I, SANDEEP KUMAR, a student of 2 year, Masters of Business Administration course from CDLU, SIRSA (HARYANA) have under go the summer training which has been a part of the curriculum to this institute

CHAPTER I 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.

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:-

All organization whether small or big does engage 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 candidates specifications are matched with the job specifications and requirements or not.

ESSENTIAL 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 candidates 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 each step, facts may come to light, which are useful for comparison with the job requirements an employee specification.STEPS IN SELECTION PROCESS:-

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

Work experiences

Salary

Personal details

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 candidates 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 applicants 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 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.

INDUCTION

Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organization, organizations surroundings, and various employees is the final step of employment process. Some of the companies do not company do not lay emphasis on this function as they view that 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 that among 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.

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.

CHAPTER IIINDUSTRY PROFILE:-

BOARD OF DIRECTOR:

Chairperson Smt. Savitri Jindal

Vice Chairman & Managing DirectorSh. Ratan Jindal

DirectorSh. Naveen Jindal

DirectorSh. T.R. Sridharan

Joint Managing Director & Chief Operating OfficerSh. R.G. Garg

Directors Dr. L.K. Singhal

Directors Sh. Suman Jyoti Khaitan

Executive Director Sh. N.P. Jayaswal

Executive Director Sh. Rajinder Parkash

DirectorSh. B.D. Gupta

Director - Corporate AffairsSh. N.C. Mathur

At the time independent Indias first industrialists were redrawing the blueprint of commerce and industry, a farmer's son was hard at work redrawing the blueprint of his small business in Nalwa, a village in present-day Haryana. The enterprising young man was O.P. Jindal , Jindal Organizations Man of Destiny.

Lacking the expertise to start a manufacturing unit, O.P. Jindal did the next best thing; he started trading in steel pipes. The early years were tough; and what saw him through was his vision and the determination to realize it.

By 1952, he was proficient and experienced enough to set up the groups first factory at Liluah, near Calcutta for the manufacturing of steel pipes, bends and sockets. Soon thereafter, a similar manufacturing unit was set up at Hisar.

This period also saw the emergence of a professional culture. Jindal - the proprietorship was transformed into Jindal - the organization. In the early 60s, Jindal R & D showed promise by developing Indias first 100% indigenous pipe mill, again at Hisar. This was a breakthrough, the first of many in the years to come. Jindal built up a reputation for ingenuity of product

and product integrity.

In 1970 , he established Jindal Strips Limited and a mini steel plant set up at Hisar to manufacture coils and plates through the electric and furnace route.

The management of the company is now looked after by the four able sons of O.P. Jindal- P.R. Jindal, Sajjan Jindal, Ratan Jindal & Naveen Jindal and his grand daughter Sminu Jindal.Since its inception in 1970, when the Jindal Plant was set up in Hisar, the Jindal Organization has come a long way. Starting out by being the first private sector steel plant with technology developed by its R&D division, today the Jindal conglomerate is a name to reckon with in the Indian industry. This US$ 4.0 billion multi-locational industrial giant is equipped with world class technology to manufacture products matching international standards.

A HISTORY CHECKED WITH DISTINCTIONS

In these 29 years the Jindal Organization has emerged as the largest producer of stainless steel in the country. The company has the distinction of being the largest sheet galvaniser and cold rolled coil producer in the private sector.

The Organizations history is indeed checkered with many such distinctions like being the sole producer of U-O-E SAW pipes in Asia (except Japan), and the only Indian company to use the acclaimed Corex steel technology, the third in the world to do so.

THE TECHNOLOGICAL EDGE

The hallmark of the organization's achievements and growth has been its ability to develop, adapt and adopt the latest technology, to match the demands of a dynamic and burgeoning Indian industry.

Seeing doors where others see walls

At Jindal, research is a self-imposed discipline; a challenge it has pursued with a pioneers zeal. Exploring new ideas and attempting breakthrough products and processes.

For instance, tracking and adopting the latest in world technology, anticipating customer needs with cost-efficient , reliable solutions, and promoting engineering skill and manpower caliber. Jindals R&D investment, together with its R&D capability has given it a headstart over others.

Quality control not only in the machines, but in the mind first.

