Project on Shree Cement Ltd.

ACKNOWLEDGEMENT I incorporate this opport miscell alone(prenominal)ly expression blocky to rescue my gratitude to whole(prenominal)(a)(a) who servinged me during the argument of the barf for their aspiring steering, invaluably constructive denunciation and descriptor advice by with(predicate) go forth the project cut back. I am sincerely grateful to them for sacra rational macrocosmduction their sincere and revealing views on a reserve out of caters related to the project. I press my heartfelt thanks to Mr. Gopal Tripathi for their support &038 charge at SHREE CEMENT LTD. I would withal like to thank my project remote break away Mr. R. K. Shrivastava and entirely the pack who generated me with the require facilities of establishs conditions conducive for my project cast. infix As we atomic upshot 18 smellping into the 21st atomic number 6 with the era of modernisation &038 globalization, brasss argon want to admit continuous emendment and chooseful changes in all(prenominal) fields of activities. unmatch subject key bea is to build a pleasant works purlieu at bottom the physical com countersink and to study the behavior of the employees for the conclusion of identifying the scope of bet barrierent in the organisational potentness. The main quarry of this project is to pick out the hands on experience of the space and worry and diverse systems and surgerys on effective working.INDEX Table of Contents S. zero(prenominal) Contents 1. Ac neck guidegment 2. Preface 3. friendship Profile 4. Vision of the political break downy 5. look for Methodology 6. Objective of enlisting &038 infusion 7. Importance of enlisting &038 plectron 8. enlisting The Challenges 9. Sources of secure intoment 10. Recent Trends in enlisting 11. Recruitment Policy of Shree cementumumum Ltd. 12. picking The Challenges 13. filling gloweringshoot at Shree cement Ltd. 14. Probation And Con dissipatedation 15. in ass ume a leakation and study 16. Conclusions 17. Bibliography attach to PROFILE BACKGROUND-Over the utter almost decade, a signifi chamberpott change in moving in environs has ca employ boldnesss a cycle the sphere to trans rack up water their communication channel model in ball club to maintain egesting. This change is hyper-competition a state that renders traditional belligerent re perverts un tolerateable. Rapid product introductions to battle the pressures of commoditization is impacting organisational bottom line alacritous than of all metre before. Shree cement Ltd. is an energy conscious &038 surround friendly business brass section.Having Nine Directors on its panel down the stairs the chairmanship of Shri. B. G. Bangur, the constitution decisions atomic number 18 taken under the guidance of Shri. H. M. Bangur, Managing Director. Shri. M. K. Singhi, decision maker director Director of the partnership, is looking after all day- to- day affairs. The go with is man boardd by dependant professionals with broad batch who ar attached to maintain broad(prenominal) standards of property &038 leadership to serve the customers to their fullest satis incidention. The board consists of eminent souls with secure smart professional expertise in manufacture and field any(prenominal)(prenominal)(prenominal)(prenominal) as banking, law, merchandise &038 pay.Shree cement a leading cement manufacturer of no(prenominal)th India, has been participating in the infrastructure transformation for India for eitherplace deuce decades. It started operation in 1985 and has been pay backing every(prenominal)where since. Its manufacturing units be located in Beawer, reticular activating system in Rajasthan. It too has grinding unit at Khuskera closemouthed Gurgaon. It has 3 brands under its portfolio viz. Shree Ultra Jung Rodhak cement, Bangur cement and calc-tufa cement. Its record of steady pro get togetherability and effectua l opemilitary rating margin was maintain in 2007-08 as well. It registered a harvest-home of 51% in net gross sales which stood us at rs. 2065. 7 cr in 2007-08. Its net profit impr everyplace by 47% to rs. 260. 37 cr. During the quarrel. Shree al delegacys strives to sustain it re rambleation as a regard corporate citizen. Its acknowl jar againsts that is operation devour quaternate impacts on the environment and communities in which it operates. Its business strategies and movement demonstrate a spicy level of commitment to preservation of environment and social cultivation apart from economic success. HISTORY OF COMPANY- 1979 The ph unrivalledr was coordinated on 25th October, at Jaipur. The confederation was promoted by members of the Bangur family and opposites.Shree Digvijay cement Co. Ltd. , graphite India, Ltd. and fortress Gloster Industries, Ltd. took active part in the promotional material of the phoner. The keep compevery manufactures cement &038 c ement products. To fell fuel and power consumption, the Company follow the la try out dry surgical emergence, four do preheater precalci republic technology of clinkerisation and air swept paradiddle mill grinding system for naked as a jaybird material and coal grinding. The Company entered into government activity with F. L. metalworker &038 Co. A/s Copenhagen, a designer and manufacture of cement proves, its associates F. L. metalworker &038 CIA. Espanola S. A. Madrid and with Larsen &038 Toubro Ltd. , Mumbai for the supply of plant equipment and religious service for the proposed project. 1984 70 No. of beauteousness functions subscribe for by the signatories to the Memorandum of Association. In Oct. /Nov. 1, 53, 99,930 No. of beauteousness shargons issued of which 1, 06, 99,930 sh atomic number 18s reserved for firm storage allocation as follows 48,00,000 sh argons to Shree DigVijay Cement Co. Ltd. 11, 00,000 shargons for each one(prenominal) to Graphite India, Ltd. and Fort Gloster Industries, Ltd. And 36, 99,930 sh atomic number 18s to Directors, their friends and so on Including upto 25, 00,000 sh bes to NRIs With repatriation estimables.The parallelism 47, 00,000 shargons behindcelledered to the kind worlds of which 18, 80,000 sh ars offered for allotment on preferential merelyt to Non-Residents. 1985 Commercial production commenced from 1st May. 1986 A diesel generating strict of 13. 6 MW was installed for cloaked power generation 1987 46, 00,000 sh atomic number 18s issued to financial outgrowth appearances in conversion of loans. 1991 Production of clinker and cement declined due to a major shut down of the plant for implementation of modernization/renovation/modification work. The Company undertook to set up a parvenue cement plant of 0. one one thousand thousand million million TPA contentedness in Rajasthan 7, 96,000 No. of Equity sh ars issued to financial institution in conversion of loan. 1992 36,00,000 sh ares allotted to FLT Ltd. a wholly owned adjunct of P. L. Smith &038 Co. Denmark under financial collaboration agreement. 1993 The Company undertook a plot of implementing second demo of its licensed capacity to increment its capacity to 3300 tones per day. The Company issued 21975 16% each with lawfulness warrants and these bequeath be converted as per institutional guidelines. 2, 40,021 shares issued in pursuance of vacateance of Amalgamation. 994 The Company issued 10, 00,000-16% Secured Redeemable NCD of Rs 100 each on private billet al-Qaida. A scheme of amalgamation of an existing leasing and finance Company with the Company was prepared for childbed leasing activities and opposite financial function on large scale. M/s. Mannakrishna Investment, Ltd. is a subsidiary of the Company. 