Professional Documents
Culture Documents
ON
RECRUITMENT & SELECTION POLICIES OF
NEHA GOYAL
BBM SEM VI ‘A’
ICG/2010/10657
ROLL NO. 100338
S.No. Contents Page No.
1 Acknowledgement 1
2 Preface 2
3 Introduction of the project 3
4 Company profile 4-11
Introduction to Company 4-7
History 8
Awards & Reorganization 9-11
Products & Services 11
5 Project Profile 12-24
Introduction to recruitment & selection 12-20
policies
Market Analysis of Company 21-23
SWOT Analysis 24
6 Review of literature 25-28
7 Research methodology 29-32
Objective of research 30
Scope of research 31
Hypothesis 32
8 Sampling Technique 33-34
9 Research Design & Instrument 35-36
10 Data Collection 37-39
11 Data analysis 40-56
12 Facts and findings 57-59
13 Recommendation 60
14 Conclusion 61
15 Limitation 62
16 Bibliography 63-64
17 Annexure 65-67
ACKNOWLEDGEMENT
Neha Goyal
PREFACE
Founded 2002
Website www.rinfra.com
- Energy
- Infrastructure
Energy
Our core competency in energy extends to generation, transmission,
distribution and trading. This comprehensive sphere of influence extends
our vision of a highly developed India within our realms. We distributed
more than 36 billion units of electricity to 30 million consumers and
generate 941 MW of electricity from our power stations. Our
transmission division is developing 5 transmission projects, with total
project outlay of Rs 6,640 crore (US$ 1.4 billion).
Infrastructure
RInfra has a significant presence in the construction of roads, metros,
airports and real estate. Infrastructure is decidedly the most visible and
important form of development in a nation. We signify this with our 11
road projects of 970 kms worth about Rs 12,000 crore (US$ 2.6 billion).
We are currently implementing 3 metro rail projects in Mumbai and
Delhi worth around Rs 16,000 crore (US$ 3.4 billion).In the real estate
space, we are in various stages of bidding/negotiation/planning with over
400 million sq. feet of mixed use built up potential.
Environmental Awards
2006 - Greentech Award for Environmental Excellence" for the year
2006.
2005 - Greentech Award for Environmental Excellence" for the year
2004-2005.
2001 - Indo-German Award for Environmental Excellence" by Greentech
Foundation.
2000 - Indo-German Award for Environmental Excellence" by Greentech
Foundation.
2000 - Federation of Indian Chambers of Commerce & Industry (FICCI)
Award.
2000 - Millennium Business Award for Environmental Achievement" by
United Nations (UN) and International Chamber of Commerce (ICC) at
BUDAPEST.
1999 - Environment Performance Award" by Council of Power Utilities
(CPU ) as a part of Thermal Centenary Celebration-1999.
1998 - The G-51 Millennium Award in the field of Mother Earth
protection.
1998 - Dr.R.J.Rathi Environmental Award.
1997 - International Greenland Society National Award.
Safety Awards
2006 - NSC- Maharastra Chapter - Safety Awards - 2005 for "Lowest
Accident frequency rate" during the year 2005.
2005 - NSC - Maharashtra Chapter - Safety Awards – 2004.
2004 - Four Stars" Ranking by British Safety Council, UK for
Occupational Health and Safety Management System.
2004 - National Safety Council-Maharashtra Chapter.
2004 - National Safety Award-2003" by Govt. of India.
2001 - Safety Award-2001- Yogyata Pramanpatra" by "National Safety
Council of India" for good performance in OSH for 1998 to 2000.
1999 - National Safety Council-Maharashtra Chapter" for longest
accident free period during 1999.
Products / Services
Products:
Electricity
Services:
Generation of power
Designing, engineering, erection, installation and maintenance of
power projects
Transmission of power
Distribution of power
Engineering, Procurement and Construction contracts
Infrastructure projects
PROJECT PROFILE
Recruitment RU
RECRUITMEN T PROCESS
1. Identification of a Vacancy
Its duty of every employee having grade of Deputy General Manager
and above to identify the Vacancy and inform the HR as soon as
possible. The reason for a vacancy may be:
Staffing changes: Resignation by an employee, termination from
his /her duty, person went for retirement, long/short leave Like in case of
illness, maternity leave, secondment, promotion of a person resulting
into vacancy of that particular post, coming of new projects which needs
more employee .Work Requirement Changes coming up of unexpected
wo rk like very short term preparation of bidding team which comes
into existent just before the floating of a project by government,
temporary additional workload like visiting of CEO, DO or Chairperson
Anil Ambani -for that preparation of reports, presentation are required
which make busy employee of various department.
