A

Summer Training Project Report

On

“RECRUITMENT AND SELECTION IN CCL"

Submitted for partial fulfillment of requirement for the award

of degree

Of

Bachelor of Business Administration

Of

Jharkhand Rai University, Ranchi

Session 2014-17

Supervision By Submitted By

LEENA SHRIVASTAV PUJA KUMARI

Asst. Professor, HOD-Mgmt. Roll No: BB/14/35

BBA 4th semester

 DECLARATION

I the undersigned solemnly declare that the report of the project

work entitled "RECRUITMENT AND SELECTION IN CCL", is based my own
work carried out during the course of my study under the supervision of
"LEENA SHRIVASTAV" Asst. Professor, HOD- Mgmt.

I assert that the statements made and conclusions drawn are an

outcome of the project work. I further declare that to the best of my
knowledge and belief that the project report does not contain any part
of any work which has been submitted for the award of any other
degree/diploma/certificate in this University or any other University.

PLACE:

DATE:

Signature of the candidate

 TRAINING COMPLETION CERTIFICATE

This to certify that the report of the project submitted is the outcome of
the project work entitled "RECURITMENT AND SELECTION IN CCL" carried
out by "PUJA KUMARI" bearing Roll No.: 35 & Enrollment No.: BB/14/35
Carried by under my guidance and supervision for the award of Degree in
Bachelor of Business Administration of JHARKHAND RAI UNIVERSITY ,
RANCHI.

To the best of the my knowledge the report

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,
iii) Fulfils the requirement of the ordinance relating to the MBA
degree of the University and
iv) Is up to the desired standard for the purpose of which is
submitted.

Leena Shrivastav

Asst. Professor, HOD- Mgmt.

JHARKHAND RAI UNIVERSITY, RANCHI

 ACKNOWLEDGEMENT

The present work is an effort to throw some light on "RECRUITMENT AND SELECTION
IN CCL".

With deep sense of gratitude i acknowledged the encouragement and guidance

received by my project guide "MR. NAVNIT KUMAR",Senior Manager (Pers./Rectt) in his
valuable guidance. He has been a constant guiding force and source of illumination for
me. He was very generous in giving me this opportunity to work under shape. I would
like to thank him for his valuable advice and guidance.

I would also like to thanks "MRS. SMITA ANAND", Assistant Manager (Pers.)without
her guidance, supervision, assistance, inspiration and cooperation the work would not
have been possible to come to the present shape.

I would like to thanks “MRS. LEENA SHRIVASTV” Asst. Professor, HOD- Mgmt.
Jharkhand Rai University, Ranchi.

Further I would thank all the staff members of HR division who have been very
courteous in providing all other information about company and its product.

I am also thankful to all the respondents who spared their valuable time for filling up
the questionnaire and helped me out with this project.

I convey my affection to all those people who helped and supported me during
course, for completion for my report project.

PUJA KUMARI
 TABLE OF CONTENT

CHAPTER - 1
COMPANY PROFILE

1. INTRODUCTION OF CIL
2. INTRODUCTION OF CCL

CHAPTER-2
LITERATURE REVIEW

1. RECRUITMENT
2. FEATURES OF RECRUITMENT
3. IMPORTANCE OF RECRUITMENT
4. FACTORS AFFECTING RECRUITMENT
5. RECRUITMENT PROCESS
6. RECRUITMENT SOURCES
INTERNAL
EXTERNAL
7. RECENT TREND IN RECRUITMENT
8. CONCEPT SELECTION
9. SELECTION PROCESS
10. DIFFERENCE BETWEEN RERUITMENT AND SELECTION
11. RECRUITMENT POLICY OF CCL
12. RECRUITMENT IN CCL
13. RECRUITMENT FOR MANAGERIAL POSITION IN CCL
14. TYPES OF EMPLOYEEMENT INTERVIEW
CHAPTER-3

RESEARCH METHODOLOGY
1. OBJECTIVE OF THE RESEARCH
2. NEED OF THE RESEARCH
3. RESEARCH PLAN
4. DATA COLLECTION
5. SAMPLE PLAN
6. LIMITATION OF THE STUDY

CHAPTER-4
DATA ANALYSIS AND INTERPRETATION

CHAPTER-5
1. FINDINGS
2. RECOMMENDATIONS
3. CONCLUSION
4. QUESTIONNAIRE
5. BIBILOGRAPHY
CHAPTER- 1
INTRODUCTION
1.1Coal India Limited

1.1.1 About Us
India’s Energy Scenario & Coal

India is currently among the top three fastest growing economies of the world. As a
natural corollary India's energy needs too are fast expanding with its increased
industrialization and capacity addition in Power generation. This is where 'Coal' steps in.
In India coal is the critical input for major infrastructure industries like Power, Steel and
Cement.

 Coal is the most dominant energy source in India's energy scenario.

 Coal meets around 52% of primary commercial energy needs in India against
29% the world over.
 Around 66% of India's power generation is coal based.
 India is the 3rd largest coal producing country in the world after China and USA.

Coal India Limited at a glance

Coal India Limited (CIL) as an organized state owned coal mining corporate came into
being in November 1975 with the government taking over private coal mines. With a
modest production of 79 Million Tones (MTs) at the year of its inception CIL today is
the single largest coal producer in the world. Operating through 81 mining areas CIL is
an apex body with 7 wholly owned coal producing subsidiaries and 1 mine planning and
Consultancy Company spread over 8 provincial states of India. CIL also fully owns a
mining company in Mozambique christened as 'Coal India Africana Limited'. CIL also
manages 200 other establishments like workshops, hospitals etc. Further, it also owns
26 technical & management training institutes and 102 Vocational Training Institutes
Centers. Indian Institute of Coal Management (IICM) as a state-of-the-art Management
Training 'Centre of Excellence' - the largest Corporate Training Institute in India -
operates under CIL and conducts multi-disciplinary management development
programs.

CIL having fulfilled the financial and other prerequisites was granted
the Miniratna recognition in April 2011. It is a privileged status conferred by
Government of India to select state owned enterprises in order to empower them to
expand their operations and emerge as global giants. So far, the select club has only five
members out of 217 Central Public Sector Enterprises in thecountry.

