A PROJECT REPORE ON

RECRUITMENT & SELECTION POLICIES OF KVS

FOR

THE PARTIAL FULFILLMENT OF

BACHELOR ADMINISTRATION (2009)

DEGREE OF OF BUSINESS

SUBMITTED SUBMITTED TO:

MANMEET KAUR MUDITA AGARWAL ROLL NO: 72361 ENROLLMENT NO.KU 0750100

BY:
MS.

SHRIRAM INSTITUTE OF MANAGEMENT & TECHNOLOGY (AFFILIATED TO KUMAUN UNIVERSITY, NANITAL) CORBETT SUN CITY, RAMNAGAR ROAD KASHIPUR.

INDEX
CONTENTS PREFACE ACKNOWLEDGEMENT STUDENT DECLERATION CHAPTER-1-INTRODUCTION OBJECTIVES OF STUDY SCOPE PERIOD RESEARCH METHODOLOGY LIMITATIONS CHAPTER -2-CONCEPTUAL FRAMEWORK CHAPTER-3-COMPANY PROFILE CHAPTER -4- ANALYSIS AND FINDING CHAPTER-5-CONCLUSION & RECOMMENDATION

CHAPTER- 6-QUESTIONNAIRE CHAPTER -7-BIBLIOGRAPHY & ANNEXURE

PREFACE
This project is submitted in the partial fulfillment of the requirement of the BBA of SIMT. It is the outcome of work I have undergone at Kashi Vishwanath Steels Pvt. Ltd., Kashipur. This project on Recruitment & Selection Policies under the course of Bachelor of Business Administration from S.I.M.T., Kashipur under the guidance of Mr.D.N.Yadav (personnel manager) and Ms. Mudita Agarwal The faculty of BBA Dept. in SIMT. On the completion of this project I take this opportunity to thanks Ms.D.N.Yadav (Personnel Manager) KVSL, and whole Kashi Vishwanath Steels Pvt. Ltd. Kashipur, which gave more help and supporting guidance.

The salient features of the project are: -- The language of the project is clear & to put the power word in the proper place. While waiting this project, I have

tried my best to make this project has much interactive & entertaining as possible.

ACKNOWLEDGEMENT
It is great pleasure to acknowledge my

heartfelt gratitude to those who helped me in completing my project. My first thanks goes to our Director Sir, Mr. Ravindra Kumar Agarwal, supportive Principal Sir, Mr. P. P. Budhlakoti and Dr. Anand Shrivastava (H.O.D of BBA department).

I specially express my gratitude towards Mr. D.N.Yadav, Senior Personnel Manager, Ms. Mudita Agarwal my internal guide for their guidance and co-operation. At last I sincerely thanks all those people who either directly or indirectly co-operated with me in this project.

STUDENT DECLERATION
This project has been undertaken as a partial fulfillment of the requirements for the award of the degree of BACHELOR OF IN BUSINESS UNIVERSITY ADMINISTRATION KUMAUN

NAINITAL (UTTARAKHAND). The project was executed during Vth semester of BBA under the supervision of Ms. Mudita Agarwal and Mr. D.N.Yadav (personnel manager) in KVSL. Further I declared that this project is my original work and the analysis and finding are for academic purpose only. This project has not been presented in any seminar or submitted else where for the award of degree or diploma.

Manmeet Kaur

CHAPTER 1

INTRODUCTION

OBJECTIVES OF STUDY
1. & The foremost objective of

Recruitment policies in KVSL is to find employ the best qualified person for each job.

2.

To know the Recruitment and Selection procedure of the Organization. 3. To get familiar with the working

environment. 4. To observe how actually the work is World.

being performed in corporate

5.

To provide equality. To provide facilities & opportunity growth

6.

on the job.

SCOPE OF THE STUDY

1.

It is helpful to know how Kashi Vishwanath Steels Ltd. Recruiting people.

2. It is helpful to enhance my knowledge.

PERIOD OF STUDY
This project has been undertaken as per the rules of Kumaun University, Nainital. To know the Recruitment and Selection procedure of the company and on what basis they are selecting people.

This project was executed during fifth semester in Kashi Vishwanath Steels Pvt. Ltd. Kashipur.

