Project Report On Tata Iron And Steel Company (tisco) 466d2l

Project report on

Tata Iron and Steel Company (TISCO) Subject:Organizational theory and Management Department:Amity institute of competitive intelligence

Submitted to: -

Submitted By:-

Mrs. Renita Dubey

AVINASH SINGH

[email protected]

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CERTIFICATE

This to certify that AVINASH SINGH, 1st year student of MBASTRATEGIC MANAGEMENT AND COMPETETIVE INTELIGENCE has completed this project report under my supervision.

The work done by them is original and satisfactory.

FACULTY INCHARGE:Mrs. Renita Dubey

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ACKNOWLEDGEMENT The goal was fixed, moves were calculated and we moved with full enthusiasm, vigor and keen interest. There was a time when it proved to be on uphill task, the goal seeming beyond our reach. But as worked progressed our determination and will power grew stronger and completion of this work further confined our belief that, “where there is a will there is a way. It’s a sheer pleasure for us to state with candidly that this entire project is a heartily attempt to reach maximum accuracy. I highly express our sincere thanks to Mrs.Renita Dubey who helped us throughout the project. Last but not least I would like to pleasure a word of appreciation to our family and friends who ed and helped us to make this project a success.

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PREFACE Faced with an information technology employee shortage of monumental proportions, a Personnel planning is the first step in the recruiting and selection process. We can conveniently view this process as a series of hurdles. A personnel planning is the process of deciding what position in the firm will have to fill, and how to fill. Personnel planning cover all the firm’s future positions, from maintenance clerk to CEO. Employment planning is an integral part of a firm’s strategic and HR planning process. One big question is whether to fill projected openings from within or from outside the firm. In other words, will you plan to fill them with current employees or by recruiting from outside. One of the major problems in Recruitment & Selection is Workforce diversity. This problem is mainly related with the problem of people of different caste, sex, languages, region and religion. Also this problem can be solved by Celebrating Diversity i.e. all the people of the organization grouped together to celebrate all these diversities. (Avinash singh)

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CONTENTS S.NO 1

2 3

CONTENT RATIONALE OF THE STUDY EXECUTIVE SUMMARY •

OBJECTIVE OF THE STUDY

•

SCOPE OF THE STUDY

P.NO 1 2-3

4-5

4

• LIMITATIONS INDUSTRIAL PROFILE

5

COMPANY PROFILE THEORETICAL PERSPECTIVE

8-19 20-29

6

RESEARCH METHODOLOGY

30-40

6-7

•

RESEARCH DESIGN

•

DATA COLLECTION METHOD

•

(SAMPLING SIZE, SAMPLING METHOD, SAMPLING UNIT AND QUESTIONNAIRE METHOD AND OBSERVATION )

7

DATA ANALYSIS AND INTERPRETATIONS (USING CHARTS)

41-46

8 9

FINDING AND CONCLUSION SUGGESTIONS

47-50 51

10

APPENDICES •

•

QUESTIONARE FOR THE INTERVIEW COPIES OF THE FORMS TO BE RELEASED WHILE EXITING

•

REFRENCES

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52-57

RATIONALE OF THE STUDY I have taken the topic “Recruitment and Selection” for the project. The main reason and rationale behind choosing this topic is importance of these activities in the welfare and progress of the company. Being a HR manager, one has the responsibility of recruiting and selecting right candidates for the right job and as all know the main asset and strength of any company is its personnel. If the people working for the company are capable, company will grow but if selection for the candidates is not appropriate, company can never progress. Importance of recruitment and selection can further be more clear by the following points: Recruitment represents the first that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company, and do not apply . The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. Selection refers to the process of picking the right candidates from the pool of applications. Selection is significant as its impact on work per romance and employee cost. Selection is generally done by the HR department often in consultation with the line managers. In the CML

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selection is a many step process, commencing from preliminary interview and ending with evaluation and control. One of the major problems in Recruitment & Selection is Workforce diversity. This problem is mainly related with the problem of people of different caste, sex, languages, region and religion. Also this problem can be solved by Celebrating Diversity i.e. all the people of the organization grouped together to celebrate all these diversities.

EXECUTIVE SUMMARY Recruitment &selection study is about the people who work in an organization and their relationship with that organization. Different are used to describe these people: employees, associates, personnel, and human resources. But human resources has gained widespread acceptance over the last decade because it expresses it expresses the belief that workers are valuable and sometimes irreplaceable resource. Effective human resource management is a major component of a manager’s job. A human resource Strategy is used for the planning of the manpower, which refers to the firm’s deliberate use of human resources to help it gain or maintain an edge against its competitors in the marketplace A human resource tactic is a particular policy or program that helps to advance a firm’s strategic goal.

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Recruitment is a linking activity bringing together who offer job and who seeking for job. The purpose of recruitment is to locate source of manpower to meet job requirement and job specification. Recruitment is regarded as the most important function of personal istration, because unless the right type of people or hired even the best plans, organization charts and control system would fail. Recruitment is the process of searching the candidate and stimulates them for employment. After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and requirements or not.

STAGE-I: Readings for having a basic understanding of the project The first stage involved extensive reading of various magazines, books, internet websites etc. to have an idea about the chosen topic of interest that is “Recruitment &selection used by the organizations.” Various magazines like HRM Review, books on Recruitment &selection etc. were read for the aside purpose.

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STAGE-II: Collecting data relating to psychometric testing This stage involved a collecting data with respect to the chosen topic of interest. Secondary data for this purpose was collected from various sources such as Human resource books, books on Recruitment &selection magazines, journals, internet etc.

STAGE-III: Questionnaire deg and primary data collection In this stage a questionnaire was designed under the guidance of our faculty, to collect data relating to the topic from human resource personnel working in different organizations. This questionnaire was then circulated through internet and was ed at citehr.com so that relevant data could be collected.