Unmatched Strategic Relevance

 Produces around 81.1% of India's overall coal production

 In India where approximately 52% of primary commercial energy is coal
dependent, CIL alone meets to the tune of 40% of primary commercial energy
requirement
 Commands nearly 74% of the Indian coal market
 Feeds 82 out of 86 coal based thermal power plants in India
 Accounts for 76% of total thermal power generating capacity of the Utility sector
 Supplies coal at prices discounted to international prices
 Insulates Indian coal consumers against price volatility
 Makes the end user industry globally competitive
Thus, plays a key role in "India Growth Story" and making India incorporate globally
competitive.

Mission of Coal India Limited

To produce and market the planned quantity of coal and coal products efficiently and
economically in an eco-friendly manner with due regard to safety, conservation and
quality.

Corporate Structure and Subsidiary Companies

Coal India is a holding company with seven wholly owned coal producing subsidiary
companies and one mine planning &Consultancy Company. It encompasses the whole
gamut of identification of coal reserves, detailed exploration followed by design and
implementation and optimizing operations for coal extraction in its mines. The
producing companies are:

1. Eastern Coalfields Limited (ECL), Sanctoria, West Bengal

2. Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand
 3. Central Coalfields Limited (CCL), Ranchi, Jharkhand
4. South Eastern Coalfields Limited (SECL), Bilaspur, Chattisgarh
5. Western Coalfields Limited (WCL), Nagpur, Maharashtra
6. Northern Coalfields Limited (NCL), Singrauli, Madhya Pradesh
7. Mahanadi Coalfields Limited (MCL), Sambalpur, Orissa
8. Coal India Africana Limited, Mozambique
9. The consultancy company is Central Mine Planning and Design Institute Limited
(CMPDIL), Ranchi, Jharkhand.

North Eastern Coalfields (NEC) a small coal producing unit operating in Margherita,
Assam is under direct operational control of CIL.

Coal India's major consumers are Power and Steel sectors. Others include Cement,
Fertilizer, Brick Kilns, and small scale industries.

MoU Excellence

For previous three consecutive years CIL has bagged 'Excellent' rating in its
Memorandum of Understanding (MoU) - a negotiated contract between Government
and CIL Management - for performance evaluation on key physical and financial
parameters.

Production and Growth

Produces over 400 Million Tones of Coal annually. Coal production ending Financial Year
2011 was 431.32 Million Tones (MTs). CIL's dynamic production momentum is evident in
the fact that in recent years, CIL leaped from 300 MTs mark achieved in 2003-04 to 400
MTs (2008-09) in a time span of 5 years. It took CIL 12 years to cross the 300 MTs
production mark from that of 200 MTs achieved in 1991-92.

Two of the subsidiary companies of CIL South Eastern Coalfields Limited and Mahanadi
Coalfields Limited are in the elite club of 100 MTs coal producing companies which
number only a few worldwide.
1.1.2 History

History and Formation of Coal India Limited

With dawn of the Indian independence a greater need for coal production was felt in
the First Five Year Plan. In 1951 the Working Party for the coal Industry was set up which
included representatives of coal industry, labour unions and government which
suggested the amalgamation of small and fragmented producing units. Thus the idea for
a nationalized unified coal sector was born. Integrated overall planning in coal mining is
a post-independence phenomenon. National Coal Development Corporation was
formed with 11 collieries with the task of exploring new coalfields and expediting
development of new coal mines.

Factors which led up to Nationalization of Coal Industry in India

Nationalization of coal industry in India in the early seventies was a fall out of two
related events. In the first instance it was the oil price shock, which led the country to
take up a close scrutiny of its energy options. A Fuel Policy Committee set up for this
purpose identified coal as the primary source of commercial energy. Secondly, the much
needed investment needed for growth of this sector was not forthcoming with coal
mining largely in the hands of private sector. The objectives of Nationalization as
conceived by late Mohan Kumaramangalam were; Conservation of the scarce coal
resource, particularly coking coal, of the country by

 Halting wasteful, selective and slaughter mining.

 Planned development of available coal resources.
 Improvement in safety standards.
 Ensuring adequate investment for optimal utilization consistent with growth
needs.
 Improving the quality of life of the work force.
Moreover the coal mining which hitherto were with private mines suffered with their
lack of interest in scientific methods, unhealthy mining practices etc. The living
conditions of miners under private owners were sub-standard.

Formation of Coal India Limited

With the Government's national energy policy the near total national control of coal
mines in India took place in two stages in 1970s. The Coking Coal Mines (Emergency
Provisions) Act 1971 was promulgated by Government on 16 October 1971 under which
except the captive mines of IISCO, TISCO, and DVC, the Government of India took over
the management of all 226 coking coal mines and nationalized them on 1 May, 1972.
Bharat Coking Coal Limited was thus born. Further by promulgation of Coal Mines
(Taking over of Management) Ordinance 1973 on 31 January 1973 the Central
Government took over the management of all 711 non-coking coal mines. In the next
phase of nationalization these mines were nationalized with effect from 1 May 1973 and
a public sector company named Coal Mines Authority Limited (CMAL) was formed to
manage these non-coking mines.
1.1.3 CORPORATE STRUCTURE OF COAL INDIA LIMITED:
1.2 CENTRAL COALFIELDS LIMITED
CCL is a subsidiary of coal India limited under the ministry of coal and mines govt. of
India. It is one of the 7 coal production subsidiaries of coal India limited under ministry
of coal and mines. Company is governed by a board of directors consisting of 5 full time
directors and 6 part time directors. Full time directors are responsible for specific
functions of operation, project & planning finance and personnel.

India is third largest country in the production of coal.

1.2.1 Our vision

“Committed to create eco-friendly mining”

 The mission of CCL is to produce and market the planned quantity of coal and
coal products efficiently and economically with due regard to safety,
conservation and quality.
 The main thrust of CCL in the present context is to orient its operations towards
market requirements maintaining at the same time financial viability to meet
the resources needs.

1.2.2 Our mission

“To become a world class, innovative, competitive & profitable coal mining operation to
achieve customer satisfaction s top priority.”

