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Project report on

Tata Iron and Steel Company (TISCO)

Subject:-Organizational theory and Management

Department:-Amity institute of competitive intelligence

Submitted to: - Submitted By:-Mrs. Renita Dubey AVINASH SINGH

Avinasavi21@yahoo.com

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CERTIFICATE

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

The work done by them is original and satisfactory.

FACULTY INCHARGE:-Mrs. Renita Dubey

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ACKNOWLEDGEMENT

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

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PREFACE

Faced with an information technology employee shortage of monumental

proportions, a Personnel planning is the first step in the recruiting and

selection process. We can conveniently view this process as a series of

hurdles.

A personnel planning is the process of deciding what position in the firm

will have to fill, and how to fill. Personnel planning cover all the firm’s

future positions, from maintenance clerk to CEO.

Employment planning is an integral part of a firm’s strategic and HR

planning process. One big question is whether to fill projected openings

from within or from outside the firm. In other words, will you plan to fill

them with current employees or by recruiting from outside.

One of the major problems in Recruitment & Selection is Workforce

diversity. This problem is mainly related with the problem of people of

different caste, sex, languages, region and religion. Also this problem can be

solved by Celebrating Diversity i.e. all the people of the organization

grouped together to celebrate all these diversities.

(Avinash singh)

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CONTENTS

S.NO CONTENT P.NO

1 RATIONALE OF THE STUDY 1

2 EXECUTIVE SUMMARY 2-3

3

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

LIMITATIONS 4-5

4 INDUSTRIAL PROFILE 6-7

COMPANY PROFILE 8-19

5 THEORETICAL PERSPECTIVE 20-29

6 RESEARCH METHODOLOGY 30-40

RESEARCH DESIGN

DATA COLLECTION METHOD

(SAMPLING SIZE, SAMPLING METHOD,

SAMPLING UNIT AND QUESTIONNAIRE

METHOD AND OBSERVATION )

7 DATA ANALYSIS AND INTERPRETATIONS

(USING CHARTS) 41-46

8 FINDING AND CONCLUSION 47-50

9 SUGGESTIONS 51

10 APPENDICES QUESTIONARE FOR THE INTERVIEW

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COPIES OF THE FORMS TO BE RELEASED WHILE EXITING

REFRENCES 52-57

RATIONALE OF THE STUDY

I have taken the topic “Recruitment and Selection” for the project. The main

reason and rationale behind choosing this topic is importance of these

activities in the welfare and progress of the company. Being a HR manager,

one has the responsibility of recruiting and selecting right candidates for the

right job and as all know the main asset and strength of any company is its

personnel. If the people working for the company are capable, company will

grow but if selection for the candidates is not appropriate, company can

never progress. Importance of recruitment and selection can further be more

clear by the following points:

Recruitment represents the first contact that a company makes

with potential employees. It is through recruitment that many individuals

will come to know a company, and eventually decide whether they wish to

work for it. A well-planned and well-managed recruiting effort will result in

mediocre ones. High-quality employees cannot be selected when better

candidates do not know of job openings, are not interested in working for the

company, and do not apply . The recruitment process should inform

qualified individuals about employment opportunities, create a positive

image of the company, provide enough information about the jobs so that

applicants can make comparisons with their qualifications and interests, and

generate enthusiasm among the best candidates so that they will apply for

the vacant positions.

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Selection refers to the process of picking the right candidates from

the pool of applications. Selection is significant as its impact on work per

romance and employee cost. Selection is generally done by the HR

department often in consultation with the line managers. In the CML

selection is a many step process, commencing from preliminary interview

and ending with evaluation and control.

One of the major problems in Recruitment & Selection is Workforce

diversity. This problem is mainly related with the problem of people of

different caste, sex, languages, region and religion. Also this problem can be

solved by Celebrating Diversity i.e. all the people of the organization

grouped together to celebrate all these diversities.

EXECUTIVE SUMMARY

Recruitment &selection study is about the people who work in an

organization and their relationship with that organization. Different terms

are used to describe these people: employees, associates, personnel, and

human resources. But human resources has gained widespread acceptance

over the last decade because it expresses it expresses the belief that workers

are valuable and sometimes irreplaceable resource. Effective human

resource management is a major component of a manager’s job.

A human resource Strategy is used for the planning of the manpower,

which refers to the firm’s deliberate use of human resources to help it gain

or maintain an edge against its competitors in the marketplace

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A human resource tactic is a particular policy or program that helps to

advance a firm’s strategic goal.

Recruitment is a linking activity bringing together who offer job and who

seeking for job. The purpose of recruitment is to locate source of manpower

to meet job requirement and job specification.

Recruitment is regarded as the most important function of personal

administration, because unless the right type of people or hired even the best

plans, organization charts and control system would fail.

Recruitment is the process of searching the candidate and stimulates them

for employment.

After identifying the sources of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, the

management has to perform the function of selecting the right employees at

the right time. The objective of the selection decision is to choose the

individual who can most successfully perform the job from the pool of

qualified candidates. The selection procedure is the system of functions and

devices adopted in a given company to ascertain whether the candidate’s

specifications are matched with the job specifications and requirements or

not.

STAGE-I: Readings for having a basic understanding of the project

The first stage involved extensive reading of various magazines, books,

internet websites etc. to have an idea about the chosen topic of interest that is

“Recruitment &selection used by the organizations.” Various magazines like

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HRM Review, books on Recruitment &selection etc. were read for the aside

purpose.

STAGE-II: Collecting data relating to psychometric testing

This stage involved a collecting data with respect to the chosen topic of

interest. Secondary data for this purpose was collected from various sources

such as Human resource books, books on Recruitment &selection

magazines, journals, internet etc.

STAGE-III: Questionnaire designing and primary data collection

In this stage a questionnaire was designed under the guidance of our faculty,

to collect data relating to the topic from human resource personnel working

in different organizations. This questionnaire was then circulated through

internet and was uploaded at citehr.com so that relevant data could be

collected.

STAGE-IV: Data analysis and conclusions.

