A Project Report on

Study of different recruitment and selection method in Star paper mills ltd. Saharanpur
Submitted by: Name: Ayush Pandav Roll no: 80802320008 BBA 5th sem

Introduction to company
Star Paper Mills is a Duncan Goenka group company, one of Indias largest and well diversified business houses. The company was incorporated in 1938 by Seth Shri Baldev Das Bajoria, with an initial installed capacity of 7280 TPA and ever since the take over of the management of the company by the Goenka Group headed by G.P.Goenka in 1986, Star Paper Mills has frown phenomenally. Star is very much conscious of its social responsibilities and has invested heavily in reducing pollution and skill learning among ladies specially, as both urban as well as rural population surrounds it.

Introduction to the Topic

Recruitment process:
The recruitment process should ensure that, for every position available in the firm, there is a sufficient number of qualified applicants. These applicants should include members of both sexes and various social groups such as minorities and disabled workers.

Organizational factors:
The company projects a certain image to the community at large, and this influences its ability to attract qualified workers. Cost is an important factor in recruitment.

Contd..

Environmental factors:
Competition from other companies can reduce the pool of qualified workers or raise salary expectations beyond what the firm is willing to pay. Social attitudes about particular types of employment will also affect the supply of workers . If a job is considered uninteresting, oppressive or low in status applicants will shun it unless the wages are extremely attractive. Responsibility of the overall recruitment process normally is assigned to human resource managers. They are responsible for designing and implementing a recruitment program that will meet the companys personnel needs while complying with all legal requirements.

Recruiting within the organization

Methods:
Finding qualified applicants within the organization is the main goal of internal recruiting effort. There are several methods for locating these applicants. Among the most common are posting, referrals & skills inventories.

a. Job posting:
Job posting involves announcing job openings to all current employees. Bulletin board notices or printed bulletins can be used for this purpose. Some firms have developed computerized job printing systems so that employees can obtain information on their computer screens.

b. Employee refferals:
Informal communication among managers can lead, discovery that the best candidate for a job is already in working in a different section of the firm. In some cases, referrals are made through support networks established by certain group of employees.

Recruiting outside the organization

a.Advertising:
Advertising may range from the simples Help Wanted ad to a nationwide, multimedia campaign. Whatever form it takes it has the advantage of reaching relatively large number of potential applicants.

b.Placement agencies:
Educational institutions ranging from high ranking business schools to universities, generally we have placement offices to assist their graduates in finding work. Some universities and technical programs have their own newsletters to alert students and graduates to work opportunities, and an enterprising

Contd..

c. Field recruiting:
Companies interested in recruiting new college graduates generally do more then simply contact school placement offices. They send recruiters to the campus itself to tell students what the company can offer and to screen potential applicants. The recruiting trip is coordinated with the placement offices, which arranges facilities, helps to publicize the visit & perhaps does an initial screening of the students.

d. Internship:
Placement directors, students and recent college graduates tend to agree that the internships offered by many organization constitute one of the most effective recruiting strategies. Internships usually involve employment the summer before graduation from college, and of course, require a prior recruitment and selection process. Internship give the students a unique opportunity to experience a company first hand, they also provide mangers with an excellent opportunity to further access the students capabilities and potentials

e. Unsolicited application:
Direct application to the employer was most likely means of obtaining a job.

The selection process:

Once an effective recruitment program has supplied enough job applicants the organization faces the task of choosing the one over specific job. Selection process involves various selection devices and tools such as selection devices, including application forms, including application forms, reference checks, tests, physical examinations, and interviews.

a: Application forms:
The application form is a sheet or small booklet with blanks to be filled in by the applicant. Its purpose is to supply the organization with basic information about candidates background: education, work experience, previous salary and so forth. The application resume may cover much of same ground but the application form has the advantage of a standardize format which allow managers throughout the organization to glean the relevant information at a glance.

b: Physical Examinations:
As one of the final steps before the hiring decision a physical examination may be conducted by a physician or nurse appointed by the organization. In some firms, the candidates fills out a health questionnaire and only those with apparent health problems are referred to a physician. These exams have several purposes. They help an organization place its employees in suitable jobs; someone with a back ailment for instance would not be assigned to lift heavy objects.

