A

PROJECT REPORT
ON
“recruitment & selection”
AT
MANIKGARH CEMENT

Submitted to

K. D. K. COLLEGE OF ENGINEERING, NAGPUR

IN

PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE

AWARD OF DEGREE IN M.B.A. OF

SUBMITTED TO Guide By Submitted By:

Pratik E. Shende
MBA (IIIrd Sem)
Chapter INDEX Page No.
No.

1 Introduction of the topic

2 Company Profile
3 Factors
4 Research Methodology
Objectives of the study
Data Collection
Limitations
Sampling Method
Sample Size

5 Data Analysis & Interpretations

6 Findings of Study

7 Recommendations of the Study

8 Conclusion & Suggestion

Bibliography
Annexure

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 RECRUITMENT

INTRODUCTION :

After the required number and kind of human recourse are determined, the next
step in the procurement function is to locate the source the required human recourse can be
available and to attract them to towards the organization this is known as recruitment.

MEANING OF RECRUITMENT AND DEFINATIONS:

According to Flippo “recruitment is the process of searching for prospective and

encouraging then to apply for job in an organization.”

In words of Joder “recruitment is a process to discover the source of manpower to

meet the requirement of the staffing schedule and to employee effective measure for
attaching that manpower in adequate”

METHOD OR TECHNIQUE OF RECRUITMENT: -

There are three methods of recruitment:

Direct method

Indirect method

Third method

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DIRECT METHOD: -
These include sending traveling recruitment to educational and
professional institute employees contact with public and mannered exhibits,
one of the widely used direct method is that of sending of Recruiter College
and technical school.

SELECTION
MEANING AND DEFINETION :

ESSENTIAL OF SELECTION PROCEDURE:-

The selection procedure adopted by organization is mostly tailor made to meet its
particular needs the thoroughness of the procedure.
FIRST:-
The nature of selection whether faulty or safe because a faulty selection effects
not only the training period that may needed but also result in heavy expenditure on the
new employer and the loss that may be incurred by the orgnization in case the job
occupant fails on his job.
SECOND: -
The policy of the company and the attitude of management as a practice some
companies usually hired more them the actual no. needed with a view to removing the
unfits persons from the job.
THIRD:-
The length of probationary or trail period . the longer the period , the greater , the
uncertainty in the mind of the selected candidate about his future.

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JOB ANALYSIS:
Job analysis is the basis for the selecting the right candidate. Every organization
should finalize the job analysis, job description. Job specification and employee
specification before proceeding to the next selection.
The first imp. Steps of any selection process as followed
The job analysis description include:
 Job title
 Dept. in which the job exists
 Work to be performed by the new employee
 Job responsibly, e.g. Care and maintenance of the machine tools.
 Job knowledge i.e. Ability to read job instruction and blue print.
 Mental concentration
 Dexterity and accuracy
 Machines, tools and process to be handled
 Relation with other job
 Qualification and experienced required
 Amount of supervision
 Physical activities
 The job description of personal officer may look like
 Responsible for all personal mgt. function involving.
 Industrial relation
 Personal administration
 Manpower planning
 Selection
 Training and development
 Labour laws
 Welfare service
 Labour dispute
 Grievance handling
 Disciplinary action

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RECRUITMENT:
Recruitment refers to the process of selecting for prospective employee and
simulating them to apply for job in an organization. It is the basis for the remaining
techniques of the selection and latter varies depending upon the former.
APPLICATION FORM:
Information is generally required on following items in the application forms.
 Personal background information
 Education attainment
 Work experience
 Salary
 Personal details

EVALUTION OF APPLICATION FORMS:

There are two method of evaluation an application from viz.

Clinical method
Weighted method

CLINICAL METHOD:
The clinical method takes the help of psychology. Under the clinic method
application from will be analyzed in details, drawing all possible in fervencies , projecting
the application personality and forecasting future job success.

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WEIGHTED METHOD :
Under the second method certain point of weighted are assigned to answer given
by the applicant in the application form. In developing a weighted application from it is
necessary to identify those items of the personal employees.

WRITTEN EXAMINATION:
The organization have to conduct written examination for the qualified candidate

PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary information from the
prospective applicant suitability to the job. This may be conducted by an assistant in the
personal dept.

BUSINESS GAMES:
Business games are widely used as a selection technique for selecting mgt.
trainees, executive trainees and mgt. personal at junior, middle and top management
position.

TESTS:
Tests are use full in the selection, placement, promotion, performance, and potential
appraisal.

INTEREST TEST:
These are mean to identify a person are intrest and to assign that kind of work that
will satisfy him.

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INTERVIEW:
An interview in an attempt to secure maximum of information from the candidates

REFERENCE CHECK:
After the completion the final interview and medical examination the personal dept.
will engaged in checking reference.

PLACEMENT:
Once an after of employment has been extended and accepted, the final stage in
procurement function in the concluded, namely that of placement of the individual on the
new job and orienting him to organization .

INDUCTION:
Induction is a technique by which a candidate is rehabitated into the change
surrounding and introduced the practice, policies and purpose of the organization.

