STUDY OF RECRUITMENT PROCESS IN PUBLIC

SECTOR WITH REFERENCE TO CCL

A Project
Submitted in partial fulfillment of the requirement
For the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

By

SHALVI
(MBA/45008/13)

DEPARTMENT OF MANAGEMENT
BIRLA INSTITUTE OF TECHNOLOGY
MESRA- 835215, RANCHI (2013-2015)

CERTIFICATE OF APPROVAL

The foregoing thesis entitled Study of recruitment process in public

sector in reference to CCL, is hereby approved as a creditable study
of research topic and has been presented in satisfactory manner to
warrant its acceptance as prerequisite to the degree for which it has
been submitted.
It is understood that by this approval, the undersigned do not
necessarily endorse any conclusion drawn or opinion expressed
therein, but approve the thesis for the purpose for which it is
submitted.

ACKNOWLEDGEMENT

I have taken efforts in this Project. However, it would not have been
possible without the kind support and help of many functionaries of
central coalfield limited, Ranchi. I would like to extend my sincere
thanks to all of them who are involved in the entire process.
I am highly indebted to Mr. P.K Singh, Senior Manager (PersRecruitment), Mrs. Renuka Prasad- HRD cell for their guidance and
constant supervision as well as for providing necessary information
regarding the project and also for their support in completing the
project.
I would like to express my gratitude towards my parents & faculty
members for their kind co-operation and encouragement which help
me in completion of this project.
My sincere thanks and appreciation also go to my colleagues in
developing the project and people who have willingly helped me out
with their abilities.

TABLE OF CONTENT

CHAPTER

PARTICULAR

NO.

NO.

1.

INTRODUCTION
Recruitment
Sources of recruitment
Methods of recruitment

2.

COMPANY PROFILE
CCL
Company profile
Vision
Mission
Objective
Role
Organizational structure
CCL command areas

3.

4.

PAGE

OBJECTIVE OF STUDY

RECRUITMENT PROCESS IN PUBLIC

SECTORS
Study of recruitment with reference of CCL

5.

RRSEARCH METHODOLOGY

6.

DATA ANALYSIS AND INTERPRETATION

CONCLUSION AND RECOMENDATION
REFERENCE

QUESTIONNAIRE

CHAPTER 1:
INTRODUCTION

RECRUITMENT

Recruitment is the continuous process whereby the firm attempts to develop pool
of qualified applicants for the future human resource needs even though specific
vacancies do not exists. Usually, the recruitment process starts when a manager
initiates an employee requisition for a specific vacancy or an anticipated vacancy.
It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employee effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an effective
working force.
Recruitment of candidate is the function preceding the selection, which helps
create a pool of prospective employees of the organization so that the
management can select the right candidate for right job from this pool. The main
objective of recruitment process is to expedite the selection process.
Recruitment is almost central to any management process and failure in
recruitment can create difficulties for any company including an adverse effect on
its profitability and inappropriate levels of staffing or skills. In adequate
recruitment can lead towards labor shortages, or problems in management
decision making and the recruitment process could itself be improved by
following management theories.

SOURCES OF RECRUITMENT

Sources of
Recruitment

External
Source

Internal
Source

The sources of recruitment may be broadly divided into two categories: internal
sources and external sources. Both have their own merits and demerits.
Internal Sources: Persons who are already working in an organization constitute
the internal sources.
External Sources: External sources lie outside an organization.

METHOD OF RECRUITMENT

Internal recruitment:
Promotions and Transfers: Transfer is the permanent lateral movement of an
employee from one position to another position in the same or another job class
assigned to usually same salary range. Promotion, on the other hand is the
permanent movement of a staff member from a position in one job class to a
position in another job class of increased responsibility or complexity of duties
and in a higher salary range.
Job Posting: Job posting is an arrangement in which a firm internally posts a list
of open positions (with their descriptions and requirements) so that the existing
employees who wish to move to different functional areas may apply. It is also
known as Job bidding.

EXTERNAL RECRUITMENT

DIRECT EXTERNAL RECRUITMENT METHOD

Campus Recruitment: In Campus Recruitment, Companies / Corporate visit
some of the most important Technical and Professional Institutes in an attempt to
hire young intelligent and smart students at source.