1.2.3 Our objectives

 Coal mining through efficiently operated mines.
 Besides fulfilling coal needs of the customer in terms of quantity, focus on
quality, value addition and beneficiation to the satisfaction of the customers.
 Marketing of coal as main product.
1.2.4 Our core values

 Customer care
 Concern for environment and safety
 Care for employees
 Cost conscious

1.2.5 Presently CCL has

Number of mines 62 operative mines

(22 underground & 40 opencast mining)
Washeries 7 washeries
5 coking coal washeries (Kathara, rajrappa, kedla & sawang,
kargali)
2 non-coking coal washieries (piperwar, kargali, & gidi)

Repair /workshops 1 central workshop (ISO 9001) at barkakana

5 Regional repair/workshops (3 w/s are ISO 9001) at jarandih,
Tapin north, Darka, Giridih & Bhurkunda
Operating coalfields 7 coalfields
(East Bokaro, West Bokaro, North Karanpura, South karanpura,
Ramgarh, Giridih& Hutar)

Geological Coal Reserve in CCL Command area up to 300m & above depth

(As on 01.04.2015)
1.2.6 Central Coalfields Limited - The Historical March
Central Coalfields Limited is a Category-I Mini-Ratna Company since October 2007.
During 2009-10, coal production of the company reached it’s highest-ever figure of
47.08 million tones, with net worth amounting to Rs.2644 corer against a paid-up capital
of Rs.940 corer.

Formed on 1st November 1975, CCL (formerly National Coal Development Corporation
Ltd) was one of the five subsidiaries of Coal India Ltd. which was the first holding
company for coal in the country (CIL now has 8 subsidiaries).

Early History - Formation of NCDC (Pre-nationalization)

CCL had a proud past. As NCDC, it heralded the beginning of nationalization of coal
mines in India.

National Coal Development Corporation Ltd. (NCDC) was set up in October, 1956 as
Government-owned Company in pursuance of the Industrial Policy Resolutions of 1948
and 1956 of the Government of India. It was started with a nucleus of 11 old state
collieries (owned by the Railways) having a total annual production of 2.9 million tones
of coal.

Until the formation of NCDC, coal mining in India was largely confined to the Raniganj
coal belt in West Bengal and the Jharia coalfields in Bihar (now in Jharkhand), besides a
few other areas in Bihar (now in Jharkhand) and a part of Madhya Pradesh (now
Chhattisgarh also) and Orissa.

From its very beginning, NCDC addressed itself to the task of increasing coal production
and developing new coal resources in the outlying areas, besides introducing modern
and scientific techniques of coal mining.

In the Second Five Year Plan (1956-1961) NCDC was called upon to increase its
production from new collieries, to be opened mainly in areas away from the already
developed Raniganj and Jharia coalfields. Eight new collieries were opened during this
period and the production increased to 8.05 million tones by the end of Second Plan.

During Third Five Year Plan (1961-1966), though the Corporation had built up a much
larger production capacity, it could not be utilized due to a sluggish domestic coal
market. Production had, therefore, to be pegged down and the development of several
collieries undertaken from the early part of the Plan period, had to be suspended. By
this time, the contribution of NCDC to the nation's coal production (67.72 million tones)
increased to around 9.6 million tones.

With gradual rise in the demand of coal due to commissioning of new power plants and
development of other coal-based industries during Fourth Five Year Plan (1969-1974),
NCDC's production increased to 15.55 million tones by the terminal year of Fourth Five
Year Plan, i.e., 1973-74.

Fig. Shovel loading a bottom discharge Fig. Shovel loading a rear discharge
dumper in an opencast mine in 1977-78 dumper in an opencast mine 2009-10

NCDC played a pioneering role in India's coal industry by introducing large-scale

mechanization and modern and scientific methods of coal mining for promoting
conservation of high grades of coal and exploiting deep coking coal seams necessitating
heavy capital investment and sophisticated technical skill. NCDC went in for foreign
collaboration with countries such as Poland and the USSR besides limited collaboration
with Japan, West Germany and France.

NCDC's role can be truly assessed by its contribution towards growth of new coal
resources in, what are known as, the outlying areas. The opening of new mines in
Madhya Pradesh, Orissa and Maharashtra brought about a significant change in these
regions by creating new opportunities of industrialization and employment.
Development of the Singrauli coalfields has brought coal almost to the door steps of
northern India.

With the development and application of improved mining techniques, emphasis on

planning, design and research; introduction of modern mine management systems and
an enlightened industrial relations policy, NCDC was able to provide the infrastructure
for the total nationalization of coal industry in the country.

Nationalization of Coal Mines

A major event in the history of Indian coal industry during the Fourth Plan Period (1969-
74) was the nationalization of the erstwhile privately owned coal mines in two phases.
In the first phase, the management of coking coal mines was taken over by the
Government of India on 17thOct. 1971 and nationalization was effective from 5th
January 1972. A state owned company, Bharat Coking Coal Ltd. was formed for
managing coking coal mines. For convenience of management, BCCL collieries in the
East Bokaro coalfields in Bihar (now Jharkhand) were transferred to NCDC, and its
projects in Central Jharia region viz., Sudamdih and Moonidih deep shaft mines were
handed over, in stages to BCCL.

In the second phase of nationalization, the management of non-coking coal mines in the
country, excepting the captive coal mines of the two steel plants, viz., TISCO and IISCO,
was taken over by the Government on 31st January 1973. These mines were
subsequently nationalized with effect from 1st May 1973 and another state-owned
company, Coal Mines Authority Ltd. (CMAL) came into being with headquarters at
Calcutta (now Kolkata) to manage and develop NCDC collieries and other newly
nationalized units. NCDC itself, in this process, became a division of CMAL which owned
36 collieries under commercial production in Bihar, Orissa, Madhya Pradesh and
Maharashtra, besides four coal washeries, one by-product coke oven plant, two large
central workshops and manpower of about 71,000.

The formation of CMAL witnessed regrouping of the coal mines into three divisions,
namely, Western, Central and Eastern. The regrouping had to be done for the
convenience of management, keeping in view the geographical location of the collieries.

► As a result, NCDC units located in the States of Maharashtra and Madhya Pradesh,
with the exception of Singrauli Coalfields, became a part of the Western Division.

► The Central Division consisted of all the old collieries of NCDC in Orissa and Bihar
(except Sudamdih and Moonidih which had been handed over to BCCL) and those
acquired by CMAL after take-over in Giridih, East Bokaro, West Bokaro, South
Karanpura, North Karanpura, Hutar& Daltanganj Coalfields in Bihar. The Central Division
consisted of 64 collieries, four coal washeries, one by-product coke oven plat, on bee-
hive coke plant and one central workshop having a manpower of 1,11,500.

1.2.7 Formation of CCL

The CMAL, with its three divisions continued upto 1st November 1975 when it was
renamed as Coal India Limited (CIL) following the decision of Govt. of India to
restructure the coal industry. The Central Division of CMAL came to be known as Central
Coalfields Limited and became a separate company with the status of a subsidiary of CIL,
which became the holding company.
Chapter- 2
2.1 RECRUITMENT
Recruitment: Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Recruitment is a process of finding and attracting capable applicants for employment.