RESEARCH METHADOLOGY
STEP-3 STEP-I STEP-2 GETTING SOME ANALYSIS RESULT ON REVELANT AND PRIMARY DATA DATA INTERPRETATION THE BASIS COLLECTION OF INTERPRETATION

METHOD OF WORKING
STEP: 1 In this step I had collected data from personnel manager of Kashi Vishwanath Steels Pvt. Ltd. STEP: 2 I properly analysis and made some rough

STEP-4

PRESENTATION OF RESULT THROUGH REPORT

notes from the available data.

STEP: 3 In this step I tried to find the relevant information for report making about the Recruitment and Selection policies of the company.

LIMITATIONS OF THE STUDY

Every work has some limitations and some is the case with me. The major limitations are:-

1.Time is the major restricting factor. 2. Fake answers of respondents. 3. Due to an unknown fear some of the respondents were not ready to respond. 4. They are not ready to disclose their

policies. 5. Sometimes they call for training but due to busy schedule of Managers, we use to come back.

CHAPTER 2

CONCEPTUAL FRAMEW ORK

RECRUITMENT
Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning. In other words, It is a linking activity bringing together those with jobs and those seeking jobs. According to Edwin B.Flippo Recruitment is the process of searching for prospective employees and stimulating them to apply of job is the organization. Flippo views recruitment both as positive and negative activity. According the purpose of recruitment is to locate. Sources of manpower to meet job requirements and job specifications.

Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule of and to employ that effective measures attracting

manpower in adequate numbers to facilitate effective selection of an effective working force _ _ _ _ YOLDER It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization

FACTORS AFFECTING RECRUITMENT

Factors governing recruitment may broadly be divided as a) internal and b) external factors. The internal factors are:--

(i)

Recruitment policy of the organization; company;

(ii) Human resource planning strategy of the Size of the organization and the number of employee employed; (iv) Cost involved in recruitment employees, and finally;
(v)

(iii)

Growth

and

expansion

plans

of

the

organization. The external factors are:-(i) (ii) Supply and demand of specific skills in the labour market; Political and legal consideration such as reservation of jobs for SCs, STs, and so on. (iii) Companys image-perception of the job seekers about the company.

SOURCES RECRUITMENT
Sources of manpower supply can

OF

broadly

classify into two categories: 1-Internal and 2-External Many organizations believe that the most

consistent source of manpower supply is form within the organization as it keeps the morale the employees high. Other sources of manpower supply are also used to fill the vacancies in the organization. These external sources of recruitment are even more important. INTERNAL SOURCES OF RECRUITMENT:Internal sources are the most obvious sources. These include personnel already on the pay-roll of an organization. Whenever the vacancy occurs, some is body from within the organization upgraded, transferred,

promoted or sometimes demoted. Most of the companies have to a policy of promotion from eithin. Practice of internal recruitment leads to a healthy and progressive atmosphere, lower cost of training and a high rete of labour turnover.

EXTERNAL SOURCES OF RECRUITMENT:Vacancies at lowest level or recruitment at the time of expansion of the firm or where job specification external can be of met by the present supply. employees, require sources manpower Following are amongst the most commonly used outside sources.

Human Resource Planning

Recruiting Required Personnel

Selecting Qualified Personnel

Placing Selected Personnel On Jobs

Finding & Developing Sources of Potential Employees

Search for Prospective Employees a) Developing Techniques b) Attracting Candidates

Evaluating Effectiveness of Recruiting

Internal Sources

Personnel Research Job Posting Experience

Transferring to new job Upgrading in same position Promoting to higher job

External Sources

Employee Referrals Advertising Scouting

Providing Information Clarifying Doubts

Fig. Recruitment Process

POLICY

RECRUITMENT

Such policies assess the objectives of the Recruitment and provide a framework of implementation of the recruitment programmes in the form of procedure. A good recruitment policy must contain elements:(A): Organizations objectives- Both in the short term and long term, must are taken into consideration as a basic parameter for recruitment decisions and needs of the personnel- area wise, job family-wise, etc. (B): Identification of the training needs to take decision regarding the balance of the qualitative dimension would be recruiting. i.e, the recruitment should prepare profile of each category of workers and accordingly workout the main specifications, decide the sections and identify the particular responsibilities which may be immediately assigned to them. (C): Preferred sources of recruitment which would be tapped by the organization e.g., for skilled or semi skilled manual workers, internal sources and employment exchange may be

preferred for highly specialized categories and managerial personnel, other resources besides the formal may utilized. (D): Criteria of selection and preferences: These should be based on conscious thought. In some cases tracks unions may be consulted in working out the recruitment policy, in others management may take the unilateral decisions. (E): The cost of recruitment implications of the same. and final