In the final stage of the project the data so gathered was interpreted and

analyzed. Upon analysis of data conclusions were drawn and the findings

were finally added to the project report

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OBJECTIVE OF THE STUDY

There should be specific recruitment & selection objectives. An aimless

training program will not be of much use. This project has following

objectives:

1. To study the Recruitment & Selection process

2. To check validity of recruitment procedure according to current

competitive scenario.

3. To find out the effectiveness of the methods used for the Recruitment &

Selection.

4. To find out how the employees met with the difficulties in the process of

selection.

5. To find out the demographic profile of respondents.

SCOPE OF THE STUDY

The scope of my study is confined to CML only to know how recruitment &

selection helps in providing the potential employees/candidates to the

organization.

Recruitment & Selection includes information related to the way of

obtaining the potential candidates i.e. the way of elimination or rejection

procedure.

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1. To analyze the present system and recommendations necessary.

2. Identification of the development needs.

3. To explore the possible area of defects to determine decisions regarding

Change in procedure.

4. To study aims to provide guidelines for corrective measures to be taken.

5. Overall the study evaluates various factors which affect recruitment

Procedure.

LIMITATIONS

The study was carried out only at the Caparo Maruti Products Limited,

Gurgaon.PLANT-2 And it has not covered the way of Recruitment &

Selection at other Plants of the Caparo Maruti Limited which are based at

distant Location like Noida and Chennai these could not be covered because

they are located at a very distant place and to carry out the study over their

will take many months.

Some other limitations: -

1. There are be some error in selection of employees due to non-

availability of the employees at the working site of some personnel

reasons and also because of company’s privacy; we were not allowed

to get in touch with them

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2. Due to personnel biases and other reasons, the employees has

expressed other views, which can affect the analysis and other facts

3. Less availability of time and money for the research work.

4 . Less exper t i se or sk i l l s in the researcher .

5. Lack of Scientific training in the methodology of researcher.

6. Difficulty of timely and adequate secretarial assistance.

7. Difficulty of timely published data.

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INDUSTRY

PROFILE

India is today the second most populous country in the world. It is also an

important country for the metal industry employing almost three million

workers.

Metal industries are the indispensable part of an economy. They form the

backbone of industrial development of any country.

In India the industrial development began with the setting up of Tata Iron

and Steel Company (TISCO) at Jamshedpur in 1907. It started its production

in 1912. Then came up Burnpur and Bhadrawati Steel Plants in 1919 and

1923 respectively. It was, however, only after the Independence that the

steel industry gas been able to find its feet. Barring the Jamshedpur plant of

the Tatas, all are in public sector and looked after by the Steel Authority of

India Ltd. (SAIL).

Bhilai and Bokaro plants were set up with the Soviet collaboration.

Durgapur and Rourkela came up with British and German technology know-

how respectively.

Iron and steel industry is by nature a heavy industry. Proximity to raw

materials and access to efficient transportation network are crucial to this

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industry. The Chhotanagpur plateau bordering West Bengal, Bihar, Orissa

and Madhya Pradesh, therefore has been the natural core of this industry.

Besides, iron and steel industry, heavy engineering and machine tools

industries are the main dealers of metals. These industries have witnessed a

phenomenal growth and produce a whole range of capital goods and

consumer durables. The capital goods required for textile industry, fertilizer

plants, power projects, cements, steel and petrol-chemical plants, mining,

construction and agricultural machineries such as equipment for irrigation

projects, diesel engines, pumps and tractors, transport vehicles, etc. are being

produced indigenously.

The Heavy Engineering Corporation Ltd., set up at Ranchi in 1958 fabricates

huge machines required for the iron and steel industry. Three units, viz.

Locomotive Works, Chittaranjan (West Bengal), Diesel Locomotive Works,

Varanasi (Uttar Pradesh), and Tata Engineering and Locomotive Co. Ltd.

(TELCO), Jamshedpur manufactures locomotives. The Hindustan Machine

Tools Ltd. (HMT) is a major manufacturer of a wide range of machines and

tools. It has its units in Banglore, Pinjore (Haryana), Kalamassery (Kerala),

and Hyderabad. The HMT also produces a wide range of watches. The

Bharat Heavy Electricals Ltd. (BHEL) is a public sector undertaking, which

produces power generation equipments. Its manufacturing plants are located

at Bhopal, Tiruchirapalli, Hyderabad, Haridwar, Ranipet, Banglore and

Jagdishpur (Uttar Pradesh). The Hindustan Aeronautics Ltd., Banglore has

acquired capability of manufacturing aircrafts of different types. It has its

manufacturing units at Banglore, Kanpur, Nasik, Koraput, Hyderabad, and

Lucknow.

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COMPANYPROFILE

EXECUTIVE SUMMARY

“Always aspire for excellence; nothing else is good enough & never

abandon hope”

-Lord Paul

In 1968, Lord Swraj Paul, the Indian born British Industrialist, laid the

foundation of the Caparo Group which turned into a vast business empire in

less than 4 decades. The group predominantly deals in the manufacture of

steel, automotive and general engineering products and has globally spread

its operations with its major operations being in UK, India, Europe and

North America.

The objective of my summer internship at Caparo Maruti Ltd, Gurgaon was

to gain an understanding of the HR policies of the company.

During my summer internship at CML, the primary motive of gaining a

practical insight of the HR policies of the company was well accomplished.

Additionally, I had a detailed study of the company’s profile, recruitment &

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selection of the annual report of the company. This training gave me an

opportunity to practically learn about the various HR department activities.

“CAPARO GROUP”

“Caparo is more than a successful business enterprise - it is a story of

people, of values and of human effort. Above all it is a story of faith and

family"

- Lord Paul,

Chairman and Founder.

Caparo, founded in 1968 by Indian born British Industrialist, Lord Paul of

Marylebone, is a fast growing UK based group with a 1bn Euro turnover.

With business interests predominantly in the manufacture of steel,

automotive and general engineering products, the group has a grown as a

global entity.

Caparo Group, a UK based diversified conglomerate, is a world-leader in the

manufacture and supply of sophisticated steel and engineering products.

Headquartered in London, Caparo’s global operations are spread across over

60 sites in the UK, India, Spain, North America, Canada and Dubai and

employ more than 6000 associates worldwide.