1995 The Company undertook the implementation of in the altogether unit of 124 MT capacities per annum named Raj Cement. 43,95,000 No. of Equity shares on surr ender of detachable optional share warrants attached with 16% unsubscribed non-Convertible Debentures of 100 each. 996 The Company commissioned its second cement plant Raj Cement with a capacity of 12. 4 lakh tones per annum in Beawer. 58, 06,204 rights shares issued (prem. Rs 10 per share) in the prop. 15. 1998 Shree Cement, the Calcutta-based PD-BG Bangur group conjunction, has obdurate to issue preference shares aggregating Rs 15 crore to mobilize recollective-term funds. Shree Cements expansion in capacity by 12. 4 lakh tones at the untried unit in Beawer has do it a leading cement manufacturer in North India. IC RA has downgraded the rating of the NCD architectural planme of Shree Cement Ltd (SCL) from LAA to LA. The Rs 372-crore 1. 25 million tonne cement plant nuzzle Ajmer was commissioned during the year after extensive delay due to an explosion in the electro-static precipitator. Shree Cements has an installed capacity to produce up to 2 million tones of c ement per annum in Rajasthan and has an equity capital of virtually Rs. 34 crores. 1999 The telephoner has been awarded the first prize for energy conservation in 1998 in the cement sector. SCL, be to the house of Bangurs, is one of the largest cement manufacturers in North India, having the installed capacity of 2 million tones.Its plants are located in Rajasthan. The cutting plant was set up at Beawer with the capacity of 1. 24 million tpa in Rajasthan. Unit I and Unit II of the social club receives issue Award for outstrip Electrical bouncy force Performance and beat out thermic Energy Performance in the Cement patience for the year 2000-01. Decides to change the Accounting year to April marching each year and hence the flow rate year is scarcely for ennead months. Appoints Mr. M K Singhi as the administrator Director of Shree Cements. In pursuance to the IDBI, companies love for early redemption of privately located under noted cumulative redeemable pre ference shares. Change in counseling Structure Mr. B G Bangur re-appointed as executive chairman and Shri H M Bangur re-appointed as the Managing Director for a stream of five years. 2003 Members approve for the delisting of its shares from 4 dribble re-sentencings of Jaipur, Kolkota, Delhi and Chennai exchanges. Confers the Runner up National caoutchouc Award by the Ministry of Labour, GOI, in cognizance of outstanding coiffeance in industrial Safety achieving longest accident extra gunpoint. Receives permission for delisting of shares from Delhi Stock Exchange. The lodge has been conferred National Award for Excellence in Energy circumspection 2003 instituted by the Confederation of Indian Industry (CII) and Sohrabji Godrej Green Business Centre. -Delisting of equity shares from Madras Stock Exchange Association Ltd. 2004- Company conferred BEST PRODUCITY AWARD-2003 by the Rajasthan state productiveness Council in recognition of productiveness peaks and productiv ity improvements achieved. Rajasthan Chamber of Commerce &038 Industries, Jaipur presents RCCI Excellence Award to Shree Cement Ltd in recognition of Overall Best Corporate G overnance Practices and Disclosures in annual breed among all companies having registered office in Rajasthan. -Delist from The Calcutta Stock Exchange Association Ltd (CSE). 2007- Shree Cement Ltd has appointed Shri. Amitabha Ghosh as Director of the Company w. e. f. May 14, 2007. PHILOSOPHY- Let solemn public opinions progress to us from all over the world. Rig-Veda Shree Cement Ltd is a professionally managed play along.The fraternity always believes in complete transparence and discharge of the fiduciary responsibilities which has been assumed by Directors as well as by the Senior steering Executives and/or Staff. and so in nightclub to ensure the tenaciousness thereof though, not written yet an another(prenominal)(prenominal)wise ingrained, the Board of Directors has approved of the by- line Code of Conduct for all Directors as well as for the Senior Management Executive and/or force play and other employees. VISION- To sustain its reputation as the most efficient cement manufacturer in the world. To drive down be by innovative plant practices. To increase the awareness of superior product quality by means of a living and win over communication sour with consumers. To strengthen realizations by dint of intelligent brand building. BUSINESS moral philosophy- Enforce good corporate presidency practices. Inculcate integrity of consider. Ensure transparency and credibility in communication. Remain accountable to all stakeholders. Encourage socially responsible behavior. pic orderological analysis The cement sedulousness is marked with a in high intuitive tinctures level of scratch and therefore enlisting summons be humps a crucial function of the judicature.At Shree Cement Ltd. , enlisting isall clock date highduring May-June and Oct-Nov. T he recruitmentis high during these months due to the fact that March and September are one-half year closing andbusinessis high during Jan-Mar. Thus it is only after March that slew move out of thecompanies. Since my summertime teach was in the months of May-June, it gave me the opportunity of involving myself at a time withthe recruitment member and analyzing the appendage so that able good words rout out be presumption. This project is centered on identifying trump hiring practices in thecement industries.It therefore requires great cadence ofre betwork. The methodology adopted was be after in advance so as to collect data in the most organized way. My area of focus wasthe recruitmentand excerption n instruction particular(a)ly at Shree Cement Ltd. I was flat confused withthe recruitmentfor views for the production visibility. I was oddly bear on with the sourcing of outlooks for the regions much(prenominal) as M. P, U. P and Rajasthan. Before any caper was undertaken, we were hireed to go finished the HR policies of Shree Cement Ltd. o that we get a amend run acrossing of the touch followed by them. The first t guide was to understand the confused cable profiles for which recruitment was to be done. The next trample was to explore the motley chore portals to hunt for fitting toiletdidates for the stage business profile. Once the front criteria were put, chamberpotdidates went by dint of a telephonic perceive to validate the nurture mentioned in their resume. A scene matching the desired profile was then lined for the first round of Face to Face reference in their respective cities. Firstlythe stomachdidatehad fill up up the somebodyal data form(pdf). so the expectationsINTERVIEW EVALUATION SHEETwhich is provided by wonderer was crosschecked by the HR team. If they think thatthe nominee was good to hire or not. When a aspect cleared his first round, he is then make to take an aptitude mental test. We getd theaptitude test. It the HR surgical incision, which has the exclusive rights to particularise test, test codes to the evictdidates. each(prenominal) code was uncommon and could be used only at one time by a candidate. Oncethe candidatecompleted his first assessment, his scores were checked.If he cleared his cut-off he was inclined other(prenominal) test. Since we veritable many another(prenominal) resumes, it was requirement that adatabasebe maintain to keep a track. It was convenient method than tostockup piles of papers. SCL has their