1

Declaration
I undersigned solemnly declare that the report of the research work entitled
SUMMER TRAINING REPORT ON “A STUDY ON RECRUITMENT AND SELECTION
PROCESS AT TEMCRON STEEL INDUSTRIES LTD. ROHTAK HARYANA is based on
my own work carried out during the course of my study under Ms. Meenakshi. I
assert that the statements made and conclusions drawn are an outcome of my
research work. I further declare that to the best of my own knowledge and belief
the report does not contain any part of any work which has been submitted for
the award of B.B.A degree or any other degree/diploma/certificate in this
University or any other University of India or abroad.

(Signature of the Candidate)

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ACKNOWLEDGEMENT
Gratitude is hardest of emotions to express and often does not find adequate
words to convey what an individual feels. I have completed this summer training
report with the help of different personalities. I would like to thank my teacher
Ms. Meenakshi whose valuable guidance has helped me patch to the summer
training report and to make it full proof success and suggestions and her
instructions has served as the major contribution towards the completion of the
project.

Finally, my sincere gratitude goes to my family and friends for supporting me,
sharing their thoughts and giving me the moral support during the preparation of
this report.

MANISHA
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TABLE OF CONTENTS

Particulars Page No.

Chapter 1: Introduction 4

1.1 Introduction to Industry 5-9

1.2 Introduction to Company 10-30

1.3 Introduction of the Topic 31-40

Chapter 2:- Review of Literature 41-48

Chapter 3:- Research Methodology 49

Objectives of the study 50-54

Chapter 4:- Data Analysis & 55-66

Interpretation

Chapter 5:-
Findings,Suggestions&Conclusion 67

5.1 Findings 68

5.2 Suggestions 69

5.3 Conclusion 70
Bibliography 71
Annexure 72-74
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INTRODUC
-TION
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CHAPTER-1
INTRODUCTION TO INDUSTRY

History of steel:-

Before 1800 A.D., the steel industry located where raw material power supply and
running water were easily available. After 1950, steel industry began to located
on large areas of flat land near sea ports. The history of the modern steel
industry began in the late 1850s.

Since then, steel has become a staple of the world’s industrial economy.

Sir Henry Bessemer is the Father of the Steel Industry.

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Steel Production in INDIA:-
India’s crude steel output rose by 2.56 per cent to 30.06 million tonne (MT) during
the July-September period of the ongoing financial year. As per research firm
SteelMint ,the top six steel makers –SAIL, Tata Steel, JSW Steel, JSPL, AMNS India
and RINL—produced 18.29 MT steel , the rest 11.77 MT came in from the
secondary sector.

The country had produced 29.31 MT of steel during the same quarter in the
preceding 2021-22 financial year, according the data shared by SteelMint.

During the said quarter last fiscal, large producers had jointly manufactured
18.39MT steel, while the secondary industry produced 10.92MT, it said.

India surpassed Japan to become the second – largest producer of steel in the
world .

India Top STEEL Producing States:

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Some Facts:-

 Steel is more elastic than rubber

 Steel is 1,000 times stronger than iron
 Steel is one of the world’s most recycled materials
 Over 2million people work in the steel industry
 A scrapped car yields enough steel for four utility poles
 Carbon content affects the properties of steel
 A steel roof can last for over a half-century
 Modern steel is much more efficient than it used to be
 Steel helped produce the first skyscraper
 Steel has been involved in the production of automobiles for almost a
century
 Despite its strength, steel roofs weigh significantly less than roofs mde of
asphalt, fiberglass, clay, and concrete
 Every year, companies are discovering new ways to make steel an even
better material. Over $10billion has been invested in the research of a
higher quality steel material
 When it comes to home security, steel trumps other materials
 Building the Golden Gate Bridge called for 83,000 tons of steel
 Refrigerators made before 2001 contain over 100 pounds of steel
 Steel is an important material used in the production of seat belts
 Steel is one of the most important materials in the history of our planet
 In Russia , there is a mountain made almost entirely of iron ore
 Steel is man-made, right? But iron oxide is actually found in the armour of a
sea snail
 Steel is made by removing impurities from iron
 Stainless steel is actually already corroded by chromium, which stop it
rusting
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TYPES OF STEEL :-
1.) Carbon steel:

All steel contains carbon, but carbon steel is unique for a notable absence
of other elements in its makeup. Though it only contains 2% carbon or less
by weight, its elemental nature makes carbon steel a strong, durable
material that is ideal for numerous uses.

TYPES OF CARBON STEEL-

1. Low carbon
2. Medium carbon
3. High carbon

2.) Stainless steel:

This type is commonly known for its role in manufacturing medical
equipment and appliances, but its range of use is far greater than just the
gas range in your kitchen.

TYPES OF STAINLESS STEEL-

a. Martensitic
b. Ferritic
c. Austenitic
d. Duplex

3.)Alloy steel :
The alloy type is iron fused with one of several other elements, each
contributing its own unique attributes to the final product. But chromium are
specific alloys with names attributed to the type of metal they form.
 9
TYPES OF ALLOY STEEL-
a. Alluminium
b. Copper
c. Manganese
d. Molybdenum
e. Silicon
f. Vanadium

4.)Tool steel:
Different types of tools require different types of tool steel in production. Tool
steel is used in a variety of ways to best serve the production requirements of
a particular tool.

TYPES OF TOOL STEEL-

a. Air-hardening
b. Water-hardening
c. Oil-hardening
d. High-speed
e. Hot-working
f. Shock-resisting
g. Copper-resisting
h. Duplex-working
i. Soil-hardening
j. High-speed
k. Electricity-resisting
l. Others.
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Introduction to Company

TEMCRON STEEL INDUSTRIES having a total area of 500gaj & capacity of 30MT per
hour is located at Hisar road ROHTAK, HARYANA. The company was incorporated
on 11th may 1956 by Mr. Sudodh Saini and Mr. Rakesh Saini. TEMCRON STEEL Ltd.
is a name synonymous with unparalleled quality products, unrivaled expertise and
incomparable customer satisfaction. We at TEMCRON STEEL INDUSTRIES have
always believed in extending a helping hand to our business associates and
realizing their economicaspirations.

Figure 1 TEMCRON STEEL INDUSTRIES

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ESTABLISHMENT OF THE COMPANY:-

TEMCRON STEEL INDUSTIRES started with a vision to personify the standard of

steel manufacturing , its consumer centric approach has always placed us at the
forefront of success.

Establishments in this industry produce steel by melting iron ore, scrap metal, and
other additives in furnaces. The molten metal output is then solidified into semi
finished shapes before it is rolled, drawn, cast, and extruded to make sheet, rod,
bar, tubing, beams, and wire. Other establishments in the industry make finished
steel products directly from purchased steel.

The least costly method of making steel uses scrap metal as its base. Steel scrap
from many sources—such as old bridges, household appliances, and
automobiles—and other additives are placed in an electric arc furnace, where the
intense heat produced by carbon electrodes and chemical reactions melts the
scrap, converting it into molten steel. Establishments that use this method of
producing steel are called electric arc furnace (EAF) mills, or minimills. While EAFs
are sometimes small, some are large enough to produce 400 tons of steel at a
time. The growth of EAFs has been driven by the technology's smaller initial
capital investment and lower operating costs. Moreover, scrap metal is found in
all parts of the country, so EAFs are not tied as closely to raw material deposits as
are integrated mills and thus can be placed closer to customers. EAFs now
account for well over half of American steel production and their share is
expected to continue to grow in coming years as they move to produce more
higher end products by adding virgin iron ore to the mix of steel scrap and other
additives.
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The growth of EAFs comes partly at the expense of integrated mills. Integrated
mills reduce iron ore to molten pig iron in blast furnaces. The iron is then sent to
an oxygen furnace, where it is combined with scrap to make molten steel. The
steel produced by integrated mills generally is considered to be of higher quality
than steel from EAFs. The higher quality production process is more complicated
and consumes more energy, making it more costly.The steel industry consists of
EAFs and integrated mills that produce iron and steel from scrap or iron ore. Most
of these mills also have finishing mills on site that convert iron and steel into both
finished and unfinished products. Some of the goods produced in finishing mills
are steel wire, pipe, bars, rods, and sheets. In these finishing mills, products also
may be coated with chemicals, paints, or other metals that give the steel desired
characteristics for various industries and consumers.