Its exhaustive product portfolio comprises of steel tubes, aluminum die-

castings, sheet metal pressings, steel pressings, steel bars and wires, auto

fasteners, forgings, hand tools and engineering products custom-made for

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the world’s leading automakers and engineering companies. Additionally,

the Group is also involved in a wide range of activities encompassing

materials testing services, hotels, film distribution and private equity

investment.

The Visionary – “LORD SWRAJ PAUL”

He completed MSc in Mechanical

Engineering from Massachusetts Institute

of Technology. He was awarded the

Padma Bhushan (Indian equivalent to

British Peerage) by the Government

of India in 1983 and was elevated to the

British Peerage in 1996.

Lord Paul of Marylebone Lord Paul's roots go back to the little Punjab

town (Chairman & Founder) of Jalandhar in India where, in 1910,

his father started by making steel buckets, tubs, trunks and agricultural

implements, and had a small foundry at the back of the family home. From

this modest undertaking Apeejay Surrendra Group has grown into one of

India's largest family owned industrial groups in a wide range of industries:

steel, engineering, pharmaceuticals, hotels, shipping and tea.

Though the business prospered, the family continued to live frugally,

following the Hindu prescription "simple living and high thinking".

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Anecdotes recall that when Lord Paul's mother was asked why she wore no

jewels, she would proudly declare: "my sons are my jewels." This ethic of

close family ties continued and Lord Paul attributes much of his business

success to the moral and emotional support he received from his three

brothers - Satya, Jit and Surrendra, and the happy home life created by his

wife, Aruna.

Lord Paul came to Britain in 1966 for medical treatment for his daughter,

Ambika. He remained in England after her tragic death in 1968 and sees all

he has created in Caparo Group as a dedication to her memory. In 1994 Lord

Paul took the opportunity to commemorate the rebuilding of London's

Children's Zoo in her name. Whilst receiving treatment in London, the Zoo

became Ambika’s favourite destination.

CAPARO INDIA

Caparo group is now a collection of over 40 companies operating from over

60 sites worldwide. Caparo India, the Indian business arm of Caparo Group,

began its operations in 1994, as a joint venture with India’s largest car

manufacturer— Maruti Udyog. Today, through its two strategic business

entities, Caparo Engineering India Pvt. Ltd. and Caparo Maruti Ltd, the

group offers end-to-end solutions in designing, developing and

manufacturing automotive systems, assemblies, advanced composites,

modules & components to Indian Automotive OEMs and Engineering

Industry.

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Caparo India leverages its exhaustive capabilities in metal Stamping,

Fastening, Tubing, Forging and Aluminum Foundry businesses, coupled

with its state-of-the-art Tool Room and R&D Centre, to service top-notch

clients such as GM, Ford, Maruti, Honda, Tata Motors and JCB.

The company’s ability to offer complete lifecycle solutions backed by a

global support system, technological superiority and customer orientation,

make it a force to reckon with in its areas of expertise.

Caparo India currently employs 4000 direct and indirect employees across

19 world-class functional and upcoming facilities. It is rapidly growing its

operations by setting up Greenfield projects and planning strategic

acquisitions. Furthermore, Caparo India is now extending its presence

beyond Indian boundaries, to locations spanning Thailand, Mexico and

Europe

CAPARO MARUTI LIMITED (CML)

CML is a Caparo Group’s joint venture with India's largest car

manufacturer, Maruti Udyog Ltd., with Caparo as the majority stakeholder, a

world-class Tier1 sheet metal stamping, weld assemblies and closures

supplier to Maruti Suzuki (India)

It has its existing facilities in Gurgaon, Halol and Bawal

Caparo Maruti Limited, engaged in stamping & welding of sheet metal

components, is committed to prevent/reduce pollution to provide safe work

environment and to continually improve EHS (Environment Health and

safety) performance in all their business process and practices.

CML commits itself to:

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Institutionalize efficient resource utilization/minimize waste and

reduce/prevent pollution.

Prevention of accidents.

Enhance EHS awareness and commitment of all personnel associated

with them & people working on their behalf.

Comply with all relevant legislation/regulation and other

requirements.

‘Employees and Associates’ participation and training for improving

Environment Health and Safety performance.

This policy would be regularly reviewed, communicated to all

concerned and made available to any interested group or individual

on request.

History of Caparo Group

2008 July 11 Caparo T1 smashes track record at Dubai

Autodrome

2007 November 01 Caparo Vehicle Components, Inc. is formed which

takes Caparo into the North American vehicle market

2007 January 18 Caparo Engineering India Pvt. Ltd. acquire the sheet

metal business of IAL

2006 November 23 Sir Nick Scheele, former global COO of the Ford

Motor Company, joins Caparo as Non-Executive

Director

2006 September 01 Purchase of Bridge Aluminum and the formation

of Caparo Aluminum Bridge Aluminum is the largest UK

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aluminum gravity die caster and is a leading supplier of

turbocharger and fuel injection components. Caparo is

building Caparo Aluminum to be a leading global

supplier of high quality, specialist aluminum cast

components.

2006 May 01 Caparo Engineering Ltd acquire Zeus Aluminum

Products, now renamed Caparo Aluminum Technologies

2006 March 13 Caparo Vehicle Technologies is launched Caparo

Vehicle Technologies provides advanced technology

development, materials engineering and design services

to mainstream automotive, motor sport and aerospace

markets.

2006 February 01 Inauguration of Bawal Stampings facility in India

by Prof. Mervyn King, Governor of the Bank of England

2004 December 31 Caparo Maruti, India - Halol and Bawal plants

established

2002 December 31 Caparo Engineering India Pvt Ltd Pithampur, new

pressing plant commences production.

2001 December 31 Caparo Hotels acquire Bignell Park Hotel, Oxford

shire.

1994 December 31 Caparo opens new steel pressing plant in Delhi,

India

The Ambika Paul Children's Zoo opens.

Caparo celebrates 25 years!

1991 December 31 Caparo Industries goes private. Buy back public

20%.

