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Project Title: "A Study On Recruitment and Selection Process" BBA (H.R)
Project Title: "A Study On Recruitment and Selection Process" BBA (H.R)
Project Title: "A Study On Recruitment and Selection Process" BBA (H.R)
Submitted by
RUBI KUMARI
REGISTRATION NO:
P. K. Lala
Asst. MANAGER (P)/IR-L, CCL,
RANCHI
in partial fulfillment for the award of the degree
of
RANCHI UNIVERSITY
,
RANCHI
(2016-2019)
DECLARATION
I the undersign Rubi Kumari student of BBA 3 rd Years declare that I have done the project on “ A Study of
Recruitment and Selection Process” at Industrial Relation-Legal Department of Central Coalfields Limited
Ranchi” has been done by me under the guidance of Dy. MANAGER SRI P.K.LALA CCL,RANCHI along with,
Faizan Ullah and in fulfillment of BBA Program- during academic year-2016-19. All the data represented
in this project is true & correct to the best of my knowledge & belief. I take this opportunity to express
my deep sense of gratitude, thanks and regards towards all of those who have directly or indirectly
helped me in the successful completion of this project.
I present my sincere thanks to Sri Uday Prakash, General Manager(P)/IR-L/NEE/MP & Rectt. who allowed
me to take training at CCL. I would also like to thank IR-L, DEPARTMENT ‘s StaffS for their wonderfule
support & inspirable guiding. I also thank Pushpak Kumar Lala,
Asstt.Manager(P)IR-L.DEPARTMENT who has sincerely supported me with the valuable insights into the
completion of this project.
Last but not the least I am indebted to my PARENTS who provided me their time, support and inspiration
needed to prepare this report.
Date: -
Place: -
Signature
(Rubi Kumari)
STUDENT’S DECLARATION
I hereby declare that this report, submitted in partial fulfillment of the requirement of
the requirement for the award for the BBA, HR Management, to School Of
Management Studies Ranchi College, Ranchi is my original work and not used
anywhere for award of any degree.
Place: Ranchi
Year: 3rd
Roll No: 43
ACKNOWLEDGMENT
The Project Report on various types of case studies and company’s work, Rules
offered a great learning experience during the tenure of this project I was fortunate
to have interacted with people who in their own capacities have encouraged and
have guided me. It is an exhilarating experience to do my training at IR-L/NEE,
department of Central Coalfield Limited . I express my deep sense of gratitude to CCL
for the same .
I owe my regards to Sri S.C. Jha, GM , HRD and Mrs . Renuka Prasad HR Dept of CCL
Ranchi for providing me this opportunity to undergo my training at such a reputed
organization .
Thanking You
(Rubi Kumari)
CERTIFICATE
THIS IS TO CERTIFY
THAT PROJECT
ON
Chapter Title
1.INTRODUCTION
a) Types of coal
b) Production of coal in other parts of world
c) Objective
d) Gradation of coal
2.REVIEW OF LITERATURE
▪ RECRUITMENT
▪ FEATURES OF RECRUITMENT
▪ IMPORTANCE OF RECRUITMENT
▪ FACTORS AFFECTING RECRUITMENT
▪ RECRUITMENT PROCESS
▪ RECRUITMENT SOURCES
● INTERNAL
● EXTERNAL
▪ RECENT TREND IN RECRUITMENT
▪ CONCEPT SELECTION
▪ SELECTION PROCESS
▪ DIFFERENCE BETWEEN RERUITMENT AND SELECTION
▪ RECRUITMENT POLICY OF CCL
▪ RECRUITMENT IN CCL
▪ RECRUITMENT FOR MANAGERIAL POSITION IN CCL
▪ TYPES OF EMPLOYEEMENT INTERVIEW
▪ RESEARCH OBJECTIVE
▪ RESEARCH METHODOLOGY
▪ DATA COLLECTION SOURCE ●
PRIMARY DATA
● SECONDARY DATA 3. RESEACH
METHODOLOGY
● OBJECTIVE OF THE STUDY
● NEED OF THE STUDY
● RESEARCH PLAN
● DATA COLLECTION
● SAMPLE PLAN
● IMPLICATION OF THE STUDY
● LIMITATION OF THE STUDY
4. DATA ANALYSIS
BIBLIOGRAPHY
APPENDIX
EXECUTIVE SUMMARY
INDUSTRY OVERVIEW
There are 21 coking coal washers in production both in private and public sectors.