Indirect External Recruitment Methods

Advertisements: Advertisements are the most common form of external
recruitment. They can be found in many places (local and national newspapers,
notice boards, recruitment fairs) and should include some important information
relating to the job (job title, pay package, location, job description, how to applyeither by CV or application form, etc). Where a business chooses to advertise will
depend on the cost of advertising.
E-Recruiting: There are many methods used for e- recruitment, some of the
important methods are as follows:
a. Job boards: These are the places where the employers post jobs
and search for candidates. One of the disadvantages is, it is
generic in nature.
b. Employer web sites (used by CCL): These sites can be of the
company owned sites, or a site developed by various employers.
c. Professional websites: These are for specific professions, skills
and not general in nature

CHAPTER 2:
COMPANY PROFILE

CENTRAL COALFIELD LMITED

RANCHI JHARKHAND

INTRODUCTION OF CCL
Central Coalfields Limited (CCL) is a subsidiary of Coal India Limited (CIL), an
undertaking of the Government of India. CCL manages the nationalized coal
mines of the Coal Mines Authority, Central division. They earned their Mini Ratna
status in 2007. ITs registered and corporate office is at Darbhanga
House Ranchi, Jharkhand.
CCL has been on the coal map of the country as a public sector on October
1956, under different names. In the beginning it was known as National coal
Development Corporation, then Central Division of coal mines Authority, and
finally under its present nomenclature at Ranchi, Jharkhand.
It is one of the subsidiaries of Coal India Limited registered under the companys
Act 1956 in the year 1975. The company presently known as CCL has a history
of more than three decades. Pursuant to the Industrial Policy Resolution of 1956,
a company was formed by the name of M/S Hindustan Collieries Private Limited,
on 5 September 1956. The name was to National Coal Development
Corporation. The NDC was formed on 1 October 1956 with 11 state railway
collieries in Orissa and Madhya Pradesh.
Like other industries and organization the affair of CCL too is not settled by its
owner (Govt. of India). Rather the professional team of management called
Board of directors (BOD) is appointed by the Government of India to manage the
affairs of CCL.
It consists of chairman cum managing director, four functional Directors in
charge of operation, personal, finance and project and planning. Besides part
time directors as may be appointed by the government from time to time. At
present CCL have 67 collieries and 7 washeries under revenue production. Some
of the state collieries are very old at least one of which that in giridih has crossed
century in the year 1961. It also has seven coal washeries, a coal oven plant,
besides workshop and handling plants spread over in hazaribag, palamu, ranchi,
bokaro, giridih and chatra district. The command areas of CCL companies 10

coalfield namely giridih, east borako, west borako, ramgarh-kaitha, south

karanpur,north karanpur, Aurangabad, hutar, daltongang. Chairman cum
managing director is full time executive of the company. The collieries and
washeries have been grouped into15 area each headed by chief general
manager/ general manager. The coal projects are by project officer.
CCL is having 940 crore issue capital. Its main function is production and sale of
coal. Approx 90% of the total coal is sold on credit basis mainly to the public
units, such as PSEB,HSEB,DVC, NTPC, JSEB, UPRVUNL, TVNL, SAIL etc. and
remaining 10% on cash basis mainly to the private sector units.
CCL has paid a major role in socio- economic growth of Jharkhand region. In 47
years of its existence it has virtually brought out development in many backward
areas through its mining activities, employment opportunities and reaching basic
infrastructure several remote and inaccessible areas. CCL also strives to help in
establishing Coal based industries in this region and also to reach coal as
domestic fuel to homes with an objective of improving forest cover.

COMPANY PROFILE
Presently CCL has:
Number of mines

58 operative mines
(21 underground and 37 opencast mines)

Washeries

7 washeries
4 coaking coal washeries(kithara, rajrappa,
kedia & sawang) throughput capacity of
9.35 MTPA
3 Non-coking coal washeries ( Piparwar,
kargali &gidi) thoughput capacity of 11.72
MTPA

Reapair/workshop

1 central Workshop (ISO 9001) at

barkakana
5 Regional Repair/worshops (3w/s are ISO
9001) at jarandih, tapin north, dakra, giridih
& Bhurkunda

Operating coalfields

6 coalfields (east bokaro, west bokaro,

north karanpura, south karanpura, ramgarh

& giridih)

VISION
Committed to create eco friendly minning

The mission of CCL is to produce and market the planned quantity of coal
and coal products effectively and economically with the regard to safety,
conservation and quality.
The main thrust of CCL in the present context is to orient its operations
towards market requirements maintaining at the same time financial
viability to meet the resource needs.