1990 June 01 Acquire Bock Industries, USA.

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1984 December 31 Acquire Wrexham Wire now Caparo Wire

1980 December 31 Acquire control of quoted

public company LK Industrial Investments - becomes

Caparo Industries.

1979 December 31 Caparo Group formed as holding company for all

our activities.

1977 June 03 Tredegar factory opened by HRH the Prince of

Wales.

1975 December 31 Begin building the new NGT Tredegar site.

CAPARO ETHICS

Caparo has never been a company that is highly centralized and there is

never any intention of changing the individual character of each operating

division by dictating a specific company mission statement or vision.

However Caparo is built upon some core values and beliefs and it is these

that guide our decisions and our attitudes.

These ethics were developed from Lord Paul’s Anniversary speech in 1994

which celebrated 25 years of Caparo.

Caparo is something more than a successful enterprise…it is a story

of people, of values and of human effort.

Working together we can build Caparo with resolution, fortitude and

ability.

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The goodwill and confidence of Caparo employees, our suppliers,

our customers and our managers is the bedrock of our business

Always aspire for excellence; nothing else is good enough

Never abandon hope

There is no such thing as bad business; only bad management

“What I like is people who are proud of what they do” Lord Paul

Our aim is to always be in the top 10% of performers (measured

against our industry competitors)

Success will happen so long as you work hard, with integrity

Find excitement in industry and your own job in it

CAPARO – Differentiating Factors

Scale of operations :

Caparo has set up 19 plants across various geographies in India. This is

amongst the highest number of plants across all Tiers I vendors in India. The

Group has grown to this level from 3 plants in 2003.

The Group currently has a land base of over 500 acres, strategically located

across Chennai, NCR (Gurgaon, Noida and adjoining areas), Indore and

Pune. A large part of this land base is still unutilized, making it easier for

Caparo to put its expansion plans into effect.

Caparo can profitably scale up to fill these capacities and yield more than

INR 30bn of revenues by 2010. This would make Caparo India one of the

largest Tier I vendors.

Investment in people and processes :

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The Caparo Group was founded by Lord Swraj Paul, a first generation

entrepreneur, who combined strong ethics, astute business acumen and hard

work to create a vast business empire in less than 4 decades. The same

business philosophy and ethics have been extended by his son Angad Paul in

developing the India business.

Caparo India is run by an independent and professional set of managers

drawn from premier auto component companies in India. Unlike normal

trade practices, this senior team has been put in place much in advance of the

actual commencement of production at some of the plants

Caparo has also invested in setting up a very robust and effective

management information system (MIS), reflective of the professional nature

of management and the strong corporate governance in place.

Quality of manufacturing facilities :

Caparo, being a relatively late entrant to the automotive industry in India,

has developed its key infrastructure over the last 2- 3 years. However, this

has given Caparo the ability to set up new facilities and employ ‘Best

Practices’ in terms of manufacturing equipment & processes. This is a key

differentiator over competitors, who still rely on facilities & processes set up

in a very different industry scenario.

The strong focus on manufacturing facilities and processes has also

resulted in Caparo having the lowest rejection rates in the country. For the

last 6 months, Caparo has been the #1 of 101 suppliers to Honda Siel, a

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distinction it has earned competing with Japanese vendors of Honda cars in

India.

Diversified products and customers :

Caparo has the unique distinction of being the only Indian automotive

vendors with product capabilities ranging from metal pressing to forging,

aluminum castings, tubing and fasteners.

Caparo is an approved vendor to practically all major OEMs across the

passenger car, commercial vehicle and two-wheeler segments in the country

– another distinction available with very few automotive vendors in India.

Caparo’s large management team has extensive relationships across all

IPO’s in India and is leveraging these relationships to drive export business.

Caparo has been able to leverage these product capabilities in reaching out

to its diversified customer base and being able to cross-sell various products

to the same customer. This position insulates Caparo from the risk of

product obsolescence as well as makes it neutral to the market share position

within OEMs in the country. Moreover, the ability to sell a cross-section of

products to the same set of customers will enable Caparo to out-grow their

competitors at a much faster pace.

PRODUCTS

Caparo is a diverse, fast growing group with a customer orientated

philosophy. Our strategy centers on supplying products of the highest

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quality at competitive prices coupled with a lean and flat corporate structure

resulting in fast decision making.

Contained within this section is an overview of the products we manufacture

and supply; from steel tubes, where it all began, to file handles, forgings and

braking systems.

Caparo is amongst the fastest growing auto component companies in India.

It is well-equipped to become one of the top 3 Tier I vendors in the country.

A relatively late entrant to the domestic market, Caparo has made rapid

progress in setting up world-class facilities and attaining the preferred

vendor status, making it a strong contender for the leadership position in

Indian auto component industry.

STAMPINGS FASTENERS

TUBES

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ALUMINIUM FOUNDRY FORGINGS TOOL ROOM

SERVICES

Offering design, rapid prototyping and sample development, as well as

series production and line side delivery, the Caparo Vehicle Product group

combines its portfolio of products and services to provide full vertical

integration to its customers.

The majority of the companies in this division are manufacturing orientated,

with the exception of the consultancy services offered by Caparo Vehicle

Technologies (CVT). CVT is an advanced automotive technology and

engineering design company, focused on providing technology development,

materials engineering and design services to the mainstream automotive,

motor sport and aerospace markets.

In addition to their skills in vehicle design and engineering the company has

particular expertise in materials technology. The company has gained the

services of Ben Scott-Geddes and Graham Halstead who were responsible

for the Mercedes SLR McLaren sports car; the first advanced composite all

carbon body structure to undergo Euro NCAP testing.

This unique capability and understanding of materials performance,

including how materials as dissimilar as aluminum, advanced composites,

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engineering plastics and high strength steel can be joined - and which is the

best material for a particular part of the car - is important to manufacturers

needing to reduce the weight of vehicles to make them more fuel efficient

without compromising active and passive safety.