Perfection does not begin at the manufacturing plant. It begins in the mind. It is a challenge that Jindal has overcome through diligence and discipline and by encouraging its employees to develop a sense of pride in their jobs.TRUNOVER

The people are the pillars of strength in any organization. New Delhi, April 30th 2008ParticularsQuarter EndedYear Ended31ST March (In Crore)31st March (In Crore)20082007Growth (%)20082007 (Audited)Growth (%)GROSS TURNOVER

1,642.1

1,544.8

6.3%

5,704.1

5,267.8

8.3%

EBIDTA

245.1

234.1

4.7%

804.7

844.2

- 4.7%

CASH PROFIT

198.9

221.4

-10.2%

651.9

773.8

-15.8%

PAT from Ordinary Activities

89.2

92.1

- 3.1%

264.3

353.0

-25.1%

Jindal Stainless Ltd. (JSL) today announced the unaudited financial results for the quarter and year ended 31st March 2008, taken on record by the Board of Directors in its meeting held in New Delhi.

The global stainless Steel industry during last year experienced volatile spurts in raw material prices, resulting in fluctuating margins for stainless steel manufacturer worldwide. During the year the sales and sales realizations grew by around 8%, however, higher pressure on input prices resulted in negative EBIDTA growth of around 5%.

The major value addition has come from the growth in companys ferro alloys operations where the realizations have grown by 46% over last year. To increase the thrust in the global stainless steel market, the company made its presence felt by focusing to newer markets, especially European markets, where the exports of the company grew to around 17% as compared to around 3% in the last financial year.

Jindal Stainless has maintained its focus towards achieving its growth path and is poised to take on newer leadership roles, ensuring sustainable value creation through its strategies of endtoend integration, cost leadership & product innovations.

So the task of employee welfare has been taken up with commitment and imagination at the Jindal Organization. Jindal were amongst the first to introduce free housing, subsidized meals, free transport, medical benefits and recreational and other facilities for workers in the Hisar industrial belt.

Such trend-setting efforts, however, have not been confined to its factories. Jindal has also worked for the welfare of the community at large.

Wherever Jindal sets up base, it makes true the aspirations of the towns it owns. This is especially true in the areas of education, health and infrastructural facilities. N C Jindal Public School, New Delhi; the 500-bed N C Jindal Hospital, Hisar; Vidya Devi Jindal School, Hisar; Jindal High School, Vasind are some examples. Another milestone in the field of community development was accomplished when, on 19th December 1998, Adult Education classes were started in Berhana village near the SAW Pipes Ltd. (Kosi Kalan).

www.jindalsteel.comCOMPANY PROFILE:-

JINDAL STAINLESS- ARCHETECTURAL DIVISION:-

ARC - The Architecture Division of JSSL., a stainless steel major of India is an ISO: 9001-2000, ISO: 14000 certified.The Architectural Division launched by JSSL, endeavors to provide architectural solutions on the usage of stainless steel. It has taken the initiative to establish and address practical issues of design and fabrication related to Stainless Steel products, offering technology and solutions catering to the emerging market of Stainless Steel for Architecture, Building and Construction (ABC) Industry in India.

Quality PolicyWe are committed to be a leader in providing world class innovatively designed stainless steel product mainly for the architecture, building and construction sector with a focus on providing complete solutions from design and fabrication, up to installation.

.we shall strive for customer delight by continually improving our performance through a well implemented quality management system.

Quality Objective* Achieve sales turnover of Rs48+15crore in year 2007-08 for project and retail division. The corresponding sales turnover target for next two year are Rs80+36crore in the year 2008-09 and Rs125+47crore in year 2009-10.

* Development of complete range of retail products with focus on modular kitchen and stainless steel furniture and establishing a franchisee network covering major cities in India to achieve the targeted sales for retail product.

* To enter the business of putting up bus Q shelters on BOT basis.

* To become the leading supplier for stainless steel solution to companies who are awarded contract for new airports as well as modernization of old airports in country.

* To initiate dialogue with Indian railways with proposals for pushing the modernization of railway stations and railways coaches with innovatively designed products.

* To remain one of the leading supplier for metro railways coming up in other cities in India.

* To improve upon the present response times for bidding and the delivery, installation against orders, by acheving100% compliances to specific target for the same.

* Up gradation of plant and equipment to improve the productivity, capability and the quality of manufacturing.

* Bringing in new technology for new product lines through foreign JVS/TT agreements.