MISSION
To become a world class, innovative, competitive, & profitable coal minning
operation to achieve customer satisfaction as top priority.

To emerge from the position of domestic leader to leading global players in

the energy sector by adopting best practices from mines to market with
due care to environmental and social sustenance.

MAIN OBJECTIVE OF CCL

Coal mining through effectively operated mines.

Besides fulfilling coal needs of the customer in terms of quantity, focus on
quality, value addition and beneficiation to the satisfaction of the customer.
Marketing of coal as a main product.
To optimize generation of internal resources by improving productivity,
preventing wastage and to mobilize adequate external resources for
meeting investment needs.
To maintain high standard of safety for accident free coal mining through
safe mining practices and continuous safety audit and risk assessment.
To conserve environment through of committed plan for reclamation and
plantation.

To introduce mass production technology like continuous miners etc. for

enhancing underground production of quality coal.
To operate mega opencast projects using capacity equipment with higher
availability and utilization.
Exploration and prospecting.
Policy formulation and advisory function.
Secured through long term maintenance and repair contract (MARC).
To beneficiate coal on a substantially larger scale by adding new
capacities and supplying quality coal as per customers choice.
To provide adequate number of skilled manpower to run the operations
and impact technical and managerial training for upgradation of skill.
To create an enabling environment for full realization of employees
potential through mindset change, customized HRD programmes and
synergic trams.

ORGANISATIONAL STRUCTURE
Sri Gopal Singh
C.M.D

Sri CVN Gangaram

Sri DB Rawatkar

Sri PG Mnadal

Dr. BMK Sinha

Company Secretary

CGM/TS to CMD

HOD (Finance/IAD

Smadhan cell

Sri R R Mishra

Sri D K Ghosh

Director (Personal)

Director (finance)

R S Mahapatro, G.M (P&IR) Rectt

Sri R.B Prasad GM (SD/CSR)
Sri S.G Jha, GM (HRD)
Sri Banjamin Paul, GM (S & M)
Sri B. Trivedi , GM (Adm)

Smt. Vismita
Tej

Sri TK Sen GM
(Finance)- A
Sri P.B.B.
Prasad, GM
(System)

Sri A.K Chaudhary, DGM (TA)

Dr. AK Dhar, HOD (S&M)

Director (Operation)

Sri J.L. Singh, GM (Operation/Coordinator)

Sri P.K Guin, CGM (P &P)
Sri B.B Sood, GM (S&R)
Sri Mainak Dutta, CGM (Coordinator)
Sri A.K. Singh, GM (E&M)

Dr. V.K Sharma, CMS (CCL)

Sri VB Upadhyaya , DGM (Pension
cell)

Sri T K Nag

Sri
G.C.Agarwal,
GM (Vigilance)

Sri Malay Kumar,GM (Excavation)

Sri G.K. singh , GM (MM)
Sri kameshwar Sahi, GM (CCMC)
Sri.P. Neogi , GM(WS)

Sri PK Parida, HOD (Legal)

Sri Rajiv Gupta, GM (QM)

Sri P.P Prabhakar,HOD (Press)

Sri V.K. Sofat , GM (Civil)

Smt. Rekha singh, HOD(EE)

Sri.P.S.L. Das, GM (E&T)

Sri Deepak kumar Mgr (PRO)

Sri.B.D Yadav, CGM (GS)

Sri Shailendra Singh HOD (Security)

Sri Alok Kumar,DGM (E&F)

Sri SN Singh GM (L&R)

Sri R. Chakraborty, DGM (S&IC)

Sri Ramanuj Prasad
Sri A.P. Xalxo, HOD, (ISO,Cell)

CCL COMMAND AREAS

State of Jharkhand vis--vis CCL

commands Areas

Total area of Jharkhand State

79,714Sq. km

Total area of coalfields under command

Area of CCL (12 coalfields)

