G.

L BAJAJ

INSTITUTE OF MANAGEMENT AND RESEARCH

Approved by A.I.C.T.E & Affiliated to Dr. A.P.J Kalam Technical University

Plot No.-2, Knowledge park III, Greater Noida, Distt. - G.B Nagar, U.P, India, Pin-201306

A RESEARCH REPORT

ON

''STUDY OF PERFORMANCE APPRAISAL AT ONGC''

Submitted for
THE PARTIAL FULFILLMENT OF THE AWARD DEGREE OF MASTER OF BUISNESS ADMINISTRATION
(MBA)

Under the guidance of : Submitted By :

Name - Shivangi Kant

Exam Roll No. - 1880170185

Session : 2018-20

1
PREFACE:
SAIL is a leading steel-making company in India. It is a fully integrated iron and
steel maker, producing both basic and special steels for domestic construction,
engineering, power, railway, automatic and defence industries and for sale in export
markets. SAIL is also among the five Maharatnas of the country’s Central Public
Sector Enterprises.

SAIL manufactures and sells a broad range of steel products, including hot and cold
rolled sheets and coils, galvanized sheets, electrical sheets, structurals , railway
products, plates, bars and rods, stainless steel and other alloy steels. SAIL produces
iron and steel at five integrated plants and three special steel plants, located
principally in the eastern and central regions of India

SAIL’s wide range of long and flat steel products are much in demand in the
domestic as well as the international market. This vital responsibility is carried out by
SAIL’ s own Central Marketing Organization (CMO) that transacts business through
its network of 37 branch sales office spread across the four regions,25 Departmental
Warehouses, 42 Consignment Agents and 27 Customer contract offices. CMO’s
domestic marketing effort is supplemented by its ever widening network of the rural
dealers who meet the demands of the smallest customers in the remotest corners of
the country. With the total number of dealers over 2000, SAIL’s wide marketing
spread ensures availability of quality steel in virtually all the districts of the country.

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ACKNOWLEDGEMENT:
At the outset, I would like to express sincere and deep felt thanks to the Personnel
department (HRD) of SAIL, for providing me an opportunity to undergo six weeks of
summer internship training at SAIL, Laxmi nagar, New Delhi.

I acknowledge my gratefulness to Mr. Ashish Tiwari - Dy. Manager (P-Rectt.)

under whose expert guidance and immense cooperation it could be possible to study
and submit a project report on ‘Recruitment and Selection’ process at SAIL office
and to college.

I take opportunity to express my heartiest gratitude to my respective faculty lecturers,

parents and friends who have been constantly helping me either directly or indirectly
for successful completion of the project.

Shivangi kant

3
DECLARATION:
I hereby declare that this Summer Internship Project on entitled – Recruitment &
Selection process in SAIL submitted in partial fulfillment of requirement of the
Degree of Master of Business Administration (MBA) to the G.L. Bajaj-Institute of
Management and Research, Greater Noida is based on primary and secondary data
founded by me in personnel department of HRD (SAIL), Pdf and through its websites

This is an original piece of work and has not been submitted to any other institution
or university for any purpose.

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CERTIFICATE

SAIL CERTIFICATE
5
TABLE OF CONTENTS

6
Title Page no.
Executive summary

CHAPTER 1 : 1.1 Introduction

1.2 Major steel plants of SAIL

1.2 Achievement of SAIL

1.3 Awards and accolades of SAIL

1.4 SWOT analysis of SAIL

1.5 Objective of the study

CHAPTER 2 : 2.1 Literature review

2.2 Recruitment

2.3 Features of recruitment

2.4 Purpose and Importance of recruitment

2.5 Sources of recruitment

2.6 Advantages and disadvantages of recruitment

2.7 Need of recruitment

2.8 Aim of recruitment

2.9 Formulating a recruitment strategy

2.10 Recruitment policy

2.11 Factors affecting Recruitment policy

2.12 Recent trends in recruitment

2.13 Recruitment process

2.14 Recruitment process in SAIL

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 2.15 Determination of Qualification

CHAPTER 3 : 3.1 Selection

3.2 Features of Selection

3.3 Purpose and Importance of Selection

3.4 Advantages and Disadvantages of Selection

3.5 Aim of Selection

3.7 Selection policy

3.8 Factors affecting Selection policy

3.9 Selection process

3.10 Selection process in SAIL

3.11 Determination of Qualification

CHAPTER 4 : Difference between Recruitment & Selection

CHAPTER 5: Research Methodology

CHAPTER 6: Data Analysis & Interpretation

CHAPTER 7: Findings

CHAPTER 8 : Limitations

CHAPTER 9 : Recommendations

CHAPTER 10 : Conclusion

CHAPTER 11 : Bibliography

CHAPTER 12 : Annexure

8
COMPANY PROFILE
OF

9
INTRODUCTION:
Steel Authority of India Limited (SAIL) is an Indian state-owned steel making
company based in New Delhi, India. It is a public sector undertaking, owned and
operated by the Government of India with an annual turnover of INR 44,452 Crore
(US$6.83 Billion) for fiscal year 2016-17. Incorporated on 24 January 1973, SAIL
has 72,004 employees (as of 01-May-2019). With an annual production of 14.38
million metric tons, SAIL is the largest steel producer in India and one of the largest
steel producers in the world. The hot metal production capacity of the company will
further increase and is expected to reach a level of 50 million tonnes per annum by
2025. Sri Anil Kumar Chaudhary is the current Chairman of SAIL.