* Establish marketing and sales network outside NCR region covering strategically important locations in the country.

QUALITY ASSURANCE

Understanding Customers requirement and ensuring to supply as per these requirements is realized with the help of Quality Assurance and Quality Control group at JSSL. Across the entire business chain of supplies, operations and marketing appropriate quality assurance systems are in place to ensure correctness at each step of the cycle. ISO-9001-2000 Certification of the Plant is a testimony to this. Alongside ISO14001 and OHSAS 18001 Systems certification of the plan assure concern and protection towards environment and for providing a safe working for the employees.

For ensuring the quality at every step well equipped Laboratories are in place with a battery of modern equipments such as X-Ray Analysers, Spectrometers, Leco Analysers, Metallurgical Microscopes, Image Analyser, Universal Testing Machines etc to name a few. Well-documented procedures ensure correctness in testing and certification of the products. The production process are constantly monitored and controlled to ensure the finished products as per customer's requirements.

6S

FIRST STEP TOWARDS EXCELLENCE

SEIRI - SORTING

SEITON - ORDERLINESS

SEISO - CLEANLINESS

SEIKETSU - STANDARDISATION

SHITSUKE - SELF DISCIPLINE

SHUKAN - TO HABITUATE

1S

SEIRI - SORTING

SORTING means you should sort and segregate necessary and unnecessary things in your working area.

2S

SEITON - ORDERLINESS

ORDERLINESS means you should arrange necessary things in order fix a place for each thing and place there always.

3S

SEISO - CLEANLINESS

CLEANLINESS means- you should clean your working area daily so that floor machines and instrument are dust and oil free.

4S

SEIKETSU - STANDARDISATION

STANDARDISATION means- you should always keep high standard for house keeping follow safely instruction, wear neat and clean clothes.

5S SHITSUKE - SELF DISCIPLINE

SELF DISCIPLINE means- you should keep and follow rules and regulation for cleanliness and safety maintain discipline in your working area.

6S

SHUKAN - TO HABITUATE

HABITUATE means-to know, to interiorize the 5Ss.To create the habit of 5Ss.

KAIZENKAIZEN (In Japanese:-literally continuous improvement) is word of Japanese origin in which KAI means, change and ZEN means for better.

KAI + ZEN = CHANGE FOR BETTER

Today better than yesterday, tomorrow better than today.

It is always possible to do better, none day must pass without the implementation of some improvement, even on structure of company or on the person.

KAIZEN activity should be done by asking following question under 5W and 1H:-WHO, WHERE, WHEN, WHY, WHAT and HOW.WHO

Who does it?

Who is doing it?

Who should be done it?

Who else can do it?

Who else should do it?

Who is doing 3Mus?

WHAT

What to do?

What is being done?

What should be done?

What else should be done?

What else can be done?

What 3Mus are being done?

WHERE

Where to do it?

Where it is done?

Where should it be done?

Where else can it be done?

Where else should it to be done?

Where are 3Mus are being done?

WHY

Why to do it?

Why is it being done?

Why else should it be done?

Why else can it be done?

Why do it that way?

Why are the 3Mus in the way of thinking?

WHEN

When to do it?

When it is done?

When should it be done?

When other time can it be done?

When there is presence of 3Mus?

HOW

How to do it?

How is it being done?

How should it be done?

How this method should be done other way?

How there are any 3Mus in the method?

3MU

MUDA-WASTE

MURI-STRESS

MURA-DISCREPANCY

Vision: 2010

*To be amongst the top 10 stainless steel producers in the world.

*To gain international recognition for cost leadership, product innovation and customer satisfaction.

*To be admired as a socially responsible corporate and a sustained value creator for all its stakeholders.

VALUES

*We believe in simplicity by Keeping a low profile externally and having clear, frank and effective Communication in the organization.

*We believe in teamwork with well defined Responsibilities and accountability.

*We believe in relationships of trust amongst people through well-defined responsibility and authority.

*We believe in according top priority to customer Focus through prompt and appropriate response.

*We believe in respect and care for all those Associated with us by commitments.