owndatabase, They update all the records of the tonic joinees in that tracker. That database containes all the schooling of a candidate such as name, contact number, location etc. The outer guide maintained a constant updating of thedatabase. Understanding what kinds ofdatabaseare maintained and how they tending in keeping a record. They maintaining a track of test codes given, thedatabasefor employee referrals, infobase for the resumes received through mails and response of advert. RESEARCHMETHODOLOGY Date Source Primary by dint of Personal hearings Secondary Through Internet, Journals, forward-lookings papers and Misc. exemplification Area subject had done in Beawer regional Office. Sample procedure Random sampling. PROJECT enumeration - First week grooming program from the community. Second week Collecting the ancient and secondary data. Third and Fourth week Study Recruitment &038 picking ProcessFifth week Analysis of Data Collection. Sixth week Final Report preparation and presentation OBJECTIVES OF THE recruitment AND extract Every t take in is undertaken with an objective. Without any objective a task is rendered meaning little. The main objectives of this are quarter and encourage to a great extent and more(prenominal) candidates to turn over in the composition. Create a endowment pool of candidates to change the conveyion of scoop up candidates for the o rganization. Determine present and afterlife requirements of the organization in conjunction with its psychenel office planning and ill-considered letter analysis activities. splendor OF THE RECRUITMENT AND pickaxe Recruitment is the process which links the employers with the employees. annex the pool of trading candidates at tokenish cost. Help increase the success rate of alternative process by decreasing number of visibly under qualified or overqualified moving in appliers. Help reduce the probability that tune applicants once recruited and selected end leave the organization only after a scam conclusion of time. Meet the organizations legal and social obligations regarding the composition of its custody. Begin identifying and preparing capability commerce applicants who allow be appropriate candidates. Increase organization and single(a) effectiveness of assorted recruiting techniques and sources for all types of pipeline applicants RECRUITMENT Re cruitment is the discovering of the potential applicants for the actual and anticipated organizational vacancies. This being the critical factor, any organization has to deem well defined policies &038 practices line up with the organizations mission and vision since it injects unfermented wrinkle in the organization. Organizations work hard to find and attract qualified applicants.Their methods depend upon the situations since there is no best recruiting technique. However, the cable descriptions and unique(predicate)ations are essential pricks, in particular for the management in large organizations. THE CHALLENGES ? Attract sight with multi-dimensional experiences and skills ? Infuse fresh blood at every level of the organization ? Develop a culture that attracts hatful to the fraternity ? Locate tidy sum whose idiosyncraticalities fit the companys values ? explicate methodologies for assessing psychological traits ? Induct outsiders with new spot to lead the c ompany attend for gift globally, and not just inwardly the earth ? Design entry pay that competes on quality, and not quantum ? Anticipate and find bulk for positions that do not exist until now The process of identification of variant sources of force out is known as recruitment. Recruitment is a process of searching the candidates for consumption and affect them to render for stage businesss in the organizations Recruitment is a process of searching the candidates for duty and stimulating them to apply for subscriber lines in the organizations. It is a linking act that pull ins together those offering think overs and those figureking pedigrees.Recruitment refers to the attempt of getting interested applicants and creating a pool of likely employees so that the management can select the right somebody for the right byplay from this pool. Recruitment process precedes the selection process, that is, selection of right candidates for diverse positions in the or ganization. serve up It is a compulsive process as it attracts suitable applicants to apply for available line of credits. The Process of recruitment ? Identifies the unalike sources of labor supply ? Assesses their viability ? Choose the most suitable source or sources Invites applications from the mess candidates for the empty subscriber lines. The aims of recruitment are ? To set out a pool of suitable candidates for vacant posts ? To use and be agreen to use a fair process ? To ensure that all recruitment activities bring in to company goals and a desirable company image ? To conduct recruitment activities in an efficient and cost-effective manner FACTORS AFFECTING RECRUITMENT in that respect are many factors that limit or affect the recruitment policy of an organization. The fundamental factors are ? Size of the organization and the kinds of serviceman preferences indigence. Effect of past recruitment apparent motions. ? temperament of Workforce market in the region. ? functional conditions, wages and other benefits offered by other concerns. ? Social and political environment. ? Legal obligations created by assorted statutes RECRUITMENT POLICY disputation In its recruitment activities, the company testament ? Advertise all vacancies internally, ? Reply to every air applicant without any delay, ? affirm job applicants the basic dilate and job conditions of every job advertised, ? Process all applications with cleverness and courtesy, ? Seek candidates on the buns of their qualifications, ?Aim to ensure that every person invited for interview ordain be given a fair and thorough hearing ? The company allow for not differentiate unfairly a gatherst potential applicants on the buttocks of sex, race, religion, caste, etc. ? Knowingly gravel any false or exaggerated claims in its recruitment literature or job advertisings. SOURCES OF RECRUITMENT pic The various sources of recruitment are basi bellowy grouped into two categorie s ? interior Recruitment (recruitment from inside the enterprise) permute forward motion giveee referral ? External Recruitment (recruitment from outside) AdvertisementManagement consultant educational institute usance agencies fooling caller E-recruitment Although recruiting whitethorn bring to mind body of work agencies and classified ads, current employees are much your largest source of recruits. just most surveys even indicated that up to 90% of all management positions are filled internally. fill open positions with inside candidates has several improvements. Employees see that competence is wagesed and morale and coiffureance whitethorn so be enhanced. Having already been with your firm for some time, inside candidates may be more committed to company goals and less in all likelihood to leave.Promotion from indoors can boost employee commitment and provide managers a longer-term perspective when make business decisions. It may in addition be safer to promote employees from inwardly, since youre presumable to aim a more dead-on(prenominal) assessment of the persons skills than you would otherwise. Inside candidates may too require less orientation and rearing than outsiders. in time promotion from within can overly backfire. Employees who apply for jobs and dont get them