2,336 Sq. km

Area of CCL mining lease/acquired

under Different Acts

653 Sq. km

Percentage of area of State

0.8%

Land under mining projects where

mining operation is going on/
may start in XI & XII Plan period

500 Sq. km

Percentage of area where mining

activities is going on in comparison to
total area of State

0.6%

Total population of Jharkhand State

2,69,00,000 approx. (Census 2001)

Total population in the CCL Areas who

are affected directly
or indirectly due to mining and related
activities
(Average density of population
365/sq.km x 500 sq.km

1,82,500

Percentage of population affected

0.7%

Forest Land of Jharkhand vis--vis Forest Land of CCL mines

Total forest covered area in Jharkhand (based

on
Average 30% forest cover of its total area)

23,914 Sq. km (approx.)

Total forest land within command area of CCL

200 Sq. km (approx)

Forest land transferred to CCL for mining and

other activities

58.44 Sq. km
(5843.84 Ha)

Percentage of total forest land of the State

0.24%

Money deposited to Govt. as NPV etc

Rs.438.36 Crores

Plantation by CCL

6 million trees in 4125 ha

CCL has taken 5843 ha of forest land for mining and other activities and has
made plantation over 4125 ha, apart from making payment for NPV and
compensatory afforestation.

PROJECTS OF CCL
Mega projects

The main strength of CCL, so far as coal production is concerned, is its large
opencast mines with mechanized coal production, mostly through shovel-dumper
combination. Some of the large opencast mines (producing more than 2 MTY)
are,
1.
2.
3.
4.
5.
6.

Piparwar OCP
Ashok OCP
KDH OCP
Amlo OCP
Kalyani OCP
Tarmi OCP

Piparwar OCP was commissioned with Australian collaboration in early 90s

and is equipped with a unique in-pit coal crushing and conveying system
the only unit of its kind engaged in the coal production in India. Ashok OCP
produces coal by adopting surface miner technology. The technological
growth has been phenomenal considering the fact that a number of OC
mines used to be worked with manual labour in the past.

Future projects
CCL has a definite plan of growth. It has envisaged commissioning of a
number of green field and expansion projects, both opencast and
underground, during XI Plan with state-of-the-art technologies. The process
of land acquisition and obtaining various approvals/clearances has started in
mines, e.g.:
Sl. No.
1.
2.
3.
4.
5.
6.
7.

Name of Project
Magadh OCP
Amrapali OCP
Karo OCP
Konar OCP
North Urimari OCP
Churi Benti UGP
Parej East UGP

Peak Capacity (MTY

20.0
12.0
3.50
3.50
3.00
0.81
0.51

CHAPTER 3:
OBJECTIVE OF THE STUDY

1. To study recruitment process in the CCL:

In CCL internal and external recruitment is done though mainly internal

recruitment is done as compared to external recruitment. External
recruitment is done on the basis of written test and HR interview.
2. To study effectiveness of recruitment process:
In CCL recruitment process is not much effective because mainly
compensatory recruitment is done. Chances to freshers are only given
when existing employees get retired.
3. To study various sources of recruitment followed in CCL:
The sources used by CCL for recruitment are advertisement, official
website of CCL, official website.

CHAPTER 4:
RECRUITMENT PROCESS IN CCL

STUDY OF RECRUITMENT WITH REFERENCE TO CENTRAL

COALFIELD LIMITED (CCL)
In CCL recruitment is done in 2 grade i.e,

C grade and
B grade

Mainly C grade recruitment is done rather than that of B grade recruitment.

Types of recruitment done in CCL are:

Statutory : mines surveyor, junior overman, dept. surveyor

Para medical: staff nurse, pathology pharmacist, lab tech.
Non statutory: accountant (grade B post), overseer etc.

Recruitment done in past

Junior overman
Staff nurse
Accountant (grade B post)
Dept. surveyor

Future recruitment to be done in CCL

Mines sirdar
Lab. Tech
Pathology Pharmacist
Overseer civil

Process of recruitment in ccl

In CCL recruitment is of two types:
1. Internal recruitment
2. External recruitment
Internal recruitment:
Internal recruitment is done in following ways:
1.
2.
3.
4.

Through compassionate.
Through land looser
On medical grounds.
Through internal examination for non-executives.