Production of clean coal in these wateriest during 1989-90 was 12 million tons and it is
expected to go up to 14 million, tone during 1990-91. There are 2 wateriest under
construction now and these are expected to be completed by 1995.
Present wateriest face problems in optimum production more on quality aspects than on
quantity and it appears that trend of using imported coking coal of low ash to blend with
indigenous high ash coal for steel sector requirement, may continue for some time to come
on considerations of optimized steel production. Besides the above coking coal washeries.
Future prospects of wateriest for non- coking coal beneficiation, appear to be bright as, in
view of sharp rise in demand for coal, there is increasing trend in mechanized mining of
inferior seams resulting in deterioration in quality and consequent reluctance by consumers
to accept the same.
Planning Commission has taken the decision that non-coking coal meant for Thermal Power
Plants situated far away from feeding coalfield, should be beneficiated. The benefits of low
ash coal burning in boilers are realized but reimbursement of extra cost of beneficiation for
washed non-coking coal needs to be considered.
o The major role CIL is the price fixation of the coal according to their grade to
achieve business results.
o A number of pricing challenges were found, These include Government rules and
international market competition.
ABSTRACT
The project work entitled “A STUDY ON RECRUITMENT & SELECTION PROCESS” with
special reference to the CENTRAL COALFIELDS LIMITED, RANCHI, JHARKHAND the
various factors that are concerned towards the attitude of the employees.
The analysis has been made mainly based on the primary data that is by the employees’
opinion survey method. The researcher has taken a sample size of 180 and has used the
stratified random sampling method to select the samples from the total population.
The study gives the opinion of employees about all the H.R. functions of CENTRAL
COALFIELDS LIMITED, employment conditions, wages and incentives, interpersonal
relationship, working conditions, management practices, etc.
The researcher has used percentage analysis and CHI-Square test, and the study reveals
that there is no relationship between JOB ENRICHMENT educational Qualification of the
respondents, and there is no relationship between length of service of the respondents, and
welfare facilities, and there is no relationship between the salary of the respondents and
welfare facilities. The study has also revealed that most of the respondents have a positive
attitude towards the welfare facilities, management practices and employment conditions,
WELFARE FACILITIES, INTER PERSONAL RELATIONSHIP, WORKING CONDITION the
researcher has given suggestions for its improvement which includes suggestion schemes
which may be transparent and promotions which may be made both based on seniority and
performance to a certain level in the organizational hierarchy.
INTRODUCTION OF COAL
Coal from the Old English term “coal”, which has meant "mineral of fossilized
carbon" since the 13th century is a combustible black or brownish-black sedimentary
rock usually occurring in rock strata in layers or veins called coal beds or coal
seams. The harder forms, such as anthracite coal, can be regarded as metamorphic
rock because of later exposure to elevated temperature and pressure. Coal is
composed primarily of carbon along with variable quantities of other elements,
chiefly hydrogen, sulfur, oxygen, and nitrogen.
FORMATION OF COAL
At various times in the geologic past, the Earth had dense forests in low-lying
wetland areas. Due to natural processes such as flooding, these forests were buried
underneath soil. As more and more soil deposited over them, they were compressed.
The temperature also rose as they sank deeper and deeper. As the process
continued the plant matter was protected from biodegradation and oxidation, usually
by mud or acidic water.
This trapped the carbon in immense peat bogs that were eventually covered and
deeply buried by sediments. Under high pressure and high temperature, dead
vegetation was slowly converted to coal. As coal contains mainly carbon, the
The wide, shallow seas of the Carboniferous Period provided ideal conditions for
coal formation, although coal is known from most geological periods. The exception
is the coal gap in the Permian–Triassic extinction event, where coal is rare. Coal is
known from Precambrian strata, which predate land plants — this coal is presumed
to have originated from residues of algae.