OPERATIONS:
As of 31 March 2015, SAIL has 93,352 employees, as compared to 170,368 (as of 31
March 2002). There has been a continuous reduction of headcount over the past few
years due to enhanced productivity and rationalized manpower.
The total requirement of its main raw material, iron ore, is met through its captive
mines. To meet its growing requirement, capacities of existing iron ore mines are
being expanded and new iron ore mines are being developed. In addition, states of
Rajasthan, Chhattisgarh, MadhyaPradesh, Maharashtra, Odisha and Karnataka are
being explored. Around 24% of its coking coal requirements are met from domestic
sources, the remaining through imports. For improving coking coal security, the
company is also making efforts for development of new coking coal blocks at Tasra
and Sitanalla.
SAIL produced 13.9 million tonnes of crude steel by operating at 103% of its
installed capacity, which is an increase of 1% over the previous year. It also
generated 710 MW of electricity during FY 2014-15.

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SAIL VISION:
To be a respected world class corporation and the leader in Indian steel business in
quality, productivity, profitability and consumer satisfaction

SAIL Tagline is: There's is little bit of SAIL in everybody's life

CREDO:
1.We build lasting relationship with customers based on trust and mutual benefit.

2. We uphold highest ethical standards in conduct of our business.

3. We create and nurture a culture that supports flexibility, learning and is proactive
to change.

4. We chart a challenging career for employee with opportunities for advancement

and rewards.

5. We value the opportunity and responsibility to make a meaningful difference in

people's live.

SAIL traces its origin to the formative years of an emerging nation- India. After
independence the builders of modern India worked with a vision- to lay the
infrastructure for rapid industrialization of the country. The steel sector was to propel
the economic growth.

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 Integrated Steel Plants
Steel Locatio
Plant n Products
Rails (13/26m), Long Rails, (65-260m), Blooms, Billets,
Bhilai Steel
Chattisgarh Slabs, Channels, Joists, Angles, TMT Rebars, Wire Rods,
Plant
Crane Rails, Plates, Pig iron & Coal Chemicals
Blooms, Billets, Joists, Narrow Slabs, Channels, Angles,
Durgapur West
TMT Rebars, Wheels & Axles, Pig iron & Coal
Steel Plant Bengal
Chemicals
Plate Mill Plates, HR Plates, HR Coils, Slabs, CR Sheet/
Rourkela Coil, Galvanised Sheets (plain & Corrugated), ERW
Odisha
Steel Plant Pipes, Spiral Weld pipes, CRNO, Pig iron & Coal
Chemicals
Hr Coils, Slabs, HR Sheets. Plates, CR Coils. Sheets, GP
Bokaro Steel
Jharkhand Sheets. coils, GC Sheets, Galvanealed Steel, HRPO, Pig
Plant
iron & Coal Chemicals
Wire rods, Bars & Rebars, Joists, Channels, Angles,
IISCO Steel West
Blooms, Billets, Universal & Special section (Z-bar, MS
Plant Bengal
Arch), Pig iron & Coal Chemicals

Special Steel Plants

Steel Plant Location Products
Cold Rolled Stainless Steel, Hot Rolled Carbon &
Salem Steel Plant Tamil Nadu Stainless Steel Products, Micro-Alloyed Carbon
Steel
Alloy Steel Squares & Rounds, Wear Resistant
West Plates, Forgings, Carne Wheels, Forged Rolls/
Alloy Steel Plant
Bengal Plaets, Special Quality Slabs & Stainless Steel Slabs
(low Ni, 300 & 400 series)
Visveswaraya High Quality Rolled & Forged Alloy & Special
Karnataka
Iron & Steel Plant Steel Products
Ferro Alloy Plant
Steel Plant Location Products
Chandrapur Ferro Maharashtra High/ Medium/ Low carbon Ferro-Manganese,

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Alloy Plant Silico-Manganese

13
ACHIEVMENTS OF SAIL:
SAIL supplied 33,500 MT steel for Lucknow - Agra Expressway

Jal Shakti Abhiyan

12000 metric tonnes of SAIL steel (more than 50 percent) used in

construction of 182 meters tall ‘The Statue of Unity’, the world’s
tallest statue

SAIL steel used in Bogibeel Bridge, Assam, would be longest rail-cum-

road bridge in India.

SANKALP SE SIDDHI NEW INDIA MOVEMENT 2017-2022

SAIL defence grade steel used in Indian Navy's INS Kamorta - the
anti-submarine stealth corvette

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AWARDS & ACCOLADES WON DURING THE YEAR :
Company Level

• Steel Authority of India Limited won 7 Prime Minister's Shram Awards (involving 26
employees) for the year 2015.

• SAIL has won 10 Vishwakarma Rashtriya Puraskar Awards (involving 42 employees)

for the performance year 2015

. • SAIL has won Gold Trophy of "SCOPE Meritorious Award for Best Practices in
Human Resource Management" for the year 2014-15.

• SAIL has won Golden Peacock Award for Corporate Governance, by the Institute of
Directors, India, for the year 2016.

• SAIL bagged the Governance Now PSU Award 2016 under the award category
'Relative Growth & Adaptation'.

• SAIL was awarded the Ispat Rajbhasha Trophy for the year 2014-15 for SAIL's best
official language implementation. Bhilai Steel Plant

• CII-Exim Bank Business Excellence Award 2016 organized by the CII Institute of
Quality.

