DCM SHRIRAM RAYONS

SUMMER TRAINING REPORT

ON
RECRUITMENT AND SELECTION
(Submitted in partial fulfillment for the award of
degree of MBA)

SUBMITTED BY:
PREETI REEJWANI
MBA 3RD SEM.
MODI INSTITUTE OF MANAGEMENT AND TECHNOLOGY

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 PREFACE

Human resource management is concerned with people element

in management. Sine every organization is made up of people,
acquiring their services, developing their skills/motivating to
high level of performances ensuring that they continue to
maintain their commitments to the organization which are
essential to achieve organizational objectives.
This project is meant to know the Human Resource Recruitment
and Selection in the organization. The HR Recruitment n
Selection is a tool to fill the vacant positions in the organization.
The objective is to satisfy various goals and objectives of the
organization and satisfying employees need and also the
organization needs.
The objective is to provide the reader with a framework of the
HR recruitment and selection in the organization of both the
staff as well as of workers also.

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 ACKNOWLEDGEMENT

With the completion of my project entitled Recruitment and

Selection, I would like to extend my sincere gratitude and a
word of thanks to all those who inspired me to think beyond and
to always look for better solutions .I feel proud and have a great
pleasure in compiling my training in such a large company
DCM SHRIRAM RAYONS.
Firstly I am thankful to Neelam Fatima MA’AM (HOD) whose
support was very important in the completion of my report and
to give it the final shape.
I am thankful to all the department staff members Mr. Imran
khan Sherwani Sir, Koyal Mitra Ma’am , Mr.Mani Menon Sir
(Personnel Department ), and Mr. Shailesh Kumar Sir, Mr. KK
Rai Sir, Mr Nama Sir, Mr. Jitendra Panholi Sir, Mr. Shubham
Mishra Sir (IR Department) for rendering their support directly
and indirectly and helped me to make this training duration
relevant knowledge activity .
I would also like to thank all my friends who have helped me
during this project. Last but not the least I would like to thank
my parents for always being my inspiration.

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 Contents
1. Introduction of the company
2. History of the company
3. Recruitment and Selection -INTRODUCTION
4. What is recruitment
5. Factors affecting recruitment
6. Recruitment process
7. Types of recruitment
8. Recruitment interviews
9. What is selection.
10. Making a job offer
11. Recruitment and selection process followed in
the company
12. Research methodology
13. Conclusion
14. Bibliography/References

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 1. INTRODUCTION
Shriram Rayons were set up in 1965 to produce rayon tyre cord.
The engineering and design was provided by Chemtex inc.,
USA and Beaunit fibers Inc., USA. Over the years this facility
has been upgraded and modernized to meet the stringent quality
requirements of reputed international tyre giants, our customers.
Shriram Rayons is amongst the world’s major manufactures of
high tenacity rayon tyre cord with state of the art twisting,
weaving and dipping facilities .it also has integrated Nylon
conversion with modern treating facilities altering to the needs
of overseas and domestic customers. It also has a complex for
the manufacture of inorganic chemicals.
The company is known for adapting to change. They have
transformed the unit from domestic one to a virtual 100% Export
Oriented Unit. Recipient of 20 Export Awards for highest
exports of Rayon Tyre Product (man made technical textiles)
from the synthetic and Rayon Textiles Export Promotion
council. Recipients of 15 Safety Awards for safe and healthy
operations from Government of India. Ministry of Labour. The
company is ISO 9001:2015 , ISO 14001:2015(TUV NORD
CERT GMBH) and BS OHSAS 18001:2007 certified company.
The company’s products have been approved for tyre
reinforcement by all major international tyre giants. The
company has 5 emergency assembly points.5s means:

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Details for each step include the minimum recommended best
practice to attract a talented and diverse applicant pool:
STEP 1. Identify Vacancy and Evaluate Need.
STEP 2. Develop Position Description.
STEP 3. Develop Recruitment Plan.
STEP 4. Select Search committee.
STEP 5. Post Position and Implement Recruitment Plan.
Key technology sources:
 Beaunit fibers Inc, USA.
 Chemtex Inc., USA.
Quality systems certified by TUV NORD CERT GmbH FOR:
 ISO 9001:2015 for manufacturing and sale of grey dipped
industrial/ tyre grade yarn, cord, fabric and chafer fabric from
1994 .
 ISO 14001:2015 for manufacturing of grey/dipped industrial
/tyre grade yarn, cord, fabric and chafer fabric from 2010 .
 BS OHSAS 18001:2007.