2. Review the need for the position to fill the vacancy HR manager
will review the short and long term requirement from the position
and need to fill the vacancy for that HR manager will consider
Staffing Plan which indicates how much more employees are
required and where are the surplus and what work area, how
many people are handling .
S OURCES OF RECRUITEMN T
Internal Sources:
Persons who are already working in R infra constitute internal sources.
Also retrenched employees, retired employees, dependent of deceased
employees, children of existing employee constitute the internal
sources. Where any vacancy arises, someone from within R infra is
upgraded, transferred, promoted or even demoted.
Methodology adopted:
Internal communication through notice boards, e-mails and by
updating on the internal server blue ocean.
CAMPUS RECRUITMENT:
R infra hires fresher directly from IITs, NITs, Regional engineering
college like Punjab Engineering College, Delhi College of Engineering
etc. for the post of Assistant Manager. Also for higher managerial
posts, it goes to management institutes like IIML,
IIMI, XLRI, and NITIE.
Methodology
Certain parameters are being used for deciding upon which college to
go to. First one, it rely on the ranking given to various colleges by
different magazines, Second, depending upon location of project site
e.g. if the upcoming project is located in West Bengal, they will prefer
to hire from that state as it is the requirement of such kind of jobs.
Third, depending upon the location of corporate office that is in Noida.
Also they used one more parameter that is how much people
actually joined out of recruited from particular College. They
maintain a database for it and where this ratio is high become the top
priority college.
Electronic Recruiting
This is done through various job portals likenaukri.com, yuva job.com
etc. this is generally used to hire work experience people only and not
freshers .
Unsolicited Applicants/Walk in
This method is generally used to hire people on contract and usually for
the department like administrative. The company makes a data bank
and whenever a suitable vacancy arises, the company would intimate the
candidates to apply through a formal channel. Any walk-ins R infra
treat very courteously.
Company times saved for searching for candidates. Eligible candidates
themselves applied for it. One of the disadvantages is that the jobseekers
generally apply to number of organization and when they are actually
required by the organization they are either already employed or simply
not interested.
ALTERNATIV E TO RECRUITMEN T
Overtime
Temporary employees
OUTSOURCING
This is used in reliance infra a lot where in some specialized work is
outsourced to outside parties like to prepare a design for wind tunnel,
Outsourcing is done iit Kanpur etc.
RECRUITMENT POLICY STATEMENT
Selection
1. Resume filtering
2. Interview Process
3. Final Decision
4. Probation
5. R infra Employee
Interview Process
1. For fresher’s different methodology has been adopted as compare
to experienced one-
For freshers:
Final decision
On the basis of various interview rounds the human resource department
takes final decision that weather the candidates are qualified for probation
round or not.
Probation
A trial period during which your character and abilities are tested to see
whether you are suitable for work or for membership.
R infra Employee
If the trail period result came positive then the candidate became R infra
employee.
Market Analysis of Company
Futures 30-08-
2012
Option Strike GO
type price
Open 511.15
price
High price 515.00
Prev. 505.15
close
Average 506.90
price
Contracts 7931
traded
Turnover 2, 0101
(rs lakh)
Open 433,
interest 5500
Strengths
Large size of the group.
Experience of complete cycle of transmission lines – from erection
to maintenance.
Strong human resource development programmes.
Proactive approach towards implementation of new technologies
such as GIS.
Threats
Delays in project execution due to delays in obtaining statutory
clearances from various authorities such as MCGM, MMRDA, etc.
Shrinking ROWs, space constraints.
Delay in land acquisition and spiraling land prices.
Weakness
Non-availability of quality manpower given the projects’ size.
Dependency on central groups for some processes.
Opportunities
Large scale commercial and residential projects coming up leading
to increase in the demand.
Leveraging on organization’s skill-sets, capabilities and knowledge
database for external/ other utilities’ activities.