• Excellence Award in the category of Integrated Steel Plants under Iron & Steel
Sector for the year 2015- 16, in the State Level Sustainable Energy Awards-2016 by
Chhattisgarh State Renewable Energy Development Agency (CREDA).

• Vayoshreshtha Samman for the "Best Public Sector Organization in Promoting the
Well Being and Welfare of Senior Citizens" on the occasion of International Day for
Older Persons at VigyanBhawan, New Delhi on 1st October, 2016.

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SWOT ANALYSIS :

1. Strength:
 Availability of abandon Iron ore
 Mature production base
 High maintenance of plants

2. Weakness :
 Unscientific mining
 Low productivity
 Low R&D Investment

3.Opportunities :
 Unexplored rural market
 Growing domestic demand
 Exports

4.Threats :
 China becoming net explorer.
 Protection in the west
 Dumping by competitors

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''OBJECTIVE OF THE STUDY''

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OBJECTIVE:
1. To study human resource requirements of the company in terms of the approved
Human resource planning (HRP).

2. To study the recruitment & selection procedure followed in Steel Authority of

India Limited (SAIL).

3. To study the various sources of recruitment followed in SAIL.

4. To search or headhunt people who skill fit into company values.

5. To ensure an objective, reliable, fair and transparent system of selection.

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''LITERATURE REVIEW''

19
''RECRUITMENT''

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 RECRUITMENT
# Meaning :
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. Recruitment is understood as the
process of searching for and obtaining applicants for the jobs, from among whom the
right people can be selected.

A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought and
ends when their applicants are submitted. The result is a pool of applicants from
which new employees are selected”. In this, the available vacancies are given wide
publicity and suitable candidates are encouraged to submit applications so as to have
a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different

source such as newspaper advertisement, employment exchanges, internal promotion,
etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection
of most suitable candidates. Recruitment represents the first contact that a company
makes with potential employees

Definition:
According to EDWIN FLIPPO, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization.”

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FEATURES OF RECRUITMENT :
 It is a process rather than a single act or event
 Linking activity as it brings together the employer and the prospective employees.
 Positive activity to seek out eligible persons from which suitable ones are selected.
 To locate the sources of people required to meet job requirements.
 Ability to match jobs to suitable candidates.
 A two way process between recruiter and recruited.
 A complex job that involves lots of factors like image of the company, nature of
jobs offered, organizational policies, working conditions etc.

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# PURPOSE & IMPORTANCE OF RECRUITMENT:
1. Determine the present and future requirements of the organization on conjunction
with its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Create a talent pool of candidates to enable the selection of best candidates for the
organization.

4. Recruitment is the process that links the employers with the employees.

5. Increase organization and individual effectivenss of various recruiting techniques

and sources for all types of job applicants.

6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.

7. Meets the organizations legal and social obligations regarding the composition of
its workforce.

8. Helps in increasing of success rate of selection process by decreasing number of

visibly under qualified or under qualified job applicants.

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24
 ADVANTAGES AND DISADVANTAGES OF RECRUITMENT :

Internal Recruitment

 This recruitment method is cost-effective and can boost employee morale. At

the same time, it helps you retain top talent and reduces employee turnover.
Plus, your staff will feel more motivated to work hard and give their best.

 The downside is that hiring from within the organization may limit the
number of potential candidates. Additionally, you might miss out on fresh
ideas and perspectives that external candidates can bring. Workplace conflicts
may arise, too.

External Recruitment

 Automated recruitment, which uses artificial intelligence software to identify

and screen candidates, isn't perfect either. Even though you'll save time and
money, you may lose out on potential candidates that would be a perfect fit
simply because their application is not formatted properly.

 Automation tools scan a candidate's resume, cover letter or online application

for specific keywords and key phrases related to the job. If they don't find
these words or phrases, the applicant is automatically disqualified – not to
mention that many job seekers have atypical work experience and can still be
a perfect fit for your business. Automated recruitment software will
disqualify their application from the start.

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# Need for recruitment :
The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to job
specification.

3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.

5. Meet the organization’s legal and social obligations regarding the composition of
its work for.

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AIMS OF RECRUITMENT :
1. To induct outsider with new perspective to lead the company.

2. To infuse fresh blood at all levels of organization.

3. To develop an organizational culture that attracts competent people to the

company.

4. To search or headhunt people whose skill fit the company’s values?

5. To seek out non-conventional development grounds of talent

6. To devise methodology for assessing psychological traits.

7. To induct outsider with new perspective to lead the company

8. To search for talent globally not just within the company.

9. To design entry pay that competes on quality but not on quantum.

FORMULATING A RECRUITMENT STRATEGY :

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1. Performance level required

2. Experience level required

3. Category of the candidate -

• Preferred Sources of Recruitment

• Ensures Competent recruiters

• Evaluation & Follow-up of candidates

RECRUITMENT POLICY :
1. Organizational Objectives: A recruitment policy must help the enterprise in
achieving its goals. It is the manpower of the enterprise which facilitates the

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achievement of objectives. While devising a policy which assists in employing most
desired persons, certainly helps in reaching organizational goals.

2. Identifying Manpower Needs : There should be an identification of number and

types of persons required in the enterprise. If workers are to be employed then they
may be categorised into skilled, semi-skilled, and unskilled and if supervisors are to
be employed then the type of qualifications and experience should be specified and
so on. The type of jobs and the section or department where they will be deployed
should also be known before hand.

3. Sources of Recruitment : The sources from where the persons are to be recruited
should be specified. There may be internal or external sources or both. The type of
persons to be recruited from different sources should form a part of recruitment
policy.

