. Human Resource Budget Yes Yes Yes Yes Yes Yes Yes Yes
2. Human Resource Planning
a) Project Based Yes Yes Yes Yes No Yes Yes
b) Vacancy Based Yes Yes Yes Yes Yes Yes Yes Yes
3. Expansion & Restructurning Yes Yes Yes Yes
4. Job Description done or not
a) at top level Yes Yes Yes Yes Yes Yes Yes
b) at middle level No Yes Yes Yes Yes Yes Yes
c) entry level Yes Yes Yes Yes Yes Yes Yes
5. competency based model
a) At top level No Yes Yes Yes IP Yes Yes
b) At middle level No No Yes Yes IP Yes Yes
c) Entry level Yes Yes Yes Yes IP Yes Yes
SOURCING
1. Internal Sourcing
a) Internal reference No No Yes Yes
b) Promotions & Transfers Yes Yes Yes
c) Data Bank exit or not No Yes Yes Yes Yes Yes Yes
2. External Sourcing
a) Advertisement Yes Yes
b) E-Recruitment No Yes Yes Yes Yes Yes
c) Consultant Yes No Yes Yes Yes Yes Yes
d) Campus Yes Yes Yes Yes
e) Head Hunting No
TURNOVER RATE SELECTION 2% 3% 2% 5% 6% 7% 12% 15%
1. Criteria for Selection
a) Knowledge Yes Yes Yes Yes Yes Yes Yes
b) Experience Yes Yes Yes Yes Yes Yes
c) Ability / Skills Yes Yes Yes Yes Yes Yes Yes
d) Attitudes Yes Yes Yes Yes Yes Yes Yes
e) Interest Yes Yes Yes Yes Yes Yes Yes
2. Psychometric Test PL Yes No Yes Yes No
3. Any Written Test or GD? Yes Yes No Yes Yes Yes
4. Any preliminary interview Yes Yes Yes Yes Yes Yes Yes
Interview style
a) Structured PL No No IP No No Yes
b) Semi-structured Yes No No Yes Yes
c) Unstructured Yes No Yes Yes No Yes
5. Rounds of Interview 2 to 3 1 to 2 2 2 3 2 to 3 2
6. Any Preplacement Talk? Yes No Yes Yes Yes IP Yes Yes
INDUCTION & ABSORPTION
A) Induction Given Yes Yes No Yes Yes Yes
B) Time Span Of Induction (Ms) 2ms 6ms 1-2ms 1-2ms 10-15d
C)Time Span Of Probation (Ms) 1year 6 ms 6ms 6ms 6ms 1yr.
EXECUTIVE SUMMARY
Executive Summary
Objective
Company Profile
Theoretical background
Recruitment & Selection
Research Methodology
Practical Observations
As-is system
Findings & Analysis
Sample Size Determination
Evaluation of Questionnaires Results
• Effectiveness of Recruitment & Selection
Process
o Comparative analysis
Conclusion
Recommendations
Bibliography
Annexures