REVIEW OF LITERATURE
The aim of this report stands at the development of knowledge about the
issues of human resource management’s (human resource management),
past, present and future trends of recruitment and selection procedure in
reliance infra structure.
The concept which used in the project is drawn from the following
sources:-
Selecting the wrong candidate or rejecting the right candidate could turn
out to be costly mistakes for the organization. Selection is one area where
the interference of external factor is minimal. Hence, human resource
department can use its discretion in framing its selection policy and using
various selection methods for the best results. This case lets discuss the
importants of having an effective recruitment and selection policies. They
discuss the importants of good selection process that start with gathering
complete information about the applicant from his application form and
ends with inducting the candidates into the organizations.
Sample size:-
For the questionnaire I have taken the sample size of 60.
OBJECTIVES OF STUDY
Hence to update the skills require among the human resources of the
organization (to have proper liaison with the customers need to be trained
and kept him). Hence the significance of the study lies in the exploring
the avenues for the recruitment and updating the training package.
HYPOTHESIS
Hypothesis is a preposition condition or principle which is assumed
without belief in order to draw out its logical consequences and by
method to test its validity with facts which are known and determined
hypothesis basically is a statement of belief which is to be tested.
20 Employees and Candidates are not satisfied with the recruitment and
selection policies of the company.
Sampling Technique
This research has used convenience sampling technique .Convenience
sampling is used in exploratory research where the researchers interested
in getting an inexpensive approximation of the truth. As the name
implies, the sample is selected because they are convenient.
Research design is the overall description of all the steps though which
the project has preceded from the setting of objectives to the writing of
the project report. The success of the project depends upon the soundness
of the research design, which includes problem definition, specific
method of data collection and analysis and time required for the project.
Research design is considered as a "blueprint" for research, dealing with
at least four problems: which questions to study, which data are relevant,
what data to collect, and how to analyze the results. The best design
depends on the research question as well as the orientation of the
researcher. Every design has its positive and negative sides. In sociology,
there are three basic designs, which are considered to generate reliable
data; these are cross-sectional, longitudinal, and cross-sequential.
Research design can be divided into fixed and flexible research designs
(Robson, 1993). Others have referred to this distinction as ‘quantitative
research designs’ and ‘qualitative research designs,’ respectively.
However, fixed designs need not be quantitative, and flexible design need
not be qualitative. In fixed designs, the design of the study is fixed before
the main stage of data collection takes place. Fixed designs are normally
theory driven; otherwise it’s impossible to know in advance which
variables need to be controlled and measured. Often, these variables are
measured quantitatively. Flexible designs allow for more freedom during
the data collection process. One reason for using a flexible research
design can be that the variable of interest is not quantitatively measurable,
such as culture. In other cases, theory might not be available before one
starts the research.
EXPLORATORY RESEARCH DESIGN
The exploratory studies are carried out to explore a subject. The main
objective is to help in defining a research problem and generate a set of
research questions which could be work upon at a later stage. Therefore
the research design must be flexible enough to permit the consideration of
Interview Method
Is also known as visa-a-visa method, it is a method in which the
interviewer and interviewee interact face to face.
Under this method the research is conducted by asking question to
the interviewee and his answer is noted and after the collection of
the required information the whole data is analysed for research
purpose.
There are different types of interview:
1. Direct Interview: Is the one where there is face to face
interaction.
2. Indirect Interview: is the one where there the interview is
accomplished through the telephone calls.
Schedules
Is a method under which the consumer does not have the choice to
express his real feedback or thought about the subject matter.
It is due to the absence of choice, because there is a list of options
to be ticked out or marked according to their perception.
Questionnaire
This method of data collection is quite popular, particularly in case
of big enquiries. In this method a questionnaire is sent to the person
concern with a request to answer the question and return the
questionnaire.
In survey approach we had selected a questionnaire method for taking an
employees view because it is feasible from the point of view of my
subject & survey purpose. I conducted 60 sample of survey in our project
to judge the satisfaction level of employees towards the recruitment and
selection policies of the company.
2. SECONDARY SOURCE:-
It was collected from internal sources. The secondary data was collected
on the basis of organizational file, official records, news papers,
magazines, management books, preserved information in the company’s
database and website of the company.
