A

Project Report

on

“RECRUITMENT AND SELECTION IN FOMENTO RESOURCES PVT.

LTD.”

Submitted in partial fulfilment of the requirement for award

Of degree in

Masters of Business Administration (MBA)

Submitted to

Savitribai Phule Pune University.

Submitted By

Manish Mohan Jadhav

Batch (2013-15).

Through

Modern Education Society’s

Neville Wadia Institute of Management Studies and Research,

Pune

CERTIFICATE

This is to certify that Mr. Manish Mohan Jadhav a bonafide student of Neville

Wadia Institute of Management Studies and Research, Pune has completed the

project, during 19th may 2014 to 18th july 2014 with the title “Recruitment and

Selection In Fomento Resources PVT. LTD. At Fomento Resources PVT. LTD.

Panaji Goa.

This project was undertaken as partial fulfillment of Post-Graduate Degree of

Master of Business Administration (MBA) under Savitribai Phule Pune University

during the academic year 2014-2015.

He carried out this project under our guidance and supervision. His work is

found to be satisfactory in all respects. To the best of our knowledge and belief, this

work has not been submitted elsewhere for the award of any other degree.

‘We wish him/her all the best for his future endeavors’.

Prof. Vikas Dole Prof. Abhay Kinikar Dr. Anand Dadas

PROJECT GUIDE COURSE COORDINATOR DIRECTOR

COMPANY CERTIFICATE

This is to certify that Mr. Manish Mohan Jadhav, student of Masters in

Business Administration (MBA) from Modern Education Society’s Neville Wadia

Institute of Management Studies and Research, Pune, has undergone and completed

his Summer Internship Project having topic “Recruitment and selection in Fomento

Resources PVT. LTD.” in Fomento Resources, at Panaji Goa as a partial fulfillment

of requirement for award of degree of Master of Business Administration from

Savitribai Phule University of Pune academic year 2013- 2015.

Mr.Chandrakant Patil.

Senior Manager

Fomento Resources PVT. LTD. Panaji

DECLARATION

I Manish Mohan Jadhav, hereby declare that this project report entitled

“Recruitment and selection in Fomento Resources PVT. LTD” at Panaji Goa,

is a record of work carried by me under the guidance of my guide and has not

been submitted to any other University or Institute or published earlier.

Manish M Jadhav

Pune.

Date:

ACKNOWLEDGEMENT

I take this opportunity to express my profound gratitude and deep regards to

my guide for his exemplary guidance, monitoring and constant encouragement

throughout the course of this thesis. The blessing, help and guidance given by

him time to time shall carry me a long way in the journey of life on which I am

about to embark.

I also take this opportunity to express a deep sense of gratitude to Company

Mentor, for his cordial support, valuable information and guidance, which

helped me in completing this task through various stages.

I am obliged to my Company Mentor, Mrs. Austina Madam, Senior Manager,

Mr. Chandrakant Patil and the other staff members of the Fomento Resources

PVT. LTD. Goa for the valuable information provided by them in their

respective fields. I am grateful for their cooperation during the period of my

assignment.

Lastly, I thank almighty, parents and friends for their constant encouragement

without which this assignment would not be possible.

Manish M Jadhav

CONTENTS

Sr. No TITLE / TOPIC PAGE NO.

01. Executive Summary

02. Objectives of the Project

03. Company Profile

04. HR Functions at Fomento Resources

05. Recruitment and Selection at Fomento Resources

06. Research methodology

07. Data Analysis & Interpretation

08. Learning for the student

09. Contribution to the Organization

10. Findings and Recommendation

11. Conclusion

12. Bibliography

13. Annexure

Company Profile

FOMENTO RESOURCES PVT. LTD.

Fomento Resources is an alliance of companies in the Mineral Resources Industry

committed to the social and economic advancement of its communities.

Technological advancements cover several areas such as mineral processing

(implementing a high gradient magnetic separator), haulage (adherence to tier-3

standards), and maritime logistics (deploying and successfully operating a 25-tonne

floating crane).

The alliance's activities include

1. Resource Development (exploration, excavation, and mineral

Processing)

2. Logistics (surface and marine)

3. Sales (international and domestic).

The member companies includes-

1. Sociedade De Fomento Industrial Pvt. Ltd. (SFI),

2. Fomento Karnataka Mining Company Pvt. Ltd. (FKPL),

3. Infrastructure Logistics Pvt. Ltd. (ILPL),

4. Marine Infrastructure Goa Pvt. Ltd. (MIG)

Fomento Resources Management-

Establishment- 1957

Founder-

Late Mr. Modu Timblo

Chairman–

Mr. Auduth Timblo

Managing Director-

Mr. Ambar Timblo

Companies-

Sociedade De Fomento Industrial Pvt. Ltd.

Established in 1957 as a mining company, Sociedade de Fomento (SFI) exported its

first shipment of iron ore to Holland. It has supplied ore to Sumitomo Metal Industries

and Nippon Steel Corporation for over 50 years. SFI entered into long term contracts

with several companies including Arcelor Mittal, Romania and Ping Xiang Steel,

China. In 1990.

Fomento (Karnataka) Mining Company Pvt. Ltd.