While wire, steel reinforcing bars, and pipes are considered finished products,
rolled steel is unfinished, meaning it is normally shipped to companies, such as
automotive plants, that stamp, shape, and machine the rolled steel into car parts.
Finished products also are manufactured by other companies in this industry that
make pipe and tubing, plate, strip, rod, bar, and wire from purchased steel.
Competition from all these mills has resulted in increasing specialization of steel
production, as various mills attempt to capture different niches in the market.

POSITION IN THE INDUSTRY-

Temcron steel industries is known for its quality based procurement and
production. The company has manufacturing workshop meeting the international
standards and the manufacture and test equipments that are leading
technologically home and abroad. That is why our products provide high load
capacity and excellent maneuverability to the machines they are used in.
We have established strong Quality Control Team with advanced testing
equipment, powerful technological force and self-contained testing facilities. Our
goal is not only provide our customers high quality goods, but also trustful service
in whole procedure
Our Vision : To become a global supplier of Auto Components and service
provider by providing high quality Auto Components at reasonable price to keep
our customers ahead of competition and in the forefront of technology.
Our Mission: Maintain high quality standards of products and deliver best services
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to meet and even surpass customer expectations to build long term relationships.
Our technical collaboration and partnership with Windfast Industrial and
Manufacturer Co. Ltd. of P.R. China enables us not only to supply standard Auto
Components but also develop, manufacture and supply special components as
per customer blue-prints or samples.
With the intense pressure to reduce costs and design cycle times, our customers
increasingly entrust tasks to us that enable them to introduce new and more
advanced products faster and with lower development costs than ever before.
Established in the year 1999, Windfast Industrial and Manufacturer Co. Ltd. focus
to be an advanced professional company in manufacturing and exporting various
standard and non-standard automobile parts and develop on industrial promotion

Corporate Responsibility-
The Indian steel sector is contributing to nearly 2% of the GDP (Gross Domestic
Products) and employed over 5 lakh people. India became the 4thlargest
producer of crude steel in the world in 2010 as against the 8th position in 2003
and is expected to become the 2th largest producer of crude steel in the world by
2015. Going by estimate of Rs.4,000 crore investment per million tonne of
additional capacity, intended steel capacity build up in the country is likely to
result in an investment of Rs.8,70,640 crore by 2020.

Promoting R&D in Steel Sector

In order to encourage R&D activities in iron and steel sector, Ministry of Steel is
providing financial assistance under the following two schemes:
Financial assistance from Steel Development Fund (SDF) under the mechanism of
Empowered Committee (EC)
68 R&D projects have been approved costing Rs. 544.34 crore with SDF assistance
of Rs. 263.48 crore. So far Ministry of Steel has released Rs. 145.63 crore from
Steel Development Fund (SDF). Out of 68 R&D projects, 35 projects have been
completed yielding benefits to the industries, 9 projects have been stopped after
midterm review and 24 projects are in progress.
Financial assistance from Government Budgetary Support (GBS) under the
mechanism of Project Approval and Monitoring Committee (PAMC)
Under this scheme R&D project proposals in three broad areas namely (i)
development of innovative /path breaking technologies (ii) improvement of
 14
quality of steel and (iii) beneficiation of raw materials in the Iron and Steel Sector
are being proposed. So far 8 R&D projects have been approved costing Rs. 143.87
crore with Government Budgetary Support of Rs. 111.11 crore. So far Rs. 31.18
crore has been released up to 2010-11. The projects are at their initial stage.
Steel demand
The Ministry has initiated a study to assess the steel demand in the rural areas of
the country and to examine the potential of increasing the level of steel
consumption. The study would cover 300 districts, 1500 villages, 4500
manufactures and 8000 retailers spread over all the 35 states and union
territories of the country.

TYPES OF PRODUCTS-
Temcron steel industries produce a wide variety of steel to suit all kind of needs
of esteemed customers spread across the globe.

Coated steel products

Coated steel flat products are the flat cold rolled products with a permanent
coating on steel substrates. The permanent coatings can be either on both sides
or only on one side. In case of coating on both the sides, it can be either equal
thickness coating on each side or of different thickness of coating on each side
known as differential coating. Fig 2 shows structure of metallic coating with and
without passivation.
 15

Sheri Cyprus

. Steel products are used in construction and fabrication. A steel product

manufactured for industrial use could be a small washer or a large
sheet. Aluminized steel has an electrostatic surface and this type is used to make
automobile parts such as mufflers and exhaust systems. Flat rolled steel is widely
available in different grades and sizes and is used to make pipe and tube
products. Some of the most popular types of steel products made today are pipes
and tubes as well as sheets and beams

Steel plates
Steel plates used for construction are produced according to specifications
required by the application. Steel plates required by small residences are different
from the ones required by multi-storied buildings, airports, sports arenas and pre-
fabricated buildings Roads, bridges and railway tracks require thicker and longer
plates as compared to other applications. Steel plates can be manufactured in a

wide range of sizes and grades.

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Cold-rolled coils
As opposed to hot-rolled steel, cold-rolled steel is more appropriate for
applications where concentricity, surface condition and tolerance are vital factors
to be considered. Cold-rolled steel is nothing but hot-rolled steel processed in
cold reduction mills by cooling and annealing. Cold rolling improves tensile
strength and yield. It can remove imperfections on surfaces and aid in improving
surface finish. When cold-formed steel is used in the construction.
 17
WORLD WIDE STEEL CONSUMPTION
1. Integrity is at the heart of the steel industry.

Nothing is more important to us than the well-being of our people and the
health of our environment. Wherever we have worked, we have invested for
the future and strived to build a sustainable world. We enable society to be the
best it can be. We feel responsible; we always have. We are proud to be steel.

Key facts:

 so far, 39 members of worldsteel have signed our 2022 charter committing

them to improve social, economic and environmental performance actively.
 Steel is an integral part of the circular economy promoting zero waste,
reuse of resources and recycling, thus helping build a sustainable future.
 Steel helps people in times of natural disasters; earthquakes, storms,
flooding, and other catastrophes are mitigated by steel products.
 Sustainability reporting at a global level is one of the major efforts that the
steel industry undertakes to manage its performance, demonstrate its
commitment to sustainability and to enhance transparency. We are one of
the few industries to have done so since 2004.

2. A healthy economy needs a healthy steel industry providing employment and

driving growth.

Steel is everywhere in our lives for a reason. Steel is the great collaborator,
working together with all other materials to advance growth and development.
Steel is the foundation of the last 100 years of progress. Steel will be equally
fundamental to meeting the challenges of the next 100.

Key facts:

 Average world steel use per capita has steadily increased from 150kg in
2001 to around 230kg in 2020, making the world more prosperous.
 Steel is used in every important industry; energy, construction, automotive
and transportation, infrastructure, packaging and machinery.
 18
 By 2050, steel use is projected to increase by around 20% compared to
present levels in order to meet the needs of our growing population.
 Skyscrapers are made possible by steel. The housing and construction
sector is the largest consumer of steel today, using more than 50% of steel
produced.

3. People are proud to work in steel.

Steel provides universally valued employment, training and development. A job

in steel places you in the centre of some of the greatest technology challenges
of today with an unparalleled opportunity to experience the world. There is no
better place to work and no better place for your best and brightest.

Key facts:

 Globally, over 6 million people work for the steel industry.

 The steel industry offers employees the opportunity to further their
education and develop their skills, providing on average 7.18 days of
training per employee in 2020.
 The steel industry is committed to the goal of an injury-free workplace and
organises an industry-wide safety audit on Steel Safety Day every year.
 steeluniversity, a web-based industry university delivers education and
training to the current and future employees of steel companies and
related businesses, offering more than 30 training modules.
 The injury rate per million hours worked has decreased by 82,3 % over the
past 15 years (2006-2020).

4. Steel cares for its community.

We care about the health and well-being of both the people who work with us
and live around us. Steel is local – we touch people’s lives and make them
better. We create jobs, we build a community, we drive a local economy for the
long term.

Key facts:
 19
 In 2019, the steel industry $1,663 billion USD to society directly and
indirectly, 98% of its revenue.
 Many steel companies build roads, transport systems, schools and hospitals
in the areas around their sites.
 In developing countries, steel companies are often more directly involved in
the provision of healthcare services and education for the wider
community.
 Once established, steel plant sites operate for decades, providing long-term
stability in terms of employment, community benefits and economic
growth.
 Steel companies generate jobs and substantial tax revenues which benefit
the local communities in which they operate.