METHODS OR RECRUITMENT
Dunn and

TECHNIQUES

OF

Stephens

summarise

the

possible recruitment the possible methods into three categories: direct, indirect and third party. DIRECT METHODS

These include sending traveling recruiters to educational and professional institutions, employees direct Most contacts is with that of is public, and, of comanned exhibits. One of the widely used methods college sending done in recruiters to colleges and technical schools. recruiting operation with the placement office of a college. Other direct to methods include and sending seminars, recruiters conventions

setting up exhibits at fairs, and using mobile offices to go to the desired centers.

INDIRECT METHODS Indirect methods involve mostly

advertising in newspaper, on the radio, in trade and professional journals, technical magazines and brochures.

Advertising in newspaper and/or trade and magazines method, is the most frequently or used when qualified experienced

personnel are not available from other sources. Senior ports are largely filled by such methods when they cannot be filled by promotion from within. Advertisement is very useful for recruiting blue-collar and hourly workers, as well as scientific, source of professional, blue-collar and workers, technical clerical employees. Local newspaper can be good employees, and lower-level administrative employees. THIRD PARTY METHODS Private employment agencies are widely used. They charge a small fee from an applicant. technical staff, They workers, specialize in specific computer These occupations: general office help, salesman, accountants, and engineers executives.

private

agencies

are

brokers

who

bring

employers and employees together. Schools, Institutions recruitment their Colleges and Professional for operate

offer

opportunities They

students.

placement services where complete bio-data and other particulars of the students are available. The companies that need teachers of business and vocational subjects.

SELECTION
*SELECTION PROCEDURE: The selection procedure is concerned with securing relevant information about an applicant. This information is secured in a number of steps. The objective of selection process is to determine whether an applicant meets the qualification for a specific job and to

choose the applicant who is most likely to person well in that job. Selection is a long process, commencing from the preliminary interview of the applicant and ending with the contract of employment. Selection processes or activities typically followed a standard pattern, beginning with an initial screening interview and conducting with the final employment decisions. The traditional selection process includes: preliminary screening interview, completion of applicant form, employment tests, and comprehensive interview. Background investigation, physical examination and final employment decision to hire.

STEPS IN SELECTION PROCESS

There is no shortcut to an accurate evaluation of a candidate. Many employers make use of as such technique and pseudosciences phrenology, physiognomy,

astrology etc. while coming to hiring decisions. However, in modern time these are considered to be unreliable measures:Reception Application Preliminary Interview Interview Bank Investigation Tests Application Background Psychological List of Desirab le Physical Applica Examination nt Final Negative Decisions Selection Placement

The following is popular procedure through it may modify to suit individual situation: 1) Reception or preliminary interview or

screening. 2) Application bank- - - a fact finder which applicants background and life history. 3) A well conducted interview to explore the of the applicant and his family. 4) A physical examination- - - health and

helps one in learning about an

facts and get at the attitudes

stamina are vital factor in success.

5) Physiological testing to explore the surface area and get an objective look at a candidates suitability for a job. 6) 7) A reference check. Final selection approval by manager and to the candidate.

communication of the decision

ASSESSMENT & SELECTION: -Screening nomination and applications to eliminate obviously unqualified candidates. Do preliminary short listing after screening and assessment by following methods.

 Review of his background. Past achievement Personnel interview. Review and analyses the complete records applicants who have survived the screening measures applied up to this point. Eliminate those who do not meet our requirement. Send all candidates so as for to medical eliminate examination

medically unfit candidates. Administer, Aptitude test, analyses and interpret tests score & results. Synthesize, review and evaluate all data by using a candidate analysis and evaluation form. Compare it with selection norms. Maintain all data and forms on file. Determine the relative sections/departments of candidates on the basis of ability and fitness. Select the candidates solely on the basis of merit and fitness as required by sound management and applicable legal and regulatory requirements.

