By

Nirosha Patnaik
Roll No.# 201077002
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RECRUITMENT AND SELECTION PROCESS OF IREL, OSCOM

Under the guidance of
Mr. Sisira Kanti Mishra

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CONTENT

INTRODUCTION

OBJECTIVE OF STUDY

RESEARCH METHODODLOGY

DATA ANALYSIS AND INTERPRETATION

CONCLUSION

RECOMMENDATION


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INTRODUCTION
Recruitment is the process of locating and encouraging potential applicants
to apply for existing or anticipated job openings. Recruitment is the process of
searching and securing applicants for the various job positions so that the right
people in the right number can be selected to fill the job positions which arise from
time to time in the organisation. it is actually a linking function,joining together
those with jobs to fill and those seeking jobs.
IMPORTANCE OF RECRUITMENT

A. Determine the present and future requirements of the firm in conjunction with
its HRM planning.

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

C. Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.





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METHODS OF RECRUITMENT

Direct method (campus recruitment)
Indirect methods (advertisements in papers)
Third party method ( Employment Exchanges, Internet Recruiting)
Internal Methods (Promotions and Transfers, Job Posting, Employee referrals).

RECRUITMENT NEEDS ARE OF THREE TYPES:-
PLANNED
i.e. 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.



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RECRUITMENT PROCESS
Recruitment process can be done through five stages which are
planning,strategy development, searching,screening,evalution and control. The
ideal programme is the one that attracts a relatively large number of qualified
applicants who will survive the screening process and accept position with the
organisation .
RECRUITMENT PLANNING

STRATEGY DEVELOPMENT

SEARCHING

SCREENING

EVALUATION & CONTROL


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COMPANY PROFILE



Under the Indian Companies Act, 1913, Indian Rare Earths Limited was
incorporated in 1950 as a private company as a joint venture with the then
Government of Travancore, Cochin. In 1963, IREL became a full-fledged Govt.
undertaking under DAE. In 1952, production commenced at RED, which was
dedicated to the nation by Sri Jawharlal Nehru. OSCOM was set up during
1972, construction had been started in 1975 and mining had been started in
1984.
Main objective of IREL is to emerge as a leading player in the area of
mining and separation of beach sand deposits to produce minerals as well as
process value added products. It has mineral processing plants at Orissa,
Tamilnadu & Kerala, Rare Earths division at Alwaye, Kerala and Research
center at Kollam, Kerala. Its registered and corporate offices are in Mumbai,
Maharastra.


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OBJECTIVE OF STUDY

The objective of the study is :

1.To ensure the quality of companys recruitment and selection process..

2.To identify companys sources of recruitment.

3.To take feedback from employees on existing system.




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RESEARCH METHODOLOGY
To conduct any research a scientific method must be followed .The universe of
study is very large in which it is difficult to collect information from all the
employees.so the sampling method has been followed ,the analysis is based on
primary as well as secondary data.

1:-PRIMARY SOURCES:-
Primary data was collected using an appropriate questionnaire and observing it

2:-SECONDARY SOURCES:-
The secondary data was collected from internet,magazines,journals.

SAMPLE SIZE
The sample size taken is 30.


DATA ANALYSIS AND INTERPRETATION
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Q.1 Recruitment of employee is done through Internal and External recruitment?
YES (87%)
NO (13%)












INTERPRETATION

Most of the employees are recruited by external and internal policy.





























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Q.2 Are you satisfied with IREs existing recruitment policy?
YES (73%)
NO (27%)












INTERPRETATION

Most of the employee are satisfied with companys recruitment policy.





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Q.3. Does your organization hire the candidates through campus recruitment?
YES (10%)
NO(90%)












INTERPRETATION

It reveals that candidates in IRE are not recruited through campus recruitment.





















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Q.4 Do you think that work experience should be a major criteria for selection?
Agree (70%)
Strongly agree (30%)












INTERPRETATION

The above chart reveals that 70% of employees consider work experience as a vital factor.








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Q.5. Is the advertisement highly effective for the organization?

YES (87%)
NO (13%)













INTERPRETATION

The above chart reveals that advertisement is a helping tool in recruiting capable candidates.




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Q.6 Is the recruitment process free from biasness?

. YES (97%)
NO(3%)















INTERPRETATION

The above chart reveals that employees agree that recruitment process is free from biasness.


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Q 7 Does the organization recruit and select the candidates through employment
exchange?
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YES (50%)
NO(50%)












INTERPRETATION

Half of the employees agree to it and half of them dont agree to it.





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Q8. Does the selection process of the organization entertain the candidates location
preference?
YES (57%)
NO(43%)












INTERPRETATION

most of the employees believe that location preference is important for selection.





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CONCLUSION

Recruitment and Selection process at IREL is systematic and very effective.

The majority of employees fall under age group 35 years and above who enjoy
more experience with regard to responsibility.

The rate of return made is not measured properly.

The HR executives should be exposed to lot of management programs.


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RECOMMENDATION

The organisation should follow the campus recruitment.
More scope should be given to the young employees.
IREL should not follow son of the soil process.



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