STAGE-IV: Data analysis and conclusions. In the final stage of the project the data so gathered was interpreted and analyzed. Upon analysis of data conclusions were drawn and the findings were finally added to the project report

OBJECTIVE OF THE STUDY 1

There should be specific recruitment & selection objectives. An aimless training program will not be of much use. This project has following objectives: 1. To study the Recruitment & Selection process 2. To check validity of recruitment procedure according to current competitive scenario. 3. To find out the effectiveness of the methods used for the Recruitment & Selection. 4. To find out how the employees met with the difficulties in the process of selection. 5. To find out the demographic profile of respondents.

SCOPE OF THE STUDY The scope of my study is confined to CML only to know how recruitment & selection helps in providing the potential employees/candidates to the organization. Recruitment & Selection includes information related to the way of obtaining the potential candidates i.e. the way of elimination or rejection procedure. 1. To analyze the present system and recommendations necessary. 2. Identification of the development needs. 1

3. To explore the possible area of defects to determine decisions regarding Change in procedure. 4. To study aims to provide guidelines for corrective measures to be taken. 5. Overall the study evaluates various factors which affect recruitment Procedure.

LIMITATIONS The study was carried out only at the Caparo Maruti Products Limited, Gurgaon.PLANT-2 And it has not covered the way of Recruitment & Selection at other Plants of the Caparo Maruti Limited which are based at distant Location like Noida and Chennai these could not be covered because they are located at a very distant place and to carry out the study over their will take many months. Some other limitations: 1. There are be some error in selection of employees due to nonavailability of the employees at the working site of some personnel reasons and also because of company’s privacy; we were not allowed to get in touch with them 2. Due to personnel biases and other reasons, the employees has expressed other views, which can affect the analysis and other facts 3. Less availability of time and money for the research work. 4. Less expertise or skills in the researcher. 1

5.

Lack of Scientific training in the methodology of researcher.

6.

Difficulty of timely and adequate secretarial assistance.

7. Difficulty of timely published data.

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INDUSTRY PROFILE India is today the second most populous country in the world. It is also an important country for the metal industry employing almost three million workers. Metal industries are the indispensable part of an economy. They form the backbone of industrial development of any country. In India the industrial development began with the setting up of Tata Iron and Steel Company (TISCO) at Jamshedpur in 1907. It started its production in 1912. Then came up Burnpur and Bhadrawati Steel Plants in 1919 and 1923 respectively. It was, however, only after the Independence that the steel industry gas been able to find its feet. Barring the Jamshedpur plant of the Tatas, all are in public sector and looked after by the Steel Authority of India Ltd. (SAIL). Bhilai and Bokaro plants were set up with the Soviet collaboration. Durgapur and Rourkela came up with British and German technology knowhow respectively. Iron and steel industry is by nature a heavy industry. Proximity to raw materials and access to efficient transportation network are crucial to this industry. The Chhotanagpur plateau bordering West Bengal, Bihar, Orissa and Madhya Pradesh, therefore has been the natural core of this industry. Besides, iron and steel industry, heavy engineering and machine tools industries are the main dealers of metals. These industries have witnessed a

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phenomenal growth and produce a whole range of capital goods and consumer durables. The capital goods required for textile industry, fertilizer plants, power projects, cements, steel and petrol-chemical plants, mining, construction and agricultural machineries such as equipment for irrigation projects, diesel engines, pumps and tractors, transport vehicles, etc. are being produced indigenously. The Heavy Engineering Corporation Ltd., set up at Ranchi in 1958 fabricates huge machines required for the iron and steel industry. Three units, viz. Locomotive Works, Chittaranjan (West Bengal), Diesel Locomotive Works, Varanasi (Uttar Pradesh), and Tata Engineering and Locomotive Co. Ltd. (TELCO), Jamshedpur manufactures locomotives. The Hindustan Machine Tools Ltd. (HMT) is a major manufacturer of a wide range of machines and tools. It has its units in Banglore, Pinjore (Haryana), Kalamassery (Kerala), and Hyderabad. The HMT also produces a wide range of watches. The Bharat Heavy Electricals Ltd. (BHEL) is a public sector undertaking, which produces power generation equipments. Its manufacturing plants are located at Bhopal, Tiruchirapalli, Hyderabad, Haridwar, Ranipet, Banglore and Jagdishpur (Uttar Pradesh). The Hindustan Aeronautics Ltd., Banglore has acquired capability of manufacturing aircrafts of different types. It has its manufacturing units at Banglore, Kanpur, Nasik, Koraput, Hyderabad, and Lucknow.

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COMPANYPROFILE EXECUTIVE SUMMARY

“Always aspire for excellence; nothing else is good enough & never abandon hope” -Lord Paul In 1968, Lord Swraj Paul, the Indian born British Industrialist, laid the foundation of the Caparo Group which turned into a vast business empire in less than 4 decades. The group predominantly deals in the manufacture of steel, automotive and general engineering products and has globally spread its operations with its major operations being in UK, India, Europe and North America. The objective of my summer internship at Caparo Maruti Ltd, Gurgaon was to gain an understanding of the HR policies of the company. During my summer internship at CML, the primary motive of gaining a practical insight of the HR policies of the company was well accomplished. Additionally, I had a detailed study of the company’s profile, recruitment & selection of the annual report of the company. This training gave me an opportunity to practically learn about the various HR department activities.

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“CAPARO GROUP” “Caparo is more than a successful business enterprise - it is a story of people, of values and of human effort. Above all it is a story of faith and family" - Lord Paul, Chairman and Founder. Caparo, founded in 1968 by Indian born British Industrialist, Lord Paul of Marylebone, is a fast growing UK based group with a 1bn Euro turnover. With business interests predominantly in the manufacture of steel, automotive and general engineering products, the group has a grown as a global entity. Caparo Group, a UK based diversified conglomerate, is a world-leader in the manufacture and supply of sophisticated steel and engineering products. Headquartered in London, Caparo’s global operations are spread across over 60 sites in the UK, India, Spain, North America, Canada and Dubai and employ more than 6000 associates worldwide. Its exhaustive product portfolio comprises of steel tubes, aluminum diecastings, sheet metal pressings, steel pressings, steel bars and wires, auto fasteners, forgings, hand tools and engineering products custom-made for the world’s leading automakers and engineering companies. Additionally, the Group is also involved in a wide range of activities encoming materials testing services, hotels, film distribution and private equity investment.