DIVERSIFICATION:-

Corporate Office New DelhiMumbai Office

JINDAL CENTRE12, Bhikaji Cama PlaceNew Delhi- 110066, IndiaTel: 91-011-26188340-50Fax: 91- 011- 41659169Email : info@jindalsteel.comJINDAL MANSION5-A, Dr. G. Deshmukh Marg,Mumbai - 400026, IndiaTel: 91 - 022 - 4963000, 4924470 - 74Fax: 91 - 022 4961400

Plants

Jindal Stainless Limited

HisarP. O. Box No.6 O.P Jindal Marg, Hisar - 125005 ( Haryana)Tel : 91- 01662 - 222471 - 485 (15 Lines)Fax: 91- 01662 - 220476, 220499

Orissa Kalinga Nagar Industrial Complex Front of MESCOPost DanagariDuburi - 755026Distt. Jajpur, OrissaPhone: 91-672-6266001Fax: 91-672-6266002 Vishakhapatnam58- 17-1/ 1 Sangeevaya Nagar,Near Nad Kotha Road junction, Vishakhapatnam- 530009, IndiaTel : 91- 0891- 558898Fax : 91- 0891- 558996

IndonesiaKawasan Industry MaspionMaspion Unit-VDesa Sukomylyo-Manyar, Gresik 61151Jawa Timur-IndonesiaPhone: 62-31-3959565Fax: 62-31-3959566

www.jindalsteel.comCHAPTER IIIRESEARCH METHOLOGY:-The Research plays an important role for providing the right information about consumer, which helps the management in making better decisions.Research is a systematic attempt to obtain answers to meaningful questions about phenomena or event through the application of scientific procedure in other words Research can be defined as methodical, unbiased and competent investigation of a subject matter to establish principles. Research has special significance in identifying and solving various operational and business problems of business and industry. Research is directed towards the solution of problem.

Mainly Research is of three types:-

1. Exploratory.

2. Descriptive.

3. Experimental.

EXPLORATORY RESEARCH

Exploratory Research is necessary in order to obtain a proper definition of problem. The main purpose of such studies is that of formulating a problem for more precise investigation. The major emphasis in such studies is on discovery of ideas and insight. Exploratory research is generally carried out by three ways: -

1. The survey of concerning literature.

2. Experience Survey.

3. Analysis of insight stimulating examples.

DISCRIPTIVE RESEARCHDescriptive 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.

Two Methods are applied in this research are:-

1. Case Study.

2. Statistical Methods.

EXPERIMENTAL RESEARCH

Experimental Studies are those where the researcher tests the Hypotheses of casual relationship between variables. Such studies require procedures that will not only reduce bias and increase reliability, but will permit drawing inferences about casualty.

TYPES OF RESEARCH USED:-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 PROCEDUREI decided to study the candidates who applied for the post of Team Member in different departments of Jindal Arch. Ltd. I contact the candidates through personal interviews. The Personal interview though costly but yields the most satisfactory result in Research work.

DATA COLLECTION METHODAs we know that the data is of two types: -

1. Primary Data.

2. Secondary Data.

In Primary Data Researcher has to gather afresh data for the specific study that undertaken by him. Primary data are gathered for a specific research project.

Primary data can be gathered by five methods: -

a. Direct Personal Interview.

b. Indirect Oral Interview.

c. Information from correspondents.

d. Mailed Questionnaire Methods.

e. Schedules sent through EnumeratorsSecondary Data can be collected by two methods: -

a. Published Sources

b. Unpublished Sources.

OBJECTIVE OF STUDY:-1) To identify what are the major factors, which influence the Recruitment & Selection.2) To find out the effectiveness of the methods used for the Recruitment & Selection.3) To know the feedback of the Management/Employees of JINDAL ARCHITECHURE LIMITED for Recruitment & Selection.4) To get suggestions/recommendations from employees and submit them to the management.SCOPE OF THE STUDY:- The scope of my study is to know how recruitment and 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.

RESEARCH INSTRUMENT:-

The Research Instrument used in this project is Observation Method.

CASE STUDY

The case study method is a very popular form of qualitative analysis and involves a careful and complete observation of a social unit, be that unit a person, a family, an institution, a cultural group or even the entire community. It is the method of study in depth rather than breadth. The object of the case study method is to locate the factors that account for the behavior pattern of the given unit as an integrated totality.

OBSERVATION METHOD

The observation method is most commonly used method specially 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

CHAPTER IV RECRUITMENT PROCEDURE IN JAL:-

When we talking about the recruitment and selection process in JAL, 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

Here the format of Man Specification form is given below which is used in the company.