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 2. HISTORY OF THE COMPANY
By the year 1960, Delhi cloth mill got established in
India. Sir Shriram, as an entrepreneur had foresighting for
industrialization in India. He always sensed for the
requisites of the mass. He was a successful industrialist
into Textile, sugar and chemical etc. His ambitions were
prominent to venture in to vehicle segment.
The industrial city of Rajasthan, Kota has abundance of
water and electricity .this encouraged Sir Shriram to file
an application on April 28, 1960 to the Government. After
proper assessment by the central Government, permission
was granted to establish the factory in kola by the name of
“Rajasthan Rayons’’ on March 22, 1961 which later on
became “Shriram Rayons’’.

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On September 1, 1962, after obtaining the required license, the
ground unveiling ceremony was done by the managing director
of DCM Group, Dr. Bharatram. In mere one and half years with
the initial investment of rupees 12 crore, the factory was
established .the production started on January 25, 1965 with the
design help from chemtex Inc ,USA.
The main raw produce of the factory is Rayon Tyre- yarn, cord
and fabric. The by products of the factory are – Anhyd cus
Sodium Sulphate and carbon di Sulphide. The main raw material
for rayon manufacturing is Wood Pulp, which is being imported
from USA. The initial production of the factory was 4000ton
which is now 9500 metric ton per year. The 95% of the

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production is being exported to different nation across the globe.
Thus Shriram rayons is giving its contribution in earning the
foreign currency to the nation. The year 2014-2015 was the
GOLDEN JUBILEE YEAR AT Shriram Rayons .A book was
launched by the Vice chairman and deputy Managing Director,
MR. Alok B Shriram on the occasion.

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3. Recruitment And Selection-
INTRODUCTION
Recruitment and selection is an important operation in hrm,
designed to maximize employee strength in order to meet the
employer’s strategic goals and objectives. In short, Recruitment
and Selection is the process of souring, screening, short listing
and selecting the right candidate for filling the required vacant
positions.

What is recruitment?
Recruitment (hiring) refers to the overall process of
attracting, short listing, selecting and appointing suitable
candidates for jobs (either permanent or temporary)
within an organization. If the recruitment process is
efficient then the organization gets happier and more
productive employee’s .It builds a good workplace
environment .attrition rate reduces. It results in overall
growth of the organization.

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 4. Factors Affecting Recruitment
We have internal factors as well as external factors that
influence the recruitment process.
INTERNAL FACTORS- Organizations have control over the
internal factors that affect their recruitment functions.

INTERNAL FACTORS are:

 Size of organization- to expand the business, recruitment
planning is mandatory for hiring more resources, which will
be handling the future operations.
 Recruiting Policy-it specifies the objectives of the
recruitment and provides a framework for the implementation
of recruitment programs.
 Image of Organization-maintaining good public relations,
providing public services etc. definitely helps an organization
in enhancing its reputation in the market.

EXTERNAL Factors: external factors are those that

cannot be controlled by an organization. The external factors
that affect the recruitment process include the following:
 Demographic factors- are related to the attributes of
potential employees such as their age, religion, literacy,
gender etc.
 Legal considerations- job reservations for different castes as
STs, SCs, OBCs are examples of legal considerations. These

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 passed by government, will have a positive or negative impact
on recruitment policies of the organization.
 Competitors- when organizations in the same industry are
competing for the best qualified resources, there is a need to
analyze the competition and offer the resources packages that
are best in terms of industry standards.
 Labor market- controls the demand and supply of labor.

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 5. RECRUITMENT PROCESS
Recruitment process is a process of identifying the jobs vacancy,
analyzing the job requirements, reviewing applications,
screening, short listing, and selecting the right candidate.