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The Visionary – “LORD SWRAJ PAUL”

He completed MSc in Mechanical Engineering from Massachusetts Institute of Technology. He was awarded the Pa Bhushan (Indian equivalent to British Peerage) by the Government of India in 1983 and was elevated to the British Peerage in 1996. Lord Paul of Marylebone town (Chairman & Founder)

Lord Paul's roots go back to the little Punjab of Jalandhar in India where, in 1910,

his father started by making steel buckets, tubs, trunks and agricultural implements, and had a small foundry at the back of the family home. From this modest undertaking Apeejay Surrendra Group has grown into one of India's largest family owned industrial groups in a wide range of industries: steel, engineering, pharmaceuticals, hotels, shipping and tea. Though the business prospered, the family continued to live frugally, following the Hindu prescription "simple living and high thinking". Anecdotes recall that when Lord Paul's mother was asked why she wore no jewels, she would proudly declare: "my sons are my jewels." This ethic of close family ties continued and Lord Paul attributes much of his business success to the moral and emotional he received from his three brothers - Satya, Jit and Surrendra, and the happy home life created by his wife, Aruna.

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Lord Paul came to Britain in 1966 for medical treatment for his daughter, Ambika. He remained in England after her tragic death in 1968 and sees all he has created in Caparo Group as a dedication to her memory. In 1994 Lord Paul took the opportunity to commemorate the rebuilding of London's Children's Zoo in her name. Whilst receiving treatment in London, the Zoo became Ambika’s favourite destination.

CAPARO INDIA Caparo group is now a collection of over 40 companies operating from over 60 sites worldwide. Caparo India, the Indian business arm of Caparo Group, began its operations in 1994, as a t venture with India’s largest car manufacturer— Maruti Udyog. Today, through its two strategic business entities, Caparo Engineering India Pvt. Ltd. and Caparo Maruti Ltd, the group offers end-to-end solutions in deg, developing and manufacturing automotive systems, assemblies, advanced composites, modules & components to Indian Automotive OEMs and Engineering Industry. Caparo India leverages its exhaustive capabilities in metal Stamping, Fastening, Tubing, Forging and Aluminum Foundry businesses, coupled with its state-of-the-art Tool Room and R&D Centre, to service top-notch clients such as GM, Ford, Maruti, Honda, Tata Motors and JCB. The company’s ability to offer complete lifecycle solutions backed by a global system, technological superiority and customer orientation, make it a force to reckon with in its areas of expertise.

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Caparo India currently employs 4000 direct and indirect employees across 19 world-class functional and facilities. It is rapidly growing its operations by setting up Greenfield projects and planning strategic acquisitions. Furthermore, Caparo India is now extending its presence beyond Indian boundaries, to locations spanning Thailand, Mexico and Europe CAPARO MARUTI LIMITED (CML) CML is a Caparo Group’s t venture with India's largest car manufacturer, Maruti Udyog Ltd., with Caparo as the majority stakeholder, a world-class Tier1 sheet metal stamping, weld assemblies and closures supplier to Maruti Suzuki (India) It has its existing facilities in Gurgaon, Halol and Bawal Caparo Maruti Limited, engaged in stamping & welding of sheet metal components, is committed to prevent/reduce pollution to provide safe work environment and to continually improve EHS (Environment Health and safety) performance in all their business process and practices. CML commits itself to:  Institutionalize efficient resource utilization/minimize waste and reduce/prevent pollution.  Prevention of accidents.  Enhance EHS awareness and commitment of all personnel associated with them & people working on their behalf.  Comply with all relevant legislation/regulation and other requirements.

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 ‘Employees and Associates’ participation and training for improving Environment Health and Safety performance.  This policy would be regularly reviewed, communicated to all concerned and made available to any interested group or individual on request.

History of Caparo Group 2008 July 11

Caparo T1 smashes track record at Dubai

Autodrome 2007 November 01

Caparo Vehicle Components, Inc. is formed which

takes Caparo into the North American vehicle market 2007 January 18 Caparo Engineering India Pvt. Ltd. acquire the sheet metal business of IAL 2006 November 23

Sir Nick Scheele, former global COO of the Ford

Motor Company, s Caparo as Non-Executive Director 2006 September 01

Purchase of Bridge Aluminum and the formation

of Caparo Aluminum Bridge Aluminum is the largest UK aluminum gravity die caster and is a leading supplier of turbocharger and fuel injection components. Caparo is building Caparo Aluminum to be a leading global supplier of high quality, specialist aluminum cast components. 2006 May 01

Caparo Engineering Ltd acquire Zeus Aluminum Products, now renamed Caparo Aluminum Technologies

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2006 March 13

Caparo Vehicle Technologies is launched Caparo Vehicle Technologies provides advanced technology development, materials engineering and design services to mainstream automotive, motor sport and aerospace markets.

2006 February 01

Inauguration of Bawal Stampings facility in India by Prof. Mervyn King, Governor of the Bank of England

2004 December 31

Caparo Maruti, India - Halol and Bawal plants

established 2002 December 31

Caparo Engineering India Pvt Ltd Pithampur, new

pressing plant commences production. 2001 December 31

Caparo Hotels acquire Bignell Park Hotel, Oxford

shire. 1994 December 31

Caparo opens new steel pressing plant in Delhi,

India The Ambika Paul Children's Zoo opens. Caparo celebrates 25 years! 1991 December 31

Caparo Industries goes private. Buy back public

20%. 1990 June 01

Acquire Bock Industries, USA.