4. Criterion for Selection : The criterion for selection should also be a part of
recruitment policy. There may be guidelines from government e.g., reservation of
posts on caste basis, reservation for minorities etc., which will also form a part of
recruitment policy.

5. Cost Factor: The cost involved in recruitment process should be taken into
consideration while framing a recruitment policy. It may be very costly if every post
is advertised in newspapers. Instead, recruitments through employment exchange
may be very cheap. The cost involved in recruitment process should be properly
assessed before making that process a part of policy.

FACTORS AFFECTING RECRUITMENT :

1. Size of the Enterprise: The number of persons to be recruited will depend upon
the size of an enterprise. A big enterprise requires more persons at regular intervals
while a small undertaking employs only a few employees. A big business house will

29
always be in touch with sources of supply and shall try to attract more and more
persons for making a proper selection. It can afford to spend more amounts in
locating prospective candidates. So the size of an enterprise will affect the process of
recruitment.

2. Employment Conditions: The employment conditions in an economy greatly

affect recruitment process. In under-developed economies, employment opportunities
are limited and there is no dearth of prospective candidates. At the same time suitable
candidates may not be available because of lack of educational and technical
facilities. If the availability of persons is more, then selection from large number
becomes easy. On the other hand, if there is a shortage of qualified technical persons,
then it will be difficult to locate suitable persons.

3. Salary Structure: The wages offered and working conditions prevailing in an

enterprise greatly influence the availability of personnel. If higher wages are paid as
compared to similar concerns, the enterprise will not face any difficulty in making
recruitments. An organization offering low wages can face the problem of labor
turnover.

RECENT TRENDS IN RECRUITMENT:

 Outsourcing - Outsourcing firms help the organization by the initial screening
of the candidates according to the needs of the organization and creating a
suitable pool of talent for the final selection by the organization.

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 Poaching / Raiding - Buying talent is the latest mantra followed by the
organization 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.

 E-recruitment - Many big organizations use Internet as a source of recruitment.

E-recruitment is the use of technology to assist the recruitment process. They
advertise job vacancies through worldwide web.

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32
 RECRUITMENT PROCESS
IN

RECRUITMENT THROUGH OPEN ADVERTISEMENT:

1. Issue of Advertisement -

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  Post to be proposed to be filled by open advertisement, should clearly indicate
the name, grade of the post, reservation requirements, job specification in
terms of age, qualification, experience etc with relaxations etc.
 A short advertisement may be issued in the print media. However, employment
news/ Rojgar samachar will carry detailed advertisement. Print advertisement will
be issued as per following guidelines :-

Group of post Selection of Print media

Group C i)Local employment exchange
ii)Special employment exchange for PWD
iii)District sainik welfare board
iv)Local newspaper: English and hindi
v)Employment news
Group A & B i)National newspapers of English and hindi covering one
Posts geographical region
ii)Employment news/ Rojgar samachar depending on
administrative/budgetary constraints.
 The advertisement should be published in the newspaper having wide circulation
in the area

# Application fee:-

Sl. No. Post Application fee

1. E1 or above Rs. 700

2. S3 Grade Rs. 250

3. S1 Grade Rs.150

DETERMINATION OF QUALIFICATION :
Grade of the post Minimum qualification

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S1 (Non Executive) a) Matriculation + ITI or
b) Matriculation +NCVT or
c)Matriculation + Statutory competency
certificate/License

S3 a) Diploma in engineering or equivalent

qualification
b) Graduation with
Certificate in shorthand & typing or one
year diploma in computer application

E1 (Executive) a) Degree in engineering

b) Graduation with MBA/PG Degree
c) CA/ICWA/CS Finance discipline
d) MBBS/BDS for medical
e) Full time LLB course of Law

E4 Minimum qualification as specified at

E1 level in the relevant field.

''SELECTION''

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SELECTION:

36
“Selection is the process of examining the applicants with regard to their suitability
for the given job or jobs, and choosing the best candidate and rejecting the others.”

Good recruitment practices are only one key to generating a pool of top job
candidates. Equally important is having a strong basis from which to recruit. If an
organization’s policies and practices are unattractive to candidates, the organization’s
ability to generate good candidates will be limited regardless of the specific
recruitment practices they employee.

But what policies and practice do “good” applicants find attractive? Unfortunately,
there is no easy answer to this question because not all “good” applicants are alike,
and research shows that organization’s policies and the individual’s characteristics.
Financial considerations, supply and demand, and other variables impact the
recruitment process.

Looking for a qualified person for the IT department is likely to require a broader and
possibly more expensive search. Recruitment indicate that there is an increase in the
use of the internet and interactive employment websites, such as searching web
databases, placing online ads at various career sites, purchasing candidate
information from resume services, sending recruitment materials, to targeted
individuals, and placing ads in newspapers can all yield positive results

Definition :
In General―Selection is the process of allowing a right candidate for the right job, at
the right time, at the right place to attain various goal and objectives of the
organization for the work.

PURPOSE & IMPORTANCE OF SELECTION :

 It assists in finding the right person for the right job

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  It focuses on knowledge, skills, aptitude and compatibility of the employees so
that a person shares potential in order to attain the goals and objectives of an
organization.
 t is cost-effective and reduces a lot of time and effort.
 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability,
and proficiency.
 It provides a guideline to evaluate the candidates further through strict
verification and reference-checking.
 It helps in comparing the different candidates in terms of their
capabilities, knowledge, skills, experience, work attitude, etc.