5. Steel is at the core of a green economy.

The steel industry does not compromise on environmental responsibility. Steel

is th

 Around 90% of water used in the steel industry is cleaned, cooled and
returned to source. Most of the loss is due to evaporation. Water returned
to rivers and other sources is often cleaner than when extracted.
 The energy used to produce a tonne of steel has been reduced by around
60% in the last 50 years
 Around 90% of water used in the steel industry is cleaned, cooled and
returned to source. Most of the loss is due to evaporation. Water returned
to rivers and other sources is often cleaner than when extracted.
 The energy used to produce a tonne of steel has been reduced by around
60% in the last 50 years Around 90% of water used in the steel industry is
cleaned, cooled and returned to source. Most of the loss is due to
evaporation. Water returned to rivers and other sources is often cleaner
than when extracted.
 The energy used to produce a tonne of steel has been reduced by around
60% in the last 50 years.
 Around 90% of water used in the steel industry is cleaned, cooled and
returned to source Around 90% of water used in the steel industry is
cleaned, cooled and returned to source.
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 MISSION AND VISION OF THE COMPANY
MISSION
“TO DELIVER VALUE TO THE CUSTOMER,
PROFITABLE AND ESTABLISHED LEADERSHIP IN COREMARKET”
Company mission is to deliver value to the customer , be profitable and establish
leadership in core markets. The company strives towards diverstification and
expansion of the product portfolio. To command of mind recall with the customer
by ensuring effective brand promotion strategies. Invest in research and
development activities to that the company can deliver ever better products and
always stay ahead. Focus on increasing global footprint by venturing into newer
markets and at the same time forge fruitful alliances with entities operating
within the same plane.

Ownership: Trust Dedication & commitment by empowering resource .

Accountability and responsibility to the people &respect for all.

Customer Centricity:-

Offering superior customer experience through safe and high quality products
and provide value for money.

Business Ethics:-

Sincerity and honesty in delivering the best by being honest and transparent in
our processes.

Innovation:-

Improving continuously by experimenting with new ideas for superior product

and program.
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VISION
“TO BE A GLOBAL STEEL COMPANY”
Company vision is to be a global steel company. Travel back in time to 1956. And
a small “shed” in ROHTAK in HARYANA. Here was the first glimmer of the glowing
success that was to follow. It was the dream of Mr. SUDODH SAINI and RAKESH
SAINI. A true visionary , he planned the seeds of today’s steel empire.

The TEMCRON STEEL INDUSTRIES group, with humble beginnings as a trading

operation, the vision revealed golden linings …and slowly, but very steadly , grew
into a huge group. By 1997, the trading operation became a partnership
company..which later served as one of the procurement and milling facilities
feeding the group. By 1990, vision was already becoming a reality. It was in this
year. It is becoming a limited company. In two short years of its operations, the
company made its mark in export of steel.

Today it is the synonymous with quality based procurement , hi-tech parameters

of quality and hygiene with its very own milling plants and state of the art
machinery. Indeed , today it is one of the few companies in HARYANA that can
produce good quality steel products like handles and much more .And all of this
has been made possible by a single vision and commitment that flows through the
company.

AIMS OF THE COMPANY

• Self-sufficiency in steel production by providing policy support & guidance to
private manufacturers, MSME steel producers, CPSEs & encourage adequate
capacity additions.

• Development of globally competitive steel manufacturing capabilities

• Cost-efficient production and domestic availability of iron ore, coking coal and
natural gas
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• Facilitate investment in overseas asset acquisitions of raw materials.

• Enhance domestic steel demand.

Build a globally competitive industry with a crude steel capacity of 300 MT by

2030-31

 Increase per Capita Steel Consumption to 160 Kgs by 2030-31

 To domestically meet entire demand of high grade automotive steel,

electrical steel, special steels and alloys for strategic applications by 2030-
31

 Increase domestic availability of washed coking coal so as to reduce import

dependence on coking coal to 50% by 2030-31

To be net exporter of steel by 2025-26

 Encourage industry to be a world leader on energy and raw material

efficient steel production by 2030-31, in a safe and sustainable manner

 Develop and implement quality standards for domestic steel products

MISSION:
To deliver value to the customer, be profitable and establish leadership in core
markets. The company strives towards diverstification and expansion of the
product portfolio. To command top of mind recall with the customer by ensuring
effective brand promotion strategies. Invest in research and development
activities so that the company can deliver ever better products and always stay
ahead. Focus on increasing global footprint by venturing into newer markets and
at the same time forge fruitful alliances with entities operating within the same
plane.
 23
VALUES:
Ownership:- Trust Dedication and commitment by empowering resource.
Accountability and responsibilty to the people and respect for aal.

Business Ethics:- Sincerity and honesty in delivering the best by being honest
and transparent in our processes.

Passion for Excellence:- Perseverance and endurance with no compromise to

remain best in class.

Innovation:- Improving continously by experimenting with new ideas for

superior product and process.

Customer Centricity:- Offering superior customer experience through safe and

high quality products and provide value for money.

With a core vision of maximizing customer’s delight through value

expansion,Temcron Steel stands strong as the leading processor and exporters pf
steel products under honda limited company in the country.

POLICIES OF THE COMPANY

SAFETY POLICY OF TEMCRON STEEL INDUSTRY

TEMCRON INDUSTRY Group recognizes "SAFETY" as the core of the cooperate

management and will give the highest priority to safety in all business activities.
Based on the concept of health and productivity management, the health of
employees is the most essential, we will continually promote appropriate
activities for health in all workplaces.

1. We will continually strive to improve the level of health and safety management
in order to eliminate any occupational accidents by strictly complying with safety
related laws, regulations and rules.
 24
2. We will strive to mitigate safety risks and also to create safety culture where
employees are willing, not forced, to pursue safety.
3. We will promote education and awareness concerning health and safety to build
knowledge and improve the sensibilities of all employees pertaining to health and
safety, including employees in our affiliated companies, subcontractors and
vendors.
4. We will work to create comfortable workplaces while providing employees an
environment and opportunities to enhance their physical and mental health .
5. In addition to statutory safety education, we conduct safety management training
for construction managers and other employees.
6. We proactively conduct activities aimed at raising the standard of safety
awareness among workers and foremen, such as daily safety instruction for
workers and foremen, dialogue with foremen, and safety rallies, etc.

HUMAN RESOURCE POLICY OF TEMCRON STEEL INDUSTRIES

Temcron do not believe in stereotypes. The company believe that diversity is
essential for building a wholesome work environment. But there are certain basic
attributes look for:

I. Intergrity
II. Intellectual rigor A ‘will do’ attitude
III. Team skills
IV. Code of conduct for board of Directors / Senior Management Personnel (SMP)

Sustainability

Based on the recognition that human resources are our most important
management resources, TEMCRON STEEL INDUSTRIES Group will promote the
best human resource development practices that can make both the company
and its individuals feel true innovation and growth. In addition, while fulfilling our
social responsibility in the field of labor and human rights, we aim to be a group in
which each employee can continue working responsibly with passion.
 25
We will promote a human management system based on ability that encourages
employees to demonstrate their ability and enthusiasm to the maximum.

1. We will develop human capitals that enable each employee to hone his or her
aspirations and continuously work to improve productivity and innovate
operations, placing importance on ‘Market & Client focus’, ‘Networking’ and
‘Improvement & Innovation’.
2. We will support employee efforts to take responsibility to proactively develop
their own abilities and careers in order to become first-rate professionals on their
own initiative, and will provide them with the opportunities and an environment
for continued growth.
3. We will improve both the employment / working conditions and the workplace
environment for employees of various backgrounds to be able to work together
with enthusiasm and motivation while respecting diversity and achieve the best
results as a team through cooperation.
4. We will respect fundamental human rights and eliminate discrimination based on
race, creed, sex, age, nationality, religion, thought, or disability, etc. We will
observe all laws and social norms regarding labor and human rights both within
Japan and in related countries, and promote training and activities to build
awareness.