 Recruitment planning- recruitment planning is the

first step of the recruitment process, where the vacant
positions are analyzed and described. It includes job
specifications and its nature, experience, qualifications
and skills required for the job etc.
 Recruitment strategy- recruitment strategy is the
second step of the recruitment process, where a
strategy is prepared for hiring the resources. After
completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy

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 to adopt for recruiting the potential candidates for the
organization.
 Searching the right candidates- searching is the
process of recruitment where the resources are soured
depending upon the requirement of the job .Searching
involves attracting the job seekers to the vacancies. The
sources are broadly divided into two categories: Internal
sources and External Sources.
INTERNAL SOURCES- internal sources of
recruitment refer to hiring employees within the
organization through:
 PROMOTIONS
 TRANSFERS
 FORMER EMPLOYEES
 INTERNAL ADVERTISEMENTS(JOB POSTING)
 EMPLOYEE REFERRALS
 PREVIOUS APPLIANTS
EXTERNAL SOURCES –External sources of
recruitment refer to hiring employees outside the
organization through:
 DIRECT RECRUITMENT
 EMPLOYMENT EXCHANGES
 EMPLOYMENT AGENCIES
 ADVERTISEMENTS
 PROFESSIONAL ASSOCIATIONS

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  CAMPUS RECRUITMENT
 WORD OF MOUTH.

 SCREENING/ SHORTLISTING-Screening is the

integral part of recruitment process that helps in
removing unqualified or irrelevant candidates, which
were received through souring. The screening process
of recruitment consists of three steps:
 Reviewing of resumes and over letters.
 Conducting telephonic or video interview
 Identifying the top candidates.

 EVALUATION AND CONTROL- recruitment is a

costly process; hence it is important that the
performance of the recruitment process is thoroughly
evaluated. The costs incurred in the recruitment process
are to be evaluated and controlled effectively. these
include the following:
Salaries to the recruiters.
Administrative expenses and recruitment overheads.
Advertisements cost and other costs incurred in
recruitment methods, i.e. agency fees.
Overtime and outstanding costs, while the vacancies
remain unfilled.
Cost incurred in recruiting suitable candidates for the
final selection process.

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 6. RECRUITMENT INTERVIEWS
The primary purpose of an interview is to transfer
information from interviewee to interviewer. Interviews
can be either formal or informal , structured or
unstructured .interviews can be carried out one to one
or in group, they can be conducted over telephone or
via video conferencing.

INTERVIEW PROCESS- interviewing candidates is

the final stage in the recruitment process. Hence, to find
the right person for a specific position, there should be a
proper process, that has to be followed for the right
results.

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 An ideal interview process for selecting the right
candidates is as follows:
o Determine the requirements of the job. Conduct a
thorough job analysis.
o Prepare a specific job description and a job
specification.
o Make a plan- how and where to find qualified
candidates.
o Collect and review applications and resumes and
from them, select the most potential and qualified
candidates for further proceedings.
o Interview the shortlisted candidates based upon the
job description and specification.
o Verify the candidates’ background with the references
provided by them.
Following such an interview process, the HR department
and hire the best possible candidates for a vacant job
position.

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 7.WHAT IS SELECTION?
Selection is the process of picking or choosing the right
candidate, who is most suitable for a vacant position in an
organization. In other words, selection an also be
explained as the process of interviewing the candidates
and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for
the position,

Selection process and steps-

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 EMPLOYMENT INTERVIEW: employment interview
is a process in which one to one session is conducted
with the applicant to know a candidate better. It helps
the interviewer to discover the inner qualities of the
applicant and helps in taking a right decision.
CHECKING REFERENCES: References checking is a
process of verifying the applicant’s qualifications and
experiences with the references provided by him. These
reference checks help the interviewer understand the
conduct, the attitude, and the behavior of the candidate
as an individual and also as a professional.
MEDICAL EXAMINATION: Medical examination is a
processing which the physical and the mental fitness of
the applicants are checked to ensure that the
candidates are capable of performing a job or not. This
examination helps the organization in choosing the right
candidates who are physically and mentally fit.

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 FINAL SELECTION: The final selection is the final
process which proves that the applicant has qualified in
all the rounds of the selection process and will be issued
an appointment letter.

A Selection process with the above steps will help any

organization in choosing and selecting the right candidates
for the right job.