ADVANTAGES AND DISADVANATGES OF SELECTION :

ADVANTAGES :

A good selection process offers the following advantages -

 It is cost-effective and reduces a lot of time and effort.

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  It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
 It provides a guideline to evaluate the candidates further through strict
verification and reference-checking.
 It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of
a vacant position in an organization.

DISADVANATGES :

 These assessments are a great way for candidates to prove, beyond certainty,
their ability to perform well on the job.
 Determining a standard to which candidates must adhere can be difficult. The
standard must be derived from some sort of basis and should not aim to
discriminate against certain groups, a particular gender for example.
  Personality tests can be problematic if they inadvertently discriminate against
individuals who would otherwise perform effectively.

AIM OF SELECTION :

 Creating a large talent pool of candidates to ensure the organization can hire
the best employee.
 Finding people who will fit in with the company culture and contribute to the
organization's goals.

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 Reducing the likelihood that a candidate will leave after a brief time by
finding the right employee for the position the first time around.
 Meeting the organization's diversity and social commitments by selecting
candidates based solely on their merits and the way they fit in with the company
values, goals and culture.
 Improving the company's reputation through fair, unbiased and effective
hiring practices.
Expediting the future recruitment and selection process and reducing costs by
gathering a large pool of talented candidates who may be interested in future
vacancies.
 Improving and streamlining the recruitment and selection process, including
expediting future job analyses for similar positions.
 Evaluating the effectiveness of different recruiting and sourcing techniques
and sources for job applicants.

FACTORS AFFECTING SELECTION POLICY :

1. Size of the Organization
2. Type of the Organization
3. Nature of Social Pressure.
4. Applicant pool
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5. Nature of the labor market
6. Government regulations
7. Trade Union
8. Speed of decision-making

SELECTION PROCESS

41
SELECTION PROCESS
42
 IN

1. RECIEPT OF APPLICATIONS :
 Application will be received online through SAIL website. In exceptional case,
applications may be invited through post.
 A database of applicants will be created and maintained with respect to
General/OBC/SC/ST candidate.
 A minimum 21 day's time given to candidates for submission of applications
from date of publication of first advertisement.

2. SCREENING OF APPLICATIONS :

43
  Basic checks for eligibility may be incorporated in the system itself.
 Posts which involve written examination and attract application in large numbers,
verification of candidature may be done at time of interview.
 If the candidates do not fulfill any of eligibility conditions, their candidature to the
post will be cancelled forthwith.

3. EMPLOYMENT TEST :
 Admit cards should be made available to the candidates, minimum 15 days in
advance from the date of examination by uploading them in the SAIL website.
 Admit cards should contain clear cut instructions and details about the test such
as- test center address, reporting time, duration of test etc.

#CONDUCT OF THE EXAMINATION:

 Preparation of questions paper and evaluation thereof will be outsourced to an
external agency.
 Test may be conducted in-house with approval of DP/CE, by duly constituted
Test Supervising Committee consisting of 3 members with atleast one member
from Personal department.

4. EMPLOYMENT INTERVIEW :
 Based on marks secured in the written test, a list of candidates is prepared
category wise in higher order of merit.
 Candidates will be called in the ratio of 1:3 that is for one post, three candidates
will be called.
 The written test result with marks will be obtained in a sealed envelope to be
opened only after GD/PI process is over, in presence of committee.
 List of short listed candidates for PI process will be displayed in SAIL website.
Call letters will be issued for interview to short listed candidates by uploading
them on the company's website preferably 15 days before the schedule date.
Intimated through email /SMS or notice on the website.

# SELECTION COMMITEE :

44
  The selection committee for interview will consist of a Chairman, a representative
of Personnel representative of SC/ST,OBC and minority and atleast one expert in
the field.
 For recruitment in Non Executive Cadre; officer should not be below E6 level.
 For recruitment in Executive Cadre, officer preferably at E9 level.

5. CHECKING REFERNCES :
 Officers designated for purpose of verification of original documents should check
model checklist for references is provided at Annexure IV.
 Designated officer will get signature of the candidate on the copy of each of the
documents. Photograph should be self-attested by the candidate.
 Candidate should submit certificate in English/Hindi with self-certification as a
true copy of the original certificate.

6. MEDICAL EXAMINATION :
 Appointments in the company will be only if the candidate found to be medically
fit by the company's medical officer.
 Medical examination will be conducted as per laid down standards in the SAIL
Medical & Health manual.

7. FINAL SELECTION :
 The marks obtained by candidate in written test, GD/PI will be opened by
committee after completion of selection process.
 The final merit list will be prepared on basis of combined total marks obtained by
the candidate, in descending order separately for each discipline.
 In case of two or more candidates are coming on same cutoff point in final merit
list, offer letter will be issued to candidate having higher marks in the written test.
In case, there is also tie in the written test marks, higher marks in education
qualification is considered.
 Merit list for PWD and ESM candidates will be prepared on Horizontal basis.
 Panel is formed, which may be operated in case of non-joining of candidates
against initial offers issued subject to the approval of the competent authority.

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TRAINING OF CADRE & FIXATION OF INITIAL PAY :

1. Non executive cadre -

 The induction level appointments will be initially as Trainee where job
specification require minimum two years post qualification experience in the field.
 Duration of training will be of 2 years followed by one year probation.
 After completion of training, candidates will be taken in regular grade at the
minimum basic pay.