Fomento (Karnataka) Mining Company Private Limited (FKPL) was formed in 1999

for mineral exploration in the iron ore belt of Sandur in the Bellary district of

Karnataka, India. In addition to developing this iron ore resource base, FKPL built its

own facility to load iron ore into rail wagons for smooth transportation.

Infrastructure Logistics Pvt. Ltd.

ILPL provides infrastructural and logistics services to the dry bulk market (including

iron ore fines/lumps, pellets, coke, and coal). It has arrangements with mine owners in

Karnataka, Maharashtra, and Goa and carries out mining activities on their behalf. It

also exports iron ore to China and Europe.

Marine Infrastructure (Goa) Pvt. Ltd.

Marine Infrastructure (Goa) Private Limited (MIG) is a joint venture of Infrastructure

Logistics Private Limited (ILPL) and Orchard Maritime Services (a Louis Dreyfus

subsidiary) for transhipment and other marine logistical solutions. In March 2007 it

commenced operation of the first floating crane in the west coast of India. This

pioneering effort increases handling capacity and serves larger ships which are unable

to dock at the port.

OPERATIONS IN FOMENTO RESOURCES

Resource Development

Mining is normally associated with activities carried out in a mine such as drilling,

blasting, excavation, and truck loading. The alliance goes beyond these essential

activities to discover, raise and process iron ore in a sustainable manner.

Exploration-

- Fomento Resources team of experts with experience in geological investigation,

prospecting, and surveying allow for an extremely accurate area selection and

dependable resource evaluation.

- Combining the latest techniques and technologies with an in-depth historical

knowledge of the region’s geology puts this team among the best in the industry.

- Activities include the use of Total Station surveys, extensive core drilling, modeling

of survey data, and detailed core analyses. This marriage of technological and

intellectual resources allows reliable estimation of probable and proved reserves based

on incisive multidimensional analyses.

Excavation-

- In addition to using world class heavy earthmoving machinery, the alliance is

committed to having all its operators adhere to the highest standards of safety,

efficiency, and emissions.

- It implements state-of-the-art products, training methods, and maintenance checks,

with the top names in the earthmoving industry.

- Modern techniques in pit dewatering, dust suppression, waste management,

afforestation, backfilling, and land mitigation are carried out.

Mineral Processing-

- Extensive experience in size reduction, sizing separation, classification, magnetic

separation, dry solids handling, and plant control makes the alliance well positioned

to provide products meeting the specifications of the most discerning buyers.

- Fomento Resources has been at the forefront of innovation in the region, being the

first to include a high gradient magnetic separator in its process flow thus reaching the

upper limits of recovery technology.

- In addition to in-plant processes, there are several mobile dry processing units

deployed at numerous locations to help capitalize on providing high-grade run-of-

mine ore directly for haulage to customers.

Logistics-

- In utilizing extensive surface and marine networks of rail, truck, barge, and other

components, the alliance has provided elements of flexibility and reliability to its

operations.

- Its ability in connecting mines and plant sites to multiple transfer terminals has

played an essential role in meeting the needs of buyers. The alliance has one of the

most cost efficient and flexible pit-to-ship operations in the industry.

- An example of the pioneering approach in logistics is the successful design,

construction, and implementation of the region’s first floating crane (established by

MIG) which has enhanced the export potential of the alliance.

Sales-

Primary Buyers-

Long term buyers include-

Sumitomo Metal Industries (Japan),

Pinxiang Iron and Steel Company Pvt. Ltd. (China), and

Arcelor Mittal (Romania).

Some of the main spot buyers are-

Noble Resources Ltd. (Hong Kong),

Cargill International Trading Pvt. Ltd. (Singapore),

Rizhao Steel Holding Group Co. Ltd. (China),

Kanematsu Corporation (Japan).

Domestics-

Although the product is primarily exported, iron ore within the range of 64% iron

content is sold domestically.

The Products are-

Sinter Fines (under 10mm)

Calibrated Lumps (over 10mm and under 40mm),

Oversized Lumps (over 40mm and under 80mm).

Paramag

The major customers include JSW and Siscol.

Community-

Fomento Resources is proud of its relationship with communities living around its

operational locations. This enduring relationship is characterized by mutual respect,

active partnership and long term trust. These values allow, the Alliance to develop

what it calls, its most important resource – people.

Fomento Resources is the second largest provider of health care in the state of Goa,

second only to the government. It provides clinics, doctors along and significant

health infrastructure such as 24 hour ambulances and regular medical supplies.

The Alliance’s sincere commitment to relationships with students, families and

teachers is reflected in their educational activities. The Ashiyana trust of the Alliance

funds and administers the Gyan Jyoti Puraskar scholarships for low income

students till the completion of their higher education. In addition, the Alliance lends

support to almost every student in its locations through the distribution of school

uniforms, books, dictionaries and monsoon gear.

In international arenas, the alliance has collaborated with the London School of

Economics to establish - The Modu Timblo scholarship, in memory of the Alliances’

founder. This scholarship funds meritorious Indian scholars who secure admission to

the London School of Economics.

HR at Fomento Resources Pvt Ltd.

