CENTRE FOR DISTANCE LEARNING

GANDHI INSTITUTE OF TECHNOLOGYAND

MANAGEMENT (GITAM)
VISAKAPATNAM

MASTER OF BUSINESS ADMINISTRATION

(HRM)

SYNOPSIS
A STUDY ON RECRUITMENT AND SELECTION
AT
ZUARI CEMENT LTD., YERRAGUNTA

NAME: C. SUSMITHA
HALL TICKET NO: A19MB1550003
INTRODUCTION
RECRUITMENT
Every organization, regardless of its size, product, or service, must acquire the
right number and types of people necessary to ensure the continued operations of
organization. Applications who are available and qualified are acquired through
recruitment. Recruitment includes all activities directed inward locating potential
employees.
It is process of finding the sources, where required human resources will be
available, and attracting then towards the organization. The primary goal of
recruitment program is to ensure that the organizations has a pool of reasonably
qualified acts as a liking activity, bringing together those with jobs to fill and those
seeking jobs.
HUMAN RESOURCE MANAGEMENT
To every organization Labour, Land, Capital is necessary. Without proper
management of these the organization cannot grow in proper way. Among above all
Labour Management is most important one. Now day’s labours are a called or treated
as most valuable resource in the earth, as human resource. Before going to the
Human Resource Management, we have to know what the meaning of management
is. According to Parker Follett, Management means “the art of getting things done
through people”.
DEFINITION
HRM is a process consisting of four functions acquisitions, development,
motivation and maintenance of human resources.
Robins &Decenzo

INDUSTRY PROFILE
Cement industry has been decontrolled from price and distribution on 1st
March and de-licensed on 25th July 1991. However, the performance of the industry,
the constraints faced by the industry are interviewed in the infrastructure co-
ordination committee meeting held in the cabinet secretariat under the chairmanship
of secretary. The committee on infrastructure also reviews its performance. The
industry is subject to equality order issued on 17-02-2003 to ensure quality standards.
COMPANY PROFILE
The company Zuari Agro Ltd was in corporate on 12th May 1967 Zuari Cement
limited has been himself off as a separate company with 50-50 share holding by Zuari
Industries Limited (A.K.K.Birla Group Company) and Italy Cement group (as Italian
Cement Company) with effect from 1-4-2000 with Head – Quarters at Bangalore,
Zuari and Italy Cement group (through cement Francis group company) have formed
joint venture company Viz., Zuari Cement Limited. It is projected to increase the
cement capacity of 2.2MT.
TEXMACO Limited in the year 1995 was changed to Zuari Cement by
division of ZUARI CHEMICAL LIMITED, jointly promoted by K.K.BIRLA &
USX CORPORATION a major steel leader in U.S.A.
REVIEW OF LITERATURE
RECRUITMENT PROCESS
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the strategic advances for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidates to arranging and
conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
RECRUITMENT NEEDS ARE OF THREE TYPES
Planned
The needs arising from changes in organization and retirement policy.
Anticipated
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.

Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs. Attract
and encourage more and more candidates to apply in the organization. Create a talent
pool of candidates to enable the selection of best candidates for the organization.
Determine present workforce.
NEED FOR THE STUDY
In today’s competitive world especially recruitment and selection process is
used for to select a right candidate for the right job in right time in the right place.
This study makes the organization aware of recruitment process
SCOPE OF THE STUDY
“Recruitment and Selection” The Topic under study is a concern not only to
improve the employees recruitment process which matches with the basic philosophy
of the public sector units employees recruitment is a conscious effort that is aimed at
improving recruitment process.

OBJECTIVES OF THE STUDY

To understand the policies and procedures of recruitment and selection in the
company.
To find out the effectiveness of existing recruitment and selection procedure.
To find out the satisfaction level of the employees about recruitment and
selection procedure.
RESEARCH METHODOLOGY
Method of Data Collection
The design of the research project specified both the data that are needed &
how they are to be obtained. The step in data collection process is to look for primary
data as well as secondary data.
Primary Data
Primary Data are data that are collected to help solve a problem or take
advantage of an opportunity on which a decision is pending. An important source of
primary data is survey research. The various types of surveys (personal, mail,
computer & telephone).
Secondary Data
Secondary data are that were developed for some purpose other than helping
to solve the problems at hand. The secondary data those are available to relatively
quick & inspective to obtain. Internal sources can be classified into for board
categories; Recruitment & Selection Procedures, Appraisal reports, Training Reports,
Miscellaneous records & internal exports.
LIMITATIONS OF THE STUDY
• The sample size for survey is limited to 100
• Getting accurate responses from the employees is difficult due to their busy
schedule
• Time constraint.
FINDINGS
Half of the employees came to know about the organization through friends,
and remaining through employees working in the organization, consultancy
and job portals.
Majority of the employees at Zuari Cements Limited have come through
internal references consultancy, job portals, and advertisements are the other
external sources of recruitment in that order.
Two third of the employees at Zuari Cement Limited are good with
recruitment process and rest have expressed their dissatisfaction towards the
company’s recruitment process.

SUGGESTIONS
Since there a lot of rounds in the recruitment process at Zuari Cements
Limited, it is taking a lot of time in intimating the candidates the about
short listing for next rounds. So, the organization must like the necessary
steps in intimating the candidates.
The company should reduce the bond amount and specially the exact bond
period.
The company should consider the opinions of employees regarding the
relevance of the interview process. Because, majority of the employees
are tight lipped on the issue of relevance of interview process.
CONCLUSION
Though it is a big organization, but for every organization growth is based on
its employees. ZUARI CEMENTS is satisfying moderately its employees at
recruitment procedures. By modernizing the present policy the ZUARI CEMENTS
organization will achieve good results.