46
2. Executive cadre -
 Appointments in the executive cadre will be against regular grade and pay scale.
 Those appointment as Management Trainee will be placed under training for one
year.
 Pay of the departmental candidates on selection will be fixed as per SAIL pay
fixation rules.

Probation period :
 The selected candidates on joining the company will be under probation for a period
of twelve months.

DETERMINATION OF QUALIFYING MARKS :

Sl. No. Qualification Percentage of Percentage of

Gen/OBC SC/ST/PWD

1. Degree in 65% 55%

Engineering/MCA

2. MBA/M.Sc /PGDM 60% 50%

3. Diploma in Engineering 50% 40%

47
4. Degree in para-medical 50% 40%
posts
5. Graduation for S3 level 50% 40%
posts

48
49
 ''RESEARCH METHODOLOGY''

RESEARCH METHODOLOGY :

50
1. Determine the present and future requirements of the organization on conjunction
with its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

The study will be conducted to achieve the aforesaid objectives including both
exploratory and descriptive in nature and involve personal interviews that will be
based on the questionnaire format. A research methodology defines the purpose of
the research, how it proceeds, how to measure progress and what constitute success
with respect to the objectives determined for carrying out the research study.

1. The research methodology for the present study has been adopted to reflect these
realities and help reach the logical conclusion in an objective and scientific manner.

2. The present study contemplates design formulated is detailed below.

RESEARCH DESIGN:EXPLORATORY RESEARCH :

A research design is the specification of the methods and procedures for the acquiring
the information needed to structure or solve the problem. It is the overall operational
pattern or framework of the project that stimulates what information is to be collected
from which source and by what procedure. On the basis of major purpose of our
investigation the EXPLORATORY RESEARCH was found to be most suitable. This
kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate sources of action.

DATA COLLECTION SOURCES :

# Primary data sources :

51
1. Questionnaire survey among the officials & employees of SAIL.

2. Personal interviews with the company representatives regarding recruitment and

selection practices in organization.

# Secondary data sources :

1. Internet

2. Organizational reports

3. Business magazines

4. Books

5. Journals on e-learning industry.

# Sample method :
Survey was done by Questionnaire method.

# Sample size : 30 Employees of SAIL

# Sample area :
Laxmi Nagar, New Delhi

# Sample unit :
Officials and employees of SAIL

RESEARCH DESIGN:
A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation
pattern or framework of the project that stipulates what information is to be collected
from which source and be what procedures.

52
 “A research design is the arrangement of the condition for collection and analysis of
data in a manner that aims to combine relevance to the research purpose with
economy in procedure”

Design Decision happen :

 What is study about ?
 What is study being made ?
 Where will the study be carried out ?
 What type of data is required ?
 Where can the required data be found ?
 What will be the sample design ?
 Technique of data collection ?
 How will data be analysed ?

''DATA ANALYSIS AND

INTERPRTATION''
53
 DATA ANALYSIS:
1. Employees were asked whether they were allocated the post opted by them, for
which the following responses were obtained:

Options No. Of Options Percentage

54
 Yes 20 66.67
No 10 33.33
Total 30 100

Yes; 20
Total; 30

No; 10

Number Of Respondent

INTERPRETATION: Out of the 30 respondent whose opinion was asked Allocation of

the post, 66.67% of respondents said that they were allotted the post opted by them
where as 33.34% of the respondents said that they were no allotted the opted by them.
So the Majority of the employees are satisfied with their allotted post in the
organization, but still a few employees are dissatisfied with the posts allotted to the in
the organization.

2. Employees were asked as to how they were recruited in the company for which the
following responses were obtained.

Options No. of Respondents Percentage

Open competitions 13 43.33
10 33.33
Recommendations

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 Employment exchange 07 23.33
Trade Union 0 0
Recommendations
Consultancy 0 0
Campus Interviews 0 0
Total 30 100

Yes; 20

Total; 30

No; 10

Number of Respondents

INTERPRETATION: Out of the 30 respondent questioned about their recruitment in the

organization 43.33% of the respondents were recruited through open competition,
33.33% through recommendations and 23.33% through employment exchange. So the
Majority of the employees were recruited through open competition which is a good
sign of transparent recruitment policy in the company.
3 .Employees were asked whether they observed any change in the recruitment process
in recent times for the which following responses were obtained:

Options No. Of Respondents Percentage

Yes 30 100
No 0 0
Total 30 100
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 Yes; 20
Total; 30

No ; 10

Number of Respondents

INTERPRETATION: Out of the 30 employees questioned regarding any change in the

recruitment in recent Times, all the employees with vast experience, found change in
the process of recruitment policy of the company in recent times.

4. The employees were asked whether the requirement of manpower is identified well
in advance considering the factors like retirement for which they responded in the
following way

Options No. Of Respondents Percentage

Yes 20 66.66
No 10 33.33
Total 30 100

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 Yes;
Total; 20
30

No ;
10

Number of Respondents

INTERPRETATION: Out of 30 respondents whose opinion was asked if the requirement

of the manpower in each department/ division is identified well in advance, 66.67%
replied in affirmative and 33.33% said no. So the Majority of the employees agreed that
the manpower requirement of each department was identified well in advance.

''FINDINGS''
58
FINDINGS :
The most significant findings out of the study on recruitment strategy prevailing in
the organization is very effective. The employees are quite satisfied with the current
recruitment methods.

1. The study shows that 60% of the employees who have put in long year of services
have recruited via open competition which shows the transparency of the recruitment
policies of the company.

59
2. 95% of the employees have been working in the organization for a long period
which signifies the job security and satisfaction offered by the company to its
employee.