HR Department Organizational Structure in Fomento Resources-

Managing Director

Director

Compensation, Payroll, IR

Sr. Manager-HR

Asst. Manager (3)

Recruitment, Training, CSR

Dy. Manager-HR

Administration

Sr. Manager

Manager

Executive (2)

Sections of HR-

Recruitment and Selection

Training and Development

Performance Management

Pay and Benefit Administration

Workplace Policy

Employee Engagement Process

Compliance Management

Leadership Development and Succession Management

Management of non regular Personnel.

HR- 4 Fold Mission-

1. Aligning HR & Business Strategy-

Strategic partner.

2. Re Engineering Organization Process-

Administration Expert.

3. Listening and responding to employees-

Employee champion.

4. Transformation and change-

Change agent.

Training and Development

Training is the act of enhancing and increasing the skills of employees for doing a

particular job. It is a tool wherein an Employee can enhance his knowledge, skills and

ability.

The principal objective of training and development is to create a smarter workforce

and yield best results. It is also used as a employee retention tool.

Annual Training Budget-

Annual Training budgets define how money can be allocated for training

development for an organization. Based on assumptions and projections, create

a training budget for a set period of time, such as a year.

Training linked to organization goals & upcoming projects-

The primary objectives of training programs are to develop skills,

competencies and/or attitudes required by the organization to resolve specific

problems, create new opportunities, increase competitive advantage or offer

employees opportunity to grow and remain employable. Following to company

rules and regulation training must be given to a trainee.

Generation of Training calendar-

The Training Calendar should consider following points such as date, time,

venue and batch of employee. So that it will be easy for the trainee and the

trainer to execute it.

Training need analysis-

The objective in establishing a need analysis is to find out the answers to the

following questions: - "Why" is training needed? - "What" type of training is

needed? - "When" is the training needed? - "Where" is the training needed? -

"Who" needs the training? and "Who" will conduct the training? - "How" will

the training be performed? By determining training needs, an organization can

decide what specific knowledge, skills, and attitudes are needed to improve the

employee's performance in accordance with the company's standards.

Employee Past Performance-

The past performance of the employee is considered while giving training to

him.

Employee competency rating-

Development of individual learning plans for individual or groups of

employees based on the measurable “gaps” between job competencies or

competency proficiency levels required for their jobs and the competency

portfolio processed by the incumbent.

Competency is the ability of candidate. Assessing strength and weakness of

employee by competency rating.

Types of training session-

Behavioural & skill Enhancement, leadership.

On the job training/internal leadership programme session & In-

house session/ Seminars.

There are various training methods such

A) On the job methods

-Specific job training

-Job rotation

-Special projects and task forces

B) Off the job methods

-Special course and lectures

-Conference

-Case studies

-Seminars

Department Specific: Job rotation/ multi tasking.

Job Rotation is a management approach where employees are shifted between

two or more assignments or jobs at regular intervals of time in order to expose

them to all verticals of an organization. It is a pre-planned approach with an

objective to test the employee skills and competencies in order to place him or

her at the right place. In addition to it, it reduces the monotony of the job and

gives them a wider experience and helps them gain more insights.

Training feedback-

Training feedback is taken from trainee. This includes opinion, advice,

comment, response of trainee about training. This helps to improve the next

training session.

Induction of New recruits-

Welcome kit

Introduction to organization goals & operational process

Organization structure/ reporting structures

Introduction to business heads

Employee introduction Department wise

Performance management

-Performance management is a very important Human Resource Management

function. Its objective is to improve overall productivity and effectiveness by

maximizing individual performance and potential.

-Performance Management includes activities which ensure that goals are consistently

being met in an effective and efficient manner. Performance management can focus

on the performance of an organization, a department, employee, or even the processes

to build a product of service, as well as many other areas.

Competency- Based Performance Appraisal.

Competency is the ability of an individual to do a job properly. A competency

is a set of defined behaviours that provide a structured guide enabling the

identification, evaluation and development of the behaviours in individual

employees.

360 degree Performance Appraisal or multi rater feedback.

360 degree feedback is multiple evaluations of employees which often include

assessments from superiors, peers and one’s self.

Self appraisal-

In self appraisal employee evaluates his own performance.

Self appraisal is the evaluating progress towards objectives and

performance standards, involve the employee in rating him using the

rating form.

Subordinate’s appraisal/ Reviewer-

Performance of the employee is rated by his/her subordinate.

Superior’s appraisal-

After assessment by subordinate, finally performance is rating by

superior for final performance analysis.

Determine the distinct employee groups or workforce segments (for example:

business unit, job function or geographies) that are most critical in creating

values for your organization.

Differentiate the reward types and opportunities for there “performance drivers”

Introduction of Star Performers (Based on employee score): Motivational

factors.

Employee feedback.

Employee can express his views or suggestion through feedback forms so that

he can give some suggestion to management for more improvements.

Rewards and recognition (holiday benefits, Performance pay, gifts Publish star

performers in Organization Bulletin/Magazines).

Payroll-

Payroll is a process of calculating salary of the employee on the basis of their

attendance, leaves, earnings and deductions.

Payroll Process in Fomento Resources-

1. The centralised payroll process is used in Fomento Resources i.e. information

of the employee is collected from various locations. There are around 27

locations which connected to Fomento Resources.