USES OF COAL
Coal is the most important & abundant fossil fuel in India and accounts for 55% of India's
energy need. India's industrial heritage was built upon indigenous coal, largely mined in the
eastern and the central regions of the country. India is, however, poorly endowed with oil
assets and has to depend on crude imports to meet a major share of its needs (around 70
percent).
A large population of India in the rural areas depends on traditional sources of energy such
as firewood, animal dung and biomass. The usage of such sources of energy is estimated
at around 155 mtoe per annum or approximately 47 percent of total primary energy use
.Coal has been recognized as the most important source of energy for electricity generation
in India. About 75% of the coal in India is consumed in the power sector. In addition, other
industries like steel, cement, fertilizers, chemicals, paper and thousands of medium and
small-scale industries are also dependent on coal for their process and energy
requirements.
In the transport sector, though direct consumption of coal by the Railways is almost
negligible on account of phasing out of steam locomotives, the energy requirement for
electric traction is still dependent on coal converted into electric power.
The coal reserves of India up to the depth of 1200 m have been estimated by the
Geological Survey of India at 247.85 billion tones as on January 1, 2005 of which 92 billion
tonnes are proven. Hard coal deposits spread over 27 major coalfields, are mainly confined
to eastern and south central parts of India.
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.
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.
A formal holding company in the form of Coal India Limited was formed in November 1975
to manage both the companies.
CIL having fulfilled the financial and other prerequisites was granted the Maharani
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 the country.
Unmatched Strategic Relevance:-
2. 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
5. Accounts for 76% of total thermal power generating capacity of the Utility sector
Thus, plays a key role in "India Growth Story" and making India incorporate globally
competitive.
Major Coal Producing States in India
Majority of the coal producing states are found in the eastern part of India comprising part of
Jharkhand, Orissa, Chhattisgarh and West Bengal. Jharkhand is the largest coal producing
state in the country followed by Orissa, Chhattisgarh, West Bengal, Madhya Pradesh,
Andhra Pradesh and Maharashtra.
1. Jharkhand: 38% of the total reserves of India are found in this state. Darla is the most
important and most productive coal field in India. The field accounts for 100% of the
country’s prime coking coal production. Other significant coal producing regions of this state
are Bokaro, North Karanpura, South Karanpura, Girded, Ramgarh, Daltonganj and
Rajmahal.
2.Orissa (Odisha): Orissa account for around 13.4% of the country’s total production.
Talcher and RanapurHimgir are the two important coal fields. Talker accounts for nearly
3. Chhattisgarh and Madhya Pradesh: Major coal fields are Korba, Umaria, Singrauli,
Chirmiri and Sohagpur. Other coal fields include PenchKanhan, Mohpani, Sonhat,
4. Andhra Pradesh: The major coal producing districts are Adilabad, Karimnagar,
Warangal, Khammam, East Godavari and West Godavari. Major coal fields are Tandur,
Singareni, Kothagudem and Ramagundam.
5. Maharashtra: The major coal fields are found in Nagpur-Wareham region. The
6. West Bengal : Raniganj is the largest coal field of West Bengal and the second biggest
in India in terms of total reserve. The coal fields of Asansol are also famous. Recently a
large coal field has been discovered in Mejia in the Bankura district.
Vision
To emerge as a global 1player in the primary energy sector committed to provide energy
security to the country by attaining environmentally & socially sustainable growth through
best practices from mine to market.
Mission
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.
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:
9. The consultancy company is Central Mine Planning and Design Institute Limited
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,
Fertiliser, Brick Kilns, and small scale industries.
CORPORATE STRUCTURE
It presently has 62 mines (22 underground, 40open cast) in the Coal belt of East Bokaro,
West Bokaro, North Karnpura, South Karnpura, Ramgarh and Giridih. Their facilities include
seven coal preparation plants, three for non-coking coal and four for medium coking coal.