DATA ANALYSIS
1. Identify the source from where you came to know about the job?
32 24 0 4
35
NO. OF RESPONDANT
30
INTERNAL
25 RESOURCES
20
ADVERTISEMENT
15
CONSULTANT
10
5 OTHERS
0
SOURCES
INTERPRETATION
From the chart above we find that 32 of the employees came to know
about the job through internal resources, 24 of the employees through
advertisements, 4 from others and 0 came to know from consultant.
It is evident that internal Reference and Advertisement were the
prevailing sources of Recruitment in reliance infrastructure.
2. Were you satisfied with recruitment process by which you are
selected?
. 54 6
60
50
no. of respondant
40
30 satisfied
unsatisfied
20
10
0
satisfaction level
INTERPRETATION
54 employees were satisfied with the recruitment process and 6 were not
satisfied. It is evident that majority of the employees were satisfied with
Recruitment process of reliance infrastructure.
3. You ever met with your interviewer before your interview?
10 50
60
50
no. of respondant
40
30 familier
unfamilier
20
10
0
met with interviewer
INTERPRETATION
50 employees fell that they had not met ever with their interviewer and 10
employees met with their interviewer.
60
50
no. of respondant
40
30 comfertable
20
uncomfertable
10
0
comfertable with interviewer
INTERPRETATION
5. Do you feel that your colleagues have been undergone similar process?
Recruitment process Same process Different process
50 10
60
50
no. of respondant
40
30 same process
20
different process
10
0
recruitment process
INTERPRETATION
50 employees fell that their colleagues have been selected by the same
process.10 employees fell that their colleagues have not been selected by
the same process. It is evident that their colleagues have been selected by
the same process. It is evident that Recruitment Policy of the organization
is quite visible and process is followed impartially.
60
50
no. of respondant
40
30 yes
20
no
10
0
like to talk about organisation
INTERPRETATION
In order to assess organization commitment in employees, 50 employees
gave favorable response. 10 employees gave unfavorable response. It is
evident that organization commitment is very high in employees, which
show that Recruitment & selection process is quite effective in reliance
infrastructure.
7. Would you like to refer your relatives/friends for the job in this
organization?
45
40
35
no. of respondant
30
25 like
20 don't like
15
no response
10
5
0
like to refer friends
INTERPRETATION
42 employees gave positive response, where 16 don’t like and 2 did not
give any response. So it is evident that most of the employees are
committed enough to put their relatives and friends in this organization. It
also shows that they find career growth in this organization and place to
work for reliance infra structure is effective enough to hire right person
at right place at right time.
6 8 16 8 10 12
18
Routine in nature
16
14
no. of respondant
Demand creative
12 thinking
10 Demand new ideas
8
Finding methods
6
4 Challenging in nature
2
0 Participation in
job nature decision making
INTERPRETATION
6 employees like routine work in nature, 8 creative thinking, 16 demand
new ideas,8 finding methods, 10 challenging work and 12 like to
participate in decision making .So it is evident that different persons are
having different experience and interest areas. It is one of the important
dimensions of Recruitment and Selection effectiveness because when
employees find their job interesting they do enjoy the work and again
they are quite effective in performing their role.
8b. your job meet you’re above stated interest?
60
50
no. of respondant
40
30 yes
no
20
10
0
intersting job
INTERPRETATION
48 employees said that their job met with their interest.12 employees said
that their job not met with their interest.
9. Have you been assigned the job was explained to you at the time of
selection?
56 4
60
50
no. of respondant
40
30 yes
20
no
10
0
job explanation
INTERPRETATION
56 employees said that the job was explained them at the time of
selection and 4 employees said that the job was not explained them at the
time of selection.
10. Were you comfortable with your job?
60
50
no. of respondant
40
30 comfertable
20
uncomfertable
10
0
comfertable with job
INTERPRETATION
30
25
no. of respondant
20
0-3 years
15 3-6 years
10
6-10 years
till retirement
5
0
work in organization
INTERPRETATION
12 employees will like to continue with the organization for 0-3 years, 14
for 3-6, 26 for 6-10 and 8 for till retirement.
So it is evident that on an average that less no. of employees want to
continue for a long time with the organization, so some effective strategy
should be implemented.