1984 December 31

Acquire Wrexham Wire now Caparo Wire

1980 December 31

Acquire control of quoted

public company LK Industrial Investments - becomes Caparo Industries. 1979 December 31

Caparo Group formed as holding company for all

our activities.

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1977 June 03

Tredegar factory opened by HRH the Prince of

Wales. 1975 December 31

Begin building the new NGT Tredegar site.

CAPARO ETHICS Caparo has never been a company that is highly centralized and there is never any intention of changing the individual character of each operating division by dictating a specific company mission statement or vision. However Caparo is built upon some core values and beliefs and it is these that guide our decisions and our attitudes. These ethics were developed from Lord Paul’s Anniversary speech in 1994 which celebrated 25 years of Caparo.  Caparo is something more than a successful enterprise…it is a story of people, of values and of human effort.  Working together we can build Caparo with resolution, fortitude and ability.  The goodwill and confidence of Caparo employees, our suppliers, our customers and our managers is the bedrock of our business  Always aspire for excellence; nothing else is good enough  Never abandon hope  There is no such thing as bad business; only bad management  “What I like is people who are proud of what they do” Lord Paul  Our aim is to always be in the top 10% of performers (measured against our industry competitors)

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 Success will happen so long as you work hard, with integrity  Find excitement in industry and your own job in it CAPARO – Differentiating Factors  Scale of operations :

Caparo has set up 19 plants across various geographies in India. This is amongst the highest number of plants across all Tiers I vendors in India. The Group has grown to this level from 3 plants in 2003. The Group currently has a land base of over 500 acres, strategically located across Chennai, NCR (Gurgaon, Noida and ading areas), Indore and Pune. A large part of this land base is still unutilized, making it easier for Caparo to put its expansion plans into effect. Caparo can profitably scale up to fill these capacities and yield more than INR 30bn of revenues by 2010. This would make Caparo India one of the largest Tier I vendors.  Investment in people and processes : The Caparo Group was founded by Lord Swraj Paul, a first generation entrepreneur, who combined strong ethics, astute business acumen and hard work to create a vast business empire in less than 4 decades. The same business philosophy and ethics have been extended by his son Angad Paul in developing the India business. Caparo India is run by an independent and professional set of managers drawn from premier auto component companies in India. Unlike normal

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trade practices, this senior team has been put in place much in advance of the actual commencement of production at some of the plants Caparo has also invested in setting up a very robust and effective management information system (MIS), reflective of the professional nature of management and the strong corporate governance in place.

 Quality of manufacturing facilities : Caparo, being a relatively late entrant to the automotive industry in India, has developed its key infrastructure over the last 2- 3 years. However, this has given Caparo the ability to set up new facilities and employ ‘Best Practices’ in of manufacturing equipment & processes. This is a key differentiator over competitors, who still rely on facilities & processes set up in a very different industry scenario. The strong focus on manufacturing facilities and processes has also resulted in Caparo having the lowest rejection rates in the country. For the last 6 months, Caparo has been the #1 of 101 suppliers to Honda Siel, a distinction it has earned competing with Japanese vendors of Honda cars in India.  Diversified products and customers : Caparo has the unique distinction of being the only Indian automotive vendors with product capabilities ranging from metal pressing to forging, aluminum castings, tubing and fasteners. 1

Caparo is an approved vendor to practically all major OEMs across the enger car, commercial vehicle and two-wheeler segments in the country – another distinction available with very few automotive vendors in India. Caparo’s large management team has extensive relationships across all IPO’s in India and is leveraging these relationships to drive export business. Caparo has been able to leverage these product capabilities in reaching out to its diversified customer base and being able to cross-sell various products to the same customer. This position insulates Caparo from the risk of product obsolescence as well as makes it neutral to the market share position within OEMs in the country. Moreover, the ability to sell a cross-section of products to the same set of customers will enable Caparo to out-grow their competitors at a much faster pace.

PRODUCTS Caparo is a diverse, fast growing group with a customer orientated philosophy. Our strategy centers on supplying products of the highest quality at competitive prices coupled with a lean and flat corporate structure resulting in fast decision making. Contained within this section is an overview of the products we manufacture and supply; from steel tubes, where it all began, to file handles, forgings and braking systems. Caparo is amongst the fastest growing auto component companies in India. It is well-equipped to become one of the top 3 Tier I vendors in the country.

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A relatively late entrant to the domestic market, Caparo has made rapid progress in setting up world-class facilities and attaining the preferred vendor status, making it a strong contender for the leadership position in Indian auto component industry.

STAMPINGS

FASTENERS

TUBES

ALUMINIUM FOUNDRY ROOM

FORGINGS

TOOL

SERVICES Offering design, rapid prototyping and sample development, as well as series production and line side delivery, the Caparo Vehicle Product group

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combines its portfolio of products and services to provide full vertical integration to its customers. The majority of the companies in this division are manufacturing orientated, with the exception of the consultancy services offered by Caparo Vehicle Technologies (CVT). CVT is an advanced automotive technology and engineering design company, focused on providing technology development, materials engineering and design services to the mainstream automotive, motor sport and aerospace markets. In addition to their skills in vehicle design and engineering the company has particular expertise in materials technology. The company has gained the services of Ben Scott-Geddes and Graham Halstead who were responsible for the Mercedes SLR McLaren sports car; the first advanced composite all carbon body structure to undergo Euro NCAP testing. This unique capability and understanding of materials performance, including how materials as dissimilar as aluminum, advanced composites, engineering plastics and high strength steel can be ed - and which is the best material for a particular part of the car - is important to manufacturers needing to reduce the weight of vehicles to make them more fuel efficient without compromising active and ive safety. Caparo's hotels, a selection of hand picked properties, renowned for their hospitality and exceptional service, possess first class facilities and offer a relaxing atmosphere, perfect for leisure travelers, as well as for business or formal events. From the gem of a location of the Osborne in Torquay, the 1