Caparo's hotels, a selection of hand picked properties, renowned for their

hospitality and exceptional service, possess first class facilities and offer a

relaxing atmosphere, perfect for leisure travelers, as well as for business or

formal events. From the gem of a location of the Osborne in Torquay, the

enchanting riverside setting of the Upper Reaches and the breathtaking

views of Bignell Park, to the boutique feel of the White Hart in historic

Lincoln, each of the Caparo Hotels have been individually designed to

merge into one with their surroundings and deliver a feeling of enjoying

something unique. Synonymous with flair and sophisticated elegance, the

Caparo Hotels also pride themselves in their exceptional cuisine, served in

individually styled restaurants, bistros and brasseries, and the relaxing

atmosphere in their bars and cafés.

MARKETS

Caparo is a key player in an extensive range of market sectors. Since Lord

Swraj Paul founded the group in 1968 Caparo has expanded its product

portfolio from steel tube via strategic acquisitions and new start up projects.

North America :

Entry into the global marketplace was achieved via the acquisition of Bull

Moose Tube Company in 1988 which allowed Caparo to expand into the

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North American steel market. Steel tube is currently sold into the North

American agricultural, automotive and construction markets.

India :

In India Caparo is specializing in the manufacture of vehicle components

and is building a reputation in this market place as an engineering solutions

provider to the automotive market.

UK and Europe:

In the UK, the Steel Products group is now one of the UK’s leading steel

conversion businesses supplying the agricultural, construction, furniture,

power generation, tooling and automotive markets with steel tube, wire,

scaffolding and precision strip.

The development of the Engineering and Vehicle Products groups have

allowed Caparo access to the automotive, defense, marine and petrochemical

markets, to name only a few. Following numerous acquisitions in 2006

Caparo Aluminum, part of the Caparo Engineering group, is now the leading

sand and gravity die caster accounting for 50% of UK output. Caparo’s UK

manufacturing expertise is now being used to develop new markets around

the world. In India Caparo are building a forge and aluminum foundry in

order to provide customers with an international solution – bringing them

the benefits of the east and the west.

INTRODUCTION

Introducing the new employee who is designated as a probationer to the

job, job location, surroundings, organization, organizations surroundings, and

various employees are the final step of employment process. Some of the

companies do not company do not lay emphasis on this function as they view that

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the colleagues of the new employees will automatically perform this function.

This processes gains more significance as the rate of turnover is high among new

employees compared to the senior employees. This is mainly because of the

problem of adjustment and adaptability to the new surroundings and environment.

Further induction is essential as the newcomer may feel insecure, shy,

nervousness and disturbing. This situation leads to instability. Hence, induction

plays pivotal role in acquainting the new employee environment, company rules

and regulations.

Induction is the process of receiving and welcoming an employee when he first

joins a company and giving him the basic information he needs to settle down

quickly and happily and start work.

Lecture, handbook, film, group seminar are used to impart the information to new

employees about the environment of the job and the organization in order to make

the new employee acquaint himself with the following heads: -

About the Company

About the Department

About The Superiors, Subordinates etc.

RECRUITMENT & SELECTION: -

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This study is about the people who work in an organization and their relationship

with that organization. Different terms are used to describe these people:

employees, associates, personnel, and human resources. But human resources has

gained widespread acceptance over the last decade because it expresses it

expresses the belief that workers are valuable and sometimes irreplaceable

resource. Effective human resource management is a major component of a

manager’s job.

A human resource Strategy is used for the planning of the manpower, which

refers to the firm’s deliberate use of human resources to help it gain or maintain

an edge against its competitors in the marketplace

A human resource tactic is a particular policy or program that helps to

advance a firm’s strategic goal.

RECRUITMENT: -

Recruitment is a linking activity bringing together who offer job and who seeking

for job. The purpose of recruitment is to locate source of manpower to meet job

requirement and job specification.

Recruitment is regarded as the most important function of personal

administration, because unless the right type of people or hired even the best

plans, organization charts and control system would fail.

Recruitment is the process of searching the candidate and stimulates them for

employment.

OBJECTIVES OF RECTRUITMENT: -

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

and future organizational strategies.

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To infuse fresh blood at all level of organization.

To develop an organizational culture that attracts competent people to

the company.

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

FACTORS AFFECTING RECRUITMENT:

Every organization whether small or big indulges in secreting activity. It

depends upon: -

The size of the organization.

The employment condition is community where organization is

located.

The effect of past recruiting efforts.

Rate or growth of organization.

Culture, economic and legal factors.

SELECTION: -

After identifying the sources of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, the

management has to perform the function of selecting the right employees at the

right time. The objective of the selection decision is to choose the individual who

can most successfully perform the job from the pool of qualified candidates. The

selection procedure is the system of functions and devices adopted in a given

company to ascertain whether the candidate’s specifications are matched with the

job specifications and requirements or not.

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ESSENTIALS OF SELECTION PROCESS: -

The selection process can be successful if the following requirements are

satisfied:

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

from the employment requisition.

There must be some standard of personnel with which a prospective

employee may be compared i.e. a comprehensive job description and job

specification should be available beforehand.

There must be a sufficient number of applicants from whom the

required number of employees may be selected.

There is a no standard selection process that can be followed by all the

companies in all the areas. Companies may follow different selection techniques

or methods depending upon the size of the company, nature of the business, kind

and number of persons to be employed, government regulations to 0be followed

etc. Thus, each company may follow any one or the possible combinations of

methods of selection in the order convenient or suitable to it. Following are the

selection methods generally followed by the company.

Selection procedure employs several methods of collecting information

about the candidate’s qualifications, experience, physical and mental ability,

nature and behavior, knowledge, aptitude and the like for judging whether a given

applicant is or is not suitable for the job. Therefore, the selection procedure is not

a single act but is essentially a series of methods or stages by which different

types of information can be secured through various selection techniques. At

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each step, facts may come to light, which are useful for comparison with the job

requirements an employee specification.

STEPS IN SELECTION PROCESS: -

Work experiences

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

candidate. Every organization should finalize the job analysis, job description, job

specification and employee specifications before proceeding to the next step of

selection.

Recruitment: - Recruitment refers to the process of searching for

prospective employees and stimulating them to apply for jobs in an organization.

It is the basis for the remaining techniques of the selection and the latter varies

depending upon the former.