2. These locations send data of employee through email. This contains

attendance, which taken through punching system. It includes present days,

absent days, over time if any, and weekly off.

3. When this data sends to Fomento, it has been downloaded by HR Manager.

This is monthly process.

4. After getting this data it is uploaded in the payroll software SAP i.e. System

Application Product.

5. The information which present in SAP is updated because some employee

leave the organization some employee newly join . So updating the information

is very important.

E.g. Name, Address, ID etc.

6. Simulation running - It means Manager checks whether this data is correctly

running or not. Then earnings and deductions feed into the system.

In deduction there are two types one is statutory deduction and another is non

statutory deduction. In statutory deduction PF, ESI, Professional Tax is present.

And in non statutory deduction there is LIC, Loans etc. are present.

7. Information is verified by Manager that all the data which present in SAP is

accurate or not is confirm.

8. All the reports are checked by manager. After completion of above process,

final payroll is generating.

9. If these all reports are correct then bank statement is generated .On 4th of

month making posting of HR module to FI.

10. Finally on 5th of every month salary is deposited to account of every

employee. Cash or cheques are deposited in the banks.

11. ESIC is submitted on or before 21st of the next month and PF is submitted on

or before 15th of every month.

Contents of payslip-

Earnings-

o Basic salary.

o HRA (House Rent Allowance).

o Conveyance Allowance.

o Dearness Allowance.

o Overtime.

o Leave Travelling Allowance.

o Medical Reimbursement.

o Uniform Washing Allowance.

Deduction-

o PF- 12% of basic salary.

o ESI- 1.75% of gross.

o Professional tax.

o Income Tax- depends upon salary range.

o Company Loans Deductions.

o Salary Advance Deduction.

o Bank Loan Instalments.

o LIC premiums.

o Labor welfare fund.

o Other Deduction if any.

Net Salary =

Basic Salary of the month + Others Earnings – Deductions

Deductions-

PF- Provident Fund

Employees' contribution 12% on Basic Salary.

Out of this 12%, 8.33% contribute to pension fund and remaining 3.67% contribute to

provident fund.

Employee can do voluntary contribution also.

ESIC- Employee State Insurance Corporation

Employees’ state insurance is a self-financing social security health insurance scheme

for Indian worker.

For all employees earning 15000 or less per month as wages, employee contributes

1.75 %, and employer contributes 4.75%, total share 6.5%

Professional Tax-

It is tax charged by state government in India. Different slab rates have been

prescribed for different class of individual by the state.

In Maharashtra if salary is greater than Rs. 10000 then Rs. 200 to pay as a Tax.

If salary is less than Rs.10000 then Rs. 175 to pay as a tax.

Labor welfare fund-

The Employee whose designation is lower than assistant manager, they have to

contribute in this fund. Employee contributes Rs. 5 and Employer contributes Rs. 15.

So total Rs. 20 contribute towards labor welfare fund.

Company advance-

Organization gives Company advance to the employee at 0% interest rates.

Company loan-

Organization gives Loans to the employee @ the rate of 5%.

Festival advance-

Festival advance gives at the rate of 0% interest.

Other deductions-

Credit society, LIC recovery, RD, Other loans.

Income Tax-

Income Tax Rates for assessment year 2014-2015

Individual

below age of 60

years

Individual 60

years of age and

more but less

than 80 years

Individuals 80

years of age and

more

Tax Rates

Income upto Rs.

2,50,000

Income upto Rs.

2,50,000

Income upto Rs.

5,00,000

NIL

Rs.2,50,001 to

Rs.5,00,000

Rs.2,50,001 to

Rs.5,00,000

_____

10%

Rs.5,00,001 to

Rs.10,00,000

Rs.5,00,001 to

Rs.10,00,000

Rs.5,00,001 to

Rs.10,00,000

20%

Above

Rs.10,00,001

Above

Rs.10,00,001

Above

Rs.10,00,001

30%

Types of salary payments-

1. Hourly – Some people gets salary on hourly basis, as they are working for

some fix period of time.

2. Daily – Mostly workers or labours gets daily payments. It is given at the end of

the day.

3. Weekly- After end of the week, salary is given to employee or workers.

4. Forth nightly- For every 15 days salary is given to the employee. i.e. salary is

given after every half month.

5. Monthly- In most of the organization salary is given on monthly for each

employee, i.e. salary is calculating for 30 days.

Types of leaves-

Annual Leave

- An employee shall be entitled to privilege leave of 30 days in

financial year. (April to March).

- The no. of times privilege leaves can be taken during the year

shall be restricted to three.

Casual Leave

- An employee may avail casual leave up to a maximum of 5 days

in a year. CL can’t be taken for period more than 2 days

consecutively.

- CL will only be granted to meet exigencies, unforeseen

circumstances or emergencies.

Sick Leave

- 5 days sick leave is granted per year

- SL can be prefixed or suffixed to the weekly off/paid holidays.

- SL is not cumulative.

Maternity Leave

- Maximum period for which the concerned employee will be

entitled for maternity benefit is 12 weeks (6 weeks prior and 6

weeks post delivery)

Paternity Leave

- An employee shall be entitled to paternity leave for 15 days for

the birth of the first two children.

