SUMMER INTERNSHIP PROJECT REPORT

ON
“ANALYSIS OF RECRUITMENT AND SELECTION”

Submitted in partial fulfillment of the requirements for the Two Year

Full Time

“Master of Business Administration of Management”

(2018-2020)
UNDER THE GUIDENCE OF:

Mr. PRAKASH KUNDNANI

Submitted by:

NAMRATA KESARWANI
Roll No. - 1801170099

UNITED INSTITUTE OF MANAGEMENT

A-31, UPSIDC INDUSTRIAL AREA, NAINI, ALLAHABAD

(Affiliated to Dr. APJ Abdul Kalam Technical University Lucknow)

1
ACKNOWLEDGEMENT
It gives me immense pleasure to express my heartfelt gratitude to my respected Mr. J.P.

Tripathi (HR Manager) of Indian Farmer Fertiliser Cooperative [IFFCO] for

providing me articulate guidance and ceaseless encouragement throughout my training

.Despite of their numerous preoccupations, they always spared their valuable time to

guide me at all stages of the work

The project proved to be one the most productive and knowledgeable experience of my

career. it provided me an opportunity to upgrade my skills and to sharpen my

professional knowledge by analyzing the collected data . It is hope that my endeavour

will prove to be a successful one.

I wish to thank principal sir Prof. K.K. Malviya and head of the departmentMr.

VikasMehrotrafor his support and providing me an opportunity to complete my project

I express my grateful thanks to Mr. PrakashKundnani [Assistant professor Of M.B.A.

department] United Institute Of Management for all encouragement,inspiration,valuable,

guidance and support.

NamrataKesarwani

M.B.A. (3rd Semester)

Roll No - 1801170099

2
Preface

MBA program is one of the most reputed professional course in the field of management.

There is a study project as an integral part of m. b. a as a complementary to that everyone

has to submit a proper report on the work conducted in the industry.

As we know today business dynamics is very fast, environment is changing .to

understand the changing market behavior the organization has to do a systematic study.

A project work is a systematic study intended to catch the nerves of the problem or issues

with the application of management concept and skills .this report has been complied

preliminary in partial fulfillment of the requirement for the award of the degree of

management studies programmer

Apart from theoretical concept of the topic, I have included the finding and suggestions.

This report is thus prepared for the study project done at Indian farmer fertilizer R

Corporation

3
 Declaration

I NAMRATA KESARWANI Roll No. 1801170099student of MBA of

UNITED INSTITUTE OF MANAGEMENT NAINI, ALLAHABAD,
hereby declare that the project report on “ANALYSIS OF RECRUITMENT
AND SELECTION” at IFFCO (INDIAN FARMER FERTILIZER
COOPERATIVE). I further declare that it has not been submitted elsewhere
by any other person in any of the institutes for the award of any degree or
diploma.

NAMRATA KESARWANI
MBA 2018-20
DATE:

4
 LTable of contents

S.NO CONTENTS PAGE NO

Certificate by the MBA

department

Certificate issued by the

industry

Declaration

Acknowledgement

Preface

Chapter 1 Objective of the study 6-7

Chapter 2 Review of literature 8-9

Chapter 3 Description of the organization 10-33

Chapter 4 Recruitment and selection 34-59

Chapter5 Research methodology 60-63

Chapter 6 Data analysis and interpretation 64-81

Chapter 7 Finding 82-83

Chapter 8 Suggestion 84-85

Chapter 9 Conclusion 86-87

Chapter 9 Bibliography 88-90

Chapter 10 Annexure 90-96

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 Chapter 1
Objective of the study

6
 Objectives of the study

The main objective of project is

 To study the various factors that effect the recruitment and selection

 To study the recruitment process followed by iffco

 To study the various challenges faced by the recruiter in today’s world and to

find the various challenges and increase the success rate of recruitment

process.

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 Chapter 2
Review of literature

8
Review of literature

Human resources are considered by many to be the most important asset of an

organization, yet very few employers are able to harness the full potential from their

employees (Radcliffe, 2005). Human resource is a productive resources consisting of the

talents and skills of human beings that contribute to the production of goods and services

(Kelly,2001). Lado and Wilson (1994) define human resource of system set as a set

distinct but interrelated activities, functions, and processes that are directed at attracting,

developing, and maintaining a firms human resource .According to gomez media,

luisR.davidb.balkin and Robert l.cardy, (2008), it is the process of ensuring that the

organization has the right kind of human resource is to maximize the return on

investment from organization human capital and minimize financial risk

9
 Chapter 3
Introduction to Indian farmer fertilizer cooperation

10
Introduction

Indian Farmer Fertilizers Cooperative Limited was established on 3rd November,

1967 with the principle objective of the undertaking manufacture and marketing of

chemical of fertilizers. In order to fulfill these goals IFFCO had set up the KALOL plant

for manufacture of nitrogenous fertilizers and KANDLA plant for manufacture of

PHOSPHORIC fertilizers. These plants commenced commercial production in the year

1974-75.

IFFCO has emerged as ASIA'S largest fertilizers cooperative with its four modern

sophisticated plants at KALOL and KANDLA in GUJARAT and PHULPUR and

AONLA in UTTAR PRADESH. IFFCO is country largest producer of nitrogenous and

complex fertilizers with the total production capacity of 2.6 million tones and contributes

approximately 13% of the fertilizers produced in the country.