Look at the whole individual, not just at one characteristics or one set of data. Inform all candidates immediately after the decision is made. SELECTION PROCESS: 1.Projection of position vacant 2.Job specification 3.man specification 4.attracting candidates 5.Screening the applicants 6.Preliminary soft listing 7.final selection 8.Job offer

SELECTION OF TRAINEES: The work of selecting employees and placing them in the position most appropriate to their qualifications and experience plays an important role in the industry.

The essence of selection is to analyses the job for which the selection is being made and of the individual capacities and aptitudes which will enable a person to fill it satisfactorily. The job and the worker both have their own characteristics which must fit in. JOB CHARACTERISTICS: These can be analyzed as follows. a) b) The material and tools for the job, the The kind of work whether heavy or repetitive or requiring frequent

movements and activities involved. light,

adjustments to the machine, type of skills responsibility it entails and amount of supervision it requires. c)Its relation to other jobs, either earlier or later in process.

d)

The

condition

of

employment,

its

remuneration, the hours of

working,

the social conditions of work whether it is carried out in a team or whether it is done alone. Throughout make for this analysis, and inquiry these is may directed towards the characteristics whish success, determine the method of selecting trainees and the time devoted to training.

WORKERS CHARACTERISTICS: The characteristics required of the worker are physical condition, personnel achievement, psychological and social. a) Physical qualities cover strength and even by people with

power of endurance. Some jobs can be performed disablement. Such as loss of one of the limbs or blindness.

b)

Attainment relate to what has been

learned in school or through working on previous job. c)General Intelligence is most suitable described as ability to learn, think analyses and construct. The man with good grasp can learn new things quickly and apply these to work. This quality can be tested by intelligence tests etc. d) Special aptitudes are interest in the in as the a sense that has every whole different individual, individual e)

aptitudes for different work. These characteristics can be sought for certain specific jobs and occupations. f) Interest is found by individuals in various ways. For social in relationship, interacting it is in meeting and with other

persons. Intellectual persons create more constructive ideas to tackle the job.

JOB ANALYSIS AND SELECTION: A job is defined as the group of duties, responsibilities and activities assigned to an individual. Job analysis seeks to detail exactly what the job is, as well as what aptitude is needed for it. Because of the differences between job applicants, information from job analysis is useful and often vitally necessary in selection. Job analysis is a systematic procedure for securing and defining a specific job.

CHAPTER 3

COMPANY PROFILE
Steel is crucial to the development of any modern economy and is considered to be the backbone of human civilization. The level of per capita income consumption of steel is treated as one of the important indicator of economic development and living standard of the people of any country. It is a product of large and technologically complex industry having strong forward and backward linkage in terms of material flow and income generation.

All major industrial economies are characterized by the existence of a strong steel industry and the growth of the many of these economies has been largely shape by the strength of their steel industries in their initial stage of development. Steel is one of the few materials that have a variety of application and at the same time completely recyclable. This has made steel one of the most widely raises to new economy in its wake, so is the glory of this ones proud metal fading way. The increase imports have raised the hackles of the domestic manufacturers in the United States and antidumping duties have been imposed on steel companies from many companies including India.

Production Process

It is important to know the whole procedure of making steel right from the stage of mining of iron ore and coal up to the making of finished steel:

COMPANY PROFILE
Kashi Vishwanath Steels Ltd. (KVSL) THINGS A COMPANY IS KNOWN BY TWO
ITS COMMITMENT TO QUALITY AND ITS COMMITMENT TO ITS CUSTOMERS WITHOUT EITHER OF THEM NO COMPANY CAN HOPE TO SUCCEED. - - Managing Director

KVSL: A Company of Winners:

Kashi Vishwanath Steels Ltd. An ISO:9001,ISO:14001 and OHSAS-18001 company was established in 1986 by Shri Yogesh Kumar Jindal.The company is part of an established KVS group of companies, manufacturing rolled steel, section bars of highest quality and at its most modern and advanced plant located in the picturesque locate of Kashipur, Distt.U.S.Nagar(Uttarakhand). Customer satisfaction being a very important part of their ideology, the company is sensitive to the requirement of its greatest

assets customer. And committed to ensure utmost satisfaction and value for every penny spent by their esteemed clients. This is the reason that their entire product enjoys good market share and reputation in their respective fields.

The KVSL Group: A Force to Reckon With

The group managed by the well established entrepreneurs of the Kumaun region. All the companies belonging to group are managed by highly qualified professionals of repute. The group has ventured into diverse business activities, ranging from Refined Oil, Vegetable Ghee, Textiles, Steels Melting & Rolling, Horticulture and Agriculture.