It is an important part of an organization’s human resource planning and their

competitive strength.HRP helps in determining the no. and type of people an
organization needs. Job analysis and job design specify the task and duties of jobs and
the qualifications expected from prospective jobholders.

Recruitment has been regarded as the most important function of personnel

administration, because unless the right type of people is hired, even the best plans,
organization charts and control system would not do much good.

Definition:
“Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for attracting
that manpower is adequate number to facilitate”.

-Dale Yoder
“Recruitment is the process of searching the candidates for employment and stimulating
them to applyfor job in the organizations recruitment is the activity that links the
employers and the job”.

-Edwin B.Flippo
2.2 FEATURES OF RECRUITMENT

 It is a process or a series of activities rather than a series of activities rather

than a single act or event.
 It is a linking activity as it brings together those with jobs recruiter and those
seeking jobs prospective employee.
 It is a positive function as it seeks to develop a pool of eligible persons from
which most suitable ones can be selected.
 It is an important function as it makes it possible to acquire the number and
type of persons necessary for continued function of the organization.
 It is a pervasive function.
 It is a two way process as recruiter chooses where to apply.
 It is a complex job as many factors affect it. Ex-image of the organization,
organizational policies etc.
2.3 IMPORTANCE OF RECRUITMENT
 Attract and encourage more and more candidates to apply in the organization.
 Crate a talent pool of candidates to enable the selection of best candidate for
the organization.
 Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
 It is the process which likes the employees.
 It helps in increasing the success rate of selection process by decreasing the
number of under qualified or overqualified job applicants.
 It help in reducing the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
 Meet the organization legal and social obligations regarding the composition of
its work force.
 Identify and prepare potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting
techniques and sources of all types of job applicants.
 FACTORS AFFERCTING RECRUITMENT
Rearuitment is naturally subject to influence of several factors. These include
internal as external force.

EXTERNAL FACTORS
INTERNAL FACTORS

RECRUITMENT
(a) Recruitment Policy (a) Demographic Factors
(b) HRP (b) Labour laws
(c) Size of the firm (c) Legal Consideration
(d) Image of the job (d) Unemployment
2.5 THE RECRUITMENT PROCESS:

Identify Vacancy from the various department


Prepare Job Description and person Specification

Advertise- Channels are 1.Company website
2. Local Agency
3.Through Referral
4.Data Bank (Direct CV received from the Candidate
5. Advertisement (News Paper)


Screening the CV- 1.check the Interest of the candidate ,
Either he ready to work accept our salary range or not.


Short-listing

Send to the Concern Request Center for their Interview Schedule

After Interview

Conduct The Interview

Decision Making

Convey The Decision


Appointment Action
2.6 SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment process
from two kinds of sources: internal and external sources.

2.6.1 INTERNAL SOURCES

The sources within the organization itself to fill a position are internal source of
recruitment.

The internal sources of recruitment are:-

1. Promotion: Promotion means to give a higher position, status, salary and

responsibility to employee. So, the vacancy can be filled by promoting a
suitable candidate from the same organization.
2. Transfers: Transfer means a change in the place of employment without any
change in the position, status, salary and responsibility to employee. So, the
vacancy can be filled by transferring a suitable candidate from the same
organization.
3. Internal Advertisements: Here, the vacancy is advertised within the
organization. The existing employees are asked to apply the vacancy. So,
recruitment is done from within the organization.
4. Retired managers: Sometimes, retired managers may be recalled for a short
period. This is done when the organization cannot find a suitable candidate.
5. Recall from Long Leave: The organization may recall a manager who has
gone on a long leave. This is done when an organization faces a problem
which can only be solved by the particular manager. After he solves the
problem, his leave is extended.
Merits of Internal Sources
The merits of using internal sources of recruitment:-

 It is time saving, economical, simple and reliable.

 There is no need of induction training because the candidate already
knows everything about the organization, the work, the employee, the
rules and regulation, etc.
 It motivates the employees of work hard in order to get higher jobs in the
same organization.
 It increases the the morale of the employees and it improves the relation
in the organization.
 It reduce executive turnover.
 It develops loyalty and a sense of responsibility.

Demerits of Internal Sources

The demerits of using internal sources of recruitment:-

 It prevents new blood from entering the organization. New blood brings
innovative ideas, fresh thinking and dynamism into the organization.
 It has limited scope because it I not possible to fill all types of vacancies
from within the organization.
 The position of the person who is promoted or transferred will be vacant.
 There may be bias or partiality in promoting or transferring persons from
within the organization.
 Those who are not promoted will be unhappy.
 The right person may be promoted or transferred only if proper
confidential reports of all employees are maintained. This involves a lot
of time, money and energy.
2.6.2 External sources of recruitment are:-
1. Management Consultants: Management consultants are used for selecting
higher-level staff. They act as a representative of the employer. They make all
the necessary arrangement for recruitment and selection. In return for their
services, they take a service charge or commission.
2. Public Advertisement: The Personnel department of a company advertises the
vacancy in newspapers, the internet, etc. This advertisement gives information
about a company, the job and the required qualities of the candidate. It invites
applications from suitable candidates. This source is the most popular source of
recruitment. This is because it gives a very wide choice. However, it is very costly
and time consuming.
3. Campus recruitment: The organization conducts interview in the campus of
Management institutes and Engineering Colleges. Final year students, who’re
soon to get graduate, and interviewed.Suitable candidates are selected by the
organization based on their academic record, communication skill, intelligence,
etc. The source is used for recruiting qualified, trained but inexperienced
candidates.
4. Recommendation: The organization may also recruit candidates based on the
recommendations from existing managers.
5. Deputation Personnel: The organization may also recruit candidates who are
sent on deputation by the Government or Financial Institutes or by holding or
subsidiary companies.

Merits of External Sources

The merits of using External sources of recruitment:-

 Wide scope of selection process. This is because a large number of suitable
candidates will come for the selection process.
 There are less chance of bias or partiality.
 Here there is no need to maintain confidential records it encourages young
blood with new ideas to enter the organization.
 It offers.
Demerits of External Sources

The demerits of using external sources of recruitment:-

 It is very costly. This is because advertisements, test, medical examination etc.,
has to be conducted.
 It is very time consuming. This is because the selection process is very lengthy.
 It may not develop loyalty among the existing managers.
 The existing managers may leave the organization if outsiders are given higher
post.
2.7 RECENT TRENDS IN RECRUITMENT

2.7.1 OUTSOURCING:
In India the HR process outsourced from more than a decade now. A Company may
draw required personnel from firms. The outsourcing firm helps the organization and
creating a suitable pool of talent for the final selection by the organization. Outsourcing
firm develop their HR pool by employing people for them and make available personnel
to various companies as per their needs. In turn, the outsourcing firms of the
intermediaries charge the organization for their service.