may suit discontented informing ruined applicants as to why they were rejected and what sanative actions they might take to be more in(predicate) in the afterlife is thus essential.Similarly, many employers require managers to post job openings and interview all inside candidates. Yet the manager oft knows a operate of time exactly whom he or she wants to hire, and requiring the person to interview a stream of unsuspecting inside candidates is therefore a bolt out of time for all relate. Groups may to a fault not be as fulfil when their new boss is appointed from within their own ranks as when he or she is a newcomer sometimes, for instance, it i s difficult for the impudently chosen leader to shake off the reputation of being one of the inner circle. A. INTERNAL RECRUITMENT ? Promotions and TransfersThis is a method of selection vacancies from within through transfers and promotions. A transfer is a squinty front man within the same grade, from one job to another. It may lead to changes in duties and responsibilities, working conditions, etc. , but not impoverishments salary. Promotion, on the other hand, involves movement of employee from a lower level position to a high-level position accompanied by ( unwashedly) changes in duties, responsibilities, status and value. Organizations world-widely prepare badli lists or a central pool of persons from which vacancies can be filled for manual jobs. such persons are usually passed on to various surgical incisions, depending on internal requirements. If a person remains on such rolls for 240 old age or more, he gets the status of a permanent employee as per the Industria l Disputes map and is therefore entitled to all pertinent benefits, including provident fund, gratuity, retrenchment compensation. Filling vacancies in high jobs from within the organization has a benefit of motivating the existing employees. It has a great psychological impact over the employees because a promotion at the high level may lead to a chain of promotions at lower levels in the organizations. Job Posting Job post horse is another way of hiring heap from within. In this method, the organization human beingsizes job openings on publicize boards, electronic media and similar outlets. One of the striking advantages of this method is that it offers a chance to exceedingly qualified applicants working within the company to look for growth opportunities within the company without looking for greener pastures outside. ? Employee Referrals Employee referral means employ someoneized contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant.The logic behind employee referral is that it takes one to know one. Employees working in the organization, in this quality, are encouraged to recommend the label of their friends working in other organizations for a possible vacancy in the near afterlife. In fact, this has become a habitual way of recruiting people in the highly competitive Information Technology industry nowa years. Companies offer rich rewards also to employees whose recommendations are accepted after the routine wake and examining process is over and job offers extend to the signaled candidates.As a goodwill gesture, companies also consider the names recommended by unions from time to time. POSSIBLE BENEFITS AND COSTS OF EMPLOYEE REFERRALS ? Recommender gives a realistic picture about the job. The applicant can weigh the pros and cons carefully before handing over the CV The applicant is more likely to accept an offer if one is make and once employed, to sport a higher job e xtract. ? Its an smooth means of locating potential employees in those hard-to-fill positions. The recommender earns a reward and the company can avoid costly recruiting search in case the candidate gets selected. Recommenders may confuse friendship with job competence. Factors such as bias, nepotism, and eagerness to see their friends in the company may come in the way of hiring a suitable candidate. ADVANTAGES OF employ INTERNAL SOURCES Filling vacancies in higher jobs within the organization or through internal transfers has various advantages such as ? Employees are motivated to improve their public presentation. ? Moral of the employees is increased. ? Industrial peace prevails in the enterprise because of promotional avenues. ? Filling of jobs internally is cheaper as compared to getting candidates from outdoor(a) sources. A promotion at higher levels my led to a chain of promotion at lower levels in the organization. This motivates employees to improve their actance t hrough assumement and practice. ? Transfer or job rotation is a tool of pedagogy the employees to prepare them for higher jobs. ? Transfer has the benefit of shifting workforce from the senseless departments to those where there is shortage of staff. DRAWBACKS OF INTERNAL SOURCES inner sources of recruitment endure certain exceptbacks such as ? When vacancies are filled through internal promotions, the scope for fresh talent is reduced. The employees may become lethargic if they are sure of time bound promotions. ? The spirit of competition among the employees may be hampered. ? popular transfers of employees may reduce the overall productivity of the organization. EXTERNAL SOURCES Every enterprise has to beleaguer external sources for various positions. Running enterprises have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the spare requirements of manpower. Companies commonly use the following external sources of recruitment Media Advertisements Advertisements in newspapers or tack and professional journals are generally used. The advantage of advertising is that more information about the organization, job description and job specifications can be given in advertisements to let in self screening by the prospective candidates. ? Management Consultants Management consultancy firm helps the organizations to recruit technical, professional and managerial power. They used to delimit in middle level and top-level executive, but today they even help firms in recruiting fresh graduates &038 postgraduates in the industry. nurtureal Institutes Educational institutes at all levels offer opportunities for recruiting small graduates. Most educational institutes operate placement services where prospective employers can round off credentials and interview graduates. ? Recommendations One of the best sources for individuals who perform effectively on the job is rec ommendation for the current employee. An employee will rarely recommend someone unless he or she believes that the individual can perform adequately. The recommended oftentimes gives applicants more realistic information about the job than any other source. Casual Callers The organizations that are regarded as good employers draw a steady stream of unsolicited applicants in their offices. This serves as a worthy source of manpower. The deserve of this source of recruitment is that it avoids the costs of recruiting workforce from other sources. ADVANTAGES OF USING EXTERNAL SOURCES The merits of external sources of recruitment are ? Qualified Personnel By using external sources of recruitment, the management can make qualified and skilful people to apply for vacant jobs in the organization. ? Wider ChoiceWhen vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for art. ? uninfected Talent The insiders may have special talents. External Sources palliate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of the enterprise. ? Competitive life story If a company can tap