The membership of IFFCO today comprises of 30,000 Cooperative Societies from

village to the national level spread over in 18 states and 3 Union Territories and the total

paid up share capital as on the date stands at over Rs 362 crores.

IFFCO is co-promoter with the government of India in KRISHAK BHARTI

COOPERATIVE LIMITED (KRIBHCO) and has contributed Rs.97 crores to the

equity of KRIBHCO. IFFCO is also co-promoter with the government of AP in

11
theGODAWARI FERTILIZERS AND CHEMICAL LIMITED (GHCL) and has

contributed Rs 52 lakhs in the equity of INDIAN POTASH LIMITED (IPL).

The society has been implementing projects through financial assistance from the World

Bank and indigenous public financing institutions

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ORGNIZATION CHART OF IFFCO
Board of directors

Chairman & Vice Chairman

Managing Director

Director Director Executive Executive Executive

Marketing Finance Dir. P&a Dir. Tech .Dir. P&D.

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OBJECTIVE OF THE IFFCO

During last 35 years of existence, IFFCO has taken a remarkable step forward and

has established itself as ASIA’S largest fertilizer company. The broad objectives of

setting up this venture are as follows:

1. The main thrust of IFFCO’s activity is an increasing agricultural productivity

through balanced fertilization.

2. Some of the innovative endeavors of IFFCO in the pursuit of its commitment to

serve the farming community are village and district adoption programs, intensive

fertilizer - promotion campaigns and reclamation of problematic lands.

3. It aims to promote the activities for enriching the life of rural masses playing a role

of catalyst by village adoption.

4. To create a healthy social atmosphere by establishing some health care centers in

clusters of villages.

5. To create scientific awareness among the farmers.

6. To ensure availability of fertilizers at the farmers’ doorstep.

7. Other side of IFFCO is to provide relief to rural masses at time of contingencies

and to help them in the treatment of wasteland.

IFFCO has grown steadily since its inception today. It has emerged not only as the

largest fertilizer producing organization in India but also Asia’s largest fertilizer

cooperative society

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VISION & MISSION

VISION:-
To augment the incremental incomes of farmers by helping them to increase their

crop productivity through balance use of energy efficient fertilizers; maintain the

environmental health; and to make cooperative societies economically and democratically

strong for professionalized service to the farming community to ensure an empowered

rural India.

MISSION:-
1. To provide to farmers high quality fertilizers in right time and in adequate

quantities with an objective to increase crop productivity.

2. To make plant energy efficient continually review various schemes to conserve

energy.

3. Commitment to health, safety, environment and forestry development to enrich the

quality community of life.

4. Commitment to social responsibilities for a strong social fabric.

5. To institutionalize core values and create a culture of team building, empowerment

and innovation which would help incremental growth of employees and enable

achievement of strategic objectives.

6. Foster a culture of trust, openness and mutual concern to make working a

stimulating and challenging experience for stake holder.

15
7. Building a value organization with an improved and responsive customer focus. A

true commitment to transparency accountability and integrity principle and

practice.

8. Souring raw materials for production of phosphoric fertilizers at economical cost

by entering into Joint Ventures outside India.

9. To ensure core and non- core sector.

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CORPORATE PLANNING

NITROGENOUS FERTILIZERS PROJECT OMAN (OMIFCO):-

IFFCO along with other joint partners is setting up an ammonia urea fertilizers

project is OMAN with an annual capacity of 16.53 lakhs MT UREA and 2.5 lakhs MT

AMMONIA. The project cost of US$ 969 million is being financed with DEBT: Equity

Ratio of 2:1. Against the total equity of US$ 320 million IFFCO has contributed 25%

equity amounting to US$ 80 million.

Natural gas as feed stock for the plant will be supplied by the govt. of Oman under

a long term gas supply agreement. The Govt. of India (GOI) will purchase the entire urea

production from OMIFCO under a 15 year urea off take agreement .IFFCO will purchase

the entire surplus Ammonia under 10 year Ammonia off take agreement.

Implementation of the project commenced on August 15, 2002.The project is

expected to be commissioned with in schedule and the commercial production is

expected to start by 15 July 2005. We are happy to inform that trial production of

Ammonia started on March 28, 2005 and of April 12, 2005.

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VISION 2020

In order to maintain the sustained pace of remarkable growth being achieved under

the MISSIO- 2005, the Society is in the process of formulating another growth plan

“VISION 2020”.

The Fertilizer pricing policy environment in the country continues to be uncertain.

In order to sustain growth and ensure adequate return to the member shareholders on the

investment, IFFCO is exploring opportunities for diversification into other areas of

profitable business apart from investments in the fertilizer sector. In its foray into other

sectors, the Society strengthening cooperative infrastructure and cooperative system with

overall - emphasis on strengthening Rural India. Accordingly, the following main

objectives have been kept in view while formulating the “VISION- 2020”.

 Attaining an annual turnover of Rs. 22597 crore by 2017-2018;

 Installation of Ammonia and Urea plants including acquisition of fertilizer units;

 Backward integration to meet feed-stock requirements such as phosphoric Acid

etc;

 Generation of power;

 Exploration / Distribution of Hydro-carbons;

 Production and marketing of micro-nutrients, seeds, bio fertilizers, pesticides etc;

 Value addition to Agro-products and marketing;

 Manufacture of Petrochemicals;

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  Banking and Financial Services;

 Information Technology and IT enabled services.