SALARY NEGOTIATIONS
Salary negotiations are done ahead of issuing an offer
letter. This is the heart of recruitment and Selection
process, wherein the actual worth of a right candidate will
be evaluated .the remuneration offered should be
balanced, acceptable and agreed by both the parties- the
employer and the employee.

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 8. A WIN WIN SITUATION:
The negotiations should be a win in situation, where both
the candidate and the employer should benefit. if the
candidate experts and demands for a higher salary than
the offered salary, then the employer an raise the package
(if the budget permits)in the following cases:
 The candidate is highly talented with a potential to
deliver great results.
 The candidate has exceptional skills which are rare in
the market.
Making a job offer
Making a job offer is the final stage of recruitment
and selection .one a candidate is selected, he /she
will be issued an offer letter, which deserves the
designation, job location, role, responsibilities,
remuneration, benefits, and few related to the
companies policies.

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 9. How to make a job offer?

Making a job offer is a delicate process and it should be

handled carefully .the outcome of this process can be one
of the following:
The candidate may accept and start working with the
organization.
 The candidate may accept a better job offer from
another organization, if he gets one.

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 10.What next after issuing a job letter?
Employees usually have to serve a notice period before
selecting jobs .so, there is a time gap of one month or so
after a candidate accepts the offer letter till the time he
joins the organization. During this time gap the role of a
recruiter is important because the candidate may or may
not join, even after accepting the offer letter! Hence the
recruiter should be in touch with the candidate through
mails/messages/alls/till he /she joins the company.

The following steps are important after a candidate

accepts the job letter:
DOCUMENTATION PROCESS
EMPLOYMENT VERIFICATION PROCESS
CONTATING THE CANDIDATES
RESIGNATION FROM URGENT EMPLOYMENT
FOLLOWING UP FOR THE JOINING DATE.

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 11. Recruitment and Selection Process
Followed In the Company
Recruitment (hiring) refers to the overall process of
attracting, short listing, selecting, and appointing suitable
candidates for jobs (either permanent or temporary) within
an organization. The HR department has Personnel
department (related to staff) and IR (industrial relation)
department (related to workers).
In IR department two recruitments are done- first is the
recruitment of trainees and second is the recruitment of
the permanent workers.
Process of recruitment of trainees-
 Firstly, the person as a trainee is taken who is working
under the contractor. He should have worked three to
five years under the contractor.
 Secondly, then in excel his performance record is
checked. Reviews from the contractor are also taken
whether he knows how to work on machines or not.
 Thirdly, the written test is conducted to know his BASIC
IQ level.
 Lastly, if he pass the above test then personal interview
(PI) is taken and if he pass then he is asked to bring the
required documents further.

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The documents which they are asked to bring are as
follows:
1. Individual form (filled by the trainee itself).
2. Application written by the trainee.
3. Digital pole application form.
4. Address verification form.
5. Mark sheets of 10th and 12th .
6. ITI Mark sheet (if he/she has done).
7. Apprentice certificate.
8. Birth certificate (in case of OBs, Ss, STs.
9. Aadhar card(according to 10th mark sheet)
10. Written test.
11. Nomination form.
12. Resume
13. Medical certificate
14. Job seeker registration form
15. Joining form.
16. Bank pass book copy
17. Performance assessment (quarterly basis).
Training is given for three years and stipend is fixed for
every year. In first year the stipend is 7500,in second year
the stipend is 8500 and in third year the stipend is 9500.
On monthly basis attendance register is checked of every
trainee and warning is also given .260 punching days are
compulsory in a year of every trainee. He should be
having a good attendance record then only he is promoted
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to next year for training. At the end of second year also his
performance record is checked and then he is promoted to
the third that is the final year. After the completion of third
year, training certificate is given. Through letter head of
the company certificate is given as a proof. Original copy
is given to the trainee and the zerox copy remains with the
company .then the letter is sent to Delhi to make him the
permanent worker. If positive reply comes then only the
further procedure is done.

Then according to the requirement (vacancy) in the

company and his qualifications the trainee is asked to join
the company as a permanent worker. He is asked to bring
the following documents .The documents are as follows:
DOCUMENTS FOR REGULAR WORKERS:
 Trade test interview is done (attendance is checked,
260 days attendance is compulsory).
1. Individual form (filled by the trainee itself).
2. Application written by the permanent worker).
3. FORM F sub rule (1) of rule 6, nominee form –gratuity.
4. FORM -2 (REVISED), nomination and declaration
form for exempted /unexampled establishments.
5. PF PENSION SHEME COMPOSITE DECLARATION
FORM (to be retained by the employer for future
reference).