Leave on Loss of pay

- When employee does not have any leave to his credit, he may be

granted leave without pay at the sole discretion of the sanctioning

authority.

Administration

Administration is the process or activity of running a business, organization etc.

There are various sections in Administration as follows-

Man management

Daily attendance

The attendance process entails more than just finding out who is absent.

The process involves managing attendance day to day to obtain

calculation totals and for reporting purposes.

The attendance of the employees is taken through registers or thumb

impression etc. This helps to maintain record of the employee.

Task dividing

It refers to the practice of dividing a job, task, assignment, or contract

into smaller tasks. These tasks are distributed to employee as per their

skills and knowledge.

Welfare of staff

Welfare includes anything that is done for the comfort and improvement

of employees and is provided over and above the wages. Welfare helps

in keeping the morale and motivation of the employees high so as to

retain the employees for longer duration.

Leave planning

Effective leave planning is essential to the productivity of any business.

Companies frequently rely on manual leave planning systems that fail to

provide a reliable picture of staff leave. A measured, strategic approach

is required to minimise the effect of leave on your organisation’s day-

today operations..

Team leadership

Team is a group of individual who come closer to work together and

achieve their common goals.

Fast Learning

Workload Distribution

Healthy Competition

Exploring Creativity

Job Satisfaction

Increased Speed of Work

Office administration

Layout of office

The layout of your office is an important, although often overlooked,

factor that affects the way your employees perform their jobs. Before

you begin an office redesign, think about the types of tasks employees

perform in the space. A good office design is not only functional, but

provides comfortable work areas for your staff.

Distribution to clerks

Work is distributed as per the employee knowledge, skills and ability.

So that he can perform well in his work and give the best result.

Transport management

Vehicle fitness(road worthiness)

Vehicles are required to transport and travelling for official purpose. So

vehicles should be proper, well maintained and not damaged.

Briefing to the driver

Driver has to know the area in which office is located and other sites or

branches are located so that it will be very easy to reach to the

destination.

General maintenances

House keeping

Housekeeping refers to the management of duties and chores involved in

the running of a household, such as cleaning, cooking,home

maintenance, shopping and bill pay

Hygiene & Sanitation

Cleanliness should be taken by workers in the offices.

Cleaning of washrooms, tables, AC’s, chairs should be done on daily.

Fire safety trainings

Fire is the chemical process, which emits HEAT, LIGHT and SMOKE.

Fire fighting material should be kept ready to take action against fire.

Security

Security of information

The information is very confidential in the organization. It stores mainly

in the computer. So to secure this information computer should be

protected with the password. And this password should be very strong

so that it can’t be hack by hackers.

Security of equipments

Various equipments are present in the office such as Telephones,

Computers, Tables, Xerox machines, files etc.

Security of men

Many people are works in the organization. So their security is very

important. For this we must keep security guard in the office premises.

So that wrong things will not happen in the campus.

Recruitment & Selection at Fomento Resources

Recruitment Process:

Manpower Requirment

• Department wise manpower analysis.

• Manpower requisition by department heads through requisition form.

• Lead time or turnaround time.

• Requirement.

• Gap Analysis.

Sourcing & Shortlisting

•Generation of Gantt chart.

•Profile generation.

• In-house recruitment.

• Shortlisting.

Selection Process

•Welcome on board.

•Welcome Kit.

• Issual of communication aids.On Boarding

•Panel interview (Technical & HR).

• Inbasket exercise(games, puzzles).

•Referral check.

• Issual of offer letter.

Recruitment policy in Fomento Resources Pvt Ltd.

Preamble

Equal Opportunity

Selection

- Internal source

- External source

a) Placement Agency

b) Advertisement

c) Internet

d) Application and resumes

Tests

Interviews

Verification of reference

Medical Test

Appointment Letter

Check List

Recruitment

Recruitment is the process of finding and hiring the best qualified candidates in the

organization.

The term “recruitment” refers to the first stages in the process of filling of vacancies

in an organization. These vacancies may arise due to following:

Creation of new position.

Resignation/termination of an existing employee

There are following process of recruitment:

1. Manpower requirement

Department wise manpower analysis

-Every Department analyse that how much vacancies are there in department.

-According to this analysis they know how much manpower required in their

company.

Manpower requisition by department heads through requisition

form.

-After analysis by Department they send request to HR department for filling

vacant post to through Manpower Requisition form.

-This requisition form contains all the details regarding particular post.

-This help to HR department to find the right candidate for that post.

Lead time or turnaround time.

-Every department requires candidates within very short time.

-So this is very important to provide ‘right candidate in right time’ to that

department by HR department.

Requirement:

-Designation, No. of candidates to be recruited, KRA, Profile, Reporting

structures, skill set, Educational Qualification.

-Department provides details of every post e.g. No. of vacancy,

Designation, job profile, key result areas, Educational qualification etc.