IFFCO’S LOGO

Logo's ratio is 1:2:5 and the color is green. The rectangle shows that the Indian

economy is depend upon the agriculture and green color shows the faith of the farmers,

they believe that after using the urea their fields will always be green, the remaining

white color shows that the quality of the IFFCO's product is very good and oval shape is

meant for the wealth and prosperity.

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HUMAN RESOURCE MANAGEMENT
SYSTEM (HRMS) LAUNCHED

The ambitious firms package of IFFCO was formally launched on June 4, 2003 at

New Delhi. In a simple but elegant function, the President of IFFCO’s Employees Union,

MR. BHARADWAJ, launched the software and reviewed one of the modules after

entering his personal number and password. SHRI. S.C. MITTAL (General Manager,

Management Services) gave an over view of the package and explained the usefulness

of the package to the organization. MR. RAKESH KAPOOR (Finance Director) and

SHRI. S.K.MISHRA(ED Personnel & Administration) and other dignitaries from

Employees Union, Officers Association, production units, marketing and corporate office

graced the occasion.

The HRMS package is software of wide dimensions and touches almost all

aspects of employee related activities. It consists of about 35 modules and provides an

exhaustive MIS for managers at various levels for monitoring and also provides an

elaborate Employee Information System (EIS) to update employees on information

pertaining to them. Important modules include Payroll, Establishment, Time Office,

Medical Reimbursement, Provident Fund, Loans & Advances and a host of other

modules that address all the requirements of all the employees of the Society.

20
The launch of HRMS, in tandem with the IFFCO’s Wide Area Network, heralds a new

approach of wide ranging unified and integrated systems throughout the organization that

can result in a boost to employee productivity

21
MAJOR AWARDS RECEIVED BY IFFCO

KALOL:-

 Seven awards for all performance from FAI.

 Two awards for industrial safety from GOI.

 Award technical innovation from FAI.

 Two RAJYA BHASHA shields for promoting Hindi.

 Awards for safety from National safety council, Chicago.

PHULPUR:-

 Four awards for productivity from NPC.

 Six national safety awards GOI.

 Two awards for overall performance from FAI.

 Two awards for technical innovation from FAI.

 Three national energy conservation awards.

ANOLA:-

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  Three awards for Award for best implemented project (II Prize) from GOI.

 Award for conservation of energy from GOI.

KANDLA:-

 Ten safety awards from National Council, Bombay GOI.

 Twenty one safety awards from Gujarat Safety Council, Baroda.

 Nineteen awards for safety from National Safety Council, USA.

 Five awards for overall performance from FAI.

 RAJYA SABHA award for promoting Hindi.

 Best productivity award from NPC.

 Best environmental protection from FAI.

23
INTRODUCTION ABOUT PHULPUR UNIT

The IFCCO PHULPUR unit is located in GANGETIC PLANTS of

ALLAHABAD UTTAR PRADESH district about 28 km. NORTH-East in
ALLAHABD - JAUNPUR – PHULPUR.

IFFCO PHULPUR unit is one of the most efficient and quality-wise as well as
environment oriented unit so that M/s KPMG Peat Marwick, a quality registrar has
certified it as ISO:9002 unit and M/s BVQI London has accredited it as ISO:14001 unit.
The PHULPUR unit, an Ammonia-Urea complex is comprised of the two phases:
PHULPUR-I:- It was dedicated to nation by honorable prime minister of India
late SMT. INDRA GANDHI IN 1981.
PLANT- I:- The capacity of the 4 -lakh million tones ammonia & 7-lakh millions
tones per annum urea.
PHULPUR-II:- was established in 1997.
PLANT- II:- The capacity of the 5.7 - lakh million tones ammonia & 10-lakh
millions tones per annum urea.
The natural gas from H.B.J pipeline being supplied is the feed for the
PHULPURplant.

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PERFORMANCE HIGHLIGHTS FOR THE YEAR

The following are the performance highlights of IFFCO:-

Production of Ammonia LAHK TONNES

Production of Urea 43.27 LAKH MT
Production of NPK/DAP 43.94 LAKH MT
Highest sale of fertilizers 107.76LAKH MT
Turnover Rs.22597.10 CRORE
Plant Productivity 2053 LAKH MT
Marketing Productivity 9647 MT
Profit before tax Rs.1016.26 CRORE
Profit after tax Rs.684.70 CRORE

SERVICES TO FARMERS

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 Agricultural Extension and fertilizer use promotion programs as an integral part of

the marketing activity. Programs are conducted at Area / State / Zonal Offices under the

guidance of agricultural scientists. Programs undertaken are:-

 Balanced fertilization programs.

 Adoption of villages for all round socio-economic development.

 Farmers visit to various agricultural institutes and research farms.

 Farmer’s Meetings, Field Days and Crop Seminars.

 Mobile Soil Testing Laboratories with Audio-Visual aids.

SAILENT FEATURES OF IFFCO PHULPUR

1. FARMERS BENEFIT PROGRAMS:-

26
IFFCO from its very inception has been alive to its responsibility of increasing the

agricultural productivity through promotion of scientific farming among the farming

community including balanced fertilization. IFFCO field staff use the whole range of

methods such as field demonstration, farmers’ meeting, soil testing, crop seminars, field

days, distribution of mini kits etc. to theweaker sections of the community for effective

transfer of improved agricultural technology.