 Temcron company also do work for the recruitment of the employees. They
made policy for the candidates according to this they select right
candidates for the right job. Recruitment is a process to discover the
sources of manpower to meet the requirement of the staffing schedule and
to employ effective measures for attracting that man power in adequate
numbers to facilitate effective selection of efficient personnel.
 Thus, the best searching procedure should be adopted by an organization.
Once the organization has successfully recruited candidates, it must them
select an individual. The selection tool is designed to obtain behavioral and
motivational information about the candidates for effective selection
activity in highly effective selection system.
 For example, Behavioral interviewing is a popular selection activity in highly
effective selection system. In the future even more organization plan to use
this and other similar tools more intensively to select employees.
 26

(Basic policies) for suppliers-

Supplier Selection Criteria
1. Promotion of ROHM Group CSR Procurement Guidelines
2. Conclude "basic transaction contract" that encompasses the RBA Code of
Conduct
3. Properly ensure the quality, price, and delivery date of materials and services
4. Stable supply capacity and ability to flexibly respond to fluctuations in
demand
5. Have a supply continuity plan to prepare for unforeseen circumstances, such
as the occurrence of a disaster
6. Have technological capabilities that can contribute to the product
7. Sound business conditions
8. Responsible mineral and green procurement to meet our demands
9. Appropriately manage and protect confidential information obtained through
transactions with us

Basic policy on Green Procurement-

A green procurement or green purchasing policy (GPP) is put in place to guide
businesses when acquiring materials, supplies and services and selecting such
products based on their impact on the environment and human health. GPPs
can apply to both products bought to run the business internally .

Green purchases are those that have a low environmental impact and are more
sustainable in terms of the materials they’re made from and the sourcing and
manufacturing practices that make them. Green procurement also considers the
immediate and future impacts of purchases through their consumption and
eventual end-of-life stage. Green procurement policies embody the triple bottom
line (TBL), a business framework for improving performance in all three area.
 27
Basic policies for employee
 Equal opportunity policy
 Workplace health and safety
 Employee code of conduct policy
 Attendance, vacation and time-off policies
 Employee disciplinary action policy
 Employee complaint policies
 Ethics policy
 Work schedule and rest period policies
 Substance abuse policies
 Workplace security policies
 Bring Your Own Device (BYOD) policies
 Compensation and benefits policy
 Travel policies
 Employee fraternization policy
 Inclement weather policies
 Employee face mask policy (during COVID-19)
 Remote work policy

CSR Policy :Corporate Social Responsibility (CSR) is the concept where by

TEMCRON serve the interest of the society by taking the responsibility for the
impact of their activities on customers, employees, shareholders, communities,
environment in all aspects of their operation.

OHS Policy:
The OHS Policy emphasizes the overall intentions and direction of how the
company will relate to occupational health and safety.
 28
Organization structure
An organizational structure is a system that outlines how certain activities are
directed in order to achieve the goals of an organization. These activities can
include rules, roles, and responsibilities.

The organizational structure also determines how information flows between

levels within the company. For example, in a centralized structure, decisions flow
from the top down, while in a decentralized structure, decision-making power is
distributed among various levels of the organization. Having an organizational
structure in place allows companies to remain efficient and focused.

TEMCRON, emphasize on excellence in all aspects of production,

optimization, storage and distribution.

Departments and functions of each department

1. Purchase Department
The purchasing department of a company is responsible for procuring the
goods, raw materials & services required to operate the organization
effectively.

Now, every organization has its specific needs when it comes to the sourcing
and procurement of equipment, raw materials, and services. These needs
define the purchasing process and how its purchasing department functions .

2. Storage & warehousing Department

Storage department looks after the storage of raw materials and finished
goods. It uses warehouses for the purpose of storage.

Warehousing is when you purchase goods from a manufacturer and store

them before they are shipped to another location for fulfillment. You may
store these goods in a warehouse, spare room, or other facilities. This all
depends on how much stock you have, and how big your business.
 29
3.Production Department
 Selection of product and design. Production management helps the organisation
select the right product for production and also choose a relevant design for the
product. ...
 Production planning and control. ...
 Machine maintenance and replacement.
4.Marketing Department
Marketing departments are often responsible for a wide variety of business and
marketing tasks. This team plans, creates and distributes the promotion for an
organization. They may also take on other business and image-related
responsibilities. To function in the most efficient manner possible, marketing
teams may divide their responsibilities into different positions. Each of these
individuals helps the marketing department to perform well and therefore plays
an important role in the overall function of the organization. A few different
positions that may make up a marketing department include:

 Chief marketing officer: This position, also known as CMO, oversees all
other marketing personnel and helps drive all brand and promotion
strategies.
 Vice president of marketing: The VP of marketing supports the CMO's
efforts to oversee the branding and marketing efforts and strategy of the
company overall.
 Director of marketing: This individual works to develop and manage new
projects, from research and development to completion. This may involve
work regarding budget, schedule and project team.
 Marketing manager: This individual may oversee the business side of the
marketing department, working to budget and market research to help

5.Quality Analysis Department:Quality system department is one of the

most important departments in TEMCRON ltd. It plays a very role like to face
challenges related to quality, how to overcome them and how to maintain a
quality level, what improvements can be made in quality?
 30
6.Human Resource Management Department

One of the functions of an HR department is to recruit and guide employees. It

also strategically manages the culture and work environment of a company.

Human resources management (HRM) considers employees the company’s most

valuable asset. Therefore, it sets up and supervises various actions to develop the
human capital and talent of a company. A department of HR takes care of
employee motivation and wellness, compensation, benefits, recruitment,
organizational development, safety, employee relations and training. HR plays a
strategic role in business management and the implementation of workplace
culture. If effective, it can contribute significantly to the company’s overall
success.
7.Logistics Department
Logistics management is that part of the supply chain which plans, implements
and controls the efficient, effective forward and reverse flow and storage of
goods, services and related information between the point of origin and the point
of consumption in order to meet customers' requirements.
8.Finance & Accounting Department
Medium- to large-sized organizations may employ a systems accountant, who will
analyse the financial information needs of an organization and review existing
systems. S/he is responsible for the design and maintenance of financial systems
and for providing an interface between the finance and technology/systems
departments. Within the accounting and finance function a systems accountant .

Medium- to large-sized organizations may employ a systems accountant, who will

analyse the financial information needs of an organization and review existing
systems.
 31

INTRODUCTION TO THE TOPIC

One of the most important functions of an organization's Human Resources
Department is the Recruitment and Selection of qualified employees. It is
important that HR selects individuals with the skills and background that precisely
match the requirements of their job opening. In putting the right applicant in the
right positions, HR will ensure that the new employee will quickly attain full
productivity and contribute to the success of the organization. In this organization
there appears to be problem with placing an applicant in a position in a timely
matter. In fact, it can take over two months to place an applicant for that particular
position.

Organizations are increasingly appreciating the importance of human capital. One

of the main factors that best explains this shift is the rate at which globalization is
taking place (Hitt, Ireland & Hoskisson, 2009, p. 289). In order to attain their profit
maximization objective, firms are appreciating the contribution of the employees.

Despite the increased adoption of various technologies as one of the ways

through which a firm can develop its competitive edge, management teams are
increasingly getting concerned about the future of their firms (Hitt, Ireland &
Hoskisson, 2009,p.65) since such a competitive advantage can be short-lived.

MEANING:- Recruitment is a positive process of searching for prospective

employees and stimulating them to apply for the jobs in the organisation. When
more persons apply for jobs then there will be a scope for recruiting better
persons.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of

qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect. It is the development and maintenance of
adequate man- power resources. This is the first stage of the process of selection
and is completed with placement.
 32

DEFINITION:- According to Edwin B. Flippo, “It is a process of searching for

prospective employees and stimulating and encouraging them to apply for jobs in
an organisation.” He further elaborates it, terming it both negative and positive.

He says, “It is often termed positive in that it stimulates people to apply for jobs,
to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on
the other hand, tends to be negative because it rejects a good number of those
who apply, leaving only the best to be hired. ”

NEED FOR RECRUITMENT:- Every Company in the world knows the important of
recruitment step in increasing the performance of the company and increasing
the productivity of the products. In this part of the project we will mention some
important point about the importance of recruitment step in any organization:

1. It helps organization by found of the need of requirements by job

analysis activities and personnel planning.
2. To collect many of job candidates with less cost.
3. It helps to organize application by divided them by under qualified or
overqualified, to increase the possibility of increasing and choosing the success
person to the right place.
4. Employing new and better qualified staff often the only effective long-term
strategy for improving operational performance.
5. Capabilities and commitment of employees ensure an organisation’s success.
6. Raise organizational and individual value in the short term and long term.

TO IDENTIFY TEMCRON SOURCES OF RECRUITMENT

1.)To take feedback from employees from employees on existing system.