Manpower Requisition Form-

Date-

Position:

Reporting To:

Functionally: Administratively:

No. of Vacancies:

Existing Personnel (Nos.):

Department:

Job Details:

Desired Qualification:

Work Profile:

Experience Required:

Location:

Working shifts:

Key Results Areas (KRAs) For This Position-

Perspective KRA

a) Financial

b)Process/Innovation

c) People

d) Society

Knowledge, Skills & Attributes (KSAs)

Knowledge

Skills

Abilities

Time Management

Multitasking

Communication/Interpersonal skills

Creativity

To join by:

Any Other Remarks:

Approval:

Approved / Not approved:

Signature of Dept. Head: Signature of HR Manager:

Gap Analysis by HR Department.

Gap analysis is the process in which HR department knows the required

manpower and existing manpower in the department. This gap analysis plays very

important role in filling vacancies.

The following gap analysis chart shows existing and required personnel in a company-

Gap Analysis Chart-

Department Designation Existing

Personnel Required Gap

I. Compensation

II. Payroll

III. Industrial

Relations

Sr. Manager

Asst. Manager

1

2

-

1

1

IV. Recruitment

V. Training &

Development

Dy. Manager

Asst.Manager

Executive

1

-

-

-

2

2

4

VI. CSR

VII. Administration Sr. Manager

Manager

Executive

1

1

-

-

-

2 2

TOTAL

6 7 7

Gap Analysis

Candidate Name: Age-

Qualification:

Post Applied for:

Current Job Profile:

Assessment Table-

Competency Required

Rating

Gained

Rating Gap %

General Appearance:

Dressing 5

Personality 5

Presentation 5

Observation:

Listening Ability 5

Energy Level 5

Skills:

Communication 10

Work Experience 10

Computer Proficiency 10

Technical knowledge 10

Job Knowledge 10

Logical thinking 10

Overall rating:

Poor Satisfactory Good Very Good Excellent

Extra Curricular Activities:

Achievements:

Salary:

Current CTC: Expected CTC:

Joining Date:

Recommendation:

Appoint [ ]

Keep Pending [ ]

Final Interview [ ]

Not suitable [ ]

Comments (if any):

Interviewer’s Name & Signature:

Interviewer’s Name & Signature:

Interviewer’s Name & Signature:

Date & Place-

2. Sourcing and Shortlisting

Generation of Gantt chart.

- It illustrates the start and finish dates of the terminal element & summery

elements of a project.

- It can be used for scheduling generic resources, so as well as their use in

project management; they can also used in scheduling production process.

A Gantt chart shows what has to be done (the activities) and when (the

schedule).

Profile generation.

-It illustrate how many vacancies, designation, skills require, Experience

needed.

-This profile contains preamble of organization, Post name, Qualification

required, Experience required, Contact no, & website of company.

-This is helps to candidate to apply for the post if he is desired candidate for

that post.

Following table is the format for profile generation:

This is used for advertisement in a news paper, web portals, etc.

Recruitment

We are leading business group- Pioneers in mineral resource harnessing, processing & exporting of

iron ore, based at Goa with operations spreading across South India. We are seeking professionals

who are suitably qualified, Computer literate, Result oriented and passionate about work, to be a part

our Organization.

Asst. Manager (T & D)

MBA (HR) From Recognised University.

Work Experience- 4-5 years.

Asst. Manager (Payroll)

MPM (Master in Personnel Management).

Work Experience- 3-4 years.

Asst. Manager (CSR)

Graduate in any stream.

Work experience- 4-5 years.

Executive (T & D)

Graduate in any stream.

Work Experience- 3-4 years.

Trainee Mechanical Engineer

B.E./B.Tech/Diploma in Mechanical Engineering.

Freshers can apply.

Interested candidates are requested to send their CVs, Mentioning their current CTC and

expected, to careers@minegoa.com . Contact-0832-3456789.

Sd/-

Sr. HR Manager

In-house recruitment:

Promotion/ Internal Transfer/ Advertising/ Job Portals/ News papers/ Walk

in CVs, Resumes.

Advertisement through various news papers, job portals such as

naukri.com, monster.com, careearnews.com etc.

-Sourcing can be done in different ways.

Shortlisting –

Based on Educational Qualification, KRA (Key Result Areas), Experience,

Attribute Job descriptions.

-Shortlisting is very important step in recruitment. It can done on the basis

of mainly qualification, experience, skills, etc.

3. Selection Process

Panel interview (technical & HR)

-After process of Short listing, shortlisted candidates are called for

interview.

-This interview is based on his educational qualification, his experience in

work, then he face HR interview.

Inbasket exercise(games, puzzles)

-There are various interesting games are playing by candidate to check

ability and decision making Skills of candidates.

-It is check that how much time he takes to solve the problem.

Referral checks

-The information of candidate is verify with the help of previous company.

-All the details are verified which is given by candidate to current company.

-This verification process is helps to selecting the candidate in a company.

Issue of offer letter

After completion of successful interview candidate has given offer letter by

Organization.