2. FARMERS SERVICE CENTER:-

IFFCO has established about 200 Farmers Service Centers where all essential

inputs like fertilizers, seeds, agro chemicals and guidance for their judicious use are

provided under one roof. The agricultural implements like seed cum fertilizer drills,

sprayers, dusters etc. are also provided to farmersoncustom hiring basis. Considering

their popularity among the farming community, IFFCO in collaboration with NCDC is

presently engaged in developing 2500 co-operative societies on the pattern of IFFCO

Farmers Services Centers.

3.FARMERS INTEGRATION SCHEME:-

To fulfill its objectives of serving the farming community, the society has drawn

up a scheme of farmers’ integration under which the farmers from one part of the country

are taken to another part in small groups. The objective is to expose them to modern

27
agricultural heritage, social customs and lifestyle of different regions of the country and

thus to achieve the objective of national integration.

4.ENVIRONMENT MANAGEMENT:-

IFFCO understands its responsibility towards the environment, therefore, to maintain the

ecological balance, Zero Effluent Technology has been selected for its plants. The

effluent from various plants undergoes extensive treatment and collected in lagoons from

where it is used for irrigation of: the green belt. A large 80 meters wide green belt has

been created around the plant. Some of the important environment management facilities

provided are, dedusting system disc-oil separator, hydrolyser, non-chromate cooling

water treatment program and separate effluent treatment plant. The air quality is also

monitored continuously.

The environment parameters that are monitored are well below the MINAS and

other pollution standards. The logons area has become natural habitat for the migratory

birds during winter season and can excel as any picnic resort.

5.QUALITY CONTROL:-

Being an ISO: 9002 Unit, IFFCO PHULPUR lays much emphasis on customer

satisfaction through quality objectives. To meet its quality objective, a full-fledged

28
 laboratory has been established to monitor quality of production process at various

stages round the clock and as well as the inputs and final product Urea.

6.COMMUNITY DEVELOPMENT:-

IFFCO being an institution is committed to work for the improvement of the socio

economic conditions of rural population around the plant. PHULPUR Unit has adopted

several villages under its village development scheme.

Hand pumps, road construction, school building and other amenities have been

provided in the surrounding villages. Medical camps, free distribution of medicines, polio

and diphtheria vaccines, family planning and social marketing are the few activities

undertaken in these villages. MAHILA CHETNA CLUB of township also plays active

part in social welfare by running an education center for the education of poor children.

7.HUMAN RESOURCE DEVELOPMENT:-

Employee development leads to the organizational development. IFFCO has grasped this

fundamental truth. A fully functional Training and Development Section has been created

to provide learning avenues to the employees. Most of the employees are recruited as

trainees and then required to undergo extensive off-the job and on-the job training in

various disciplines. Other managerial and developmental training is also arranged in-

house as well as at the other prestigious institutions. The developmental activities do not

end with employees but extended to the families also.

29
 8. FIRE AND SAFETY:-

Safety and fire prevention bring the primary factor of well being of an

organization. Therefore a well equipped fire and safety section has been established in

addition to various in built safety features of the plants and their technology. Fire and

Safety section has been provided with sophisticated and modern facilities like fire

fighting tenders, rapid intervention vehicle, fire proof clothing, personal protective

equipments, explosive meters, safety belts, air breathing apparatus, etc.

To inculcate safety habit in each of the employee, various safety seminars, training

and competitions are organized from time to time. A detailed on-site emergency plan has

been developed and practiced at regular intervals to maintain preparedness to meet any

eventuality.

MOTTO OF IFFCO

30
  Excellence in energy conservation

 Commitment to better environment

 Over all community and rural development

ORGNIZATION OF PHULPUR PLANT

 IFFCO PHULPUR Unit is a natural gas based fertilizer plant

31
  The IFFCO PHULPUR Unit is a gas based plant running on GAS &Naphtha

and Coal. The problem faced by it is that the cost of Naphtha is very high thus

increasing the cost of production.

 The IFFCO PHULPUR Unit is a subsidized organization but the Government

of India is trying to finish this subsidy as soon as possible.

 The IFFCO PHULPUR Unit is also facing a problem of shortage of gas;

therefore, the cost of production is growing higher

plant
Urea plant
Ammonia Product handling plant
Power& steam generation plant

LOCATION OF IFFCO PLANTS IN INDIA

32
33
 CHAPTER 4
RECRUITMENT AND SELECTION

All the organization are basically human organization. They need people to carry out the

organizational mission, goals, and objective. Every organization needs to recruit people.

34
The recruitment policy should, therefore, address itself to the key question; what are the

personnel/human resources requirements of the organization in terms of number, skills,

levels etc to meet present and future needs of production and technical and other changes

planned or anticipated in the next years

RECRUITMENT

Recruitment refers to the process of finding possible candidates for a job or function,

undertaken by recruiters. It may be undertaken by an employment agency or a member of

staff at the business or organization looking for recruits. Advertising is commonly part of

the recruiting process, and can occur through several means: through newspapers, using

newspaper dedicated to job advertisement, through professional publication, using

advertisements placed in windows, through a job center, through campus interviews, etc.

Recruitment is understood as the process of searching for and obtaining applicants for

jobs, from among whom the right people can be selected.

Recruitment is the process of locating & attracting qualified candidates for job vacancies

within an organization. It is the two way process; it satisfies the organization strategic

35
requirement. It helps candidates to assess the job, the organization and whether they meet

the position requirement

DEFINITION OF RECRUITMENT

It is the process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when their applications are submitted. The

result is a pool of applicants from which new employees are selected.