3. Our study shows that 70% of the employees have joined this organization aiming
for career growth, good pay scales and more benefit which the company offers. Thus
the company has a positive outlook towards the career growth of its employees in
addition to others existing benefits.

4. The organization approaches to its recruitment policy shows that the right person is
very essential for the right job nearly 80% of the employee felt that they were offered
job according to their qualification and experiences.

5. It also trying to infuse new blood in the organization by appointing fresh graduates
and technologist to set a competitive so as to face the competitive world.

6. The company gives utmost importance to its manpower requirement by identifying

it well in advance taking into consideration the contingencies like retirement.

''LIMITATIONS''

60
LIMITATIONS :
1. As the sample size was small, hence conclusions cannot be generalized.

2. Unwillingness and inability of respondents to provide information.

3. Due to time constraint in-depth study could not be carried out.

61
4. As the strength of the company is big, it was not possible to draw sample from
each and every department.

''RECOMMENDATIONS''
62
RECOMMENDATION:
The outcome of the study illustrate that SAIL has a good recruitment and selection
policy where the employee are recruited by each department as per the requirement
from time to time. But there is still a scope for improvement of its recruitment
policy .The following are some of the recommendation which enables the company
to enhances its recruitment methodology.

1. It should focus its attention more on campus interview to attract young potential
employee we have to zeal to achieve goal for themselves and the company.
63
2. It can take up short term project with new technologies and fixed deadlines.

3. It needs to further focus on talent audition and job fairs.

4. Incentives and contest for employee referrals and the use of web based resources
such as job boards and job distribution services would go long way in enhancing the
recruitment process.

5. Management should follow a systematic process for HR Planning.

6. All selection tests should be equal weightage during selection process.

7. Salary structure should be in match with company's same level present employee
and market value.

''CONCLUSION''

64
CONCLUSION
I had a great time and exposure while working in SAIL Laxmi nagar, New delhi
office for a period of 45days, learned large number of things understood the work
culture, the working process in the company.

1.In order to maintain business performance and competitive advantage,

organizations competing in a global marketplace must recruit the best people they

65
can. For such organizations, recruitment becomes a key component of their overall
business strategy.

2. Workforce planning is vital if a business is to meet its future demands for staff. It
allows a business time to train existing staff to take on new responsibilities and to
recruit new staff to fill vacancies or to meet skill shortages.

3. The company is not biased towards any status of the person at the time of
employment.

4. Students, unemployed and already employed are equally preferred. Status of the
person is not the criteria for selection.

5. Reasons for joining the Company: A major portion of employees have opted the
company for better salary, the next preference is given to challenging job and better
working conditions which the company is providing.

6. Deciding factor in employee selection: Survey results show that factors like
qualification, merit and work experience are considered at the time of selection.

7. In case of fresh candidates, where work experience is not applicable as a criterion,

merit is considered. Comprehensive, simple and unbiased are the opinions expressed
by the respondents over the selection process in the company.

''BIBLIOGRPAHY''

66
 BIBLIOGRAPHY
Books :
1. K Ashwathapa, (1997) Human Resource and personnel Management,

2. David A. DeCenzo, Fundamental of Human Resource Management

Research Methodology, Magazines :

67
1. India today.

2. Business world.

Newspapers :
1. Times of India.

2. The Hindustan times.

Reports:
1. Annual report of SAIL (2018-19).
2. Recruitment policy Manual.

Website : www.sail.co.in

''ANNEXURE''

68
69
70
AWARDS & ACCOLADES WON DURING THE YEAR

71
Company Level :
• Steel
Authority of India Limited won 7 Prime Minister's Shram Awards (involving
26 employees) for the year 2015.

• SAIL has won 10 Vishwakarma Rashtriya Puraskar Awards (involving 42

employees) for the performance year 2015.

• SAIL has won Gold Trophy of "SCOPE Meritorious Award for Best Practices in
Human Resource Management" for the year 2014-15.

• SAIL has won Golden Peacock Award for Corporate Governance, by the Institute
of Directors, India, for the year 2016.

• SAIL bagged the Governance Now PSU Award 2016 under the award category
'Relative Growth & Adaptation'.

• SAIL was awarded the Ispat Rajbhasha Trophy for the year 2014-15 for SAIL's
best official language implementation. Bhilai Steel Plant

• CII-Exim Bank Business Excellence Award 2016 organized by the CII Institute of
Quality.

• Excellence Award in the category of Integrated Steel Plants under Iron & Steel
Sector for the year 2015- 16, in the State Level Sustainable Energy Awards-2016 by
Chhattisgarh State Renewable Energy Development Agency (CREDA).

• Vayoshreshtha Samman for the "Best Public Sector Organization in Promoting the
Well Being and Welfare of Senior Citizens" on the occasion of International Day for
Older Persons at VigyanBhawan, New Delhi on 1st October, 2016.

• NARAKAS Bhilai-Durg bagged the "Madhya Kshetriya Pratham Puraskar" for the
year 2015-16.

• Best Chapter Award for QCFI Bhilai Chapter in the event "NCQC-2016" held in
Raipur for significant contribution towards Quality propagation.

• 17 Quality Circle Teams won awards (15 Par Excellence and 2 Excellence) from
QCFI during their 30th National Convention on Quality Concepts. Durgapur Steel
Plant

72
• 10 Quality Circle Teams won awards (8 Par Excellence and 2 Excellence ).