2.7.2 POACHING/RAIDING:
“Buying talent”(rather than developing it)is the latest mantra being followed by
o9rganization 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.

2.7.3 E-RECRUITMENT:
Many big organization use internet as a source of recruitment’s-recruitment is the use
of technology to assist the recruitment process. They advertise job vacancies through
World Wide Web. The job seekers send their application or C.V through e-mail using the
internet.
2.8 SECLECTION
Selection refers in the process by which qualified applicants are selected by means of
various test in pre-determined numbers, out of large amount of applicants.

Once the recruiting effort has developed a pool of candidates, the next step in the HRM
process is to determine who is best qualified for the job. This step is called the selection
process. The enterprise decides whether to make a job offer and how attractive the
offer should be. The job candidates decide whether the Enterprise and the job offer fits
his or her needs and personal goals. Success, in this case, means performing well on the
criteria the enterprise uses to evaluate employees.
2.9 SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the applicant and
ending with contract of employment.

External Environment

Internal Environment

Preliminary Interview

Section Test
Re
jec
te
Employment Interview
d
Ap
pli
ca Reference and background analysis
nt
s
Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation
2.10 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
RECRUITMENT
1.Recruitment Technically proceeds
selection
2.recruitment refers to the process of
identifying and encouraging potential
candidates to apply for jobs in the
organization
3. Recruitment is positive as it aims at
increasing the numbers of jobs
seekers(application) for wider choice
selection ratio.
4. In sum, recruitment involves searching
SELECTION
1. selection fallow recruitment
2. Selection involves choosing the best out
of those recruited.
3. Selection, on the other hand, is said to
be negative in its application in as much as
it reject a large number of unqualified
application in order to identify those who
are suitable for the jobs.
4. Selection involves comparing those
already searching.
2.11 HUMAN RESOURCE DEVELOPMENT
Human Resource Development (HRD) as a theory is a framework for the expansion of
human within of organization through the development of both the organization and
the individual to achieve performance improvement. ADAM SMITH states, ‘the
capacities of individuals depend on their access to education’. The same statement
applies to organizations themselves, but it requires a much broader field to cover both
areas.

Human resource development is the integrated use of training, organization and career
development effort to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform
current and future jobs through planned learning activities. Groups within organization
use HRD to initiate and manage change. Also, HRD ensures a match between individual
and organizational needs.

2.11.1 ROLE OF HRD IN C.C.L

FACILTATION:

 Nurturing the future

 Strategic interventions for organization growth

FUNCTIONAL:

 Identifying skill gap

 Designing training interventions
 Internal consultant
 Management research, publication and documentation
 Develop the HRD function
2.12 RECRUITMENT POLICY
RECRUITMENT POLICY OF C.C.L CONSISTS OF:
 Objective
 Scope
 Sources of recruitment
 Recruitment plan
 Job specification
 Requisition
 Mode of selection
 Selection committee
 Final selection

2.13 RECRUITMENT SOURCES OF C.C.L

INTERNAL SOURCES:

 PROMOTION:CCL promotes the employees from one department to another

with more benefits and greater responsibility based on efficiency and
experience.

EXTERNAL SOURCES:

 PRESS ADVERTISEMENT: Advertisement of the vacancy in newspaper and

journals are a widely used source of recruitment.
 E- RECRUITMENT: C.C.L uses internet as a source of recruitment. E-
recruitment is the use of technology to assist the recruitment is the use of
technology to assist the recruitment process.
2.14 RECRUITMENT IN CENTRAL COALFIELD LIMITED
CCL has two type of manpower

1. Statuary manpower: This are decided under "Mines act 1952".

2. Non-statuary manpower: and all other manpower are non statuary.

In CCL Recruitment is done in two ways are discussed:

1. External recruitment

2. Internal recruitment

2.14.1 EXTERNAL RECRUITMENT

It is done through:

a) CAMPUS RECRUITMENT:

Campus recruitment is done for executive level employees only. it is done by COAL
INDIA LIMITED and not by its subsidiaries like CCL, BCCL,ETC. For campus placement coal
India limited went colleges and selects the student who qualifies the interview taken by
CIL with the appropriate qualification. After that the students get selected for the job.

b) WRITTEN TEST AND INTERVIEWS:This process of recruitment is both for executive and
non executive post.

For executive posts recruitment is done by CIL for executive grades are E1 to E9.

FOR NON EXECUTIVE POSTS

In case of non statuary manpower "External recruitment done by or any subsidiaries of

coal India limited". Statuary post permission is taken by central coal field limited board.

Increase of non-statuary manpower "CCL or any subsidiaries of coal India limited has to
take permission from CIL for external recruitment."

For external recruitment through written test and interview open advertisement is
made by the company in news paper internet and employment exchange etc. The
candidate fills the application form and hard copies of asked documents like
qualification degrees. Work experience certificate in case of SC ST with latest format is
sent by candidate to central coal field ltd. If in advertisement demand draft of certain
amount of money is asked then it is send to CCL by the candidate if the candidate is
working in government sector. In semi Government sector or in PCU he has to send his
“Release order” or “no objection certificate “to CCL.

After the receiving of hard copies the CCL, send a admit card to candidate for appearing
in written test on a particular center mentioned on admit card. After qualifying the
written test the candidates are called for interviews the candidates who also qualifies
the interviews is selected and called for "medical checkup". After his or her medical
checkup he or she gets his posting letter or appointment letter.

The seats for post depend on the vacancies of the post. If there are 10 vacancies then
only 10candidates will be selected. From the total available vacancies only 50%.

Seats are filled from external recruitment remaining 50% are filled by the internal
examination of persons already being the employee in CCL. From the 50% seat of
external recruitment some seats are reserved for SC's and ST's. If all the seats of ST's
and SC's are not filled then it is considered as "Backlog".

In case of backlog if there is seats available for SC's ST's and it is not totally filled this
year then it is added to next year vacancies and the number of seats get increased for
SC's S

For example: If the total number of seats are 100 out of which 30 is reserved for SC's
ST's are from the reserved seats only 20 seats are filled and 10 are vacant then these ten
seats are added to the next year seats. Suppose that in the next year the total seats
available are 100 then the 10 seats which were left vacant will be added and the
number of seats will become 110.