They earned their Mini Ratna status in 2007.The majority of coal field is in Khalaricommonly
two branches are Piparwar-area and Asoka coal field.
Central Coalfields Limited is a Category-I Mini-Ratna Company since October 2007. During
2009-10, coal production of the company reached its highest-ever figure of 47.08 million
tones, with net worth amounting to Rs. 2644 core against a paid-up capital of Rs. 940 crore.
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).
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 tonnes 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 Chattishgarh 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 tonnes 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 tonnes.
Vision of CCL
● 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 resource needs.
Mission of CCL
Objectives OfCCL
Strengths
-High growth rate
-Barriers of market entry
-Weaknesses
-Tax structure
Opportunities
Global markets
-New markets
Threats
Rising cost of raw materials
-Government regulations
-Price Changes
-External Business Risks
-Increasing Costs
-Financial Capacity
-Growing Competition And Lower Profitability
-Increase In Labor Costs
-Global Economy
RECRUITMENT
Recruitment: Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Recruitment is a process of finding and attracting capable applicants for employment.
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 the process of searching the candidates for employment and stimulating
them to apply for job in the organizations recruitment is the activity that links the employers
and the job”.
FEATURES OF RECRUITMENT
➢ It is a pervasive function.
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.
➢ 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.
The sources within the organization itself to fill a position are internal source 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.
❖ 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.
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.
POACHING/RAIDING:
“Buying talent ”(rather than developing it)is the latest mantra being followed by 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:
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.
SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the applicant and
ending with contract of employment.
HUMAN RESOURCE DEVELOPMENT
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.
FACILTATION:
FUNCTIONAL:
RECRUITMENT POLICY
➢ Objective
➢ Scope
➢ Sources of recruitment
➢ Recruitment plan
➢ Job specification
➢ Requisition
➢ Mode of selection
➢ Selection committee
➢ Final selection
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:
1. External recruitment
2. Internal recruitment
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.
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 “Releaseorder” or “no objection certificate
“toCCL.
After the receiving of hard copies the CCL, send a admit card to candidate for appearing in
written test on a particular centre 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.
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.
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.
Recruitment for managerial positions is done through written test and interview
ELIGIBILITY:-
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:
❖ One–to–One Interview
❖ Sequential Interview
❖ Panel Interview
RESEARCH OBJECTIVES
The study is focused on achievement of following objectives.
RESEARCH METHODOLOGY
Research is the systematic process of collecting and analyzing data in order to increase our
understanding of the phenomenon about which we are concerned or interested. It is the in-
depth search for knowledge. It is a careful investigation or inquiry especially through search
for new facts in any branch of knowledge. The study exhibits both descriptive and analytical
character. Regarding the theoretical concept it is descriptive since it interprets and analysis
the secondary data in order to arrive at appropriate conclusion, it is also analytical in
character. The interpretation of data is done based on ratio and percentage.
SOURCES OF INFORMATION:-
Primary Data
Primary data are those data collected from individual official guides view from organization.
These data are collected through personnel interview.
Secondary Data
Secondary data are those data which are already gathered and available. There may be
internal sources within plant; externally that sources may include book periodicals,
published report, data service and annual report.
For collection of secondary Data following are considered (Tools and Techniques)
● Data are collected from the recruitment & selection dept and P & IR dept of the
organization.
● For the purpose of data analysis, the process of ratio analysis has been used.
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.
SAMPLING METHOD:
Survey was done by QUESTIONNARE method.
FACTS OF THE CASE : The prosecution case was started on the basis of a first
information report lodge by the informant ,Bhukhali Devi on 6.10.1994 stating therein that
she was married to Late Brahmdeoravidas who died due to illness leaving behind two
daughters one was aged about 16 years and other was aged about 8 years . After the death
of her husband she came to live with her mother and later on her mother gave her job to her
daughter working in CCL ,thereafter she started to live with her daughter and then she met
the accused as both of them were working at the same place they became friends later on
the accused committed rape on her but then got married to her but on day when she came
from office she saw the door was closed from inside and her daughter was bleeding from
internal parts .accused committed rape on her daughter who was minor .accused used to
take her salary and sick allowances
This case was filed in lower court ADDITIONAL SESSION JUDGE BERMO
.