Diversity in Excellence: Product

At KVSL, the tradition of innovation and the zeal to satisfy the customers diversification requirements keeps on inspiring to produce more and more diversification and high quality products. As a result of which, today nearly Go rolled section produced with the latest technology under one roof are available to the customers.

True Quality Springs From The Seeds of Excellent

KVSL believes in perfection and excellence. Control on quality begins from the selection of the raw material till the final production eliminating all the possibilities of inconsistency in quality. The company possesses well equipped R&D department with latest testing monitoring facilities. Captive production of Pencil Ingot is done under vigilant quality control with the best available raw material to suit each rolled section, approved by bureau of Indian Standard I.S.: 2830. KVSL is committed to customer satisfaction.

Working Environment

Hand-in-Hand

with

The use of state-of art equipment with the inbuilt safeguard monitoring and control system helps to keep a check on environmental pollution. Reduction of waste and induction of useful recycling of reduces are treated as priority areas. The group is also responsible for the development of a small forestry; the entire working campus is covered with trees and

plants. The Environment Management System of KVSL has found to confirm to the Environment Management System standard ISO: 14001: 1996 by IQRS wide their certificate No. IQRS/033010 dated January 22, 2003.

Spreading Network

Wide:

Our

Marketing

KVSL has a galaxy of more than 360 dealers in different cities of the state of Uttrakhand, U.P, Delhi, Himachal, Haryana, Chandigarh, Punjab, Rajasthan, and Madhya Pradesh. A close coordination among the dealer, customer and management is maintained by KVSLs products are duly approved by BIS (IS 1786 & IS 2062), RDSDO, and DGS & D products are also registered with various central states Undertaking viz. NTPC, NHPC, PSEB, Uttrakhand Power Corporation, U.P. Power corporation, UPRNN, U.P. Samaj Kalyan Nigam, Rural Engineering Services, and so on

Quality Management System

In accordance with its declaration quality policy, the company has all along followed the principle of adhering to the quality standard, and adhering to the quality standards and targeting customer satisfaction. The company is a licensee of the bureau of the Indian Standard and authorized user of ISI mark of quality. It caters to the customers in the state of Uttar Pradesh, Uttrakhand, Punjab, Haryana, Himachal Pradesh, and Rajasthan etc. In recognition of the companys efforts to maintain the consistency in adhering to the quality standard to provide total customers satisfaction, the company has been certified to the Quality Management System ISO: 9001.

Quality Policy
Kashi Vishwanath Steels Ltd. is committed to customer satisfaction by manufacturing a product which ensures Quality and Value for Money. The management believes that staying at the peak is more difficult than achieving it and therefore the entire KVSL team strives towards continuously improving upon the existing system and process to remain a market leader.

PRODUCT PROFILE
INNER STRENGTH AND DURABILITY. THAT IS THE SYMBOL OF KVS RELIALIBILITY. - - - KVSL

Diversity in Excellence: Products

In per suit of achieving higher quality and constant up gradation of its products range KVSL has already been vigilant and kept watch on the development of technology taking place around the world to be able provide the latest and advanced produced to consumer. Company has started with manufacturing of C.T.D.(Cold Twisted Deformed) bars and today it is producing nearly 60 rolled sections with latest technology under one roof.

KVS Powercon [TMT] Technology

The bars thus produced have additional features like: Earthquake Resistance Higher Corrosion Resistance Excellent Weld Ability Higher Fatigue Strength to Dynamic Load Better Bending Quality and Easier Work Ability at Site Higher Strength and Better Elongation Fire Hazard Resistance. no loss of strength up to 500c.

Earthquake Resistance:

KVS Power bars are new generation reinforcement constructive material for the end users especially in seismically regions of newly formed state of Uttrakhand etc. KVS Powercon bars has higher fatigue resistance to dynamic loading due to higher ductility quality. This makes powercon mist suitable for high-rise Buildings, Bridges, and Dams etc are earthquake prone.

Higher Corrosion Resistance:

Corrosion causes 20 to 40% deterioration in yield strength making them weak. It is therefore necessary to make them corrosion resistance to import long life to the construction. KVS Power bars posses inherent corrosion resistance properties due to unique chemical composition and most scientific method of production having no residual stresses making KVS Powercon bars better corrosion resistance by change in chemistry the properly can by altered to suit the user requirements.