If backlog are large with respect to SC,s and ST,s candidate then special drive are made
for SC's and ST's candidates only.
2.14.2 INTERNAL RECRUITMENT
1. COMPASSIONATE EMPLOYMENT:
As per IBCCL it is mentioned in clause 9.3 in NCWA. According to this clause if the
employees of CCL or any subsidiaries of Coal India limited are died during the service
period then the dependent of employees are given job. For the CCL or any subsidiaries
has to fallow special guidelines. A special committee will verify service record that
dependent name and age of matched from the service record. In service record family
details of employees are given.

Executive dependent are given category "MR-1"to "Senior OS grade AI".

Non-Executive dependent are given category "TR-1"to "OS great A1.

2. MEDICAL GROUNDS:As per JBCCL it is mentioned in clues 9.4 in NCWA .According

to this clause if the employees of central coalfield limited or any of subsidiaries of coal
India limited are suffering from partial disease as mentioned in agreement the
dependent of suffered employees are given jobs. For this CCL or any subsidiaries has to
fallow some guide norms. As proper verification will be made by medical board and the
medical board decide that the job will be given or not.

3. LAND LOOSERS: It is mentioned in clause 9.2. As per R&R policy the job is given to
the family member in return land obtained.
2.15 RECRUITMENTS FOR MANAGERIAL POSITIONS IN CCL DONE
THROUGH CIL KOLKATA:
Recruitment for managerial positions is done through written test and interview

ELIGIBILITY:-
 The educational qualification, experience etc.
 Their role in the organization in respect of their position, job responsibility, key
areas of performance.
 The pay structure along with the various facilities offered by the company.

SECLECTION TESTS
 Ability Test:
This test helps in determining how well an individual can perform task related to
the job.
 Aptitude Test:
This helps in determining a person’s potential to learn in a given area.
 Medical Test:
This test reveals physical fitness of a candidate.
2.16 Type of Employment Interview:

 One – to – One Interview

Candidate Interviewers

Fig: 2.1
  Sequential Interview

Candidate Interviewers
Candidate Interviewer

Fig: 2.1
  Panel Interview

Candidate Interviewers

Fig: 2.3
CHAPTER-3
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY:
Research is a systematic and continuous method of defining a problem, collecting the
facts and analyzing them reaching conclusion forming generalizations.

Research methodology is a way to systematically solve a research problem it is a

science which explain how the research is done. There are various steps which are
adopted by researcher in the study of research process along with logic behind. Steps
involved in the research process. are as fallow:-

1) Formulating the research problem: There are two steps involved in formulating the
research problem, understanding the thoroughly and rephrasing into meaningful terms
from an analytical point of view.

2) Extensive literature survey: This is done to diagnose the problem. For this purpose
books , company brochures and reports were concerned from past several years as well
as for present year depending on the nature of the job.

3) Preparing the research design: The preparation of research design facilitates research
to be as efficient as possible yielding maximum information. A general survey was
conducted among the employees and employers of various department and basic factor
was concluded from survey the industrial relations. The design in such that helps in
studying the rigid but not the flexible and has to focus attention on the following.

a. What is the study about?

b. Why is the study made?

c. Where will be the study be carried out?

d. What type of data is required?

e. Where can be the required data is found?

f. What period of time the study will include?

g. What will be the sample design?

h. What technique of data collection will be used?

i. How will the data be analyzed?

 j. In what way the report will prepared?

4) Determining the sample size:- Once the basic factor was diagnosed next step was to
defined sample size and diagnose the questionnaire.

For this sample size and of 30 ( employees was taken from different departments.

5) Collection of data: The data collection is an extremely important feature in any

research study. In dealing with any real life problem, it is often found that data of hand
it becomes necessary to collect data that are appropriate mainly data are of two types:-

PRIMARY DATA : Primary data are those data which are collected fresh and for the first
time and thus happen to be original in nature

In CCL, Primary data are those data which are collected through questionnaire. A set of
questionnaire was prepared with well structured questions.

SECONDARY DATA: Secondary data on other hand are those which have already been
collected by someone else and which have already been passed through statistical
process. For example Books, magazines, newspaper, internet, publications and report
etc. They were available through circulars, journals, manuals, annual, reports and official
records of the personnel department of CCL Ranchi.

6) Analysis and interpretation: After the data had been collected we analyze them with
the help of various statistical measures. The different techniques are adopted to analyze
the data. All the data and material is arranged through internal resources and the last
part of the project consist of the conclusions drawn from the report, a brief summery
and recommendation are giving the final tough to the report by setting a conclusion.
3.1 OBJECTIVE OF THE RESEARCH
The study is focused on achievement of following objectives.

1. To assess the procedure of recruitment in CCL.

2. To analyze the impact of recruitment on employee job search behavior.

3. To understand the process of recruitment and selection in CCL.

3.2 NEED OF THE RESEARCH

 To know the opinion of employees about recruitment in CCL.

3.3 RESEARCH PLAN

Time of research design: Descriptive

Sample size: 30

Sample unit: Executive and non-executive

Sample area: head office, Darbhanga house, CCL

Data collection

Primary data- In CCL, Primary data & information have been collected through
questionnaire. A set of questionnaire was prepared with well structured questions.

Secondary data- Secondary data were collected from books, website and annual reports
and official records of the CCL.
3.4 DATA COLLECTION SOURCE
3.4.1 THERE ARE TWO MAIN SOURCES OF DATA:

1) PRIMARY DATA: It consists of the original information collected for specific

research. So in this research the data is collected from responds through
QUESTIONNAIRE.

PRIMARY SOURCES:
THE DATA REQUIRED FOR THE STUDY HAS BEEN COLLECTED FROM:

QUESTIONARE survey among the officials and employees of C.C.L

2) SECONDARY DATA: It refers to the information gathered by someone other

than the researcher conducting the current study. Study can be internal or
external to the organization. Secondary data provide a lot of information for
research and problem solving. Such data are mostly qualitative in nature.
SECONADARY SOURCES:

The secondary data has been collected from:

 Internet, websites
 Organizational report
 Books
 Business magazines
3.5 SAMPLE PLAN
3.5.1 SAMPLING METHOD:
Survey was done by QUESTIONNARE method.