MAN SPECIFICATIONS SHEET

POSITION IDENTIFICATION

Designation

:

Division / Department

:

ORGANIZATIONAL RELATIONSHIPS

Reports to

:

Direct Subordinates

:

COMPETENCY REQUIRED

Education

Essential

:

Desirable

:

Experience

:

Skill

:

Specific Training/Specialization:

OTHER INFORMATION, IF ANY

DPM (HRD)

CEO

In JAL there are three major sources of recruitment of the employees i.e.

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 is 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.

Recruitment Through Campus Placement:-

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 M.T.

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 which are registered by the corporate office and for this company pays for the services to the consultant.

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 JAL is guided by various administrative orders and directives received from the Govt. from time to time.Selection Procedure:- 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.

Short list of the application

Every person who applies for a job may not posses necessary qualification and experience for it .Any application, which is not suitable according the post .These type application short-listed by the department.

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.

Interview

An interview is a face-to-face observational and personal Method to evaluate a candidate for a job. In any interview the interviewer is generally is in dominant position.Medical ExaminationThe employee must be physically sound for the efficient and effective accomplishment of work. There fore the candidate is examined physically before his appointment.Final SelectionAfter 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 JAL:-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.Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organizations, organizations surroundings, and various employees is the final stage of employment process. Some of the companies do not company do not lay emphasis on this function as they view that 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 that among senior employees. This is mainly because of the problem of adjustment adaptability to the new surrounding and environment. Further induction is essential as the new comer 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/she 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 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.

CHAPTER VCONCLUSION

Conclusion is a necessary element of any project. It involves the observations on the basis of either data collected from the relevant source or by any other method. It is essence of the whole project. Conclusion is wrapped here as under:

It has been observed during the training that every person who applies for a job may not posses necessary qualification and experience for it .Any application, which is not suitable according the post .These type application short-listed by the department.

It has also been substantiated that preliminary interview is the initial step adopted by the company, 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. There after an interview is a face-to-face observational and personal Method to evaluate a candidate for a job. In any interview the interviewer is generally is in dominant position.

As a traditional method, medical examination of the employee must at the company, various variables works in this behalf.

In the final stage, after going through the preliminary tests and necessary formalities the HRD department makes the final selection of the candidate in collaboration with departmental Head and CEO.It has also been observed that company adopts stereo-typed methods recruitment. Company's recruitment system is running on traditional methods.

Diversity of staff was also affecting the company's recruitment procedure either directly or indirectly. Training system provided by the company is running efficiently.

LIMITATION:-

The study was carried out only at the Jindal Architecture Limited, Gurgaon.PLANT-2 And it has not covered the way of Manpower planning at other Plants of the Jindal stainless steel Limited which are based at distant Location like Delhi, Mumbai 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: -

Less availability of time and money for the research work.

Less expertise or skills in the researcher. Lack of Scientific training in the methodology of researcher. Difficulty of timely and adequate secretarial assistance. Difficulty of timely published data.Suggestions:- JAL should go for newer techniques of the Manpower Planning.

The company should try to celebrate the diversity to reduce the work force diversity.

The JAL should try to reduce the organizational challenges i.e. competitive position, decentralization and downsizing.

The JAL should try to reduce the environmental challenges i.e. the internet revolution and job redefinition.

Findings:-

The JAL is adhering all possible norms & regulations of Govt. regarding the wages & salary.

The company also conducts psychological tastes which provides psychological base to the company.

Manpower planning is structured.

The company provides training and development programs to the employees properly.

The company organizes Isolation camps for the recreational activities.

BIBLIOGRAPHYBooks:-1. Rao T.V. (2001) Readings in HRD Oxford & IBH Publishing Co. Pvt. Ltd., New Delhi.

2. Gomez-Mejia L.R., Balkin D.B., Cardy R.L. (2005) Managing Human Resources: 3rd Edition Pearson Education, Prentice Hall of India

3. Dessler G. (2005) Human Resource Management: 9th Edition Pearson Education.

4. Kothari C.R. (1990) Methods & Techniques second edition Websites:-

www.jindalsteel.com www.google.com www.jindalarc.inDECLARATION

I, NAVEEN SINGLA, do here by declare that the training report done in JINDAL ARCHITECTURE LIMITED ,Gurgaon (Haryana) submitted by me in the partial fulfillment of degree of Business Economics from Ch. Devilal University, Sirsa is originally work conducted by me. The data and facts provided in this report are authentic in the best of knowledge.