External Recruitment:
The external recruitment is done through written test and interviews
Before dealing in internal recruitment and external recruitment we should get
have information about NATIONAL COAL WAGE AGREEMENT-IX
PROVISION OF EMPLOYMENT OF MONTHLY MONETARY COMPENSATION
TO DEPENDENT UNDER PARA9.3.0,9.4.0,9.5.0 OF NCWA
The clauses of 9.3.0, 9.4.0 and 9.5.0 of NCWA-VI will be operative in
NCWA IX TILL a revised scheme is jointly prepared keeping in view
the various verdict of honble supreme court at the earliest .
A sub-committee of JBCCI will formulate a scheme keeping in view
various directives of Supreme Court on the subject within three months
of signing of the agreement.
Meanwhile provision of employment as mentioned at 1.above, shall be
on basic wage of CAT-1 as trainee for period of6 months. During the
training period they will have the status of permanent employee. On
completion of training they shall be regularized asCAT-1 employee.
However, those dependents in possession of technical qualification in
BE /DIPLOMA will be considered for appointment in higher category,
keeping in view their qualification, suitability and vacancy.
The monthly monetary compensation payable to the female dependent
in case of death either in mine accident or for other reasons or medical
unfitness of the employee shall be @Rs. 6000 /- with effect from
1.5.2008.
In case of death either in mine accident or due to other reasons or
medical unfitness has been offered and the male dependent of the
concerned worker of is 12 years and above in age, he will be kept on
live roster and would be provided employment commensurate with his
skill and qualifications when he attains the age of 18 years. During the
male dependent is on live roster, female dependent will be paid
monetary compensation is given in (IV) above.

EXTERNAL RECRUITMENT:

The external recruitment is done through written test and interviews which is
conducted in following steps:
Preparing man power budget: In this step total no. of man power
needed by various departments is found out and the committee is
formed to prepare the man power budget according to the required no.
of human resource. And approval is taken from CCL board regarding
this man power budget. There is a licining officer who calculates the
no. of seats to different categories on the basis of cast etc. according to
the constitutional and legal provinces.
Application invite: In this step application is invited from the
candidates who are eligible for the required post and a committee is
formed to check whether the applicants are eligible or not.
Written test: In this step the committee is formed in front of whom the
OMR is opened and the written examination of the eligible candidates
are taken.
Interview: In this step the committee is formed of HR, technical,
licining officer etc who takes the interview of the candidates who have
qualified the written examination.

INTERNAL RECRUITMENT:
It is done throughCOMPASSIONATE GROUND- as PER JBCCI is mentioned in clause 9.3 in
NCWA. According to this clause if the employees of CCL or any of
subsidiaries of CIL are died during the service period then the dependent of
employees are given job. For this CCL or any subsidiaries has to follow
special record that the dependent name, age are matched from the service
record. IN service record family details of employees are given.
Executives Dependents are given MR 1 to senior OS Grade A1.
Non executives
Dependents are given TR 1 to OS grade A1.
MEDICAL GROUNDS- As per JBCCI it is mentioned in clause 9.4 in NCWA.

According to this clause if the employees of CCL or any of subsidiaries of CIL

are suffering from partial diseases as mentioned in agreement the
employment the dependent of suffered employees are given jobs. For this
CCL or any subsidiaries has to follow some guide and norms. A proper
verification will by medical board and the medical board will decide that the
job will be given or not.

INTERNAL EXAMINATION OF NON- EXCECUTIVEIn CCL or in other subsidiaries there is an internal examination for executive
for executive post. In internal examination the Non executives employees fill
the application forms and appear for written test they have to face interview.
For this exam special qualification is needed.
For technical post minimum graduation degree with diploma in the required
fields is needed or candidate should be B.tech, for HR & personnel
department minimum graduation degree with diploma in HRM or MSW or the
candidate should have MBA degree.
LAND LOSERS- It is mentioned in clause 9.2 As per R&R policy the job is
given to family member In return from land obtained in return from land
obtained.