enchanting riverside setting of the Upper Reaches and the breathtaking views of Bignell Park, to the boutique feel of the White Hart in historic Lincoln, each of the Caparo Hotels have been individually designed to merge into one with their surroundings and deliver a feeling of enjoying something unique. Synonymous with flair and sophisticated elegance, the Caparo Hotels also pride themselves in their exceptional cuisine, served in individually styled restaurants, bistros and brasseries, and the relaxing atmosphere in their bars and cafés. MARKETS Caparo is a key player in an extensive range of market sectors. Since Lord Swraj Paul founded the group in 1968 Caparo has expanded its product portfolio from steel tube via strategic acquisitions and new start up projects.  North America : Entry into the global marketplace was achieved via the acquisition of Bull Moose Tube Company in 1988 which allowed Caparo to expand into the North American steel market. Steel tube is currently sold into the North American agricultural, automotive and construction markets.  India : In India Caparo is specializing in the manufacture of vehicle components and is building a reputation in this market place as an engineering solutions provider to the automotive market.  UK and Europe: In the UK, the Steel Products group is now one of the UK’s leading steel conversion businesses supplying the agricultural, construction, furniture,

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power generation, tooling and automotive markets with steel tube, wire, scaffolding and precision strip. The development of the Engineering and Vehicle Products groups have allowed Caparo access to the automotive, defense, marine and petrochemical markets, to name only a few. Following numerous acquisitions in 2006 Caparo Aluminum, part of the Caparo Engineering group, is now the leading sand and gravity die caster ing for 50% of UK output. Caparo’s UK manufacturing expertise is now being used to develop new markets around the world. In India Caparo are building a forge and aluminum foundry in order to provide customers with an international solution – bringing them the benefits of the east and the west. INTRODUCTION Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organization, organizations surroundings, and various employees are the final step of employment process. Some of the companies do not company do not lay emphasis on this function as they view that the colleagues of the new employees will automatically perform this function. This processes gains more significance as the rate of turnover is high among new employees compared to the senior employees. This is mainly because of the problem of adjustment and adaptability to the new surroundings and environment. Further induction is essential as the newcomer may feel insecure, shy, nervousness and disturbing. This situation leads to instability. Hence, induction plays pivotal role in acquainting the new employee environment, company rules and regulations.

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Induction is the process of receiving and welcoming an employee when he first s a company and giving him the basic information he needs to settle down quickly and happily and start work. Lecture, handbook, film, group seminar are used to impart the information to new employees about the environment of the job and the organization in order to make the new employee acquaint himself with the following heads: -



About the Company



About the Department



About The Superiors, Subordinates etc.

RECRUITMENT & SELECTION: This study is about the people who work in an organization and their relationship with that organization. Different are used to describe these people: employees, associates, personnel, and human resources. But human resources has gained widespread acceptance over the last decade because it expresses it expresses the belief that workers are valuable and sometimes irreplaceable resource. Effective human resource management is a major component of a manager’s job.

1

A human resource Strategy is used for the planning of the manpower, which refers to the firm’s deliberate use of human resources to help it gain or maintain an edge against its competitors in the marketplace A human resource tactic is a particular policy or program that helps to advance a firm’s strategic goal. RECRUITMENT: Recruitment is a linking activity bringing together who offer job and who seeking for job. The purpose of recruitment is to locate source of manpower to meet job requirement and job specification. Recruitment is regarded as the most important function of personal istration, because unless the right type of people or hired even the best plans, organization charts and control system would fail. Recruitment is the process of searching the candidate and stimulates them for employment. OBJECTIVES OF RECTRUITMENT: -



To attract people with multi skills and experience that suits the present

and future organizational strategies. 

To infuse fresh blood at all level of organization.



To develop an organizational culture that attracts competent people to

the company. 

To search out for talent globally and not just with in the company.

FACTORS AFFECTING RECRUITMENT:

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Every organization whether small or big indulges in secreting activity. It depends upon: 

The size of the organization.



The employment condition is community where organization is

located. 

The effect of past recruiting efforts.



Rate or growth of organization.



Culture, economic and legal factors.

SELECTION: After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and requirements or not.

ESSENTIALS OF SELECTION PROCESS: The selection process can be successful if the following requirements are satisfied:

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

Some one should have the authority to select. This authority comes

from the employment requisition. 

There must be some standard of personnel with which a prospective

employee may be compared i.e. a comprehensive job description and job specification should be available beforehand.



There must be a sufficient number of applicants from whom the

required number of employees may be selected. There is a no standard selection process that can be followed by all the companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of the company, nature of the business, kind and number of persons to be employed, government regulations to 0be followed etc. Thus, each company may follow any one or the possible combinations of methods of selection in the order convenient or suitable to it. Following are the selection methods generally followed by the company. Selection procedure employs several methods of collecting information about the candidate’s qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step, facts may come to light, which are useful for comparison with the job requirements an employee specification. STEPS IN SELECTION PROCESS: -

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

Work experiences



Salary Job Analysis: - Job analysis is the basis for selecting the right

candidate. Every organization should finalize the job analysis, job description, job specification and employee specifications before proceeding to the next step of selection.



Recruitment: - Recruitment refers to the process of searching for

prospective employees and stimulating them to apply for jobs in an organization. It is the basis for the remaining techniques of the selection and the latter varies depending upon the former.



Application Form: - Application form is also known as application

blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at eh preliminary level. Many companies formulate their own style of application forms depending upon the requirements of information based on the size of the company, nature of business activities, type and level of the job etc. Information is generally required on the following items in the application forms: 

Personal background information



Educational attainments



Personal details



References



Written Examination: - The organization have to conduct written

examination for the qualified candidates after they are screened on the basis of the

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application blanks as to measure the candidate’s ability in arithmetical calculations, to know the candidates attitude towards the job, to measure the candidates aptitude, reasoning, knowledge in various discipline.