Application Form: - Application form is also known as application

blank. The technique of application blank is traditional and widely accepted for

securing information from the prospective candidates. It can also be used as a

device to screen the candidates at eh preliminary level. Many companies

formulate their own style of application forms depending upon the requirements

of information based on the size of the company, nature of business activities,

type and level of the job etc. Information is generally required on the following

items in the application forms:

Personal background information

Educational attainments

Personal details

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References

Written Examination: - The organization have to conduct written

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

application blanks as to measure the candidate’s ability in arithmetical

calculations, to know the candidates attitude towards the job, to measure the

candidates aptitude, reasoning, knowledge in various discipline.

Preliminary Interview: - The preliminary interview is to solicit

necessary information form the prospective applicants and to assess the

applicant’s suitability to the job. Preliminary interview is useful as a process of

eliminating the undesirable and unsuitable candidates.

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

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

the job.

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

candidates by direct face-to-face discussion. Interview is an effective technique

to measure the knowledge, understanding, competence, interest in the work and

personality.

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

but he candidate, as a whole can be understood after verifying his character and

social and personal traits. This is why, candidates are asked to furnish the names

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of two responsible persons, who know tem well. These persons are contacted and

enquire regarding the character and morality of the candidate is made.

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

the HRD Manager makes the final selection of the candidate in consultation with

the department head.

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

efficient and effective accomplishment of the work; therefore, the prospective

candidate must be examined physically before his appointment. An employee of

unsound health will prove to be a liability for the organization and dangerous to

his colleagues.

Orientation or Induction of employees: - The new employee is

oriented to the enterprise. It may be termed a socializing process by which the

employee is made familiar and friendly to environment of the business. Rules,

regulations and special feature of the business are communicated to him.

RECRUITMENT & SELECTION IN CAPARO MARUTI

RECRUITMENT PROCEDURE

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When we talked about the recruitment and selection process in CML, the

recruitment and selection process is very standardized.

There is one form i.e. “Man Specification Form” which specifies that which

candidate is needed for which post with his / her essential and desirable

qualification, skills and also carries the necessary information about the skills set

of the required candidate.

With the help of this form every person can easily understand that what is the

hierarchy system of each position and what are the various competencies are

required for which level. It includes the various parameters like, which are

mentioned below:-

Designation

Department /Division

Reports to

Direct Subordinates

Education

Essential

Desirable

Experience

Skills

Specific Training / Specialization

In CAPARO MARUTI there are three major sources of recruitment of the

employee’s i.e.

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Recruitment through Campus Placements

Recruitment through Consultants

Recruitment through References.

When we talking about the recruitment the first process is the Man

Specification Sheet after that the second process are Manpower Requisition Form.

This form specifies that what are the various expected benefits (in terms of

increase revenue, productivity etc.) from the particular position to the

organization and it initiated by the Head of the Department with consultation of

the HRD department and the CEO of the company finally approves this form.

The format of Manpower requisition form is given below which clearly

specifies that how useful information it contains;

Recruitment through Campus Placements

The recruited candidate as designates as per their qualification as described

below:

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

Diploma holder in engineering is appoint a”DET”and

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

Recruitment through Consultants

The recruitment at all the levels except entry level is done through

consultants, as and when required company can refer to only those consultants

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which are registered by the corporate office and for this company pays for the

services to the consultant.

The process of campus selection and through consultants is described as in the

form of a flow chart below.

Identification of vacancies

When any vacancies occur in any department the departmental Head reported to

the HRD department with a requisition form. In the requisition form there is

information about the post and about the manpower. HRD department verifies

this form from CEO for recruitment.

Recruitment policy

The policy of recruitment has to be framed and dealt with carefully as

it affects human aspiration and values to a great extent. Recruitment policy of

CML is guided by various administrative orders and directives received from the

Govt. from time to time.

Selection

After policy Formation Company recruit and select the right candidate

for each post for this purpose company use different sources of recruitment. In

selection Procedure Company hold interview and medical checkup of the new

joining.

Preliminary Interview

It seeks to ascertain whether the candidates are apparently able from

physically and mentally for the position applied for. This interview does not take

much time.

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Interview

Interview the interviewer an interview is a face-to-face observational and

personal Method to evaluate a candidate for a job. In any is generally is in

dominant position.

Medical Examination

The employee must be physically sound for the efficient and effective

accomplishment of work. There fore the candidate is examined physically before

his appointment.

Final Selection

After going through tests and formalities the HRD department makes the

final selection of the candidate in consolation with departmental Head and CEO.

TRAINING INDUCTION SCHEDULE IN CAPARO MARUIT

When the candidate joins the company, training induction schedule is

prepared for the candidate. Through this, the candidate can able to know about the

organization, can be able to know about their superior and subordinate so that it

help the candidate to work comfortably.

Induction is the process of receiving and welcoming an employee when he/she

first joins a company and giving him the basic information he needs to settle

down quickly and happily and start work.

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Lecture, handbook, film, group seminar are used to information to new

employees about the environment of the job and the organization in order to make

the new employee acquaint himself with the following heads.

About the company,

About the Department,

About the Superiors, Subordinates etc.

RESEARCH

METHODOLOGY

Research in a layman language means a search for acknowledges. One can

also define research as a scientific and systematic search for potential

information on a specific topic. Infect research is an art of scientific

investigation. The dictionary meaning of research is “a careful investigation

or inquiry especially through search for new facts in any branch defines

research as a “systematized effort to gain new knowledge”. Some people

consider research as a movement from known to unknown.

Research is an academic activity and as such the term must be used in a

technical sense. Research is an original contribution to the existing stock of

the knowledge making for its advancement. It is pursuit of truth with the

help of study, observation, and experiment. The purpose of research is to

discover answers to questions through the application of systematic

procedure. The main aim of research is to find out the truth, which has not

been discovered yet.

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It’s a well-known fact that no business can exit without customers. In the

business of Website design, it’s important to work closely with your

customers to make sure the site or system you create for them is as close to

their requirements as you can manage. What follows are a selection of tips

that will make your clients feel valued, wanted and loved.