SELECTION TEST
Managers can then use the test results are guidelines in asking candidate about their abilities, experience, and interests.

Types of test: a:Measures of proficiency, achievement or knowledge:A wide range of skills and information can be measured. In a test of manual dexterity, for eg:- a test of clerical skills might involve spelling, reading comprehension, and arithmetic.

b:Measures of aptitude or potential ability:These differ from proficiency tests in that they assess the candidates ability to learn new skills rather then the amount he or she has already earns.

c:Measures of mental ability or intelligence:These could be seen on a persons abilities with words, numbers, logical reasoning, and spatial relationships.

d: Measures of personality :Personality inventories attempt to construct a profile of a persons attitudes, behavior and habits. Friendliness, confidence, conventinality,and dominance are examples of what such a test might measure.

e: Measures of interests:-

Tests in this category attempt to discover a persons likes and dislikes. They may ask such seemingly irrelevant questions.

f:

Pencil and paper questionnaires essentially inquire into a job applicants attitudes about theft and have been developed largely as an alternative to the polygraph.

Honesty

tests:-

The selection interview

Interviews can be used at several stages of selection process. Screening interviews that take place early in the process. Sometimes the final stage in a process is a job offer interviews, at which the best candidate is offered the position.

Interview Scenarios:
Interviews can follow several scenario. In the group interview, a number of candidates are interviewed at once. Generally , they are allowed to discuss job related matters among themselves while one or more observers rate their performance.

In the panel interview, one candidate meets with a panel of two or more representatives of the firm. One of the panelist may act as chairperson, but each of the firm reprsentatives takes part in questioning & discussion. The most common scenario is one-on-one interview, in which the candidates meets privately with a single interviewer.

The Selection Decision

When all the candidates have been tested and interviewed and their references checked, the final decision generally rests with the supervisor or head of the department in which the job opening exists, who will select the one candidate most qualified for job. The human resource department however regularly must approve the salary & benefit package to ensure consistency of pay scales throughout the firm. In the satisfaction of filling a job opening the human resource staff should not forget the applicants who failed to get the job. The usuccess of a selection decision depends on all previous steps in staffing process, the initial planning, the recruitment of qualified techniques and various selection technique to find the best candidate for the job.

FINDINGS

a: In the Star Paper Mills Ltd. Saharanpur various staff like employees, labor class, Jr. Engg and management staff are engaged. So recruitment policy explains different rules to different staff. b: Rules related to recruitment policy shall apply to all staff posted in various project/units/offices of the corporation. c: Promotion of existing employees from the lower scale who meet the prescribed standards.

d: Direct recruitment of outside candidate. e: For outside recruitment use various method like advertisement in newspaper, internal advertisement, circular for employees, written or oral competitive examination by means of interviews of candidates by selection committee to constituted by the chairman/director(personal) or the officer so authorized by them.

Summary
A: Recruitment and selection the processes by which a firm finds and chooses its employees are perhaps the most critical tasks and organization faces. Without the right people, no firm can function effectively. For a recruitment program to be successful, managers should co-operate with the human resource staff to define needs and predict vacancies. B: Depending on its particular needs, an organization may recruit either from its current staff or from outside the firm or both. For internal recruiting the principal methods are job posting, the use of computerized skills inventories and referrals from other departments. For external recruiting organization rely on advertisements, pub;ic or private agencies, field recruiting and internship. Groups that have experienced discrimination in the past are special targets of contemporary recruiting.

CONCLUSION
As I have done my summer internship training from Star Paper Mills Ltd. Saharanpur so I found that there is a good learning atmosphere in the unit and all employees are very helpful and very supportive.

Thank you