Preliminary Interview: - The preliminary interview is to solicit

necessary information form the prospective applicants and to assess the applicant’s suitability to the job. Preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates.



Group Discussion: - The technique of group discussion is used in

order to secure further information regarding the suitability of the candidate for the job.



Interview: - Interview is aimed to evaluate the qualities of the

candidates by direct face-to-face discussion. Interview is an effective technique to measure the knowledge, understanding, competence, interest in the work and personality.



References: - Tests can reveal partial understanding of the candidates,

but he candidate, as a whole can be understood after ing his character and social and personal traits. This is why, candidates are asked to furnish the names of two responsible persons, who know tem well. These persons are ed and enquire regarding the character and morality of the candidate is made.

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

Final Selection: - After going through aforesaid tests and formalities,

the HRD Manager makes the final selection of the candidate in consultation with the department head.



Physical Test: - The employee must be physically sound for the

efficient and effective accomplishment of the work; therefore, the prospective candidate must be examined physically before his appointment. An employee of unsound health will prove to be a liability for the organization and dangerous to his colleagues.



Orientation or Induction of employees: - The new employee is

oriented to the enterprise. It may be termed a socializing process by which the employee is made familiar and friendly to environment of the business. Rules, regulations and special feature of the business are communicated to him.

RECRUITMENT & SELECTION IN CAPARO MARUTI RECRUITMENT PROCEDURE When we talked about the recruitment and selection process in CML, the recruitment and selection process is very standardized. 1

There is one form i.e. “Man Specification Form” which specifies that which candidate is needed for which post with his / her essential and desirable qualification, skills and also carries the necessary information about the skills set of the required candidate. With the help of this form every person can easily understand that what is the hierarchy system of each position and what are the various competencies are required for which level. It includes the various parameters like, which are mentioned below:-



Designation



Department /Division



Reports to



Direct Subordinates



Education



Essential



Desirable



Experience



Skills



Specific Training / Specialization

In CAPARO MARUTI there are three major sources of recruitment of the employee’s i.e.



Recruitment through Campus Placements



Recruitment through Consultants

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

Recruitment through References.

When we talking about the recruitment the first process is the Man Specification Sheet after that the second process are Manpower Requisition Form. This form specifies that what are the various expected benefits (in of increase revenue, productivity etc.) from the particular position to the organization and it initiated by the Head of the Department with consultation of the HRD department and the CEO of the company finally approves this form. The format of Manpower requisition form is given below which clearly specifies that how useful information it contains; Recruitment through Campus Placements The recruited candidate as designates as per their qualification as described below:



Degree holder in engineering candidate is appoint as a” GET”,



Diploma holder in engineering is appoint a”DET”and



Management degree holder candidate is appointed as a”MT”.

Recruitment through Consultants The recruitment at all the levels except entry level is done through consultants, as and when required company can refer to only those consultants

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which are ed by the corporate office and for this company pays for the services to the consultant. The process of campus selection and through consultants is described as in the form of a flow chart below. Identification of vacancies When any vacancies occur in any department the departmental Head reported to the HRD department with a requisition form. In the requisition form there is information about the post and about the manpower. HRD department verifies this form from CEO for recruitment. Recruitment policy The policy of recruitment has to be framed and dealt with carefully as it affects human aspiration and values to a great extent. Recruitment policy of CML is guided by various istrative orders and directives received from the Govt. from time to time. Selection After policy Formation Company recruit and select the right candidate for each post for this purpose company use different sources of recruitment. In selection Procedure Company hold interview and medical checkup of the new ing. Preliminary Interview It seeks to ascertain whether the candidates are apparently able from physically and mentally for the position applied for. This interview does not take much time. 1

Interview Interview the interviewer an interview is a face-to-face observational and personal Method to evaluate a candidate for a job. In any is generally is in dominant position. Medical Examination The employee must be physically sound for the efficient and effective accomplishment of work. There fore the candidate is examined physically before his appointment. Final Selection After going through tests and formalities the HRD department makes the final selection of the candidate in consolation with departmental Head and CEO.

TRAINING INDUCTION SCHEDULE IN CAPARO MARUIT When the candidate s the company, training induction schedule is prepared for the candidate. Through this, the candidate can able to know about the organization, can be able to know about their superior and subordinate so that it help the candidate to work comfortably. Induction is the process of receiving and welcoming an employee when he/she first s a company and giving him the basic information he needs to settle down quickly and happily and start work.

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Lecture, handbook, film, group seminar are used to information to new employees about the environment of the job and the organization in order to make the new employee acquaint himself with the following heads. About the company, About the Department, About the Superiors, Subordinates etc. RESEARCH METHODOLOGY Research in a layman language means a search for acknowledges. One can also define research as a scientific and systematic search for potential information on a specific topic. Infect research is an art of scientific investigation. The dictionary meaning of research is “a careful investigation or inquiry especially through search for new facts in any branch defines research as a “systematized effort to gain new knowledge”. Some people consider research as a movement from known to unknown. Research is an academic activity and as such the term must be used in a technical sense. Research is an original contribution to the existing stock of the knowledge making for its advancement. It is pursuit of truth with the help of study, observation, and experiment. The purpose of research is to discover answers to questions through the application of systematic procedure. The main aim of research is to find out the truth, which has not been discovered yet.

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It’s a well-known fact that no business can exit without customers. In the business of Website design, it’s important to work closely with your customers to make sure the site or system you create for them is as close to their requirements as you can manage. What follows are a selection of tips that will make your clients feel valued, wanted and loved.