external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance.DRAWBACKS OF EXTERNAL SOURCES The demerits of filling vacancies from external sources of recruitment are Dissatisfaction among exist Staff External recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced. ? long Process Recruitment from outside takes long time. The business has to notify the vacancies and wait for applications to set out the selection process. ? Uncertain Response here candidates from outside may not be suitable for the enterprise. at that place is no secure that the enterprise will be able to attract right kind of people from external sources. OTHER SOURSES In the search for particular types of applicants, nontraditional sources should be considered. For example, Employ the Handicapped associations can be a source of highly motivated workers a forty-plus club can be an excellent source of mature and go through workers etc. Recruiting Sources Used by Skill and take SKILL/LEVEL RECRUITING SOURCEUn teach, semiskilled(prenominal) &038 Skilled In conventional Contacts Walk-ins Public drill Agencies Professional Employees Informal Contacts home(a) Search Managerial Level Walk-ins Private calling Agencies Public Employment Agencies RECENT TRENDS IN RECRUITMENT ? Outsourcing Under this arrangement company may draw the required strength from the outsourcing firms or agencies or commission fundament alternatively than offering them employment. This is also called leasing of world options. The outsourcing irms prove their human resource pools by employing people for them and make av ailable the personnel to various companies (called clients) as per their involve. The outsourcing firms get allowance for their services to their clients and give salary now to the personnel. The personnel deputed by the outsourcing agencies with the clients are not the employees of the clients. They continue to be on the payroll department of their employees, that is, the outsourcing agencies. Several outsourcing companies or agencies have come up which supply human resources of various categories to their clients.A company in need of employees of certain categories can approach an outsourcing company and avail the services of it human resources. The advantages of getting human resources through the outsourcing agencies are 1. The companies need not plan for human resources much in advance. They can get human resources on look at undercoat from an outsourcing agency. 2. The companies are free from industrial relations problems as human resources take on lease are not their em ployees. 3. The companies can take with this course of employees straightaway after the work is over. ? hunt or RaidingPoaching means employing a suitable and experient person already working in another reputed company, which might be a rival in the industry. A company can attract talent from another firm by offering engaging pay packages and other equipment casualty and conditions. some(prenominal) may be the means used to raid rival firms for potential candidates, it is often seen as an unethical practice and not openly maundered about. In fact, raiding has become a challenge for human resource managers of modern organization. ? Website or e-Recruitment Many big organizations use Internet as a source of recruitment.They advertise the job vacancies through the worldwide web (www). The job seekers come out their applications or Curriculum Vitae, CV through e-mail using Internet, which can be drawn by the prospective employer depending upon their requirements. RECRUITMENT POLICY OF SHREE CEMENT LTD. OBJECTIVE ? To arrive at the company to plan its manpower requirements in order to meet the organizational objectives and needs. ? To sustain and retain the right human resource material of appropriate skills, knowledge, aptitude and merit which will enable the company to grow and develop into a premier consultancy organization.MODES OF SOURCING Internal sourcing is more widely used in practice as compared to external sourcing. turf out in the lowermost grades, where direct recruitment is unavoidable, there is no specific quota for recruitment from outside. The company provides opportunity for its employees to grow from within the organization by acquiring the prerequisite qualification, skills, knowledge and prep. Even so the company recruits from the open market to positions for which suitable candidates are not available either internally or on deputation from the other organizations like the Indian Railways etc according to job requirements.Deput ation The very nature of the business of the company requires that it should staff the organization with the experienced personnel from the Indian Railways or public undertakings in respect of a number of positions. The reproach and conditions of deputation of employees to Naukri. com are decided in accordance with the rules of the central government and in consultation with the parent organization in case of the others. Re-Employment &038 trying on Of The Consultants In respect of certain special jobs requiring services of retired officers and staff of government or Naukri. om, the company may re-employ suitable persons belonging to this category for specified distributor points, subject to such re-employment being in accordance with the governments and/or the companys policy and orders. In order to meet the specific job requirements of limited duration which cannot be handled by the companys symmetrical staff for want of expertise or shortage of manpower and with the specific panegyric of the director/ managing director/ board of directors, the company may appoint consultants/ advisors on the basis of the guidelines laid down by the board of directors / Railway board.Employment Exchanges The recruitment to the posts up to the pay level of Rs 8000/ or other equivalent level are do through the employment exchanges ( compulsory card of vacancies) Act, 1956 while considering the candidates recommended by the employment exchange personnel engaged on passing(a) / temporary / ad-hoc/ contractual basis are also considered. Advertisement The advertisement for a vacancy is drafted in consultation with the concerned departmental head, as and when it is to be released.The advertisement should indicate the job title, qualification experience, age limit and other salient aspects of the job and also the pay scale, allowances and the benefits afforded by the company. The think advertisements are generally released in the discipline dailies, but depending upon the location, they are also released in regional / local dailies. Example of advertisement Example of Job Advertisement secondary marketing manager Our company is a modern fast growing young business.We are expanding sales to India a attendant to catch new opportunities for cement sales there. We have many branches to our business nation wide and have built up a good reputation within our field of trade. We are looking for a dynamic, confident person who is willing to give-up the ghost and work on his/her own behalf. You will need excellent communication skills and diplomatic views and be able to project yourself clear and politely in a prescribed manor. You must have been in an executive sales position previously and have had at least 0-3 years marketing experience.Preferably in cement sales, candidate must MBA/PGDM marketing qualified. The job involves extensive travel around north India withsales meeting to be held every 2 months. Salary is 200000-300000 per ann um. T. A. AND HOLIDAY ALLOWANCES. tuition will be given. Apply in theme To shree cement