Interview Evaluation Form

Candidate Name:

Qualification:

Post applied for:

Current job profile:

Observation Required

Rating

Gained

Rating

Comments

(if any) %

Appearance:

Grooming/Presentation 5

Personality 5

Body Language 5

Eye Contact 5

Characteristics:

Cooperative 5

Responsible 5

Dedication 5

Ability to learn 5

Confidence 5

Ambitious 5

Skills:

Computer Proficiency 10

Creativity 10

Management Skills:

Decision Making 10

Leadership 10

Time Management 10

Risk Taking 10

Qualification:

Education/Training 15

Work Experience 15

Technical knowledge 15

Job Knowledge 15

Problem Solving:

Logical 10

Clarity of thoughts 10

Others:

Consistency in jobs 5

Career goals 5

TOTAL 200

Comments (if any)/Suggested Areas of improvement:

Assessment: Outstanding Very Good Good Satisfactory UNon-satisfactory

90-100% 76-90% 61-75% 41-60% Below 41%

General Details:

Expected Salary: ___________ Previous Salary: ___________

Offered Salary: ___________

Final Recommendation:

( ) Selected ( ) Waitlisted ( ) Not suitable for the post

Name & Signature of Interviewer:

1: 2: 3:

Referral check

Name of Candidate/Employee:

Designation:

Date of Joining: From- to-

Reporting to:

Reason for leaving:

Behaviour:

Excellent Good Average

Previous salary:

Any other Remark:

Signature-

HR Manager

4. On boarding

Welcome onboard

Newly join employee receive Welcome in Organization by other employee of

that organization.

Welcome Kit

Welcome kit is provided to the new employee which includes Appointment

letter, Employee enrolment form, Induction schedule, Employee job description.

Issue of communication aids-

Such as Email id, mobile phone, Business cards.

Company provides email ID, mobile phones and Business card for employee.

RESEARCH METHODOLOGY

RESEARCH

Research is a process of steps used to collect and analyze information to increase our

understanding of topic or isssue.

RESEARCH METHODOLOGY

Research Methodology is defined as the process used to collect information and data

for the purpose of making business decisions. The methodology may include

publication research, interviews, surveys and other research techniques, and could

include both present and historical information.

RESEARCH DESIGN

Research Design is the plan, structure and strategy of investigation conceived so as to

obtain answers to research questions and to control variances.

A descriptive research design has been followed for this marketing research which

highlights both the qualitative and quantitative aspects of the identified problem.

PRIMARY DATA

To collect primary data best way is to interact with people directly it can be through

direct interviews and questionnaires. Both these methods have used for collection of

primary data

SECONDARY DATA

Secondary data is collected from company websites and various Literature reviews.

As Aircel is daily in news because of its expansion plans, so I benefited a lot from

articles on net.

SURVEY DESIGN/STUDY AREA

Random stratified sampling was chosen for research Fomento Resources PVT LTD. ,

was selected as the study area and people from this area were selected for filling up of

questionnaires and collecting responses due to convenience of location.

SAMPLING

A process used in statistical analysis in which a predetermined number of observation

will be taken from a larger area.

SAMPLING PLAN:

Sampling plan for this research project is divided into following four steps:

•Sample size:

A sample size of 50 respondents was chosen because of time constraint. Though small

sample size but it consists of varied type of respondents so as to overcome any error

at the time of generalization of result.

•Sample unit:

Fomento Resources at Panaji was chosen as sample unit. Survey was conducted in

June 2014.

•Sample procedure:

Due to time and various other constraints convenience was restored. But efforts were

made to check the accuracy of responses.

•Contact method:

Questionnaire method was used to establish direct contact with respondents.

Scope of the study

1. This projects will provide a value insight to me on the topic.

2. This project will help to get the practical knowledge in employee hiring in the

organization.

3. The project will equip me for my future in H. R. M.

Data analysis and Interpretation

Q.1 Since how many years have you been working with this organization?

a. 0-5 Years

b. 5-10 Years

c. 10 to 15 Years

d. More than 15 Years

Data interpretation = = In this analysis 50 responded 0-5 years=24%,

5-10 years=32%, 10-15 years=24%, More than 15years =20%.

0-5 Years24%

5-10 Years32%

10-15 Years24%

15 Years above20%

Chart Title

Q.2 Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process ?

a. Yes

b. No

Data interpretation = = In this analysis 50 responded yes=70%, No=30%.

yes70%

no30%

Chart Title

Q.3 Is the organization doing timely recruitment and Selection process.

a. Yes

b. No

Data interpretation = = In this analysis 50 responded Yes=90%, No=10%.

yes90%

no10%

Chart Title

Q.4 Rate the effectiveness of the interviewing process and other selection instruments,

such as testing?

a. Poor

b. Adequate

c. Excellent

Data interpretation = = In this analysis 50 responded Poor=30%,

Adequate=36%, Excellent=34%.

poor30%

adequete36%

excellent34%

Chart Title

Q.5 Does the HR team act as a consultant to enhance the quality of the applicant pre-

screening process?

a. Yes

b. No

Data interpretation = = In this analysis 50 responded yes=60%, No=40%.

yes60%

no40%

Chart Title

Q.6 How would you rate the HR department’s performance in recruitment and

selection?

a. Poors

b. Adequate

c. Excellent

Data interpretation = = In this analysis 50 responded Poor=20%,

Adequate=44%, Excellent=36%.

poor20%

adequate44%

excellent36%

Chart Title

Q.7 Does the HR Department is efficient in Selection Policy of the employees ?

a. Yes

b. No

Data interpretation = = In this analysis 50 responded yes=76%, No=24%.

yes76%

no24%

Chart Title

Q.8 The recruitment and selection process of company meets the current and legal

requirements?

a. Agree

b. Disagree

c. No opinion

Data interpretation = = In this analysis 50 responded Agree=56%,

Disagree=30%, No Opinion=14%.