TYPES OF RECRUITMENT

Formal

Informal

INFORMAL RECRUITMENT

Word-of-mouth, applicants are likely to stay longer and may be more suitable than

recruits obtained by advertising. But word-of-mouth is discriminatory, since it restricts

applications to established communities and excludes recently arrived minority groups

who have not had time to become part of informal networks. At senior levels the informal

36
method known as 'headhunting' or executive search has become common. Specialist

consultancies aim to find 'outstanding' people to fill higher-paying jobs. Whether they

really are 'outstanding' is questionable.

FORMAL RECRUITING

Equal opportunity demands equal access. This can only be achieved through public and

open recruitment. The likelihood of attracting 'suitable' applicants depends on the detail

and specificity of the recruitment advertisement or literature. Key factors such as salary,

job title, career and travel opportunities obviously influence response rates.  But

remember that employers do not want to be swamped with large numbers of applications

from unsuitable people.

SCOPE

37
Recruiting people who are wrong for the organization can lead to increased labor

turnover, increased costs for the organization, and lowering of morale in the existing

workforce. Such people are likely to be discontented, unlikely to give of their best, and

end up leaving voluntarily or involuntarily when their unsuitability becomes evident.

They will not offer the flexibility and commitment that many organizations seek.

Managers and supervisors will have to spend extra time on further recruitment exercises,

when what is needed in the first place is a systematic process to assess the role to be

filled, and the type of skills and abilities needed to fill it.

Most recruitment systems will be simple, with stages that can be followed as a routine

whenever there is a vacancy to be filled, and which can be monitored and adapted in the

light of experience.

This describes the main features of such systems, and other related issues. Systems

should be:

Efficient - cost effective in methods and sources

Effective - producing enough suitable candidates without excess and ensuring the

identification of the best fitted for the job and the organization

Fair - ensuring that right through the process, decisions are made on merit alone.

38
Importance of recruitment

 To determine the present and future of the firm in conjunction with its personnel

planning a job analysis activities

 ‘to increeasre the pool of candidates at minimum cost

 To help to increase the success rate of the selection process by reducing the

number of visibility underqualified or overqualified job applicants

 To reduce the probability that job applicantion once selected leave the

orgsanizxation after a short period of time

 To kmeet the organization social and legal obligation regardin the compostion of

workforce

 To begin identifyinfying and preparing potential job applicants who will be

appropriate candidates

 To increase organizational and individual effectiveness in short term and long term

39
 Recruitment process

identification
&understandi
ng
joining
sourcing
formalities

offer screening

initial
verification
interview

final
short listing
interview
feedback

Sources of recruitment

40
Transfer Advertisement
Selection

41
Selection is the process of choosing the best out of the available candidates. It adopts the

process through which more candidates are rejected and fewer candidates selected

therefore it is also called negative process.

In other words, it is the process of picking individuals with requisites qualifications and

competence to fill jobs in the organization.

Organization for selection

Selection process is carried out by the human resource department because of the

following reasons

It is easier for applicant to send application to centralized department.

It facilitates contact with applidcants because issues pertaining to employment can

be cleared through one cental location

It helps operating managers to concentrate on their operating responsibility

It can provide better selection because specialist do hiring

42
 The applicant is better assured of consideration for a greater variety of jobs

Hiring cost may be cut because duplication of effort is minimized

With increased regulation on the selection process it is important that people who

know about these rules handle a major part of the selection process

DEFINITION OF SELECTION

43
It is the process of differentiating between applicants in order to identify those with a

greater likelihood of success in a job.

The techniques used are highly specialized. And the outcome of selection process is in

the form of finalizing candidates who will be offered job.

Interviewing can be carried out by individual (ex superior or departmental managers), by

panels of interviews or in the form of sequential interviews by different experts and can

vary from a five minute chat to a process of several days, ultimately personal skills in

judgment are probably the most important, but techniques to aid judgment include

selection testing for: Aptitudes (particularly for school levers) Attainments General

intelligence.

(All of these need skilled testing and assessment) In more senior posts other techniques

are; leaderless groups Command exercises Group problem solving

Selection process

44
Preliminary interview

Application form

Screening applications

Employment tests

Selection interview

Checking reference

Medical examination

Final selection

45
1. Preliminary Interview: The preliminary interview is also called as a screening

interview wherein those candidates are eliminated from the further selection process who

do not meet the minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family

backgrounds and their interest in working with the firm. The preliminary interview is less

formal and is basically done to weed out the unsuitable candidates very much before

proceeding with a full-fledged selection process.

2. Receiving Applications: Once the individual qualifies the preliminary interview

he is required to fill in the application form in the prescribed format. This application

contains the candidate data such as age, qualification, experience, etc. This information

helps the interviewer to get the fair idea about the candidate and formulate questions to

get more information about him.

3. Screening Applications: Once the applications are received, these are screened by

the screening committee, who then prepare a list of those applicants whom they find

suitable for the interviews. The shortlisting criteria could be the age, sex, qualification,

experience of an individual. Once the list is prepared, the qualified candidates are called

for the interview either through a registered mail or e-mails.

4. Employment Tests: In order to check the mental ability and skill set of an

individual, several tests are conducted. Such as intelligence tests, aptitude tests, interest

tests, psychological tests, personality tests, etc. These tests are conducted to judge the

suitability of the candidate for the job.