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 6. Medical report.
7. Blood group report.
8. Joining form (regular)
9. Nomination form.
10. Family details form.
11. Educational certificates.
12. Identity certificate
13. Aadhar card
14. Digital pole verification form
15. Job seeker registration form
16. Birth certificate
17. Address identification form
 He is also given the conveyance allowance that is fixed
i.e. 1500rs and for that he has to submit zeros of driving
line.
APPRENTICE AT 1961:Apart for requirement of trainees
and permanent workers the company (DCM) also provides
apprentice training .At present 59 trainees are apprentice
one.
2.5% to 10% total manpower very company an keep
(fixed by the government).
Stipend is also fixed-70% in 1st year,80% in 2nd
year,90% in 3rd year(semiskilled applicable)
The documents required for apprentice training are as
follows:

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 Apprentice interview report form (direct).
 Education certificate.
 Aadhar card (self attested)
 Address proof
 caste certificate
 Marksheets (10th and 12th)
 Trainee identification form.
 Medial report
 Blood group report
 Registration form for apprentice training
Training is provided in these areas:
Boiler attendant
S.T.O(Steam turner operator)
S.B.O(Switch board attendant)
Wireman
Instrument mechanic
Ref. aircon.(refrigerator and air conditioner
mechanic )
MMP(Maintaince mechanic in chemical plant)
IMP(Instrument mechanic in chemical plant)
A.o.p.(attendant operator in chemical plant)
Electrician
Fitter.
Zerox copy of certificate is kept with the company.
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Recruitment of staff in personnel department is
done by the following steps:

 Manpower requisition form(filled by the department itself

when vacancy is there)
 Form goes to corporate office(Delhi)
 Sent back from Delhi.
 Naukri portal(go to resdex)
 Boolean(direct search, keywords, qualifications, salary,
location.
 Job profile-urgent goals and expectations.
 Job description-detail about responsibilities
 Job specification_-role, description, responsibility, skills,
experience, personality.
Direct search level of knowledge resume needed to
perform database a job.

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 12. RESEARcH METHODOLOGY
Research methodology is used to give idea on what the
researcher is arriving out his or her research in order to
plan in a right point of time and to advance the research
work methodology makes the right platform for the
researcher to mapping out the research work in relevance
to make solid plans.
Moreover methodology guides the researcher to involve
and to be active in his or her particular field of enquiry.
Most of the situations the aim of the research and the
research topic won’t be same at all time it varies from its
objective and flow of the research but by adopting a
suitable methodology this can be achieved.
It details the procedure necessary for obtaining the
required information. And its purpose is to design a study
that will test the hypotheses of interest, determine possible
answers to the research questions, and to provide the
information needed for decision making
Research objective:
 Primary objective: to know the perception of the
employees regarding the recruitment and selection
program.

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 Factors the influence the employee to motivate in the
organization.
 To achieve more commitment from the side of
employees.
 To build trust in the employees
 To increase loyalty in the employees
 Describe career development.
 Secondary objective: improve the knowledge
 To increase awareness.

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 13. Conclusion
This presents the summary of the study and survey done
to the recruitment and selection in DCM SHRIRAM
RAYONS .the conclusion is drawn from the study and
survey of the company regarding the recruitment and
selection process arrived out there.
The recruitment process at DCM SHRIRAM RAYONS to
some extent is done objectively and therefore is good for
the future of the employees. But the search of people
should be of those whose skill fits into the company’s
values.
Most of the times employees are satisfied but changes are
required according to the hanging scenario as recruitment
process has a great impact on the working of the company
as a fresh blood, new idea enters in the company.
Selection process is good but time to time changes should
also be modified according to the requirements and should
job profile so that main objective of selecting the candidate
should be achieved.

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 References
 Web references
 http://www.dcmsr.com
 www. dcmshriram. com
 http://www.google.co.in

 Books references
 Human resource management,(DR. PG Aquinas)
 cB gupta

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