Fire Resistance:

KVS Powercon bars has a special feature of higher resistance to fire. It has been tested that to 500C of that threw is no loss of strength, between 550C to 600C the yield strength drops by a marginal 20/sq.

Weld Ability:

As chemical composition is restricted permissible parameters KVS Powercon Bars are very good in weld ability which is superior to conventional CTD Bars. It can be butt- welded ad lap-welded using ordinary retile coated of machining strength and have following advantages: No less of strength at welding joints. No preheating and post heating requirement during welding.

Resistance to Fatigue Load:

KVS Powercon bars have fatigue resistance to dynamic loading, due to high ductility. Constant amplitude cycles load test was performed on tree concrete beams reinforced with the TMT bars (500Mpa) yield strength and CTD bars (415Mpa) yield strength. All beams were tested up to 2 to 10 cycle in +100KN computer controlled MTS servo hydraulic actuator. The beam reinforced with Powercon bars performed better than conventional steel with respect to cracking.

Formability:

KVS Powercon bars has excellent work ability and band in particular as they posses a unique feature of uniform elongation. They can with stand banding and revending with internal diameter of ID and 4D respectively.

Strain Ageing:
KVS Powercon bars exhibit excellent ageing resistance due to manufacturing process and chemical composition. Test has show tendency of embitterment either during welding or cold deformation of weld joints.

Cost Saving Factor:

KVS Powercon bars is savor more than 14% cost by way of weight compared to the conventional bars. It can be used in all types of concrete structure from large infrastructure such as dams, thermal and hydle power projects and bridges, to residential and commercial structures like building and

factory. It can be used more advantageously because: Prewelded meshes can be used to eliminate manual binding at site saving construction cost abd time. Lesser bar length is required in welding as compared to mechanical anchorages resulting overall saving. Saving is transportation costs as lesser quantity of bars are required as compared to other conventional bars for same type of construction.

PRODUCTS
The product offers a service to the customers so as to satisfy their need. The product provided by KVS suits the Indian Consumer and the mostly Indian Consumer has

a perception that KVS provide products in the form of TMT.

genuine

Products of KVS are as: TMT Powercon CTC Bars Square Round Channel Angles

PLACE

Place includes the various activities of a company undertakes to make the products accessible and available to a large number of target customers.

PROMOTION
Promotion is an important for marketing mix of business enterprises. Promotion is a process of communication with the potential customers. Advertisement local events sponsorship, promotion and inviting a prominent personality for the delivery function would contribute effectively in generating a wider local interest and attention. KVS use hoardings for advertisement of TMT or KVS products.

ORGANISATION STRUCTURE
BOARD OF DIRECTOR

MANAGING DIRECTOR

DIRECTOR COMMERCIAL ADVISOR ADVISOR PRODUCTION

DEPUTY GENERAL MANAGER

GENERAL MANAGER

DEPUTY MARKETING

QUALITY

HR

PRODUCTION MANAGER FINANCE MANAGER

CONTROL

MANAGER

BOARD OF DTRECTORS: Shri Yogesh Kumar jindal Shri Yogendra Kumar Jindal Shri Devendra Kumar Jindal Shri Jaibhagwan Agarwal Shri Keshwender Kumar Govil

INCORPORATION: MANUFACTURING FACILITIES AT KVS: The manufacturing complex consists of the following production units. As the KVS Ltd.has the tradition of innovation & the zeal to satisfy the customers diversified requirement and providing total satisfaction to their valuable customers. With respect to this they are always inspired to produce more & more diversified & high quality products with

different ranges in order to fulfill the varying demands of the customers. As a result of which, today nearly 60 rolled sections are produced with the latest technology under lone roof, are available to the customers. Down below is the list of products of KVS Ltd. They are in business of: 1.KVS CTD Bars (IS:1986/85) 2.KVS Plain Rounds (IS:2062/99) 3.KVS Squares (IS:2062/99) 4.KVS Angles (IS:2062/99) 5.KVS Flats (IS:2062/99) 6.KVS Channels (IS:2062/99) 7.KVS TMT Bars (IS 1786/85)

COMUNICATION: KVS Head office is situated at very famous place. This place is heart of India i.e. New Delhi. Head office:-A-80, Vivek Vihar, Phase I New Delhi-110095 Phone No.:-011-22142705, 22167048

Fax: 011-22167009 Visit at: www.kvsgroup.co.in

Branch Office:-SHIVANGEE CRAFT LTD.