46
5. selectionInterview: The one on one session with the candidate is conducted to

gain more insights about him. Here, the interviewer asks questions from the applicant to

discover more about him and to give him the accurate picture of the kind of a job he is

required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the

performance of the job. Through an interview, it is easier for the employer to understand

the candidate’s expectations from the job and also his communication skills along with

the confidence level can be checked at this stage.

6. Checking References: The firms usually ask for the references from the candidate

to cross check the authenticity of the information provided by him. These references

could be from the education institute from where the candidate has completed his studies

or from his previous employment where he was formerly engaged. These references are

checked to know the conduct and behavior of an individual and also his potential of

learning new jobs.

7. Medical Examination: Here the physical and mental fitness of the candidate are

checked to ensure that he is capable of performing the job. In some organizations, the

medical examination is done at the very beginning of the selection process while in some

cases it is done after the final selection.

47
 Thus, this stage is not rigid and can take place anywhere in the process. The medical

examination is an important step in the selection process as it helps in ascertaining the

applicant’s physical ability to fulfill the job requirements.

8. Final Selection: Finally, the candidate who qualifies all the rounds of a selection

process is given the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages than an

individual has to qualify before getting finally selected for the job.

48
 Barrier to effective selection

Barrier to effective selection are

Perception

Our inability to understand other accurately is probably the most fundamental barrier

to selecting the right candidate

Fairness

Fairness in selection process requires that no individual should be discriminated

against on the basis of religion, region, cast, race,gender.but the low number of

women and other less privileged selection of the society often face discrimination.

Reliability

A reliable method is one which will produce consistent results when repeated in

similar situation.

Pressure

Pressure is brought on the selection by politicians, bureaucrats, relatives, friends and

peers to select a particular candidate.

Recruitment a challenging task

49
Major challenges faced by the HR recruiter are
 Finding the best source for recruitment

This is the most important step of recruitment process and even a challenging tak

for the recruiter as number of sources available he has to find the best one which

can help him to find the best talent for his organization at cheapest rate

 Matching job description to resumes

This is also a challenging task for the recruiter as number of sources available he

has to find the best one which can help him to find the best talent for his

organization at cheapest rate

 Find the best one

This is the most crucial challenge for the recruiter. When number of person with

same qualification and ability appear before recruiter he has to make right

decision which to select or not.

 Adaptability to globalization

The HR professionals are expected and required to keep in tune with the

changing times .i.e across the globe

 Lack of motivation

Recruitment is considered to be a thankless job. Even if the organization is

achieving results, HR departments or professionals are not thanked for recruiting

the right employee and performer.

 Process analysis

50
The immediacy and speed of the recruitment process are the main concern of the

HR recruitment. The process should be flexible, adaptive and responsive to the

immediate requirement.

Recenttrends in recruitment and selection

51
Bigger paycheck

As with a change in time now employers are ready to pay more to required talent for the

organization as now they have understood the relevance of employees in the

organization. So now employer are ready to pay higher to make the job more attractive

and to hire the best

Flexible work arrangement

Flexible work arrangement called flexible timing on the rise .now the employer offer

flexible works plan usually alternative schedule or telecommuting. By doing this they are

able to attract people who are already working

Online candidate screening

52
This is expected that online candidate screening will glow in near future and not only the

use of qualifying pre application questions, but full blown searching of social networking

site and search engine.

Retiree hiring

Now the time has been change and companies are showing interest in rehiring those who

are retired because of companies remain pressured from losses of more experienced

workers. As the trend of hiring former employees getting benefit from that and even

retired person getting employment.

Recruiting diversity worker

Now the employers have no problem in hiring diversity workers. They are ready hire new

pass out from the universities, colleges,, hiring retired person, and women. Instead of

hiring one special category of employees employers are interested in hiring diversity

workers this is showing that these days employers are more interested in hiring

competent employees despite that they have to manage diversity in the organization.

Contract hiring

53
As the cost of recruitment is on rise employers are trying to find more and more suitable

source to their organization .it is found that the trend of freelance and contact hiring will

be on rise in near future . that is going to help the recruiter to find more competent

employees at lower cost.

Perks and benefits

Perks and benefits will receive more attention from companies wanting to remain

competitive in attracting and keeping workers. In light of rising healthcare costs

companies plan to offer more comprehensive or better health benefits to employees .

some companies are planning to enhance or add perks such as bonus , discount, company

cars, stock option free childcare, educational reimbursement, transit passes and wellness

programs.

Training program for the employees

These days recruiter has realized that cost and time required for the recruitment is

required for the recruitment is increased even there is always fear of failure of

recruitment process, So recruiters are emphasing on the training program for the existing

54
employees so they can occupy different position the organization and handle different

kind of responsibilities.

Campus recruitment

These days campus recruitment is becoming very popular among recruitment .as recruiter

are showing interest in the new comers. The difference between new comers and

experienced one is decreasing .now fresher are taken equally competent as explained one.

Outsourcing

In India, the HR processes is being outsourced from more than a decade now. A company

may draw required personnel from outsourcing firms. The outsourcing firms help the

organization by the initial screening of the candidates according to the needs of the

organization and creating a suitable pool of talent for the final selection by the

organization . outsourcing firms develop their human resource pool by employing people

for them and make available personnel to various companies as per theur needs .