RESEARCH DESIGN:

The research problem have been formulated in clear cut terms, the

researcher will be required to prepare a research design, i.e., he will have to

state the conceptual structure with in which research would conducted. The

preparations of such a design facilitate research to be as efficient as possible

yielding maximal information. Research design may be grouped in four

categories, viz.

a). Exploration

b). Description

c). Diagnosis

d). Experimentation

COLLECTION OF DATA:-

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The task of data collection begins after a research problem has been

defined and research design/plan chalked out. The collection of data is

done to support tour findings and interest the result whether the result you

have found in according to your hypothesis or not. The data can be

collected by various methods. These are broadly classified into two ways,

as follows:

PRIMARY DATA

SECONDARY DATA

PRIMARY DATA:-

The primary data are those which are collected a fresh and for the first time

and thus happen to be original in character. We collect primary data during

the course of doing experiments in an experimental research. It is the first

hand data and nobody else has collected this before. There are various ways

of collecting primary data, these are as follows:

1). Observation method

2). Interview method

3). Questionnaires

4). Schedules

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5). Other methods

SECONDARY DATA:

1. from Internet

2. Magazines and News Papers

3. Government Publications

Scoring & Analysis

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

Psychometric method.

RESEARCH METHODOLOGY USED IN PROJECT

RESEARCH USED

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The type of research used in this project work is Descriptive. The Descriptive

research is used to collect Data and find out the cause and effect relationship.

SAMPLING PROCEDURE

I decided to study the candidates who applied for the post of Team Member in

different departments of “Caparo Maruti Ltd.”

TYPE OF DATA COLLECTION METHOD

Data Collection Method used in this project is:

Primary data

a. Interview

b. Observation

c. Questioners

Secondary Data

a. Published Sources

b. Unpublished Sources.

c. Websites

SAMPLE: -

CAPARO MARUTI LIMITED

SAMPLE SIZE: -

CML EMPLOYEES.

The Research Instrument used in this project is Observation Method.

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DESCRIPTIVE RESEARCH

Descriptive Research studies are those studies, which are concerned with

describing the characteristics of a particular individual or a group. A descriptive

research require a clear specification of what, who, when, where why and how

aspects of the research.

OBSERVATION METHOD

The observation method is most commonly used method especially in the

studies relating to behavioral sciences. The main advantage of this method is that

subjective bias is eliminated, if observation is done accurately.

Secondly, the information obtained under this method relates to what is

currently happening; It is not complicated by either the past behavior or future

intentions or attitudes. Observation methods are of various types like structured,

unstructured, controlled and uncontrolled.

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1. HOW EMPLOYEE FELT WHILE WAITING AT THE RECEPTION

2. CANDIDATES REFERRED ABOUT THE JOB BY,

REFERRED ABOUT THE JOB BY

PersonalrecommendationRecruitmentadvertisementRecruitmentagenciesDirect approachby employerUnspecified

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3. RESPONDENTS CAME TO KNOW ABOUT THE VACANCY FROM,

ABOUT THE VACANY

05

101520253035404550

IN NO.S IN %

VA

CA

NC

Y

PrivateconsultancyNewspaper

Website

Walkin

Others

4. CANDIDATES WHO WERE PUT INTO INITIAL SCREENING,

HR INITIAL SCREENING INTERVIEW

YES

NO

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5. QUESTIONS ASKED BY INTERVIEWER IN INTIAL SCREENING

TYPE OF QUESTIONS ASKED BY INTERVIEWER

Age

FamilyBackgroundEducation

Reference

Experience

Qualification

6. ALLOTTED TIME SUFFICIENT FOR WRITTEN TEST

ALLOTTED TIME SUFFICIENT FOR WRITTEN TEST

YES

NO

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7. NUMBER OF PANEL INTERVIEWERS IN THE INTERVIEW

NO.OF PANEL INTERVIEWERS

0

10

20

30

40

50

60

2 INTERVIEWERS 3 INTERVIEWERS 4 INTERVIEWERS

INTERVIEWERS

IN NO.S

IN%

8. QUESTIONS ASKED BY INTERVIEWERS IN PANEL INTERVIEW

QUESTIONS ASKED BY PANEL INTERVIEWERS

BEHAVIOUR

GENERALQUESTIONS

PROJECT DETAILS

SALARY

OTHERS

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9. EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

INTERVIEWEE FELT WHILE BEING INTERVIEWED

RELAXED

COMFORTABLE

COOL

TENSED

NERVOUS

10. HOW EMPLOYEES LIKE THEIR INTERVIEWER

HOW EMPLOYEES LIKE THEIR INTERVIEWER

LIKE VERY MUCH

LIKE

DISLIKE

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11. EMPLOYEES SELECTION IN CML

12. PROBLEM IN JOINING TIME

SELECTION IN CML

IMMEDIATELY

FAIR PERIOD OFTIME

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ISSUE IN THE JOINING TIME

YES

NO

ANALYSIS

1. EMPLOYEES FEELINGS WHILE WAITING AT THE RECEPTION,

S.NOEMPLOYEE FELT ATRECEPTION

IN NO.S IN %

1 Very Comfortable 10 202 Comfortable 36 723 Less Comfortable 4 8TOTAL 21 42

INTERPRETATION:

It is visible from the above table that 72% of the

Respondents were comfortable while being in reception and only 8% of the

Respondents were less comfortable in the reception.

2. CANDIDATES REFERRED ABOUT THE JOB BY,

S.NO REFERRED BY IN NO.S IN %

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1Personal Recommendation

1 2

2Recruitment advertising

20 40

3Recruitment agencies

7 14

4Direct approach by employer

6 12

5 Unspecified 16 32TOTAL 50 100

INTERPRETATI:- From the above table we can interpret that 40% of the

employees were referred about the job by Recruitment advertising and 32%

of the employees came through Employment exchange and the rest were

referred by such as Personal Recommendation, Recruitment agencies and

direct approach by employer.