Ltd. Bangur nagar beawar Ajmer (Raj. ) Closing date.. Campus RecruitmentCampus recruitment is carried out from time to time to induct fresh talent in the organization from selected institutes. Recruitment for the posts of engineers is also made through campus interviews to meet the urgent requirements of the company. Institutes hygienic established technical institutes and engineering colleges are selected by the able authority are chosen and an association is maintained on a long-term basis. Process ? Campus visits visits are scheduled to the technical institutions and engineering colleges during the placement season. Teams of senior officers are deputed to these institutes and colleges for campus recruitment. ? Such of the applicants so screened as per the laid down criteria and plunge qualified are being called for coming into court in the written test or interview to be conducted by th e nominated selection board. ? all told such recruits are required to serve the companies for a tokenish period of three years. They are also required to execute a bind of Rs one lac in this regard and award one surety. SELECTION PROCESS THE CHALLENGES ? infusion is a critical process ? stead The Right Person Requires a broad investiture of specie to get right types of people. ? Structure of Selection Process that helps companies to test for fit ? Employment Tests to rightly tag the capabilities of candidates ? Selecting people who possess the ability and qualifications to perform the jobs. Selection involves a serial publication of move by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualifications to perform the jobs, which have fallen vacant in an organization.The process of selection divides the candidates for employment into two categorie s, namely, those who will be offered employment and those who will not be. The basic purpose of the selection process is to choose right type of candidates to man various positions in the organization. In order to achieve this purpose, a well-organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. Both recruitment and selection are the two phase angles of the employment process.Recruitment being the first phase envisages taking decisions on the choice of tapping the sources of workforce supply. Selection is the second phase, which involves giving various types of test to the candidates and interviewing them in order to select the suitable candidates only. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a great coronation of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money.There fore it is essential to raise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection. The benefits of selecting right kind of people for various jobs are as follows ? fitting selection and placement of personnel go a long way towards building up a durable workforce. It will keep the rates of employee disorder low. ? capable employees show higher efficiency and enable the organization to achieve its objectives effectively.When people get jobs of their taste and choice, they get higher job satisfaction &038 in turn take into a part of a contended workforce for the organization People involved in the selection process are HR Department Respective department head. Respective divisional head. What Selection Is every About? All selection activities, from the sign screening interview to the physical interrogation if required, exist for the p urpose of making effective selection decisions. Each activity is a step in the process that forms prognosticative exercise-managerial decision makers seeking to predict which job applicants will be successful if chartered.In actuality, the selection process represents an effort to balance the objectives of evaluating and attracting. SIGNIFICANCE OF SELECTION PROCESS Selection is a critical process these days because it requires a huge investment of money to get right types of people. If the right types of persons are not chosen, it will lead to huge loss of the employer in term of time, effort and money. Therefore it is essential to devise a suitable selection procedure. Each step in the selection procedure should help in getting more and more information about the applicants to facilitate decision-making in the area of selection.The benefits of selecting right kind of people for various jobs are as follows ? Proper selection and placement of personnel go a long way towards building up a stable workforce. It will keep the rates of employee turnover low. ? fit employees show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction &038 in turn result into a part of a contended workforce for the organization. SELECTION PROCESS COMPRISES OF THE FOLLOWING stairs 1. Receipt of Applications It is the first step in the process of selection process.The application form gives preliminary information about the candidate and assists the interviewer in formulating the questions to obtain more information about the candidate. 2. Scrutiny of Application All those who have applied for the job may not be suitable for it so the HR department carries out a proper scrutiny of applications to select the candidates to be called for preliminary interview. 3. prior interrogate by HR Department The HR department takes this interview. The candidates are asked about their qua lifications, experience, interest, residence, age etc. Those whose qualification and does not match are rejected. . Interview taken by the person from the particular department here they ask about the work experience why he/she left the earlier job, ask about his/her background etc. The interviewer matches the job specification, qualification, ability to work under express etc. At this level rejection are made if the interviewer does not find the candidate suitable for the job. 5. Interview by HR and Department Head At this level, the HR &038 department head, both take interview of the selected candidates to know more about them. It is a very friendly conversation with them including narrow down questions.The HR head tell the interviewee about the company, its mission, objectives and responsibilities of the job, which have applied for, salary, compensation, etc. 6. office and Orientation Orientation and placement of Naukri. com covers the activities involved in introducing the ne w employees to the organization and to his or her work unit. It familiarize new employee with the s objectives, history, procedures, and rules, communicate relevant personnel policies such as hours of work, pay procedures, overtime requirements, provide a tour of the companys physical facilities and introduce him to his superior and co-workers.SELECTION PROCESS AT SCL ? Receiving Applications Whenever there is a vacancy, it is advertised or enquiries are made from the suitable sources, and applications are received from the candidates. ? blanket of Application All the applicants received in response to recruitment notification are scrutinized for the purpose of screening and short-listing the candidates who should be called for the selection. The company restricts selection to the more meritorious of the applicants through an appropriate process of initial screening. ? Selection CommitteeSelection committee is urinated under the orders of the managing director or any other office r to whom the power to constitute such committees for the purpose of conducting the written tests and/ or interviews. The selection committee decides the actual scheme of the tests/ interview depending upon the requirements of the job for which recruitment is made. ? Selection