2.)To conduct any research a scientific method must be followed the universe of
study is very large in which is difficult to collect information from the entire
employee, so the sampling method has been followed.
 33

RECRUITMENT PROCESS:-

The ideal recruitment programme is the one that attracts a relatively larger
number of qualified applicants who will survive the screening process and accept
positions with organizations, when offered.

PURPOSE AND 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. 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 force.
6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
7. Increase organizational and individual effectiveness in the short term and long
term.
 34

SOURCES OF RECRUITMENT:

INTERNAL SOURCES:

1. Transfer: Transfer means shifting an employee from one job to another, typically
of similar nature, without any change in his rank and responsibility. The purpose
of an employee transfer is to enable him to get well-versed with the broad-based
view of the organization which is essential for the promotions in future.
2. Promotion: Promotions are the most common form of internal recruitment
wherein the employees are moved to the upper levels of the organization with
more responsibility and prestige.
3. Employee Referrals: The present employees can refer their friends and family to
job requirements. If they find their friends or family suitable for such position can
recommend their names to the management for recruitment. If they find their
friends or family suitable for such position can recommend their names to the
management for recruitment. If they find their friends or family suitable for such
position can recommend their names to the management for recruitment
 35

EXTERNAL SOURCES:
Media Advertisement: The advertisement is the most common and preferred
source of external recruiting. The ads in newspapers, professional journals, give a
comprehensive detail about the organization, type, and nature of job position,
skills required, qualification and experience expected, etc.

Employment Exchange: The employment exchange is the office run by the

government wherein the details about the job seekers such as name,
qualification, experience, etc

Direct Recruitment: The direct recruitment also called as factory gate recruitment
is an important source of hiring, especially the unskilled workers or badli workers
who are paid on a daily-wage basis. Here, the company puts up a notice on a
notice board or on the factory gate regarding the jobs available, such that the
applicant sees it and apply for the job directly.

Casual Callers: The casual callers, also called as unsolicited applications are the
job seekers who come to the well-renowned organizations casually and either
mail or drop in their job applications seeking the job opportunity

SELECTION-
The Selection is the process of choosing the most suitable candidate for the
vacant position in the organization. In other words, selection means weeding out
unsuitable applicants and selecting those individuals with prerequisite
qualifications and capabilities to fill the jobs in the organization.

PROCESS OF SELECTION:

Each of the steps of the recruitment and selection process (starting from the
initial decision to fill a position and ending at a successful employee start) has
quality elements to it. As one of the persons responsible for a quality outcome,
we hope you will benefit from the information provided at each step of the
process. The information contains key tips and recommendations for building
quality in at EVERY step, which can increase the likelihood of getting a great
employee at the end of the process. As one of the persons responsible for a
 36
quality outcome, we hope you will benefit. As one of the persons responsible for
a quality outcome, we hope you will benefit.
Step 1: Job Design
This is the step during which the work is reviewed and decisions are made about
how to accomplish all the work that needs to be completed. The outcome of this
step is a clear definition of how work will be accomplished most efficiently (in
terms of timing and cost) and effectively (in terms of quality, quantity, and
customer satisfaction).

Step 2: Position Description

A position description is the formal document that describes a job. Position
descriptions should be updated as often as key responsibilities change, and
reviewed no less than every five years. This section includes guidance on using
the People Admin position management process.

Step 3: Forming a Selection Committee

Selection committee members should be as diverse as possible in order to
represent a variety of perspectives regarding a particular position incumbent or
requirements. The committee may be comprised of supervisors, peers,
clients/customers, or other key stakeholders. It is important that each member of
the committee be a willing and committed participant.

Step 4: Recruiting
Quality recruiting results in a quality applicant pool. The purpose of any recruiting
effort is to cast a wide net in places where there are likely to be high-quality
applicants. This area includes specific information on filling out the Posting
Request form within PageUp.

Step 5: Initial Screening of Candidates

The quantitative criteria are those items which enable a clear go/no-go decision
based on each candidate’s application materials and other submitted documents
(e.g., does this person have the appropriate degree?).
 37
Step 6: Phone, Video or other Pre-Interview Options
Phone, video, or other pre-interview options (e.g., reference letters, additional
criteria, job or work samples, etc.) can help you manage your recruiting costs, and
also be very effective in differentiating among your remaining candidates. It is at
this stage that you can begin to assess some of the qualitative criteria (oral
communication, sense of humor, clarity of thought and reasoning, etc.) that were
not able to be determined in Step 5.

Step 7: Campus Visits and In-Person Interviews

The search chair or committee should identify a reasonable set of activities for
the campus visit (who to meet with, room scheduling, presentation times
announced, etc.) and ensure that all interested parties are aware of the
arrangements. Please ensure that all campus employees (and any others) who
will participate in the campus visit process are aware of the interview guidance
included in this section.

Step 8: Recommendation for Hire

If there is agreement over an applicant chosen for hire, you will need to clearly
identify the rationale for the choice, and ensure that all proper approvals and final
details (including reference or background checks) are completed.

Step 9: Offers and Notices to Applicants

The candidate may expect to negotiation on any number of items: starting salary,
starting date, years of credit, vacation time, relocation costs (must be more than
120 miles from Marquette), pre-scheduled time off, etc. In order to prepare for a
successful offer (and acceptance), do your homework on what you can be flexible
with.

Step 10: Documentation and Record Keeping

Documentation and record-keeping are critical parts of each step of the search
process.

Step 11: Onboarding and Preparing for New Hire

It is a good idea to assign one person to be the contact person with the new hire.
If the contact person is someone other than the person who made the offer,
someone from the selection committee is a next-best option.
 38

FOUR APPROACHES TO SELECTION:-

Competencies are skills that you are already proficient at using, e.g. teamwork,
communication, numeracy. Employers may look for these in your CV or ask you
questions about them at interview e.g. : “tell me about a time when you used
excellent communication skills”.
Strengths are things that we do well and that energise us. To measure strengths,
employers may use online tests to see how candidates might react in an
imaginary work based scenario. For example, they may present a scenario where
somebody has to take a difficult decision at work to test for resilience. They may
also ask you about your strengths at interview e.g. “Tell me about an activity or
task that comes easily to you”.
Technical skills could include scientific/ engineering/ IT skills and can be tested by
interview questions or tests.
Values: Many organisations have identified a set of values that underpin their
work and expect all employees to demonstrate these. For example, the NHS has a
set of core values that include compassion, respect and dignity.

PROBLEMS IN EFFECTIVE SELECTION:-

The main objective of selection is to hire people having competence and
commitment. The quality of employees you hire depends on an effective
recruitment and selection strategy. However, the process isn’t always smooth
sailing. Employers face tangible problemsT such as the cost of advertising job
openings and intangible obstacles such as improving communication between
recruiters and hiring managers. This objective s often defeated because of certain
barriers. The impediments, which check effectiveness of selection, are perception,
fairness, validity, reliability and pressure.

Perception

Our inability to understand others accurately is probably the most fundamental

barrier to selecting the right candidate.

Selection demands an individual or a group of people to assess and compare the

respective competencies of others, with the aim of choosing the right persons for
the jobs. But our views are highly personalized.differently. Our limited perceptual
ability is obviously a stumbling block to the objective and rational selection.
 39
Fairness

Fairness in selection requires that no individual should be discriminated against

on the basis of religion, region, race or gender. But the low numbers of women
and other less privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in
the selection process would suggest that all the efforts to minimize inequity have
not been effective.

Validity

Validity, as explained earlier, is a test that helps predict job performance of an

incumbent. A test that has been validated can differentiate between the
employees who perform well and those who will not. However, a validated test
does not predict job success accurately. It can only increase possibility of success.

Pressure

Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends

and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the right ones. Appointments to public sectors
undertakings generally take place under such pressures.

Expenses

The cost to hire and replace hourly workers is approximately six months’ wages;
the cost to replace salaried personnel is the salary for a year and a half, according
to 2007 figures analyzed by management consultant firm The Hay Group.
Recruitment costs include advertising space, professional memberships, job fair
sponsorship and college recruiting trips.