3. RESPONDENTS CAME TO KNOW ABOUT THE VACANY FROM,

S.NO VACANCY IN NO.S

1Private Consultancy

1 2

2 Newspaper 23 463 Website - -4 Walk-In 5 105 Others 21 42TOTAL 50 100

INTERPRETATION:

It is visible from the above table that 46% of the

employees came to know about the vacancy from Newspaper.

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4. CANDIDATES WHO WERE PUT INTO INITIAL SCREENING,

S.NOINITIAL SCREENING

IN NO.S IN %

1 Yes 41 82

2 No 9 18

TOTAL 50 100

INTERPRETATION:

It is visible from the above table that 82% of the employees were put into

the Initial screening process and 18% of the employees were not put into the

Initial screening.

5. QUESTIONS ASKED BY INTERVIEWER IN INITIAL SCREENING,

S.NOTYPE OF QUESTIONS

IN NO.S IN %

1 Age 5 12

2Family Background

8 20

3 Education 17 424 Reference 1 25 Experience 3 76 Qualification 7 17TOTAL 41 100

INTERPRETATION:

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From the above table we can interpret that 42%

education questions asked by the interviewers to the employees who were

put into the initial screening process.

6. ALLOTTED TIME SUFFICIENT FOR WRITTNEN TEST

S.NOALLOTTED TIME SUFFICIENT

IN NO.S IN %

1 Yes 37 742 No 13 26TOTAL 50 100

INTERPRETATION:

It is visible from the above table 74% of the total

respondents were having the sufficient time in their written test

7. NUMBER OF PANEL INTERVIEWERS IN THE INTERVIEW

S.NOPANEL INTERVIEW

IN NO.S IN %

1 2 17 522 3 13 393 4 3 9TOTAL 33 100

INTERPRETATION:

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It is clearly visible from the above that who manage panel interviews

in which 52% managed by two panel interviewers, 39% managed by three

panel interviewers and 9% managed by four panel interviewers.

8. QUESTIONS ASKED BY INTERVIEWERS IN PANEL INTERVIEW

S.NO QUESTIONS IN NO.S IN %1 Behaviors - -

2General questions

31 94

3 Project details 2 64 Salary - -5 Others - -TOTAL 33 100

INTERPRETATION:

From the above table we can interpret that 94% of the

questions were General questions asked by panel interviewer to the panel

interviewee.

9. HOW EMPLOYEES LIKE THEIR INTERVIEWERS

S.NO

EMPLOYEES LIKE THEIR INTERVIEWERS

IN NO.S IN %

1 Like very much 7 212 Like 26 79

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3 Dislike - -TOTAL 33 100

INTERPRETATION:

From the above table we come to know that most of the

employees like their interviewers.

10. EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

S.NOEMPLOYEE FELT IN RECEPTION

TOTALPERCENTAGE

1 Relaxed 8 242 Comfortable 20 613 Cool 2 64 Tensed 1 35 Nervous 2 6TOTAL 33 100

INTERPRETATION:

It is clearly visible from the above table that from the

total respondents 61% of them were comfortable when being interviewed,

24% of them were relaxed, and 6% of them were nervous and cool when

being interviewed and only 3% of the respondent was tensed.

11. HOW EMPLOYEES LIKE THEIR INTERVIEWERS

S.NO EMPLOYEES LIKE THEIR INTERVIEWE

IN NO.S IN %

1

RS1 Like very much 7 212 Like 26 793 Dislike - -TOTAL 33 100

INTERPRETATION:

From the above table we come to know that most of the

employees like their interviewers.

12. PROBLEM IN JOINING TIME

S.NOJOINING TIME

IN NO.S IN %

1 Yes 5 102 No 45 90TOTAL 50 100

INTERPRETATION:

Majority of the respondents said that they did not have

any problem in the joining time provided by CML to them. But 10% of the

respondents said that they had problem with regarding to the joining time

given to them.

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Findings

The company also conducts psychological tastes which provides

psychological base to the company.

The company provides training and development programs to the

employees properly.

The company organizes Isolation camps for the recreational activities.

Majority of the respondents fall in the age group of 41 & above year’s

males & females.

Majority of the respondents has experience of both 3-5 years and 5 &

above

Year’s in CML.

Only few employees continue in CML below one year in CML.

Majority of the employees came to know about the vacancy from

newspaper

Most of the employees attended written test and so attended direct

interview.

Most of the employees were screened initially by HR Dept.

Except the employees who were recruited through employment

exchanges,

all others attended panel interview.

Not all the interviewee was put into client interview.

The employees were informed about their selection in CML

immediately after the process.

Most of the employees didn’t face any problem in the joining time

provided

by CML.

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RESPONDENTS CAME TO KNOW ABOUT THE VACANCY FROM,

ABOUT THE VACANY

0

10

20

30

40

50

IN NO.S IN %

VA

CA

NC

Y

PrivateconsultancyNewspaper

Website

Walkin

Others

QUESTIONS ASKED BY INTERVIEWER IN INITIAL SCREENING

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TYPE OF QUESTIONS ASKED BY INTERVIEWER

Age

FamilyBackgroundEducation

Reference

Experience

Qualification

EMPLOYEES FEELINGS WHILE BEING INTERVIEWED,

INTERVIEWEE FELT WHILE BEING INTERVIEWED

RELAXED

COMFORTABLE

COOL

TENSED

NERVOUS

VACANCY VS GENDER

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VACANCY

0

5

10

15

20

25

30

35

MALE FEMALE

SOURCE

GE

ND

ER

PRIVATECONSULTANCY

NEWS PAPER

WALK-IN

OTHERS

CONCLUSIONS

The respondents include the employees who concur that the current

recruitment is satisfactory except few exemptions. Many employees work

CML – Gurgaon to get pride of being in a social service concern.

Even though the recruitment procedure is satisfactory, it can be organized in

such a way that it obtains optimal point.

Recruitment procedure of a company should be in

such a manner that it puts the right person in the right job at the right time.

To face this challenge, recruitment team of an organization should be well

equipped while recruiting as this is where every thing starts.

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Bibliography

Web Sites:

1. www.caparomaruti.com

2. www.caparo.com/_assets/5568 .

3. www.managementparadise.com

4. www.citehr.com

5. www.wikipedia.com