JUDGEMENT : JAMUNA NAYAK FOUND GUILTY UNDER SECTIONS 376 AND 452
OF INDIAN PENAL CODE AND SENTENCED HIM TO UNDERGO REGRESSIVE
IMPRISONMENT FOR 7 AND 3 YEARS UNDER SECTION 376 AND 452 RESPECTIVELY
OF IPC . HOWEVER HE DIRECTED THAT BOTH THE SENTENCES SHALL RUN
.
CONCURRENTLY
APPEAL OF THE ACCUSED :Being aggrieved from the order from the judgment of
the learned Sri Jai Govind Singh ,2 nd Additional judge ,Bermo at Tenughat in sessions trial
number 18 of 1995, Sri jamunaNayak preferred criminal appeal being number 40 of 2002
before the Hon’ble Court OF Jharkhand .
The Honorable high court by its judgment dated 29.04.2009 dismiss the appeal of Sri
JamunaNayak observing that :
1. The argument of the defense counsel that informant has falsely been implicated
by the accused out of grudge and enmity has not been proved by any evidence
rather in the contrary the informant suffered torture and rape by the hands of
accused ,but made no compliant but when found that the accused has committed
rape upon her minor daughter then cannot accept the same and made complaint
2. The Honorable court further directed that the accused was granted bail by this
court and his bail bond was cancelled. The learned court below is directed to
issue warrant of arrest against the accused and put behind the bar for serving out
the sentences as passed by the trail court.
The appellant Sri jamunaNayak has moved to the Honorable Supreme court of
India challenging the judgment and order dated 29.04.2009 passed by the
Honorable High court of Jharkhand in criminal appeal number 40 in 2002.
The case was registered before the Honorable SUPREME COURT of India being
special leave petition appeal number 7627 of 2009. The matter was heard on
23.10.2009 and the Honorable Supreme Court of India dismissed the aforesaid
special leave appeal .
2. ROHIT KUMAR VERSES CCL AND OTHERS
FACTS OF THE CASE :By way of filing this writ petition under article 226 of the
constitution of India the petitioner has prayed a direction to the respondents to consider the
case of the petitioner for the purpose of giving employment on compassionate ground .
According to the petitioner his father while serving with respondent company died in
harness on 10.05.2001 . Thereafter The mother of the petitioner requested the respondent
company to give the benefit of compassionate appointment to her son Rohitkumari.e the
petitioner by submitting an application dated 19.02.2002 . However the claim of the
petitioner was rejected by the respondent company vide communication dated 09.05.2002
only on the ground that the application for getting compassionate appointment was
submitted after year and eight months that beyond the time limit prescribed for making such
application .
STAND OF THE PETITONER : Learned counsel for petitioner submitted that the
mother of the petitioner made application well within time . She being an illiterate widow
cannot be considered in view of the norms set out by the company .It is further submitted
that the so called application submitted by the mother of the petitioner on 09.02.2002 is
disputed by the company moreover the said application was not submitted in a prescribed
format and the same was also not submitted within the prescribed time limit and therefore
ORDER :In the present case ,the father of the petitioner had served the respondent
company for more than 20 years and therefore the case of the petitioner deserves to be
considered sympathetically without entering into the technicalities . In the view of the facts
and circumstances of the present case order dated 09.05.2003 regarding relation of the
petitioner claim for compassionate appointment mainly on the ground of delay in submitting
the application is set aside with a direction to the respondent company to reconsider the
case of petitioner compassionate appointment within 3 months from the date of receipt of
this order.