RESEARCH DESIGN: The research problem have been formulated in clear cut , the researcher will be required to prepare a research design, i.e., he will have to state the conceptual structure with in which research would conducted. The preparations of such a design facilitate research to be as efficient as possible yielding maximal information. Research design may be grouped in four categories, viz. a). Exploration b). Description c). Diagnosis d). Experimentation

COLLECTION OF DATA:-

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The task of data collection begins after a research problem has been defined and research design/plan chalked out. The collection of data is done to tour findings and interest the result whether the result you have found in according to your hypothesis or not. The data can be collected by various methods. These are broadly classified into two ways, as follows: • PRIMARY DATA • SECONDARY DATA

PRIMARY DATA:-

The primary data are those which are collected a fresh and for the first time and thus happen to be original in character. We collect primary data during the course of doing experiments in an experimental research. It is the first hand data and nobody else has collected this before. There are various ways of collecting primary data, these are as follows: 1). Observation method 2). Interview method 3). Questionnaires 4). Schedules

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5). Other methods

SECONDARY DATA:

1. from Internet 2. Magazines and News Papers 3. Government Publications

Scoring & Analysis

 We have used Likert scale method for scoring the survey. It’s a Psychometric method.

RESEARCH METHODOLOGY USED IN PROJECT RESEARCH USED 1

The type of research used in this project work is Descriptive. The Descriptive research is used to collect Data and find out the cause and effect relationship. SAMPLING PROCEDURE I decided to study the candidates who applied for the post of Team Member in different departments of “Caparo Maruti Ltd.” TYPE OF DATA COLLECTION METHOD Data Collection Method used in this project is: Primary data a. Interview b. Observation c. Questioners Secondary Data a. Published Sources b. Unpublished Sources. c. Websites SAMPLE: CAPARO MARUTI LIMITED SAMPLE SIZE: CML EMPLOYEES. The Research Instrument used in this project is Observation Method.

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DESCRIPTIVE RESEARCH

Descriptive Research studies are those studies, which are concerned with describing the characteristics of a particular individual or a group. A descriptive research require a clear specification of what, who, when, where why and how aspects of the research. OBSERVATION METHOD The observation method is most commonly used method especially in the studies relating to behavioral sciences. The main advantage of this method is that subjective bias is eliminated, if observation is done accurately. Secondly, the information obtained under this method relates to what is currently happening; It is not complicated by either the past behavior or future intentions or attitudes. Observation methods are of various types like structured, unstructured, controlled and uncontrolled.

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1. HOW EMPLOYEE FELT WHILE WAITING AT THE RECEPTION

EMPLOYEE FELT AT RECEPTION

1 Very comfortable 2 comfortable 3 Less comfortable

2. CANDIDATES REFERRED ABOUT THE JOB BY,

REFERRED ABOUT THE JOB BY

Personal recommendation Recruitment ment Recruitment agencies Direct approach by employer Unspecified

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3. RESPONDENTS CAME TO KNOW ABOUT THE VACANCY FROM,

VACANCY

ABOUT THE VACANY 50 45 40 35 30 25 20 15 10 5 0

Private consultancy Newspaper Website Walkin Others IN NO.S

4.

IN %

CANDIDATES WHO WERE PUT INTO INITIAL SCREENING,

HR INITIAL SCREENING INTERVIEW

YES NO

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5. QUESTIONS ASKED BY INTERVIEWER IN INTIAL SCREENING

TYPE OF QUESTIONS ASKED BY INTERVIEWER Age Family Background Education Reference Experience Qualification

6.

ALLOTTED TIME SUFFICIENT FOR WRITTEN TEST

ALLOTTED TIME SUFFICIENT FOR WRITTEN TEST

YES NO

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7. NUMBER OF INTERVIEWERS IN THE INTERVIEW

NO.OF INTERVIEWERS 60 50 40 IN NO.S

30

IN%

20 10 0 2 INTERVIEWERS

3 INTERVIEWERS

4 INTERVIEWERS

INTERVIEWERS

8. QUESTIONS ASKED BY INTERVIEWERS IN INTERVIEW

QUESTIONS ASKED BY INTERVIEWERS BEHAVIOUR GENERAL QUESTIONS PROJECT DETAILS SALARY OTHERS

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9. EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

INTERVIEWEE FELT WHILE BEING INTERVIEWED

RELAXED COMFORTABLE COOL TENSED NERVOUS

10. HOW EMPLOYEES LIKE THEIR INTERVIEWER HOW EMPLOYEES LIKE THEIR INTERVIEWER

LIKE VERY MUCH LIKE DISLIKE

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11. EMPLOYEES SELECTION IN CML

SELECTION IN CML

IMMEDIATELY FAIR PERIOD OF TIME

12. PROBLEM IN ING TIME

1

ISSUE IN THE ING TIME

YES NO

ANALYSIS 1. EMPLOYEES FEELINGS WHILE WAITING AT THE RECEPTION,

S.NO 1 2 3 TOTAL

EMPLOYEE FELT AT RECEPTION Very Comfortable Comfortable Less Comfortable

IN NO.S

IN %

10 36 4 21

20 72 8 42

INTERPRETATION: It is visible from the above table that 72% of the Respondents were comfortable while being in reception and only 8% of the Respondents were less comfortable in the reception. 2. CANDIDATES REFERRED ABOUT THE JOB BY, S.NO

REFERRED BY

IN NO.S

1

IN %

1 2 3 4 5 TOTAL

Personal Recommendation Recruitment advertising Recruitment agencies Direct approach by employer Unspecified

1

2

20

40

7

14

6

12

16 50

32 100

INTERPRETATI:- From the above table we can interpret that 40% of the employees were referred about the job by Recruitment advertising and 32% of the employees came through Employment exchange and the rest were referred by such as Personal Recommendation, Recruitment agencies and direct approach by employer. 3. RESPONDENTS CAME TO KNOW ABOUT THE VACANY FROM, S.NO 1 2 3 4 5 TOTAL

VACANCY Private Consultancy Newspaper Website Walk-In Others

IN NO.S 1

2

23 5 21 50

46 10 42 100

INTERPRETATION: It is visible from the above table that 46% of the employees came to know about the vacancy from Newspaper.