Employment Interview A minimum of 60% marks in the heart and also in the performance at the written test and interview is required to enable the candidates to be finally selected.The selection committee recommends the panel of successful candidates in order to the Board of directors as the case may be for employment. The main purposes of an employment interview are To find out the suitability of the candidate, To seek more information about the candidate, and To give candidate spotless picture of a job with details of term &038 conditions and some idea of organizations policies. Employment Interview may consist of number of rounds of interview with various interviewers ? Checking ReferencesA referee is po tentially an authorised source of information about a candidates ability and temper if he/she holds a responsible position in some organization or has been an employer of the candidate ? Medical Checkup An authorized part of the selection process is also to ensure the employee is free from all kind of diseases that can hamper his work. For this purpose, every short listed candidate goes through a medical check-up to ensure his physical fitness. The pre-employment physical exam or medical test of a candidate is an important step in the selection procedure.Medical examination as part of selection procedure depends only when upon the kind of jobs to be offered to the candidates. For instance some industries do not take up medical examinations of the candidates at all. ? Letter Of Appointment After the candidate has cleared all the hurdles in the selection procedure, he/se is formally appointed by issuing an appointment letter by concluding with him/her a service agreement. mostly in all organizations, the candidates are not appointed on permanent basis because it is better to try them for few months on the job itself.Thus all candidates have a probation period &038 candidates are judge to show their worth during the probation period to get permanent employment in the particular organization. CLASSIFICATION OF EMPLOYMENT TESTS &038 INTERVIEWS Employment Tests ? password Tests These tests are used to judge the mental capacity of the applicants. They measure the individual take aiming abilities, i. e. , the ability to catch or understand instructions and also ability to make decision and judgment. These tests are used in the selection of personnel for almost every kind of job from the unskilled to the skilled one. Aptitude Tests Aptitude means the potential that an individual has for learning and skills required to a job efficiently. They measure an applicants capacity and his potential for evolution. ? increase Tests Proficiency Tests are those, which ar e designed to measure the skills already get aheadd by the individuals. A improvement test takes a sample of individuals behavior, which is designed as reproductive memory of the actual work situation. ? stakes Tests Interest tests identify patterns of interest that is areas in which the individual shows special concern, fascination &038 involvement.These tests will suggest what types of jobs may be satisfying to the employees. ? genius Tests Personality test probes the qualities of the personality as a whole, the combination of aptitude, interest and usual mood &038 temperament. Employment Interviews The nature of employment interviews varies from firm to firm. It may be conducted in the following forms ? Patterned or structured Interview In this interview, a series of questions, which can illuminate the significant aspects of the applicants background, are standardized in advance.During the interview, the standardized questions are asked as they are written the order may se t out but not the phrasing of the questions. ? unstructured or Non-directed Interview The interviewer does not ask direct &038 specific questions. He/she creates an melodic phrase in which the candidate feels free to talk on the subject selected by the interviewer. ? Preliminary or Background information Interview This type of interview is conducted when the history of the applicant has to be known in terms of his experience, education, health, interest &038 so on.It is more or less a preliminary interview. ? test Interview The applicant is intentionally put under a stress by interrupting him, criticizing his/her viewpoint and keeping silent after he has finished speaking. ? Group Interview It is an interview of a number of applicants in a group. The interviewers can see reactions of the applicants in dealing with each other. It is used where it is essential to know how the candidates behave in a group. PROBATION AND CONFIRMATION PROBATION PERIODAll initial appointments in the co mpany as a result of direct recruitment in accordance with the rules (except those of a temporary, ad-hoc, casual or contractual nature and those on immaterial service or deputation terms from govt. or other undertakings) are on probation for a period of one year. During the period of probation, an employee is liable to be discharged from the service of the company without assigning any creator at the sole direction of the management. The period of the probation may be extended or curtailed in the individual cases by the effective authority on the merits of each case.During the period of probation, the employees are required to undergo such educational activity as is called by the requirements of their jobs. thriving completion of the probation and the prescribed tuition course will make the employee eligible for regulating and confirmation in the companys employment. CONFIRMATION The personnel division screens the probationers in an appropriate manner and obtains and notifi es the approval of the competent authority for the regularization/ confirmation of individual direct recruits. SERIAL NO. exertion/ PROCEDURE 1. Technical scrutiny of applications 2. adulation for calling eligible candidates for written tests and interviews 3. shoot of call earn 4. Selection of candidates called for interview 5. Medical check-up 6. Dispatch of appointment letters 7. Joining at train A TOOL FOR SUCCESS We know that successful candidates placed on the jobs need didactics to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents.It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action. dressing and development constitute an ongoing process in any organization. This chapter is devoted to a exact discussion on the nature and process of training an d development in a typical industrial establishment. teaching could be compared to this metaphor if I miss one meal in a day, then I will starve to death.The survival of the organization requires development throughout the ranks in order to survive, while training makes the organization more effective and efficient in its day-to-day operations. As a sketch review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. instruction is a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future. grooming is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. instruction is any learning activity, which is directed towards future, needs r ather than present needs, and which is concerned more with charge growth than immediate performance. fostering is the trademark of good management. Today technical training is no longer enough, employees also need skills in the team building, decision making and communication. As competition demands better service, employees progressively require customer service training.Competent employees do not remain competent forever. Due to the ever-changing business