55
Advantages

Companies need not plan for human resources much in advance

Value creation, operational flexibility and competitive advantages

Turning the management’s focus to strategic level processes of HRM

Company is free from salary negotiations, weeding the unsuitable resumes ,

candidates

E – Recruitment

Many big organizations uses internet as a source of recruitment. E – Recruitment is the

use of technology to assist the recruitment process. They advertise job vacancies through

World Wide Web. The job seekers send their application or c.v through email using

internet.

Advantages

Low cost

No intermediaries

Reduction in time for recruitment

56
 Recruitment of right type of people

efficiency of recruitment process

RECRUITMENT, SELECTION &

PROMOTION GUIDELINES IN IFFCO:-

57
(1).Introduction:-

(A).the recruitment and promotion policy of the organization is to recruit and promote the

most suitable person. The suitability of a candidate is to be judged by a committee of

senior officers.

Based on his academic qualifications, experience in and outside IFFCO, nature of

experience, interview performance, quality of past performance, his suitability for the

post for which he is being recruited/promoted and his potential for future development.

(B).the competent authorities for `recruitment’and`promotion’

Shall follow the basic policy for recruitment and promotion.

(2). Recruitment & promotion guidelines, will be applicable in case of all recruitments

and promotion to all posts in grade `E’ and below.

(3). Date Of Commencement:-these guidelines shall come into force with effect from

the date as may be notification in this behalf.

(4). Classification Of Recruitment & Promotion Agencies:-

(A). recruitment in grade `H1’and above will be done at the be done by the respective

units.

(B).promotion in grade `G1’ and above will be done at the corporate level, whereas the

same in grades below `G1’ will be done by the respective units.

58
NOTE:-for the above purpose each production unit , each marketing zone , marketing

central office will be considered as separate units.

(5). Recruitment:-selection and /or appointment of a candidate to a vacancy either from

outside IFFCO through will be made in accordance with the applicable law , rules ,

procedures , guidelines and specifications as may be laid down , by the management from

time to time.

(6). Promotion:-promotion of an employee to a post will be made in accordance with the

rules, `guidelines’ and specifications as laid down , here in below and may decided by the

management from time to time from amongst the employees in the next lower position /

grade in the relevant cadre.

(7). Competent Authority:-the competent authority , wherever not mentioned, in these

guidelines will be Managing Director.

(8). Classification Of Posts:-the post in grade `B’ and below are classified under the

following grades and in scales of pay as shown against each.

59
 Chapter 5
Research methodology

Research methodology

60
 Research methodology Descriptive research

Data sources Primary and secondary data

Research approach Survey method

Research instutments Questionnaire

Data analysis tools Bar diagram, pie diagram, percentage

Sampling procedure Convenience sampling

Sample size 50

PRIMARY DATAcoverage
Geographical Phulpur, Allahabad
This type of data refers to the information received first hand by the researcher for specific

purpose of the study.

Such data are original in character. In my primary data used will be personal interview and

personal observation

Sources of data
SECONDARY DATA
61

This data is one which have already been collected by others

62
Research limitation

 Time limitations

 Research has been done only at Allahabad

 Some of the person were not so responsive

 Possibility of error in analysis due to different opinions of various people

63
 Chapter 6
Data analysis and interpretations

1-Is the Recruitment is the process of finding and attracting capable applicant for

employment?

YES 98%

64
NO 2%

Yes NO

98

Interpretation

98% employer are agree with this point

2% feedback was not agreed.

2- Recruitment increases the pool of Job candidates at minimum cost?

YES 85%

65
NO 15%

15

Yes NO

85

Interpretation-

85% response was Yes and 15% response was No.

3- Which type factors influencing Recruitment policy?

Internal factors 15%

External factors 15%

66
Both 70%

Chart Title
15

Internal Factors
15 External Factors
Both

70

Interpretations

The result present 15% person was in favor of internal and 15% was with external

factors but the highest person were agree with both factors

4- Recruitment procedure the first stage is the planning which includes information about

the nature of job?

YES 100%
NO 0%

67
 Chart Title

Yes No

100

Interpretation

100% respondent answer was Yes.

5-IS Recruitment Policy adopted by the company is effective or not?

YES 80%
NO 20%

68
 Chart Title
20

Yes No

80

Interpretations

80% response was Yes and 20% response was No.

6-To know about the suitable ways to connect the candidates

Telephone call 80
Email 10
Post 10
Other 0

69
 90

80

70

60

50

40

30

20

10

0
Telephone call Email Post Other

Interpretation

Majority of recruiter find it suitable to use telephone to personally contact the

candidates. Because sometimes this act as preliminary interview to reject employees

on initial stages . As 80%recruiter use telephone calls, 10% use email and 10% use

post

70
7-Is E –Recruitment suitable or not

YES 65%

NO 35%

71
 Chart Title

35
Yes No

65

Interpretation

65% response was Yes and 35% response was No.

8-Which type recruitment sources your company prefer for employee?

Internal 15%
External 15%
Both 70%

72
 Chart15Title
Internal

15 External

Both

70

Interpretation

IFFCO mostly give preference to both type sources but some time according to situation

its use some time only anmethod.

73
9-Is Promotion and transfers among the present employees can be good sources of

Recruitment?

YES 95%
NO 5%

Chart Title
5

Yes
No

95

Interpretation

95% Peoples are think it is true fact and because when someone promoted by internally

on high post he feel more total and only 5% present respondent was not think ill.