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4. CANDIDATES WHO WERE PUT INTO INITIAL SCREENING,

1

INITIAL SCREENING Yes

2

No

S.NO

TOTAL

IN NO.S

IN %

41

82

9

18

50

100

INTERPRETATION: It is visible from the above table that 82% of the employees were put into the Initial screening process and 18% of the employees were not put into the Initial screening.

5. QUESTIONS ASKED BY INTERVIEWER IN INITIAL SCREENING,

S.NO 1 2 3 4 5 6 TOTAL

TYPE OF QUESTIONS Age Family Background Education Reference Experience Qualification

INTERPRETATION:

1

IN NO.S

IN %

5

12

8

20

17 1 3 7 41

42 2 7 17 100

From the above table we can interpret that 42% education questions asked by the interviewers to the employees who were put into the initial screening process. 6. ALLOTTED TIME SUFFICIENT FOR WRITTNEN TEST

S.NO 1 2 TOTAL

ALLOTTED TIME SUFFICIENT Yes No

IN NO.S

IN %

37 13 50

74 26 100

INTERPRETATION: It is visible from the above table 74% of the total respondents were having the sufficient time in their written test

7. NUMBER OF INTERVIEWERS IN THE INTERVIEW

S.NO 1 2 3 TOTAL

INTERVIEW 2 3 4

IN NO.S

IN %

17 13 3 33

52 39 9 100

INTERPRETATION:

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It is clearly visible from the above that who manage interviews in which 52% managed by two interviewers, 39% managed by three interviewers and 9% managed by four interviewers. 8. QUESTIONS ASKED BY INTERVIEWERS IN INTERVIEW S.NO 1 2 3 4 5 TOTAL

QUESTIONS Behaviors General questions Project details Salary Others

IN NO.S -

IN % -

31

94

2 33

6 100

INTERPRETATION: From the above table we can interpret that 94% of the questions were General questions asked by interviewer to the interviewee.

9. HOW EMPLOYEES LIKE THEIR INTERVIEWERS

S.NO 1 2

EMPLOYEES LIKE THEIR INTERVIEWE RS Like very much Like

IN %

7 26

21 79

1

IN NO.S

3 TOTAL

Dislike

33

100

INTERPRETATION: From the above table we come to know that most of the employees like their interviewers. 10. EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

S.NO 1 2 3 4 5 TOTAL

EMPLOYEE FELT IN RECEPTION Relaxed Comfortable Cool Tensed Nervous

TOTAL

PERCENTAGE

8 20 2 1 2 33

24 61 6 3 6 100

INTERPRETATION: It is clearly visible from the above table that from the total respondents 61% of them were comfortable when being interviewed, 24% of them were relaxed, and 6% of them were nervous and cool when being interviewed and only 3% of the respondent was tensed. 11. HOW EMPLOYEES LIKE THEIR INTERVIEWERS S.NO

EMPLOYEES IN NO.S LIKE THEIR INTERVIEWE

1

IN %

1 2 3 TOTAL

RS Like very much 7 Like 26 Dislike 33

21 79 100

INTERPRETATION: From the above table we come to know that most of the employees like their interviewers.

12.

PROBLEM IN ING TIME

S.NO 1 2 TOTAL

ING TIME Yes No

IN NO.S

IN %

5 45 50

10 90 100

INTERPRETATION: Majority of the respondents said that they did not have any problem in the ing time provided by CML to them. But 10% of the respondents said that they had problem with regarding to the ing time given to them.

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Findings  The company also conducts psychological tastes which provides psychological base to the company.  The company provides training and development programs to the employees properly. 

The company organizes Isolation camps for the recreational

activities.  Majority of the respondents fall in the age group of 41 & above year’s males & females.  Majority of the respondents has experience of both 3-5 years and 5 & above Year’s in CML.  Only few employees continue in CML below one year in CML.  Majority of the employees came to know about the vacancy from newspaper  Most of the employees attended written test and so attended direct interview.  Most of the employees were screened initially by HR Dept.  Except the employees who were recruited through employment exchanges, all others attended interview.  Not all the interviewee was put into client interview.  The employees were informed about their selection in CML immediately after the process.

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 Most of the employees didn’t face any problem in the ing time provided by CML.

RESPONDENTS CAME TO KNOW ABOUT THE VACANCY FROM,

ABOUT THE VACANY 50 VACANCY

40 30

Private consultancy Newspaper

20

Website

10

Walkin

0

Others IN NO.S

IN %

QUESTIONS ASKED BY INTERVIEWER IN INITIAL SCREENING

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TYPE OF QUESTIONS ASKED BY INTERVIEWER Age Family Background Education Reference Experience Qualification

EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

INTERVIEWEE FELT WHILE BEING INTERVIEWED

RELAXED COMFORTABLE COOL TENSED NERVOUS

VACANCY VS GENDER

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GENDER

VACANCY 35 30 25 20 15 10 5 0

PRIVATE CONSULTANCY NEWS PAPER WALK-IN OTHERS MALE

FEMALE SOURCE

CONCLUSIONS The respondents include the employees who concur that the current recruitment is satisfactory except few exemptions. Many employees work CML – Gurgaon to get pride of being in a social service concern. Even though the recruitment procedure is satisfactory, it can be organized in such a way that it obtains optimal point. Recruitment procedure of a company should be in such a manner that it puts the right person in the right job at the right time. To face this challenge, recruitment team of an organization should be well equipped while recruiting as this is where every thing starts.

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Bibliography Web Sites: 1. www.caparomaruti.com 2. www.caparo.com/_assets/5568. 3. www.managementparadise.com 4. www.citehr.com

5. www.wikipedia.com

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