ACHIEVEMENTS OF SAIL
 Switch to steel mission is going on October month.
 Jal Shakti Abhiyan is going on October month.
 12,000 metric tonnes of SAIL steel used in construction of 182 meters tall.
 SAIL supplied 33,500 MT steel for Lucknow- Agra expressway.
73
 SAIL steel used in Bogibeel,Assam (Longest rail cum road bridge in India).
 SANKALP SE SIDDHI NEW INDIA MOVEMENT (2017-2022).
 SAIL Defence grade steel used in INS Kamorta - the anti-submarine corvette.

SWOT ANALYSIS
The strength ,weakness, opportunities and threats for the Indian steel industry have
been tabulated below. The National steel policy lays down the broad roadmap to deal
with all of them.

74
STRENGHTS :

 Availability of abandon Iron ore.

 Abundance of quality manpower
 Mature production base.
 High maintenance of plants.

WEAKNESS :
 Unscientific mining.
 Low productivity.
 Low R& D investment.
 High cost of debt.

OPPORTUNITIES :
 Unexplored rural market.
 Growing domestic demand
 Exports.

THREATS :
 China becoming Net explorer.
 Dumping by competitors.

INTERNSHIP DETAILS :
1. Name of the student - Shivangi Kant

2. Registration number of the student - 1880170185

3. Class/section of the student - E

75
4. Phone/mobile number of the student - 7903446187

5. Name of the Interning organization - SAIL

6. Address of the Interning organization – 16th floor, Scope Minar, Laxmi nagar,
New delhi

7. Date of joining (start of internship) - 4th June,2019

8. Topic of Internship report - Recruitment and Selection Process

9. Location where internship is being done - 16th floor, Scope Minar, Laxmi nagar,
New delhi, India

10. Responsibilities/ work given by organization – HR Intern (Recruitment and

Selection)

ADVANATAGES AND DISADVANTAGES OF SOURCES OF

RECRUITMENT :
Internal source recruitment advanatges :
 Morale of Promotee
 Better assessment of abilities

76
 Lower cost for some jobs
 Motivator for good performance
 Causes a succession of promotions

Internal source recruitment disadvantages :

 Inbreeding
 Possible morale problems of those not promoted
 'Political' infighting for promotions
 Need for management development program

Advanatges of external source of recruitment :

 Benefits of new skills, new talents and new experiences to organization
 Compliance with reservation policy is easy
 Scope for resentment, jealousies and heartburn are avoid

Disadvanatges of external sources of recruitment :

 Better morale and motivation associated with internal recruiting is denied to the
Organization
 It is costly
 Chances of creeping in false positive and fake negative errors.
 Adjustment of new employees to the organizational culture

EXECUTIVE SUMMARY
The Human Resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people working
therein. Without positive and creative contributions from people, organizations
cannot progress and prosper. In order to achieve the goals or the activities of an
organization, therefore, they need to recruit people with requisite skills, qualifications

77
and experience. While doing so, they have to keep the present as well as the future
requirements of the organization in mind.

Recruitment is defined as, “a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce.”

In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out

78
ANNEXURE

79
SELECTION PROCESS

80
81
82
HISTORY OF SAIL 1959–1973
83
SAIL traces its origin to the Hindustan Steel Limited (HSL) which was set up on 19
January 1954. HSL was initially designed to manage only one plant that was coming
up at Rourkela.

For Bhilai and Durgapur Steel Plants, the preliminary work was done by the Iron and
Steel Ministry. From April 1957, the supervision and control of these two steel plants
were also transferred to Hindustan Steel. The registered office was originally in New
Delhi. It moved to Calcutta in July 1956, and ultimately to Ranchi in December 1959.

A new steel company, Bokaro Steel Limited (Bokaro Steel Plant), was incorporated
on 29 January 1964 to construct and operate the steel plant at Bokaro. The 1 MT
phases of Bhilai and Rourkela Steel Plants were completed by the end of December
1961. The 1 MT phase of Durgapur Steel Plant was completed in January 1962 after
commissioning of the Wheel and Axle plant. The crude steel production of HSL went
up from 1.58 MT (1959–60) to 1.6 MT. The second phase of Bhilai Steel Plant was
completed in September 1967 after commissioning of the Wire Rod Mill. The last
unit of the 1.8 MT phase of Rourkela – the Tandem Mill – was commissioned in
February 1968, and the 1.6 MT stage of Durgapur Steel Plant was completed in
August 1969 after commissioning of the Furnace in SMS. Thus, with the completion
of the 2.5 MT stage at Bhilai, 1.8 MT at Rourkela and 1.6 MT at Durgapur, the total
crude steel production capacity of HSL was raised to 3.7 MT in 1968–69 and
subsequently to 4 MT in 1972–73.[7] IISCO was taken over as a subsidiary in 1978
and later merged in 2006.

Holding Company

The Ministry of Steel and Mines drafted a policy statement to evolve a new model for
managing industry. The policy statement was presented to the Parliament on 2
December 1972. On this basis the concept of creating a holding company to manage
inputs and outputs under one umbrella was mooted. This led to the formation of Steel

84
Authority of India Ltd. The company, incorporated on 24 January 1973 with an
authorised capital of 2000 crore (US$300 million), was made responsible for
managing five integrated steel plants at Bhilai, Bokaro, Durgapur, Rourkela and
Burnpur, the Alloy Steel Plant and the Salem Steel Plant. In 1978 SAIL was
restructured as an operating company.

o "Demand
growth to
give
scope to
treble
steel
consumpt
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85
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