Agree56%

disagree30%

no opinion14%

Chart Title

Q.9 Do you feel that the right job is being performed by the deserved person at your

working environment?

a. Agree

b. Disagree

c. No opinion

Data interpretation = = In this analysis 50 responded Agree=70%,

Disagree=20%, No opinion=10%.

Agree70%

disagree20%

no opinion10%

Chart Title

Q.10 Are you happy with the salary what you been offered by the company?

a. Yes

b. No

Data interpretation = = In this analysis 50 responded yes=80%,

No=20%.

yes80%

no20%

Chart Title

Q.11 The employee’s competency matches with the job specification?

a. Agree

b. Disagree

c. No opinion

Data interpretation = = In this analysis 50 responded Agree=64%,

Disagree=26%, No Opinion=10%.

Agree64%

disagree26%

no opinion10%

Chart Title

Q.12 Did you have the right Designations?

a. Yes

b. No

Data interpretation = = In this analysis 50 responded yes=60%,

No=40%.

yes60%

no40%

Chart Title

Q.13 Have you attended any training session apart from your domain training?

a. Yes

b. No

Data interpretation = = In this analysis 50 responded yes=66%,

No=34%.

yes66%

no34%

Chart Title

Q.14 What should be the best recruitment sources according to your preference?

a. Internal Recruitment

b. External Recruitment

c. Both

Data interpretation = = In this analysis 50 responded Internal

rect.=28%, External Rect.=50%, Both=22%.

internal28%

external50%

both22%

Chart Title

Q.15 How do you think about Recruitment and selection procedure in your company?

a. Satisfactory

b. Unsatisfactory

Data interpretation = = In this analysis 50 responded satisfactory=80%,

Unsatisfactory=20%.

satisfactory80%

unsatisfactory20%

Chart Title

Learning for the student

FINDINGS

According to the Survey, Recruitment differs from company to company for

each category.

According to the Survey, the company do utilize internet sites for the

recruitment process and for finding the talent candidate

According to survey it is observed that the company are utilizing the job

description in order to make screening process more efficient

SUGGESTIONS

Time management is very essential and it should not be ignored at any level of

the process.

Recruitment policy is satisfactory in Fomento Resources PVT. LTD. but the

periodicity of recruitment is being more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees

Limitation of the study:

The study is subjected to the following limitations

The study is based on the data provided by the company statements so, the

limitations of the company’s employees remaining are equally applicable.

In some cases data is collected from the companies past records.

Conclusion

Policies adopted by Fomento Resources PVT LTD. are transparent, legal and

scientific.

Recruitment is fair.

The recruitment is not lengthy.

To some extent a clear picture of the required candidate should be made in

order to search for appropriate candidates.

Most of the employees were satisfied but changes are required according to the

changing scenario as recruitment process has a great impact on the working of

the company as a fresh blood, new idea enters in the company.

Bibliography

http://recruitment.naukrihub.com/meaning-of-recruitment.html

http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&I

temid=34

http://en.wikipedia.org/wiki/Recruitment

https://www.google.co.in/

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases.

Himalaya Publication.

Personnel and Human Resource Management – P. Subba Rao, Himalaya

Publication

Annexure

QUESTIONNAIRE

(Information received here will be treated as confidential and use only for a study.)

NAME :

AGE :

EMAIL ID :

OCCUPATION : MOBILE NO:

Q.1 Since how many years have you been working with this organization?

a. 0-5 Years

b. 5-10 Years

c. 10 to 15 Years

d. More than 15 Years

Q.2 Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process ?

a. Yes

b. No

Q.3 Is the organization doing timely recruitment and Selection process.

a. Yes

b. No

Q.4 Rate the effectiveness of the interviewing process and other selection instruments,

such as testing?

a. Poor

b. Adequate

c. Excellent

Q.5 Does the HR team act as a consultant to enhance the quality of the applicant pre-

screening process?

a. Yes

b. No

Q.6 How would you rate the HR department’s performance in recruitment and

selection?

a. Poors

b. Adequate

c. Excellent

Q.7 Does the HR Department is efficient in Selection Policy of the employees ?

a. Yes

b. No

Q.8 The recruitment and selection process of company meets the current and legal

requirements?

a. Agree

b. Disagree

c. No opinion

Q.9 Do you feel that the right job is being performed by the deserved person at your

working environment?

a. Agree

b. Disagree

c. No opinion

Q.10 Are you happy with the salary what you been offered by the company?

a. Yes

b. No

Q.11 The employee’s competency matches with the job specification?

a. Agree

b. Disagree

c. No opinion

Q.12 Did you have the right Designations?

a. Yes

b. No

Q.13 Have you attended any training session apart from your domain training?

a. Yes

b. No

Q.14 What should be the best recruitment sources according to your preference?

a. Internal Recruitment

b. External Recruitment

c. Both

Q.15 How do you think about Recruitment and selection procedure in your company?

a. Satisfactory

b. unsatisfactory