CATEGORY OF EMPLOYEES (A) (B) (C) (D) (E) Executive & Supervisory Clerical Staff Workers Trainees Apprentices

PROMOTIONS If an employee has shown the abilities, he may be considered for promotion, provided; 1. His current job content has increased. meets the requirements of higher position.

2.His performance is good or better and he

3. 4.

He is doing a job of a higher level. There are vacant positions in the

organization

ATTENDANCE,

LEAVE

AND

HOLIDAY

RULEWORKING HOURS

SHIFTS

ARRIVAL TIME 09.00 06.00 14.00 22.00

LUNCH TIME 13.00.TO 14.00

DEPARTURE TIME 18.00 14.00 22.00 06.00

GENERAL SHIFT A B C N

Shift employees shall have hr. rest by rotation at their work place.

Employees who are unable to take lunch during the specified time due to preoccupation can take lunch before or after the specified time but the total lunch time should not exceed 1 hour.

CHAPTER -4-

ANALYSIS & FINDI NGS

DATA ANLYSIS AND FINDINGS

For worker and trainees Recruitment a selection committee has been constituted so that they can have disciplined and dedicated manpower. They go for long the work systematic manner so that no group Of particular can dominate. In the working a rational worker mix up is Suggested as under: Uttrakhand . 70% U.P. Others . 20% ... 10% force in a

Selection committee comprises: 1. Training Officers 2. Head of Production 3. Final Selection

1) While recruiting the selection committee should thoroughly check the candidate that he adjust in the department in working for long period. * Annexure of this basis is shown on last pages of this report.

2)

In

KVS

both are

the used

internal for they

and

external For in

methods external 3)

recruitment. advertise

Recruitment

newspaper. A proper Performa of the application form is set by KVS and this form is filled up by the candidates. * The annexure of this application form is shown on last pages of this report. 4) The department regarding which placement is required the managers of that departments are included in the interview

panel. Then the proper interview is taken by the managers and the norms of the interview are set. 5) If the applicant is not compatible enough to match the norms of the interview process, say candidates are less compatible or they are not suitable enough to gain the job then the Recruitment according candidates. 6) The interview states the candidate according to their answers by providing them grades: A, B, C, D, A: Excellent B: Good C: Fair D: Poor SHRIRAM INSTITUTE OF MANAGEMENT & to panel the moulds the interview of the compatibility

TECHNOLOGY Normally the traits judged by the panel are: I. Background II. Personality

III. Qualification IV. Experience V. Knowledge VI. Overall suitability VII. Special Remarks Brief nothing are made and grades are provided accordingly. * Interview Rating Sheet is shown in the annexure on the last pages. 7) Recommendations are keenly preferred. 8) The most important trait is given priority in KVS is background of the candidate. The more the poor background of the candidate the more the chances of placement. 9) Physical compatibility for the fourth class employees. 10) the Through training culture for the students some student and if they find them

is not there but still if the training is provided

compatible for their organization they offer them the job but for the boys only. 11) There is not a female employee.

SELECTON PROCEDURE: The aim is to find workers suitable for the jobs available, even in days of full employment this discrimination goes on. The field of selection being small it is essential to suit the man to the job and vice versa. The procedures in standard use fall into three groups: - Questionnaires - Tests - Interviews Of which the most important one is an interview. SELECTION BY INTERVIEWS By interviews process, a picture of

employment possibilities of the applicant can

be built up. Some of the topics generally discussed during interview are as follows: a) WORK EXPERIENCE 1) 2) 3) Past job experience Interest in taking a new job The reason behind the

change b) EDUCATION 1) 2) Basic education. Education requirement for

the job. 3) Past experience.

c) FAMILY BACKGROUN: 1) Regarding (Father & & family Mother) of conditions.