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PLACE OF RECRUITMENT IN SELECTION SYSTEM

Human Recruitment Selection Placing new

resourse needed qualified emps.on job
planning personal personal

Developing Search for Evaluating

source of potential recruiting
potential employees effectiveness
employees

Personal Upgrading in
research same position
Internal
sources

Job
positioning Transferring to
new job
External
sources

Employee
referrals Promoting to higher
responsibilities

advertising

Evaluating for
selection

scouting

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 EMPLOYEMENT PLACEMENT PROCESS

COLLECT DETAILS ABOUT THE EMPLOYEE

CONSTRUCT THE EMPLOYEE’S PROFILE

MATCH BETWEEN SUB – GROUP PROFILE AND

INDIVIDUAL PROFILE

COMPARE SUB – GROUP PROFILE TO JOB FAMILY

PROFILE

MATCH BETWEEN JOB FAMILY PROFILE AND SUB –

GROUP PROFILE S

ASSIGN THE INDIVIDUAL TO JOB FAMILY

ASSIGN THE INDIVIDUAL TO SPECIFIC JOB AFTER

FURTHER COUSELLING AND ASSESMENT

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 A Division of Century textiles and industry limited

B.K. Birla
Chairman
Century Textiles & Ind. Ltd

Chairman's Message
"I believe that the Fortunes of Century Textiles & Industries Limited rest solely on
its continuing ability to evolve and successfully implement new techniques and
systems to anticipate future trends and zero in on to them, to be in short, a company
that is plugged into tomorrow.."

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"Complete Customer Satisfaction and fulfilling the expectations of
society is the key to success of any business enterprise in Global
Economy”

Introduction
ManikgarhCement is a division of Century Textiles and
Industries Ltd, a flagship company of B.K. Birla Group. The Co. is
well diversified having interest in cement, textiles, rayon,
chemical, pulp and paper.

Manikgarh Cement is situated at Sarlanagar (Manikgarh) Dist. Satna in the

State of Madhya Pradesh with an installed capacity of 3.80 Million TPA.

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Manikgarh is 45 Kms South - East of Satna on Howrah - Mumbai Central
Railway Main Line. Manikgarh is well known for Sharda Devi

Temple and ManikgarhGharana Music whose proponent was renowned

Musician Padma Vibhushan Baba Alla-u-din Khan.

Accordingly, the Cement Division of Century Textiles and Industries

Limited have five Cement Plants i.e.

1. ManikgarhCement, Sarlanagar, Dist.:Satna (MP)

2. Manikgarh Cement Unit No.2, Sarlanagar, Dist.:Satna (MP)

3. Century Cement, Baikunth, Raipur (CG)

4. Manikgarh Cement, Chandrapur, Maharashtra

5. Sonar Bangla Cement, West Bengal

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Locational View in Indian Map

Manikgarh
Cement
Century Cement

Manikgarh Cement

15
Recruitment process in Manikgarh
1 Recruitment and selection
2 Induction
3 Training and Development
4 Performance appraisal
Promotion.

TRAINING PROCESS OF MANIKGARH CEMENT WORKS

(i) Training needs assessment:

Training needs assessment forms are sent to concerned departments in

December end for both staff and workers.

Receiving of filled assessment forms at the end of January next year.

Compilation of data as per training needs assessment received.

(ii) Training identification and approval by management.

(iii) Preparation of training calendar.

(iv) Identification of trainer (it can be external or internal both)

(v) Organizing training program as per training calendar.

(vi) Training feedback:

Taking training feedback from individual trainee.

Sending feedback of absent trainees to concerned Head of the

Departments.

Sending assessment of individual trainees to respective trainer and

concerned Head of the Department.

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PROCESS AT MANIKGARH CEMENT WORKS

Training Need Assessment & Previous Training Effectiveness

(Jan. 1st week)

Compilation of data as per Training needs Assessment

Training Identification and Approval by Management

Preparation of Training Calendar

Identification & Preparation of

Trainer’s list

Conduct of Training Program

as per Calendar

Receiving Training
Feedback

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18
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be understood
has a science of studying how research is done scientifically..
The scope of research methodology is wider than that of research method.
Meaning of Research
Research is defined as “a scientific & systematic search for pertinent information on a
specific topic”.

RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. In fact, the research is design is the conceptual structure within which research
is conducted; it constitutes the blue print of the collection, measurement and analysis of
the data. As search the design includes an outline of what the researcher will do from
writing the hypothesis and its operational implication to the final analysis of data.
The design is such studies must be rigid and not flexible and most focus attention on the
following

Research Design can be categorized as:

The present study is exploratory in nature, as it seeks to discover ideas and
insight to brig out new relationship.

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TYPES OF RESEARCH
 DESIGN
 EXPLORATORY
RESEARCH
DESIGN
 DESCRIPTIVE
&
DIAGNOSTIC
 RESEARCH DESIGN
 EXPERIMENTAL
RESEARCH
DESIGN

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 OBJECTIVES OF THE STUDY

 The objective of the study as follows:-

 To Study about the recruitment & selection policy at Birla Gold
Cement Manikgarh.
 To know about the methods adopted by Birla Gold Cement Manikgarh.
 To know about the basic sources of information regarding recruitment
& selection at Birla Gold Cement Manikgarh.
 To know about the techniques adopted at Birla Gold Cement
Manikgarh.
 To know about the effectiveness of recruitment & selection Policy at
Birla Gold Cement Manikgarh.
 To evaluate the various recruitment and selection techniques that
BEOL. These include interviews, group tests, psychological tests,
intelligence tests, technical tests and others.

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