12. What could be the only one reason of your leaving the job?
45
40
35 With an increase in
no. of respondant
30
pay
25
With more freedom
in use of authority
20
With an increase in
15
designation
10
To work with friendly
5 and helping people
0
reason for leaving job
INTERPRETATION
12 people said the only one reason for leaving the job is an increase in
pay, 42 said more freedom in use of authority, and 6 said increase in
designation.
13. Your organization is considered as:
60
50
no. of respondant
People oriented
40
30 Task oriented
20
Combination of
10 both
0
consideration
INTERPRETATION
2 employees said organization is considered as people oriented, 2 said
task oriented and 56 said it was a combination of both.
So this is strongly evident that organization is purely considered as
people and task oriented both.
14. Did you ever get advice from your senior or your colleagues to
improve your performance?
60
50
no. of respondant
40
30 yes
20
no
10
0
performance improvement
INTERPRETATION
On job nature Quality of work life dimensions question was asked
whether they ever got advice from their colleagues and supervisor for the
improvement in performance 56 employees gave favorable response. 4
employees gave unfavorable response. That shows that organization is
making efforts towards their career growth and continuous improvement.
15. Did you have the clarity of your roles and responsibility?
48 12
60
50
no. of respondant
40
30 yes
20
no
10
0
clearity of roles
INTERPRETATION
48 employees said that they had the clarity of their roles and
responsibility 12 employees said that they had not the clarity of their roles
and responsibility.
16. Your suggestions for improvement in recruitment and selection
process, (if any)
50 employees fell that they had not met ever with their interviewer
and 10 employees met with their interviewer.
56 employees said that the job was explained them at the time of
selection and 4 employees said that the job was not explained them
at the time of selection.
54 employees were comfortable with their job. 6 employees were
not comfortable with their job That again shows that job person fit
is there.
12 people said the only one reason for leaving the job is an increase
in pay, 42 said more freedom in use of authority, and 6 said
increase in designation.
48 employees said that they had the clarity of their roles and
responsibility 12 employees said that they had not the clarity of
their roles and responsibility.
RECOMMENDATION
The data has been gathered by the survey conducted of the employee at
the various levels. We derived the satisfaction at each level for
development of recruitment process.
After analyzing the data & on the basis of my research. I would
recommend the following steps to match the satisfaction level of the
employee
2. Check the gap between the ideal & present recruitment process.
3. After analyzing the gap. We have to fill the gap by surveys, new
innovation, suggestions by employee who faced problem while they were
recruited.
4. We can use the following best practices for filling those gaps
Mentoring (longer-term developmental relationships),
Networks (connecting to others across the organization’s internal
boundaries),
Reflection (making sense of experience).
This study also includes some limitations which have been discussed as
follows:
i) The employees and candidate proved a limitation because of difficulty
in generalization of results.
ii) To collect the data from various companies’ been quite difficult due to
non cooperation of some companies. This proved to be major limitation
of the study.
iii) To access such a large number of employees were difficult because of
non cooperative attitude of respondents.
iv) There was limitation of time to conduct such a big survey in limited
available time.
Thus above all were the limitations in this research study. The maximum
efforts were made to overcome these limitations in the study.
Bibliography
Books:
Newspapers:
Times of India
Hindustan times
Deink Bhaskar
Economic times
Financial express
Magazines:
Business today
Business world
Indian today
Websites:
www.rinfra.com
www.google.com
www.wikepidia.com
Annexure
Questionnaire
1. Identify the source from where you came to know about the job?
Consultant [ ] Others [ ]
Yes [ ] No [ ]
Yes [ ] No [ ]
Yes [ ] No [ ]
5. Do you feel that your colleagues have been undergone similar process?
Yes [ ] No [ ]
Yes [ ] No [ ]
7. Would you like to refer your relatives/friends for the job in this
organization?
Yes [ ] No [ ]
Yes [ ] No [ ]
9. Have you been assigned the job was explained to you at the time of
selection?
Yes [ ] No [ ]
Yes [ ] No [ ]
11. How long will you like to continue with this organization?
12. What could be the only one reason of your leaving the job?
14. Do you ever get advice from your senior or your colleagues to
improve your performance?
Yes [ ] No [ ]
Yes [ ] No [ ]