3.5.2 SAMPLE AREA:

RANCHI

3.5.3 SAMPLE UNIT:

Officials and Employees of C.C.L

3.5.4 SAMPLE SIZE:

30

3.6 LIMITATION OF THE STUDY:

• As the sample size was small hence conclusion cannot be generalized.

• Unwillingness and inability of respondents to provide information.

• As the strength of the company is big it was not possible to draw sample from
each and every department.
CHAPTER-4
DATA ANALTSIS AND INTERPRETATION
 DATA ANALYSIS AND INTERPRETATON
1. Present recruitment policy is helpful in achieving the goals of the
company.

33%

67%

Fig: 4.1

INTERPRETATION:
 An organization the recruitment policy can helpful in archiving the goal of
company. Existing employee can give a fair feedback on the present
recruitment policy helpful in archiving the goals of the company.
 67% employee fed that the present recruitment policy helpful in
achieving the goals.
 33% employee feed that the some extent the recruitment policy is
helpful.
2. Sources which organization recruits the employee.

7%

93%
Fig: 4.2
INTERPERTATION:
Every organization recruits employees from two sources internal and external.
 Responding to above statement, 93% employees tell that company
recruit employee from both sources internal and external.
 7% employees tell that company recruit employee from internal sources.
 Number of respond in internal sources is 0%.
3. EXTERNAL SOURCES FOR THE RECRUITMENT OF THE EMPLOYEE:

Sales
10%
17%
1st Qtr
2nd Qtr

17% 3rd Qtr

56% 4th Qtr

Fig: 4.3

INTERPRETATION:

External sources seek application from outside the company.

 Responding to above statement 56% employee tell that company prefers

advertisement for recruitment.
 17% tell that company performs campus recruitment.
 10% tells that private employee agencies.
 17% employee tells two sources campus recruitment and advertisement both.
4. ORGANISATION RECRUIT EMPLOYEE THROUGH LATEST METHOD OF
RECRUITMENT THROUGH INTERNET.

20%

80%
Fig: 4.4

INTERPRETATION:

 According to this statement 80% respondent says that the company recruit
employee through latest method of recruitment.
 20% employees say the company not uses latest method.

5. COMPANY USE OWN WEBSITE FOR THIS PURPOSE.

10%

90%
Fig:4.5

INTERPRETATION:

 According to this statement 90% respond says that the company uses their own
website for this purpose.
 10% responds the company not uses their own website for recruitment purpose.
6. INTERNET RECRUITMENT EFFECTIVENESS:

20%

80%
Fig: 4.6

INTERPERTATION:

 No off respond in internet recruitment effective is 80%.

 And rest 20% is respondent in internet recruitment is not effective.
7. METHOD OF SELECTION ADOPTED BY ORGANISATION TO RECRUIT THE
PEOPLE:

Sales
7%
23%
1st Qtr
2nd Qtr

30% 40% 3rd Qtr

4th Qtr

Fig: 4.7

INTERPRETATION:

Every organization recruit employee from different method.

 30% employees are told that personal interview is adopted.

 40% tell that aptitude test is adopted.
 7% respond group discussion is adopted for recruit the people.
 23% employee tells that personal interview and aptitude test both are adopted
by the company.
 0% responds in telephonic interview.
8. TECHNIQUE IS USED FOR INTERVIEW:

57%
43%

Fig: 4.8

INTERPRETATION:

 43% Employee respond that structures interview is used.

 0% Respond unstructured interview.
 And 57% employee responds that both structures an unstructured interview is
used.
9. Parameter for selecting a candidate according to present requirement.

(1 Being the highest)

C0MMUNICATION:

40% 37%
35%

30%
NUMBER OF RESPOND

25% 23%
20%
20%

15%
10% 10%
10%

5%

0%
1 2 3 4 5
RANK

Fig: 4.9
INTERPRETATION:

10% employees rank communication skill is 1st.

23% employee rank 2nd.

37% employee rank 3rd.

20% employee rank 4th. And

10% employee rank 5th

QUALIFICATION:

70%
63%
60%
NUMBER OF RESPOND

50%

40%

30%
24%

20%
10%
10%
3%
0%
1 2 3 4 5
RANK

Fig: 4.10
INTERPRETATION:

10% rank 1st qualification.

0% respond on 2nd rank.

3% employees rank qualification 3rd.

10% rank this 4th. And

24% rank qualification 5th.

CONFIDENCE:

35% 33%

30%
NUMBER OF RESPOND

25% 23%

20%
17% 17%

15%
10%
10%

5%

0%
1 2 3 4 5
RANK

Fig: 4.11
INTERPRETATION:

10% Employees rank confidence 1st.

34% rank this 2nd.

17% rank this 3rd.

17% employee’s rank 4th. And

23% rank this 5th.

LANGUAGE SKILLS:

50%
45% 43%

40%
NUMBER OF RESPOND

35%
30% 27%
25%
20%
15% 13%
10%
10% 7%
5%
0%
1 2 3 4 5
RANK

Fig: 4.12
INTERPRETATION:

7% Employees rank language skill 1st.

13% rank this 2nd.

10% rank it 3rd.

43% rank this 4th. And

27% rank this 5th.

CONVINCING SKILLS:

60%

50%
NUMBER OF RESPOND

40%

30%

20%

10%

0%
1 2 3 4 5
RANK

Fig:4.13
INTERPRETATION:

0% Employees responds 1st rank.

13% employees rank convincing skill 2nd.

17% rank 3rd.

20% employee’s rank 4th.

50% employee’s rank 5th.

CONVENCING SKILLS:

60%

50%
50%
NUMBER OF RESPOND

40%

30%

20%
20% 17%
13%
10%

0%
0%
1 2 3 4 5
RANK

Fig:4.14

INTERPRETATION:

0% Respond communication skills 1st.

13% rank this 2nd.

17% rank this 3rd.

20% rank this 4th.

50% rank 5th convincing skills.

10. RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES?

25% NO

75% YES

Fig: 4.15

INTERPRETATION:

 73% Employees tell that in CCL there are different recruitment process for
different grades of employees
 And 25% respond there is no different recruitment process for different grades
of employees.
11. TECHNOLOGICAL SUPPORTS FOR THE PROCESS OF RECRUITMENT:

• Online • Can't say

supports

47% 27%

13% 13%
• Videos • other
conferencing

Fig: 4.16

INTERPRETATION:

Some organization use technological supports for the process of recruitment.

 13%Enployee tell that telephone is use for recruitment.