I have not submitted this training report to any other university for the award or degree of any diploma.

(NAVEEN SINGLA)

PREFACE

As a matter of fact every M.B.A (B.E.) student has to undergo practical training in an approved business organization for appropriate period normally during summer vacation under the guidance of active professional manager, so as to become aware of the real life business situation and its environment. Thus on completion of M.B.A (B.E.) program, the student had gained experience, which proves beneficial in tackling business situation in future.

To fulfill the laid objectives, as per the approval of the faculty of training coordination CDLU, SIRSA I was sent to JSSL, GURGOAN

The duration of my training was enough to extract maximum benefit in the said field. I felt the pulse of the human resource field in the organization. I would like to give my regards to the faculty the institute for providing basic skills needed for the completion of the present project to its current level of excellence.

This report gives the better understanding of the HR position of the JINDAL ARCHITECTURE LIMITED. ACKNOWLEDGEMENTI would like to express my sincere gratitude to Miss Pooja, HRD Manager, JAL for giving me this opportunity to undergo my summer internship in this organization. It was due to their efforts that I was able to undertake a challenging project for this organization.

This project was a great opportunity for me to get a first hand experience of Recruitment & Selection that exists in an organization.

I am also grateful to Mr.Surender Mor, Lecturer of college for their contribution and guidance to the study.

Lastly, I would like to thank all those who directly or indirectly have helped me in carrying out this project report. (NAVEEN SINGLA)TABLE OF CONTENTS CONTENTS PAGE NO

Chapter i Introduction 1-9Chapter ii Company profile 10-30Chapter iii Research Methodology 31-36Chapter iv Recruitment & selection

Procedure in JAL 37-44Chapter v Conclusions & suggestions 45-49 Bibliography 50-51ORGANISATIONAL CHART

DIRECTOR

AVP

PLANT

SBU - RETAIL

OTHER DEPARTMENTS

FINANCE

HR & ADMINISTRATION

FINANCE HEAD

MANAGER

Dy. MANAGER

Sr. EXECUTIVE

OFFICER

TRAINEE

MANAGER PERSONNEL (PLANT)

Sr. EXECUTIVE HR

ADMINISTRATION OFFICER

REFER TO ANNEXURE 2

REFER TO ANNEXURE 1

REFER TO ANNEXURE 4

PA TO DIRECTOR

ASSISTANT VICE PRESIDENT

SALES & MARKETING

PROJECT

DESIGN

PURCHASE

SITE

Sr. MANAGER

MANAGER

ASSOCIATE MANAGER

Sr. EXECUTIVE

EXECUTIVE

MANAGEMENT TRAINEE

HEAD OF DEPARTMENT

MANAGER

ASSOCIATE MANAGER

SITE SUPERVISOR

FITTER & WELDER

HEAD OF DEPARTMENT

MANAGER

ASSOCIATE MANAGER

Sr. EXECUTIVE

EXECUTIVE

OFFICER

DGM DESIGN

MANAGER

Sr. ARCHITECT

ARCHITECT

DESIGNER

Sr. DRAUGHTSMAN

DRAUGHTSMAN

TRAINEE

PPC DEPARTMENT

CONTRACT DEPARTMENT

ASST. MANAGER

Sr. ENGINEER

ENGINEER (2)

Sr. MANAGER

ENGINEER

PLANT

PRODUCTION

QUALITY

STORES

Sr. MANAGER

ENGINEER

QUALITY SUPERVISOR

MANAGER

Sr. EXECUTIVE

EXECUTIVE

REFER TO ANNEXURE 3

HEAD OF DEPARTEMENT

AM RESEARCH & DEVELOPMENT

PRODUCT DESIGNER

PURCHASE MANAGER

SALES & MARKETING

ENGINEER (2)

SITE SUPERVISOR (3)

AM PPC

SALES MANAGER (2)

ASSOCIATE MANAGER (2)

Sr. EXECUTIVE MARKETING

MANAGEMENT TRAINEE

DESIGNER

ENGINEER

PAGE