DIFFERENCE OF (RECRUITMENT AND

SELECTION):-
What is Recruitment?
A process of actively searching and hiring applicants for a job role is known as
recruitment.
 40
What is Selection?
A process of choosing suitable applicants from the shortlisted candidates is known
as selection. It is an important process that helps the HR to identify the difference
between qualified and unqualified applicants.Recruitment and selection are both
famous terms related to the hiring process. Searching for candidates, and
selection is a process of picking the candidates from the shortlisted ones.
The following points are substantial so far as the difference between
recruitment and selection is concerned:
1. Recruitment is the process of finding candidates for the vacant
position and stimulating them to apply for it. The selection means picking
up the best candidate from the list of applicants and offering them the job.
2. Recruitment is a positive process as it attracts more and more job
seekers to apply for the post. Conversely, Selection is a negative process as
it rejects all the unfit candidates.
3. Recruitment aims at inviting more and more candidates to apply for
the vacant position. On the contrary, selection aims at rejecting unsuitable
candidates and appointing the right candidates at the job.
4. The activity of recruitment is quite simple because in this the
recruiter does not have to pay more attention to scrutinising the candidate,
whereas selection is a complex activity because in this the employer wants
to know every minute detail about each candidate so that he can choose
the perfect match for the job which requires thorough investigation.
5. Recruitment consumes less time as it only involves identifying the needs of
the job and stimulating candidates to apply for the same. Conversely,
selection involves a wide range of activities, right from shortlisting the
candidates to appointing them.
6. In recruitment, the firm notifies the candidates regarding vacancy through
different sources such as the internet, newspaper, magazines, etc. and
distributes the form to the candidates so that they can easily apply. As
against this, in the process of selection, the firm makes sure that candidate
passes through various stages such as form submission, written exam,
interview, medical exam, etc.
7. In recruitment, no contractual relation is created between the employer
and employee. Unlike selection, where both employer and employee are
bound by the contract of employment.
 41
.

Review of
Literature
 42

Introduction:
Nowadays, every organization necessitates personnel planning as one of the most
vital activities. Human Resource Planning is, by far, an essential ingredient for the
success of any organization in the long run. There are a number of techniques
that need to be followed by every organization that guarantees that it possesses
the right number and type of people, at the right time and right place, so as to
enable the organization to achieve its planned objectives. Commonly, the
objectives of Human Resource Planning department include resource, planning,
recruitment and selection, career planning, training and development,
promotions, risk management, performance appraisal, to name a few. Each of
these objectives requires special attention and accurate planning and execution.

It is of utmost importance for every organization to employ a right person on a

right position. And recruitment and selection plays a pivotal role during such
situations. With shortage of skills and the rapid spread of new technology
exerting considerable pressure on how employers perform recruitment and
selection activities, it is recommended to conduct a step-by-step strategic analysis
of recruitment and selection processes. With reference to the current context,
this paper presents an incisive review of previous literature on the recruitment
and selection process. This paper is primarily based on an analysis of six pieces of
literature conducted by practitioners and researchers in the field of Human
Resource management.

Various researchers have contributed to the field of HRM, and have offered
intensive and profound knowledge on the branches of HRM such as scientific
recruitment and selection, Manpower management, Job analysis, Need and
purpose of Recruitment, and so on.

Definition:
Edwin Flippo defines Recruitment and selection process as “A process of
searching for prospective employees and stimulating and encouraging them to
apply for jobs in an organization.”

In simpler terms, recruitment and selection are concurrent processes and are void
without each other. They significantly differ from each other and are essential
 43
constituents of the organization. It helps in discovering the potential and
capabilities of applicants for expected or actual organizational vacancies. It is a
link between the jobs and those seeking jobs.

Work by Korsten (2003) and Jones et al. (2006): According to Korsten (2003) and
Jones et al. (2006), Human Resource Management theories emphasize on
techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They
further stated that recruitment process may be internal or external or may also
be conducted online. Typically, this process is based on the levels of recruitment
policies, job postings and details, advertising, job application and interviewing
process, assessment, decision making, formal selection and training (Korsten
2003).

Jones et al. (2006) suggested that examples of recruitment policies in the

healthcare, business or industrial sector may offer insights into the processes
involved in establishing recruitment policies and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the

labour market scenario/ conditions and interviews, and psychometric tests in
order to find out the potentialities of job seekers. Furthermore, small and
medium sized enterprises lay their hands on interviews and assessment with main
concern related to job analysis, emotional intelligence in inexperienced job
seekers, and corporate social responsibility. Other approaches to selection
outlined by Jones et al. (2006) include several types of interviews, role play, group
discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment

may lead to difficulties and unwanted barriers for any company, including
untoward effects on its profitability and inappropriate degrees of staffing or
employee skills (Jones et al. 2006). In additional, insufficient recruitment may
result into lack of labour or hindrances in management decision making, and the
overall recruitment process can itself be advanced and amended by complying
with management theories. According to these theories, the recruitment process
can be largely enhanced by means of Rodgers seven point plan, Munro-Frasers
five-fold grading system, personal interviews, as well as psychological tests (Jones
et al. 2006).
 44
Work by Alan Price (2007):
Price (2007), in his work Human Resource Management in a Business Context,
formally defines recruitment and selection as the process of retrieving and
attracting able applications for the purpose of employment. He states that the
process of recruitment is not a simple selection process, while it needs
management decision making and broad planning in order to appoint the most
appropriate manpower. There existing competition among business enterprises
for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire
only the best applicants who would be the best fit for the corporate culture and
ethics specific to the company (Price 2007). This would reflect the fact that the
management would particularly shortlist able candidates who are well equipped
with the requirements of the position they are applying for, including team work.
Since possessing qualities of being a team player would be essential in any
management position(Price2007).

Work by Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance.
He conducted his research on HR manager and company officials of 319
companies in Europe regarding HR practices and policies of their respective
companies and discovered that employment security, training and development
programs, recruitment and selection, teamwork, employee participation, and
lastly, personnel planning are the most essential practices (Hiltrop 1999). As a
matter of fact, the primary role of HR is to develop, control, manage, incite, and
achieve the commitment of the employees. The findings of Hiltrop’s (1996) work
also showed that selectively hiring has a positive impact on organizational
performance, and in turn provides a substantial practical insight for executives
and officials involved. Furthermore, staffing and selection remains to be an area
of substantial interest. With recruitment and selection techniques for efficient
hiring decisions, high performing companies are most likely to spend more time in
giving training particularly on communication and team-work skills (Hiltrop 1999).
Moreover the finding that there is a positive connection existing between firm
performances and training is coherent with the human capital standpoint. Hence,
Hiltrop (1996) suggests the managers need to develop HR practices that are more
focused on training in order to achieve competitive benefits.
 45
Work by Jackson et al. (2009) and Bratton and Gold (1999):
As discussed by Jackson et al. (2009), Human resource management approaches
in any business organization are developed to meet corporate objectives and
materialization of strategic plans via training and development of personnel to
attain the ultimate goal of improving organizational performance as well as
profits. The nature of recruitment and selection for a company that is pursuing
HRM approach is influenced by the state of the labour market and their strength
within it. Furthermore, it is necessary for such companies to monitor how the
state of labour market connects with potential recruits via the projection of an
image which will have an effect on and reinforce applicant expectations. Work of
Bratton & Gold (1999) suggest that organizations are now developing models of
the kind of employees they desire to recruit, and to recognize how far applicants
correspond to their models by means of reliable and valid techniques of selection.
Nonetheless, the researchers have also seen that such models, largely derived
from competency frameworks, foster strength in companies by generating the
appropriate knowledge against which the job seekers can be assessed. However,
recruitment and selection are also the initial stages of a dialogue among
applications and the company that shapes the employment relationship (Bratton
& Gold 1999). This relationship being the essence of a company’s manpower
development, failure to acknowledge the importance of determining expectation
during recruitment and selection can lead to the loss of high quality job seekers
and take the initial stage of the employment relationship so down as to make the
accomplishment of desirable HRM outcomes extremely difficult. In the opinion of
Bratton and Gold (1999), recruitment and selection practices are essential
characteristics of a dialogue driven by the idea of “front-end” loading processes to
develop the social relationship among applicants and an organization. In this
relationship, both parties make decisions throughout the recruitment and
selection and it would be crucial for a company to realize that high-quality job
seekers, pulled by their view of the organization, might be lost at any level unless
applications are provided for realistic organization as well as work description. In
view of Jackson et al. (2009) and Bratton & Gold (1999) applicants have a specific
view of expectations about how the company is going to treat them; recruitment
and selection acts as an opportunity to clarify this view. Furthermore, one
technique of developing the view, suggested by Bratton and Gold (1999), are
realistic job previews or RJPs that may take the form of case studies of employees
and their overall work and experiences, the opportunity to “cover” someone at
work, job samples and videos. The main objective of RJPs is to allow for the
 46
expectations of job seekers to become more realistic and practical. RJPs tend to
lower initial expectations regarding work and a company, thereby causing some
applications to select themselves; however RJPs also increase the degree of
organization commitment, job satisfaction, employee performance, appraisal and
job survival among job seekers who can continue into employment (Bratton &
Gold 1999) Jackson et al. (2009).