EXTERNAL RECRUITMENT:
It is done through written test and interviewsThis process of external recruitment is both for executive and non-executives
post.
For executive post is done by CIL. For executives grades are E1 to E9.
FOR NON EXCECUTIVE POSTIn case of statutory manpower external recruitment is done by CCL or any
subsidiaries of CIL. Statutory post permission is taken by CCL board.
In case of non statutory manpower CCL or any subsidiaries of CIL has to take
permission from CIL FOR EXTERNAL RECRUITMENT.
For External recruitment through written test and interviews open
advertisement is made by company in newspaper, internet and employment

exchange. The candidate fills the application forms and then hard copies of
asked documents like qualification degrees ,work experience certificate and
caste certificate in case of ST,SC with latest format is sent by the candidate to
CCL. If in advertisement demand draft of certain amount of money is asked
then it is also sent to CCL by the candidate. If the candidate is working in
government sector, in semi government sector or in PSUS he has to send his
release order or no objection certificate to CCL.
After the receiving of the hardcopies the CCL, sends Admit card to the
candidates for appering in written test on a particular centre mentioned on the
Admit card. After qualifying the written test the candidates are called for
MEDICAL CHECKUP. After his or her Medical checkup he or she gets his
posting letter or appointment letter.
The seats for the post depend on the vacancies of the post. If there are10
vacancies then only 10 candidates will be selected. From the total available
vacancies first of all the company tries to fill the vacancies from internal
manpower and if no suitable candidates are available in the company then
they
advertise
the
vacancies
in
their
own
subsidiaries(i.e.
BCCL,ECL,NCL,WCLetc).From the total seat of external recruitment 50%
seats are reserved for STS, SCS& OBCS are not filled then it is considered
as BACKLOG .In case of BACKLOG if there is seat available for
SCS,STS&OBCS and if it is not filled this year then it is added to next year
vacancies and the number of seats get increased for SCs, STs and OBCs.

CHAPTER 5:
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research is a way of solving research problem. It may be understood as a
science of studying how research is done scientifically. In it various steps are
adopted in studying the problem along with logic behind them.
DATA COLLECTION:
Primary Data: Primary data are those data, which are collected a fresh and for
the first time and thus happen to be original in character. There are various
methods by which data can be collected. The important ones are:1. Observation method
2. Interview method
3. Questionnaire method
In this project the questionnaire method has been adopted
Secondary Data:
The trainees used secondary data that were taken from companys web site,
companys in-house magazine, library and various internal reports published by
CCL.
RESEARCH DESIGN
Descriptive Research has been used, which involves surveys and fact findings.
The major purpose of descriptive research is the description of the state of
affairs, as it exists at present. The main characteristics of this method are that the
researcher as no control over the variable, he can only report what has
happened or what is happening.
SIZE: The sampling size for the study was 40 executives of HR department.
SAMPLING METHOD: The sampling technique adopted for the study is Stratified
Random sampling.

CHAPTER 6:
DATA ANALYSIS AND
INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

The purpose of every research is to conduct a survey in order to validate the
assumptions of the study on the basis of the data collected. A respondent survey
is conducted in the form of structured questionnaire, which becomes the data for
the study. This data is in raw form unless it is analyzed and interpreted to present
the main findings. This chapter deals with statistical analysis and interpretation of
the data collected through research with the aid of structured questionnaire.
Analysis refers to studying the data collected in terms of statistical numbers and
interpretation refers to understanding the implication of the statistical finding. The
Researcher had collected data from the employees of CCL to study their
recruitment and selection process. The results are represented with Tables and
charts.

1. Since how many years have you been working with this organization:
25

21

20
15
10

0 -5

5--10

5
0
10--15

more than 15

Out of the respondent so interviewed indicates 21 employees are working from more than 15
years

2. Does the organization clearly define the position objectives,

requirements and candidate specifications in the recruitment process?
35

32

30
25
20
15
8

10
5
0
yes

no

This analysis indicates that most of respondent i.,e 32 responded for yes and 8 responded for no.

3. Which of the following methods does your company use for sourcing?
40
35
30
25
20
15
10
5
0

34
25

22

21
14

This analysis indicates that major respondent respond for all India competitive exam and least
respond for website.

4.

Do you think the direct recruitment and selection practice is quite long
process?

30
26
25
20
14

15
10
5
0
No

yes

This analysis indicates that most of the respondent i.e 26 responded for no, and 14 responded for
yes.

5. Has the government interference in deciding the quotas for

SC/OBC/PH/EXSM affected the manpower planning?

35

32

30
25
20
15
8

10
5
0
yes

no

This analysis indicates that most of the respondent i.e 98 responded for yes, and 22 responded for
no.