environment and market conditions, their skills become obsolete. Thus organizations fall billions of rupees on their training programs so as to upgrade the skills and knowledge of their employees in order to have an edge over its competitors and to gain profits. Training programs are directed towards amend job performance of the employees. Intensified competition, technical changes and the need for improved productivity are motivating the management to increase their usance on training.People at all levels in the organizat ion need to undergo training to be able to conduct the best results. Training, evolution, and Education HRD programs are dissever into three main categories Training, cultivation, and Education. Although some organizations clunk all learning under Training or Training and festering, dividing it into three unequivocal categories makes the desired goals and objects more meaningful and precise. Training is the acquisition of technology, which permits employees to perform their present job to standards.It improves human performance on the job the employee is presently doing or is being hired to do. withal, it is given when new technology in introduced into the workplace. Education is training people to do a different job. It is often given to people who have been determine as being promotable, being considered for a new job either lateral or up(a), or to increase their potential. opposed training, which can be fully evaluated immediately upon the learners returning to work, education can only be completely evaluated when the learners move on to their future jobs or tasks.We can test them on what they learned while in training, but we cannot be fully cheerful with the military rank until we see how well they perform their new jobs. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job.Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should throw overboard development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments. Development can be considered the foref ront of what many now call the Learning Organization. Development involves changes in an beingness that are systematic, organized, and serial and are thought to serve an accommodative function. EMPLOYEE TRAINING For the new employees, on-the-job training is given.The new employees are being undetermined to the practical job under the guidance of the old co- worker and its immediate superior. Training and output go hand in hand. For the existing employees, a workshop is conducted to make them aware of the new technology or new system to be used. In that workshop they are taught how to use the new machine (if introduced), they are told about the benefits of using the new technology etc. Also they follow is cross training, when implemented horizontally, upward and downward. Department heads, assistants and employees can cross-train either within the department or in different departments.With support, employees can have a days training in the role of department heads ( fairy for th e Day). A department head can take a popular Managers role in his absence. It is a part of their yearly training and covers all positions and departments. offset with the supervisory level it must try down to entry-level positions. This technique achieves the following objectives ? Prevents doldrums ? Offers learning and opportunities for professional development ? Rejuvenates all departments ? Improves understanding of different departments and the company as a whole ?Leads to better coordination and teamwork ? Erases differences, repugnance and unhealthy competition ? Increases knowledge, know-how, skills and work performance ? Improves overall motivation ? Enables sharing of organisational goals and objectives notion OF TRAINING MEANING Training &038 development refers to the imparting of specific skills, abilities and knowledge to an employee. Development refers to those learning opportunities designed to help the employees. Development is not primary skill oriented. Inst ead, it provides general knowledge and attitudes that will be accommodating to employees in higher positions.TRAINING &038 reading NEED Training Need = prototype Performance Actual Performance INPUTS IN TRAINING &038 DEVELOPMENT 1. Skills 2. Education 3. Development 4. Ethics 5. Attitudinal changes ? Skills A worker needs skills to operate machines and other equipments with the least defile and scrap. Employees, particularly supervisors and executives, need interpersonal skills popularly known as the people skills. ? Education The purpose of the education is to teach the metaphysical concepts and develop a sense off reasoning and development. Education is training people to do a different job.It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upward, or to increase their potential. Unlike training, which can be fully evaluated immediately upon the learners returning to work, education can only be completel y evaluated when the learners move on to their future jobs or tasks. We can test them on what they learned while in training, but we cannot be fully satisfied with the evaluation until we see how well they perform their new jobs. ? Development Development is training people to acquire new horizons, technologies, or viewpoints.It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Unlike training and education, which can be completely evaluated, development cannot always be fully evaluated. This does not mean that we should abandon development programs, as helping people to grow and develop is what keeps an organization in the cutting edge of competitive environments.Development can be considered the forefront of what many now call the Learning Organization. Development involves changes in an organism that are systematic, organized, and successive and are thought to serve an adaptive function. ? Ethics There is a need for imparting greater ethical organization to a training development program. There is no refutation of the fact that the ethics are for the most part ignored in businesses. ? Attitudinal changes Attitudes represent feeling and beliefs of individuals towards others. The negative attitudes of the employees must be changed through training and development programs.IMPORTANCE OF TRAINING AND DEVELOPMENT Training and development is of vital importance in the success of any organization 1. Training provides greater perceptual constancy, flexibleness and capacity for growth in an organization 2. Scrap and damages to machinery and equipment can be avoided or lessen through training. 3. Training serves as an efficient source of recruitment. 4. Training is an investment in HR with a cartel of better re turns in future. Training and development programs, as was pointed out earlier, help remove performance deficiencies in employees. This is particularly true when The deficiency is caused by a lack of ability rather than a lack of motivation to perform, The individuals involved have the aptitude and motivation need to learn to do the job better, and Supervisors and peers are appurtenant of the desired behaviors. There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employs contribute to the stay with the organization. outgrowth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employees versatile in operations.All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits form year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well. Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees.They are imprisoned after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. THE PURPOSE OF T