Work by Silzer et al (2010):

However, the process of recruitment does not cease with application of
candidature and selection of the appropriate candidates, but involves sustaining
and retaining the employees that are selected, as stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management, and
through their work they were successful in resolving issues like whether or not
talent is something one can be born with or is it something that can be acquired
through development. According to Silzer et al (2010), that was a core challenge
in designing talent systems, facing the organization and among the senior
management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable recruitment techniques.
Regardless of a well-drawn practical plan on recruitment and selection as well as
involvement of highly qualified management team, companies following
recruitment processes may face significant obstacles in implementation. As such,
theories of HRM can give insights in the most effective approaches to recruitment
even though companies will have to employ their in house management skills for
applying generic theories across particular organizational contexts. Word
conducted by Silzer et al (2010) described that the primary objective of successful
talent strategies is to create both a case as well as a blueprint for developing the
talent strategies within a dynamic and highly intensive economy wherein
acquisition, deployment and preservation of human capital-talent that matter,,
shapes the competitive advantages and success of many companies (Silzer et al.
2010).

Work by Taher et al. (2000):

Toward that end Taher et al. (2000) carried out a study to critique the value-
added and non-value activities in a recruitment and selection process. The
strategic manpower planning of a company, training and development
programme, performance appraisal, reward system and industrial relations, was
 47
also appropriately outlined in the study. This study was based on the fact that
efficient HR planning is an essence of organization success, which flows naturally
into employee recruitment and selection (Taher et al. 2000). Therefore, demand
rather than supply must be the prime focus of the recruitment and selection
process and a greater emphasis must be put on planning, supervising and control
rather than mediation. Extending this principle, a realistic approach to
recruitment and selection process was demonstrated, and the study found that
an organization is efficient only when the value it commands exceeds the price
involved in determining the process of decision making or product. In other
words, value-added and non-value added activities associated with a company’s
recruitment and selection process impacts its role in creating motivated and
skilled workforce in the country (Taher et al. 2000). Thus, the study identified the
waiting time, inspection time and filing time as non value added tasks and the
cost of advertisement as the only value added activity in the overall process.
Taher et al. (2000) investigated the recruitment and selection section of
Bangladesh Open University. It was found that whenever the recruitment and
selection department of BOU received a recruitment request of new applicants
from other sections, the officials failed to instantly advertise the vacancy in
various media. The university had to follow some long sequential steps prior to
doing so. After the vacancy is publicly advertised, what followed were the
bureaucratic formalities and complications together with inspection and
supervision by two departments thereby causing unnecessary waiting in the
recruitment and selection process that eventually increases the cost of
recruitment by keeping the organization’s image at stake. The study also
witnessed some amount of repetition taking place at every step of recruitment
where the applications of applicants circulating around too many departments for
verifications. This repetitive work tends to engage unnecessary persons for a
single task that results in unnecessary delay in the decision and unjust wastage of
manpower.

After careful consideration of similar problems in the BOU, Taher et al. (2006)
recommended for amending the recruitment process by stating that firstly
processes like job analysis and searching internal and external sources must be
followed by direct advertisement of the post as the HR’s own responsibility,and
not by any intermediate officials. This will eliminate the non-value activities.
Secondly, Taher et al (2000) suggested a ‘system’ to be introduced to ease the
respective department to study the shortlisted candidates, which can be done
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only by the request of the HR department. A medical assistance must be sought
by BOU in regards to the physical or mental abilities of applicants for the job
function as well as their workers compensation and risk. A procedure needs to be
devised pertaining to the privacy and confidentiality of medical reports. Thus, this
privacy and decrease in noon-value added activity of the medical exam can be
sustained effectively by testing the applicants via contracted medical advisors, or
in-house doctors. Use of a computer based HR system should be installed in BOU
to manage the pool of information about employees and to make the
organization to take just-in-time HR recruitment and selection decisions.

Therefore, any organization is encouraged to development real-time recruitment

strategies that must attempt to generate a pool of appropriately qualified and
well-experienced individuals so as to effectively initiate the selection strategies
and decisions. In essence, the potential applications are encouraged to apply for
the open vacancies and also the relevant departments can engage in recruiting
the best candidates to upgrade the department’s performance (Taher et al. 2000).

After careful consideration of similar problems in the BOU, Taher et al. (2006)
recommended for amending the recruitment process by stating that firstly
processes like job analysis and searching internal and external sources must be
followed by direct advertisement of the post as the HR’s own responsibility,and
not by any intermediate officials. This will eliminate the non-value activities.
Secondly, Taher et al (2000) suggested a ‘system’ to be introduced to ease the
respective department to study the shortlisted candidates, which can be done
only by the request of the HR department. This study was based on the fact that
efficient HR planning is an essence of organization success, which flows naturally
into employee recruitment and selection (Taher et al. 2000). Therefore, demand
rather than supply must be the prime focus of the recruitment and selection
process and a greater emphasis must be put on planning, supervising and control
rather than mediation. Extending this principle, a realistic approach to
recruitment and selection process was demonstrated, and the study found that
an organization is efficient only when the value it commands exceeds the price
involved in determining the process of decision making or product.

Extending this principle, a realistic approach to recruitment and selection process

was demonstrated, and the study found that an organization is efficient only
when the value it commands exceeds the price involved in determining the
process of decision making or product.
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Research
Methodology
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Research Methodology
Meaning of Research-
Research as- the manipulation of things, concept of symbols for the purpose of
generalize to extend, correct or verify knowledge, whether that knowledge aids in
construction of theory or in the practice of an art.

Research Methodology-
The process used to collect information and data for the purpose of making
business decisions. The methodology may include publication research,
interviews, surveys and other research techniques, and could include both
present and historical information.

OBJECTIVES OF STUDY:
PRIMARY OBJECTIVE
 To study Recruitment and selection Process of TEMCRON STEEL
INDUSTRIES .

SECONDARY OBJECTIVE
 To identify company’s source of recruitment
 To study the various stages involved in the selection

RESEARCH DESIGN :

Research design is the framework of research methods and techniques chosen by

a researcher to conduct a study. The design allows researchers to sharpen the
research methods suitable for the subject matter and set up their studies for
success.
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Types of Research Designs are:

1. Descriptive: In a descriptive composition, a researcher is solely interested in
describing the situation or case under their research study. It is a theory-based
design method created by gathering, analyzing, and presenting collected data.
This allows a researcher to provide insights into the why and how of research.
Descriptive design helps others better understand the need for the research. If
the problem statement is not clear, you can conduct exploratory research.

2. Experimental: Experimental research establishes a relationship between the

cause and effect of a situation. It is a causal design where one observes the
impact caused by the independent variable on the dependent variable. For
example, one monitors the influence of an independent variable such as a price
on a dependent variable such as customer satisfaction or brand loyalty. It is an
efficient research method as it contributes to solving a problem.

The independent variables are manipulated to monitor the change it has on the
dependent variable. Social sciences often use it to observe human behavior by
analyzing two groups. Researchers can have participants change their actions and
study how the people around them react to understand social psychology better.

3. Correlational research: Correlational research is a non-experimental research.

It helps researchers establish a relationship between two closely connected
variables. There is no assumption while evaluating a relationship between two
other variables, and statistical analysis techniques calculate the relationship
between them. This type of research requires two different groups.

A correlation coefficient determines the correlation between two variables whose

values range between -1 and +1. If the correlation coefficient is towards +1, it
indicates a positive relationship between the variables, and -1 means a negative
relationship between the two variables.

4. Diagnostic research: In diagnostic design, the researcher is looking to

evaluate the underlying cause of a specific topic or phenomenon. This
method helps one learn more about the factors that create troublesome .
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SOURCES OF DATA COLLECTION:

1.Primary Data:

 Primary data means first-hand information collected by an investigator.

 It is collected for the first time.
 It is original and more reliable.
 For example, the population census conducted by the government of India
after every ten years is primary data.