6. Which recruitment is mainly done in the organization?

30

25

25
20

15

15
10
5
0
internal

external

This analysis indicates that most of the respondent i.e 25 responded for internal recruitment, and
15 responded for external recruitment.

7. Which of the internal recruitment is mainly done in the organization?

16
14
12
10
8
6
4
2
0

14
11
7
5

This analysis indicates that most of the respondent i.e 14responded for compensation ground and
11 responded for medical clam.

8. Do you think that person recruited from external sources is more

desirable then the internal sources?

25

22

20

18

15
10
5
0
yes

no

This analysis indicates that most of the respondent i.e 22 responded for
no and 18 responded for yes.

9. Is manpower need fulfilled during the time?

30
25

24

20

16

15
10
5
0
yes

no

This analysis indicates that most of the respondent i.e 24 responded for yes
and 16 responded for yes.

10.The hiring process helps in identifying the competence both visible

(like Knowledge, Skill) and Hidden aspects (like behavioral, social role,
Self Image, Trait)
20
18
16
14
12
10
8
6
4
2
0

19

This analysis indicates that most of the respondent i.e 19 agreed and least i.e 4 completely agreed.

11.E-Recruitment (official websites) has become must to survive in the

competitive market.
30
25

25
20
15
10

5
0

This analysis indicates that most of the respondent i.e 25 agreed and least i.e
8 disagreed

CONCLUSION & RECOMENDATION

With the support of the executives from the Technical and the Administrative
Department and with the help of their feedback we have reached on a conclusion
that the recruitment process is not very efficient in this organization though total
transparency is maintained because the replacement does not require fresh
approval unless it is the place of termination.
In CCL mainly internal recruitment is done as compare to that of the external
recruitment. External Source should be given equal importance with internal
source. By which new brain will be inducted in the company with skills, talent ,
efficiency etc.
Recruitment process in CCL is not fully computerized as result data banks are
not properly maintained. Before recruitment cost benefit analysis is not done
properly. It causes manpower surplus which makes loss in industry.
LIMITATIONS OF THE STUDY

Limited time period was given for the completion of the project
Problem faced in data collection
Problem faced during questionnaire survey
Transportation problem

BIBLOGRAPHY

REFERENCE:
http://shodhganga.inflibnet.ac.in/bitstream/10603/5025/7/07_chapter
%203.pdf
http://online.vmou.ac.in/oldweb/studymaterial/BBA%2008.pdf
http://pearl.plymouth.ac.uk/pearl_jspui/bitstream/10026.1/818/4/Recruitme
nt%20and%20selection%20and%20human%20resource%20management
%20in%20the%20Taiwanese%20cultural%20context.pdf
http://www.ncie.in/quota.html
http://corehr.wordpress.com/recruitment/selection-method/
www.ccl.gov.in
www.coalindia.in
OTHER MEANS:

Company brochures regarding the recruitment and selection in PSUs

QUESTIONNAIRE

Optional:
Name:

Age:

Gender:

1. Since how many years have you been working with this organization?
0-5 year
5-10 year
10-15 year
More than 15 year

2. Does the organization clearly define the job specification and job description in the
recruitment process?
Yes
No
3. Which of the following methods does your company use for sourcing? Check all the
apply
1.
2.
3.
4.
5.
6.
7.
8.

Campus
Employee Referrals
Consultants
Open competition
Advertisement
Websites
All India competitive
examination
Compensation/ medical clams

4. Do you think the direct recruitment and selection practice is quite long process?

No
Yes

5. Has the government interference in deciding the quotas for SC/OBC/PH/EXSM affected
the manpower planning?
Yes
No
6. Which recruitment is mainly done in the organization?
Internal
External
7. Which of the internal recruitment is mainly done in the organization?
Transfer
Promotion
Compensation ground
Medical clams
8. Do you think that person recruited from external sources is more desirable then the
internal sources?
Yes
No
9. Is manpower need fulfilled during the time?
Yes
No

10.The hiring process helps in identifying the competence both visible

(like Knowledge, Skill) and Hidden aspects (like behavioral, social
role, Self Image, Trait)
Yes
No

11. E-Recruitment (like portals, social websites) has made the

recruitment process easier?
Yes
No