2)

Present

occupation

number

brother & sister in the family. d) OTHER IMPORTANT INFORMATION :

1) Health 2) Social activities 3) Economic adjustment etc. e) CHARACTER: Three qualities are necessary in efficient employees 1) 2) 3) Sincerity Ideals and Principles

SOURCES OF RECRUITMENT IN KVS

Basically there are two sources of recruitment via:1. External Sources 2. Internal Sources

EXTERNAL SOURCES:Advertisement Newspaper Journals Magazines Classified & career advertisement Consultant Campus Placement
Institutes & colleges:

This is an extremely potent

method for sourcing applicants. The student not only gains valuable work experience but also has the opportunity to see what is like to work for you.

INTERNAL SOURCES:Current Employees:In KVS most employees are recruited through internal sources i.e.- they are recruited form with in the organization. Sources i.e., they are people who already working there fill the vacant position with little bit of training, coaching and support. KVS has an internal promotional policy which is not only a good way to fill vacancies as they occurs, it is also a very good way to retain the good employees that they already have. Employee Referrals:

It is one of the most effective methods or finding new people. Basically one of the employees working there refers someone who is capable or doing the job. Employees who are happy with the company they work for are often quite willing to suggest a friend who they feel can do the job. As they tend to take ownership for the referral they usually make sure that it is someone who is a good fit with the company, has the skills to do the job and is fully aware of the pluses and minuses of working for you. A. KVS Promotion: frequently uses the technique of

promotion. In the process of promotion first the transfer the location of job and increase the designation and salary as well.

FACILITIES IN THE COMPANY:

1) 2) 3) Medical facilities in the

company. Transport facility. If employee comes on the

holiday than he get free lunch facility. 4) 5) Free house facility. Canteen facility also provide to

the employees in the company. OBJECTIVE OF PLANNING FUTURE AIM OF THE COMPANY: 1) 2) 3) Increase the quality of the product. Export the maximum product. Selection and Recruitment of the

employee before a hand for the development of the company.

CHAPTER 5

RECOMMENDA TION & USION CONCL

RECOMMENDATION
Besides the family background other traits should also be given priority.

They the

should

also college

appoint

the

recruitment also.

agencies and recruitment should be made in campus

Before the appointment offer is issued preappointment completed formalities including are to test be and medical

verification of character to ascertain is of good character.

There is obviously lots of personnel function matter, disciplinary codes, pay roll administration etc.

CONCLUSION
This project provide me an opportunity to understood the companies strategies and various program launched by the company.

Secondly, I got familiar with the working environment. How actually the work is being performed in companies. I saw the application of theoretical aspects in practical life which was the main objective of our study.

Thirdly, I came to know about the recruitment sources in KVS and the steps to be followed for the selection of new employees.

CHAPTER -6-

QUESTIONNAI RE

QUESTIONNAIRE
Recruitment & Selection NAME: - - - - DESIGNATION: - - - - AGE: - - - - - DEPARTMENT: - - - - GENDER: - - 1) Do you feel that the Recruitment & Selection policies are well planned & implemented or not? a) b) c) d) Well planned Well implement Not well planned Not well implement

2) With whom you people felt more comfortable during your selection interview? a) Expert b) Supervisor c) Senior personal of Department

3) What you think which source is best for the recruitment & selection? a) Press advertisements b) Recommendation c) Gate recruitment d) Casual callers

4) On what basis Recruitment & Selection is done? a) Experience b) Merit c) Both 5) Which tests you have to give during selection procedure? a) Mechanical Aptitude test b) Work sample test c) Skill test d) All of these 6) Do you need some training after recruitment & selection (if you get selected) or not? a) Yes b) No

7) Is any job-security promised by your company, at the time of selection? a) Yes b) No 8) During your selection interview which preference did you give for your job selection? a) Abroad b) India c) Anywhere

9) Are you satisfied with the present recruitment & selection policies? a) Satisfied b) Well satisfied c) Rather satisfied d) Not satisfied 10) What are your reasons for the dissatisfaction, from the recruitment & selection process? a) Biasness b) Non-equality c) Complex procedure 11) Do you think the recruitment & selection policies practiced needs changes?

a) Yes b) No 12) In case if your answer is Yes to the above question, what change would you like to suggest? . -------------- - - - - - -------------------

CHAPTER -7-

BIBLIOGRAPHY & EXURE ANN

BIBLIOGRAPHY

Gupta,C.B.,

Human

Resource

Management,2000, New Delhi, Sultan Chand & Sons, pp.2.46-2.59

Memoria,C.V.,Gankar,S.V.,Personal Management,2007,Mumbai,Himalaya Publishing House,pp.185-201

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