Methods of Collecting Primary Data

1. Direct personal investigation

2. Indirect oral investigation
3. Information through correspondents
4. Telephonic interview
5. Mailed questionnaire
6. The questionnaire filled by enumerators

2.Secondary data:

 Secondary data refers to second-hand information.

 It is not originally collected and rather obtained from already published or
unpublished sources.
 For example, the address of a person taken from the telephone directory or
the phone number of a company taken from Just Dial are secondary data.

3.Sample Design:
A sample design is a definite plan for obtaining a sample from a given population.
It refers to the technique or the procedure the researcher would adopt in
selecting items for the sample. Sample design also leads to a procedure to tell the
number of items to be included in the sample i.e., the size of the sample. Hence,
sample design is determined before the collection of data. Among various types
of sample design technique, the researcher should choose that samples which are
reliable and appropriate for his research study.
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Steps in Sample Design:
There are various steps which the researcher should follow. Those are;

1. Type of universe: In the first step the researcher should clarify and should be
expert in the study of universe. The universe may be finite (no of items are know)
or Infinite (numbers of items are not know).
2. Sampling unit: A decision has to be taken concerning a sampling unit before
selecting a sample. Sampling unit may be a geographical one such as state,
district, village etc., or construction unit such as house, flat, etc., or it may be a
social unit such as family, club, school etc., or it may be an individual.
3. Source list: Source list is known as ‘sampling frame’ from which sample is to be
drawn. It consists the names of all items of a universe. Such a list would be
comprehensive, correct, reliable and appropriate and the source list should be a
representative of the population.
4. Size of sample: Size of sample refers to the number of items to be selected from
the universe to constitute a sample. Selection of sample size is a headache to the
researcher. The size should not be too large or too small rather it should be
optimum. An optimum sample is one which fulfills the requirements of efficiency,
representativeness, reliability and flexibility. The parameters of interest in a
research study must be kept in view, while deciding the size of the sample. Cost
factor i.e., budgetary conditions should also be taken into consideration.
5. Sampling procedure: In the final step of the sample design, a researcher must
decide the type of the sample s/he will use i.e., s/he must decide about the
techniques to be used in selecting the items for the sample.

TOOLS OF DATA COLLECTION:

INTERVIEW SCHEDULE

An interview is a face-to-face conversation between two individuals with the sole

purpose of collecting relevant information to satisfy a research purpose.
Interviews are of different types namely; Structured, Semi-
structured, and unstructured with each having a slight variation from the other.
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 In this the researcher has used questionnaire method The term
questionnaire usually refers of self-administered process whereby the
respondent himself reads the question and records his answers without the
assistance of an interview.
 Functions of a questionnaire

The main function of a questionnaire of to obtain specified quantitative and

qualitative information with accuracy and completeness. It provides instructions
to the respondent to record the answers. It facilitates interviewers to record the
information and data successfully.

 Data Processing:

The collected data is subjected to processing and analysis. The following were the
steps used in processing of data collected from the field.

1. Code Book: The first step was to scrutinize the information in the interview
schedule and to make a code book which is required for the future analysis
of data.
2. Tabulation : Tables have been prepared to analyze various attribute
respondents.

INTERVIEW SCHEDULE

An interview is a face-to-face conversation between two individuals with the sole

purpose of collecting relevant information to satisfy a research purpose.
Interviews are of different types namely; Structured, Semi-
structured, and unstructured with each having a slight variation from the other.

 In this the researcher has used questionnaire method The term

questionnaire usually refers of self-administered process whereby the
respondent himself reads the question and records his answers without the
assistance of an interview.
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Data Analysis
&
Interpretation
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SWOT ANALYSES
 Data Analyses
Itnerpretation SWOT ANALYSES:-
SWOT Analysis (short for strengths, weaknesses, opportunities, threats) is a
business strategy tool to assess how an organization compares to its competition.
The strategy is historically credited to Albert Humphrey in the 1960s, but this
attribution remains debatable. There is no universally-accepted creator. Also
known as the SWOT Matrix, it has achieved recognition as useful in differentiating
and establishing a niche within the broader market. Beyond the business world,
SWOT Analysis can also be applied to the individual-level to assess a person's
situation versus their competition further. There are both internal and external
considerations build into the tool. "Strengths" and "weaknesses" are internally-
related. The former representing a facet of an organization/entity which lends it
an advantage over the competition. The latter being characteristic of that same
entity, which leads to a relative disadvantage against the competition. Regarding
externally-related, "opportunities" are realities in the greater environment that
can be exploited to benefit the entity. While on the other hand, "threats" are
realities in the greater environment, which might lead to problems for the entity.

Strengths:
 What are the organization's advantages?
 What can you do better than others?
 What unique or lowest-cost services can you provide patients?
 What do patients in your market see as your organization's strength?
 What unique or lowest-cost services can you provide patients?
 What do patients in your market see as your organization's strength?
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Weaknesses:
 Upon what factors could the organization improve?
 What are patients in your market likely to see as your organization's
weakness?
 What lack of services loses your organization patients?

Opportunities:
 What good opportunities are available to your organization?
 What are the new and exciting trends your organization can try?
 What new changes to governmental regulation/policy can benefit your
organization?

Threats:
 What problems does your organization face?
 Of what are your organization's competitors taking advantage?
 Do evolving technologies and new services threatening your organization's
position in the minds of patients?
 Does your facility have cash-flow problems?
 Could any of your weaknesses threaten quality patient care?

Age % of response No. of respondents

21 to 25 years 21% 21
26 to 30 years 36% 36
31 to 35 years 23% 23
36 to 40 years 20% 20
total 100% 100

Analysis: - This table shows that 36% of respondents are between 26 and 30 years
old, 23% between 31 and 35 years old, 21% of respondents between 36 and 40
years old.
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FINDINGS,
SUGGESTIONS
&
CONCLUSIONS
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FINDINGS
In TEMCRON STEEL INDUSTRIES most of the employees feel that the HR
department is good. About 75% of the managers say that they prefer both
internal as well as external source for recruitment and selection. About 65% of
the managers go for direct recruitment and selection and less number for
managers prefer indirect or third party.
Mostly the manpower planning is done quarterly and 20% do not follow any
pattern they do not have any fixed time. TEMCRON prefers to go for campus
interviews and even casual application that are received for recruitment but they
hardly prefer placement agencies. Most of the manager prefer personal
interviews , 30% prefer to take telephonic interviews. Whereas only 20% go for
video conferencing and rest 10% adopt some other means of interview.

TEMCRON prefers to go for campus interviews and even casual application that
are received for recruitment but they hardly prefer placement agencies. Most of
the manager prefer personal interviews , 30% prefer to take telephonic
interviews. Whereas only 20% go for video conferencing and rest 10% adopt some
other means of interview.
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SUGGESTIONS
 Manpower requirement for each department in the company is
indentified well in advance.

 If the man power requirement is high and the recruitment team of the HR
departmental one cannot satisfy it, then help from the placement agencies
is needed.

 Time management is very essential and it should not be ignored at any level
of the process.

 The recruitment and selection through placement agencies as the last

resort an distutilized only when need.

 The recruitment and selection procedure should not be lengthy and time
consuming.

 The candidates called for interview should be allotted timings and it should
not overlap with each other.
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CONCLUSION
This present the summary of the study and survey done in relation to the
Recruitment and Selection in TEMCRON STEEL INDUSTRIES . The conclusion is
drawn from the study and survey of the company regarding the Recruitment and
Selection process carried out there. The recruitment process at TEMCRON STEEL
INDUSTRIES to some extent is not done objectively and therefore lot of bias
hampers the future of the employees. That is why the search or headhunt of
people should be of those whose skills fits into the company’s values.

Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of
the company as a fresh blood, new idea enters in the company. Selection process
is good but it should also be modified according to the requirements and should
job profile so that main objective of selecting the candidate could be achieved.
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BIBLIOGRAPHY
Websites:
 TEMCRON STEEL
 Microsoftic Academic
 BASE
 CORE
 RefSeek
Books:-
 C.B Mamori and S.V Gankar(2004), Personal Management Text and Cases,
Himalaya Publication.

 K.Aswahthappa (2001), Human Resource and Personnel Management.

 Human Resource Management ,(2005) , Dr. P.C.Pardeshi.

 C.B Gupta (2005)

 Research Methodology Methods and Techniques By C.R. Kothari.

OTHER RESOURCES:-
Magazine
Through Questioners
E-mail: temcronsteelrohtak@gmail.com
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