3. AALA DEVI VERSES CCL AND OTHRES
FACTS OF THE CASE : This writ petition was filed by Aaladevi seeking for payment of
Group Personal Accident Insurance Scheme (G.P.A.I.S) of her husband . That the husband
of the petitioner that is subhashBouri was working as PR worker Govindpur project CCL
and was died on 30.05.2009. After the death petitioner has informed the respondent
company that is CCL and further CCL has informed the Oriental Insurance Company
Limited ,there was an agreement between CCL and the Oriental company regarding
accidental death of the employee as per which CCL deduct premium from the salary of the
employees and on account of accidental death of the employee CCL will demand G.P.A.I.S
(Rs 5 lakhs ) from the Oriental Insurance Company and thereafter disburse the same to
legal heirs of the Deceased employee and CCL has regularly deducted the premium of the
G.P.A.I.S from the salary .
Petitioner has alleged that the CCL is not paying her the amount of G.P.A.I.S .
STAND OF THE PETITONER :This writ petition was filed by Aaladevi seeking for the
money of G.P.A.I.S of her husband who died on 30.05.2009 due to accident and to reopen
the claim because as per the letter dated 4.7.2012 written by the branch manager of
oriental insurance company limited branch office no. 1 Ranchi closed claim cannot be
. MOU signed between the two companies provided that in any case of accident claimaint
should inform the immediately but not later than 120 days from the date of accident to CCL
.
And the petitioner has informed the CCL within the time prescribed and that the premium
has been regularly deducted from the salary of the petitioner’s husband and the money was
deposited by CCL to OICL in advance .This factum also appears in the MOU.
The Insurance company by their letter dated 03.07.2012 informed the respondent CCL that
the claim file has been closed on 28.12.2010 as no claim due to non-submission of
documents
CURRENT STATUS OF THE CASE :The case is pending before the honorable high
INTERPRETATION:
INTERPERTATION:
INTERPRETATION:
4. ARE YOU HAPPY WITH THE SALARY WHAT YOU OFFERED FROM THE
COMPANY?
1
INTERPRETATION:
5. COMPANY USE OWN WEBSITE FOR THE RECUITMENT PURPOSE. ARE YOU
SATISFIED WITH THIS SATETMENT?
INTERPRETATION:
6. :
INTERPERTATION:
INTERPRETATION:
C0MMUNICATION:
INTERPRETATION:
INTERPRETATION:
CONFIDENCE:
INTERPRETATION:
LANGUAGE SKILLS:
INTERPRETATION:
INTERPRETATION:
CONVENCING SKILLS:
INTERPRETATION:
● 78% 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.
INTERPRETATION:
INTERPRETATION:
INTERPRETATION:
➢ 89% Employee think that the recruitment and selection procedure in CCL is
satisfactory.
➢ 11% think that it is not satisfactory.
➢ 42% Respond on the recruitment and selection procedure enables to give at the right
person right job.
➢ 12% tell not able to give right person right job.
➢ 46% employee think to same extent it is enable.
FINDINGS
● To large extent recruitment policy is helpful in archiving 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.
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.
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
BIBLOGRAPHY
BOOKS REFERED:
Human resource management (C.B. GUPTA)
WEBSITE REFERED:
www.google.com
www.wikipedia.com
www.centralcoalfield.in www.ccl.gov.in
QUESTIONNAIRE
THANK YOU
PERSONAL DATA
(a) Name :
(b) Designation :
a) Yes ( ) b)No( )
c) To some extent ( )
4 Are you happy with the salary what you offered from the company?
(a) Yes ( )
(b) No ( )
5 Company use own website for the recruitment purpose. Are you satisfied with this
statement?
(a) Yes ( )
(b) No ( )
(a) Yes ( )
(b) No ( )
7 What was the method of selection adapted by you to recruit the people?
8 Are you satisfied with the techniques of recruitment and selection process in your
organization?
(a) Satisfied ( )
(b) Unsatisfied ( )
9 What are the parameters for selecting a candidate according to your present
requirement ? (rate from 1-5 and 1 being the highest)
AMETERS
munication skills
ication
dence
uage skills
ncing skills
(a) No ( )
(b) Yes ( )
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 ( )