74
10-Is internal Recruitment enhancing ‘employees’ moral organizational commitment and

job satisfaction?

YES 100%
NO 0%

Chart Title

Yes NO

100

Interpretation

100% respondent was agree with this because it organizational policy of

Promoting employees enhance employee moral and satisfaction.

11-Is Job Analysis is the pertinent in Recruitment about facts as title’ location’ duties etc’

75
YES 90%
NO 10%

Chart Title
10

Yes NO

90

Interpretation

90% persons says job analysis provide the pertinent about job and 10% was in negative

12-What is your method to collect Job information

76
survey 10%
Observation 30%
questionnaire 60%

10
Chart Title

survey observation

30
questionairee
60

Interpretation

Mostly we prefer for questionnaire method for collection of job

Information 60% agree with it and 30% was with Observation method and 10% wad with

survey method.

13- Which characteristics are related to job description?

TASK 20%
DUTY 20%

77
BOTH 60%

Chart Title
20

Task Duty

60 20 Both

Interpretation

Job description related to Task 20% employees was agree with it and 20% was with Duty

and 60% answer was both

14- To know about the criteria used for selection of middle level management employees.

Qualification 10
Experience 10
Communication 20
Leadership 30

78
Technical skills 30

35

30

25

20

15

10

0
qualification experience communication leadership technical

Interpretation:

Majority of employers prefer technical skills with 30 score then leadership with 30

score then communication with 20 score and at last qualification and experience

with 10 score

79
15 To know the usefulness of the background reference check of employees.

YES 91%
NO 9%

80
 Chart Title
9%

Yes No

91%

Interpretation

Majority of employees find it useful to use background reference check. As 91%

employer

user background reference and 9% employer do not find suitable for it

81
 Chapter 7
Finding

FINDINGS

Cost effective with the help of internal recruitment.

Majority of employers try to employee referrals and portals first to other source for

recruitment as both are really cheap and effective

There is high level of trust and confidence in the organization

82
There is a people expectations or satisfaction regarding recruitment and selection

processes

The employees are very satisfied with their organization for providing

development programs and career focus

The employees say that they find career growth opportunities in iffco

83
 Chapter 8
Suggestion

Suggestions

Involve lower level people in decision taking process

Recruitment and Selection policy should be with the framework of organizational

policy

84
On the basis of my research recruitment and selection procedure should be based

on merit basis, experience.

Proper training has been given to recruitment and selection person and technical

aspect

Select people with taking minimum 2 or 3 interview

85
 Chapter 9
Conclusion

Conclusion

The human elements of an organization are the most crucial asset of an organization.

Taking a closer perspective it is the very quality of this asset that sets an organization

apart from others, the very elements that bring the organization’s vision into fruition.

86
Thus, one can grasp the strategic implication that manpower of an organization has in

shaping the fortunes of an organization. This is where the complementary roles of

recruitment and selection come in. management of human relation in the future will have

to face new challenges and take up new responsibility in the same way recruiting task has

to face new challenges in the future. As it is not going to be so easier to find appropriate

talent in the cost effective way. As the changes take places in the environment recruiter

has to make changes in the recruitment strategies. In the changing domains of

technological and legal environment the recruiter task is going to be harder than the

earlier

87
 Chapter 10
Bibliography

Electronic sites used

www.econotimes.com

www.hrmguide.com

www.citehr.com

88
http://recruitment.naukrihub.com

www.wikepedia.com

www.iffco.com

Books

Aswathapaa, ‘human resources management’ tataMcgraw hill publishing

company limited

89
Shashik.gupta , human resources management kalyani publishers

C R Kothari research methodology

E-Recruitment and recruitment challenge, human resource management in

the flat world by Dr. Ankitajain

H R journal of management

People journal of management

90
 Chapter 11
Annexure

ANNEXURE

91
1-Is the Recruitment is the process of finding and attracting capable applicant for

employment?

 Yes 

 No 

2- Recruitment increases the pool of Job candidates at minimum cost?

 Yes 

 No 

3- Which type factors influencing Recruitment policy?

 Internal factors 

 External factors 

 Both 

4- Recruitment procedure the first stage is the planning which includes information about

the nature of job?

 Yes 

 No 

5-IS Recruitment Policy adopted by the company is effective or not?

 Yes 

 No 

92
6-tick the sources used by your company

 Campus 

 Employee referrals 

 Consultants 

 Existing database 

 Advertisement 

 Job fairs 

 Portals web sites 

7-what way you find most suitable to contact candidates

 Telephone calls 

 Email 

 Post 

 other 

8- “Which type recruitment sources your company prefer for employee?

 Internal 

 External 

93
  Both 

9- - Is Promotion and transfers among the present employees can be good sources of

Recruitment?

 Yes 

 No 

10-Is internal Recruitment enhancing 'employee' moral organizational commitment and

job satisfaction?

 Yes 

 No 

11-Is Job Analysis is a pertinent in Recruitment about Job facts as title 'location' duties

etc'?

 Yes 

 No 

12-What is your method to collect Job Data?

 Survey 

 Observation 

 Questionnaire 

13-Which characteristics are related to job description?

94
  Task 

 Duty 

 Both 

14- Do you find e-recruiting a suitable way of recruiting

 yes 

 No 

15 –Do you find background reference check really help to know about the employees?

 Yes 

 No 

95