 13%tell that videos conferencing is use for recruitment.
 47% respond that online support.
 27% employee can’t say about this statement.
12. HR department’s performance in recruitment and selection.

Fig:4.17

INTERPRETATION:

 4% Employee say in their opinion the performance of HR department is poor.

 53% respond that the performance of HR department is adequate.
 43% Say HR department performance in recruitment and selection on is
excellent.
13. Physical examination necessary after final interview.

5 7% 30% 13%
• yes • sometime • No
necessary

Fig:4.18

INTERPRETATION:

 57% of employee believes that physical examination is necessary after final

interview.
 30% says sometime physical examination is necessary after final interview.
 13% think that it is not necessary.
14. Employee thinks about recruitment and selection procedure in CCL.

13%

87% SATISFACTORY
UNSATOSFACTORY

Fig: 4.19

INTERPRETATION:

 87% Employee think that the recruitment and selection procedure in CCL is
satisfactory.
 13% think that it is not satisfactory.
15 .The procedures adapted for recruitment and selection of employee
enables to give at the right person right job.

10% NO
50% YES

40% TO SAME
EXTENT

Fig: 4.20

INTERPRETATION:

 50% Respond on the recruitment and selection procedure enables to give at the
right person right job.
 10% tell not able to give right person right job.
 40% employee think to same extent it is enable.
CHAPTER-5
5.1 FINDINGS:

 To large extent recruitment policy is helpful in achieving the goals of the

company.
 A mostly external source is used for recruit the employee.
 Employees agree to some extent that internet recruitment is effective.
 Present recruitment process needs improvement in terms of its procedure.
 The company do utilizes company’s website for the recruitment process and
for finding the talent candidate.
 E- recruitment provide an innovative cost efficient and effective recruitment
system.
 E-recruitment dramatically reduces paper work and administration work.
5.3 RECOMMENDATIONS

After analyzing the collected data the following recommendation were made
to improve the present recruitment and selection scenario in the
organization.
 First of all the management should review their recruitment policy and look
for the areas of improvement for ensuring the best hiring.
 Recruitment management systems should helps to incorporate and
integrate the various links like application system on the official website of
the company the unsolicited application outsourcing recruitment the final
decision making to the main recruitment process.
 Recruitment manager system should help to reduce the time per hire and
cost per hire.
 Management should structure and systematically organize the entire
recruitment process.
 Recruitment management system should facilitate faster unbiased
accurate and reliable processing of application from various applications.
 Recruitment management system should maintain an automated active
database of the applicants facilitating the talent management and
increasing the efficiency of recruitment process.
 Management should follow a systematic process of HR planning.
 Internal promotion should be done on regular basis during specified time
period.
 Recruitment management process should help to communicate and create
healthy relationships with the candidates’ process.
 Induction should be properly done for selected candidates.
 Physical examination and reference check should be given due
consideration after selecting a candidates.
 Effectiveness of the selection process should be evaluated on regular basis
for ensuring availability of competent and committed personnel. In order
to do so, a periodic audit can be done.
5.4 CONCLUSION:

Every company looks for an employee who can work effectively. They are in
search of a person who has the maximum skill required for the job. After
selecting the right person company main aim is to place that person at the
right job. The main strength of any company is its employee. Effective worker
are the best route to success for this reason a company strives to attract and
hire the best and to provide best place to work.
Some of the biggest and most constant challenge that plague organization is
people related because they don’t give more emphasis on getting the
recruitment process right .If they get the right person in the right line and
many other business benefit are immediate tangible and significant.
CCL has competent and committed workforce still there are scope for more
improvement .To ensure that company recruit the right people it has to
identify essential skill and behavior that applicant should demonstrate for
each position there should be a job description outlining typical duties and
responsibilities and a person specification defining personal skill and
competences .The emphasis should be on matching the needs of the
applicants. This would minimize employee turnover and enhance
satisfaction.
It is important for the company to have a clear and concise recruitment
policy in place which can be executed effective to recruit the best talent pool
for the recruitment selection of the right candidates at right place quickly
creating a suitable recruitment policy is the first step in efficient hiring
process. A clear and concise recruitment policy help to ensure a sound
recruitment process. The recruitment management system should be such
that it helps to save the time and cost of the HR recruiters in company and
improving the recruitment process
5.5 QUESTIONNAIRE

Name___________________________________Designation_____________
______

Gender: - Male (M) Female (F)

Experience: 0-5 years 5-10 years

10-15 years above 15years

1. Do you think the present recruitment policy is helpful in achieving the goal of the
company.
a) yes b)No

c) To some extent

2. Through which sources your organizations recruit the employee?

a) Internally b) Externally

b) Both

3 Which of the following external source you choose for the recruitment of the employees?
(a) Employee exchanges consultants
(b) Private employee agencies
(c) Campus recruitments
(d) Advertisements
(e) Any other___

4 Do your organization recruit employees through latest method of recruitment through

internet
(a) Yes
(b) No

5 If yes than the company use own website for this purpose.
 (a) Yes
(b) No

6 Is internet recruitment is effective in your opinion?

(a) Yes
(b) No

7 What was the method of selection adapted by you to recruit the people?
(a) Telephonic interview
(b) Personal interview
(c) Aptitude test
(d) Group discussion
(e) Any other

8 Which type of technique is used for interview?

(a) Structured
(b) Unstructured
(c) Both

9 What are the parameters for selecting a candidate according to your present requirement?
(rate from 1-5 and 1 being the highest)
PARAMETERS 1 2 3 4 5
Communication
skills
Qualification
Confidence
Language skills
Convincing
skills

10 Do you follow different recruitment process for different grades of employees?

(a) No
(b) Yes

11 Do you take any technological support for the process of recruiting?

(a) Telephone
(b) Video conferencing
(c) Online support
(d) Other please specify

12 How would you rate the HR department’s performance in recruitment and selection?
(a) Poor
(b) Adequate
 (c) Excellent

13 Is the physical examination necessary after final interview?

(a) Yes
(b) No
(c) Sometime necessary

14 How do you think about recruitment and selection procedure in your company?
(a) Satisfactory
(b) Unsatisfactory

15 Does the procedure adopted for recruitment and selection of employees enables to give
at the right person right job?

(a) Yes
(b) No
(c) To some extent
 BIBLOGRAPHY

BOOKS REFERED:

Human resource management (C.B. GUPTA)

WEBSITE REFERED:

www.google.com
www.wikipedia.com
www.centralcoalfield.in
www.ccl.gov.in