A

SUMMER TRAINING PROJECT REPORT

ON
“RECRUITMENT AND SELECTION IN JAYPEE CEMENT”

SUBMITTED TO UTTARAKHAND TECHNICAL UNIVERSITY IN

THE PARTIAL F ULFILMENT OF
“MASTER OF BUSINESS ADMINISTRATION”

(TWO YEAR’S REGULAR DEGREE PROGRAMME)

SUBMITTED BY: UNDER THE SUPERVISION OF:

KHUSHBOO ANSARI. DR. PRADEEP JOSHI.
M.B.A (IIIrd SEMESTER)

Batch – 2016-2018
 CONTENTS.
Certificate from Organization
Acknowledgement
Executive Summary
Objectives / Sub objectives of the study

1) About Company
2) About Topic.
3) Research Methodology.

a) Primary Data: Sample Design.

 Sample Area.
 Sample Size.
 Sample Unit.
 Sampling Technique.

b) Secondary Data.

4) Analysis & Findings.

5) Recommendations.
6) Conclusion.
7) Limitations and Scope of the Study.
8) Bibliography-will list all the reference
9) Annexure: Questionnaire.
Certificate of Completion and Originality of Work:

This is to certify that the summer project report titled

“RECRUITMENT AND SELECTION” has been accomplished by
KHUSHBOO ANSARI under my guidance and supervision. This
project is being submitted be her in the partial fulfillment of
requirement for award of the MASTERS OF BUSINESS
ABMINISTRATIONS from QUANTUM GLOBAL CAMPUS.

This work has not been submitted by her anywhere else for the
award of any degree or diploma. All sources of information and
help have been duly mentioned and acknowledged.

Dr. Pradeep Joshi

Project Mentor.
 ACKNOWLEDGEMENT

Preparing a project of this nature is an arduous task and I was fortunate

enough to get support from a large number of people to whom I shall
always remain grateful.

I would like to record my gratitude to “JAYPEE CEMENT” for allowing me

to undertake this project.

I take this opportunity to thank MR. SANDEEL KUMAR, HR MANAGER

for providing us an opportunity to work for “JAYPEE CEMENT”

I am also desirous of placing on record profound indebtedness to DR.

PRADEEP JOSHI, PROFESSOR of QUANTUM SCHOOL OF BUSINESS,
for the valuable advice, guidance, precious time and support that he
offered.

I would be failing in my duty if I do not acknowledge the gratitude to DR.

ROHIT KHUSHWHA, DIRECTOR of QUANTUM SCHOOL OF
BUSINESS, who motivated us a lot in carrying out this project.

Last but not least, I would also like to thank all the respondents for giving
us their precious time and relevant information and experience, as and
when required without which this project would not have been possible.

NAME: KHUSHBOO ANSARI.

DATE:
 EXECUTIVE SUMMARY.

Fast global and technologies developments have made today’s business

environment highly uncertain and even chaotic. Organizations are seeking
newer ways to promote their adaptability to the complexities of the changed
scenario so as to survive and prosper. Globally, Organization are striving to
realize competitive success through strategic management of human
resources.

Thus, people management has never been more important than it is today.
Therefore new themes have emerged in the process, replacing some of the
old ones. The new thinking in this regard is referred to as Human
Resources Management (HRM), which carries a more proactive and
strategic connotation.

In this project it includes the focus on Recruitment and Selection process

in the Organization
 1.
ABOUT COMPANY.
ABOUT COMPANY.

 HISTORY OF COMPANY.

 COMPANY PROFILE.

 MANAGEMENT ( BODs)

 COMPANY MANUFACTURING PROCESS.

 ACHIVEMENTS OF COMPANY.

 PRODUCTS OF COMPANY.

 PURPOSE OF COMPANY.
 HISTORY OF COMPANY.

The Jaypee Group is an conglomerate based in Noida. It was founded by

Jaiprakash Gaur which is involved in well diversified infrastructure
conglomerate with business interest in Engineering & Construction, Power,
Real Estate, Hospitality, Expressways, Sports & Education.

OVERVIEW

Jaypee is INDIA’S THIRD LARGEST cement producer and the LARGEST

PRIVATE SECTOR hydropower company with 1700 MW in operation. The
Jaypee Group successfully completed projects in 18 states of India and
Bhutan. Jaypee is the engineering and construction company for India’s
Yamuna Expressway, which opened 9 August 2012.

(JAIPRAKASH GAUR, founder and chairman of Jaiparkash associates

Limited after acquiring a Diploma in Civil Engineering in 1950 from the
University of Roorkee….now called Indian Institution of Technology
Roorkee (IITR) in Roorkee, Uttrakhand., had a stint with the UP Govt. and
branched off on his own, to start as a civil contracter in 1958, group is the
third largest cement producer in the country. The groups cement facilities
are located today all over India in 10 states with 18 plants having an
aggregate cement production capacity of 24 million tonnes and same is
poised to become 36 million tones before October 2011.)

 1982 – Hotel Vasant Continental was set up

 1986 – Commissioning of first unit of 1 MTPA Jaypee Rewa Plant
(JRP) in District Rewa, MP Formation of Jaiprakash Industries Ltd
(JIL)
 1987 – JIL listed on Bombay Stock Exchange
 1991 – Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant
 1992 – Jaiprakash Hydro Power Ltd established to operate 300 MW
Baspa II HE Project, Jaiprakash Power Ventures Ltd established to
operate 400 MW Vishnuprayag HE project
 1993 – JIL signs a memorandum of understanding to develop and
operate 1,000 MW Karcham Wangtoo Hydroelectric Plant
 1995 – Bela Cement Ltd incorporated to establish third Cement Plant
at Bela, Hotel Jaypee Residency Manor set up
 1996 – Commissioning of the third cement plant 1.7 MTPA Jaypee
Bela Plant in District Rewa, MP
 1999 – Hotel Jaypee Palace, Agra set up
 2000 – Jaypee Greens Ltd – 458-acre (1.85 km2) golf-centric real
estate company comes into being
 2001 – Jaypee Institute of Information Technology (deemed
University since 1 November 2004) set up at Noida.
 2002 – Jaypee Karcham Hydro Corporation Ltd established to
operate 1,000 MW Karcham Wangtoo HE Project, Jaypee University
of Information Technology at Waknaghat, Himachal Pradesh is
founded.
 2003 – Jaypee Hotel Training Centre (JHTC) is set up at Agra to train
students in hotel management. In 2007 the institute changed its
 program from a diploma course to a degree course and increased the
length of study from two to three years.
 2003 – Jaypee Institute of Engineering Technology (Constituent
Centre of JUIT, Waknaghat) set up at Raghogarh, Guna. Later this
institute was declared first private state university of Madhya Pradesh
as Jaypee University of Engineering & Technology. Also first Captive
Thermal Power Plant of 25 MW commissioned at JRP. Formation of
Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee Cement
Ltd
 2004 – Commissioning of second Captive Power Plant of 25 MW at
Jaypee Bela Plant
 2005 – Shares of JHPL listed on BSE/NSE. First hydropower
company to be listed in the country
 2006 – Setting up of Madhya Pradesh Jaypee Minerals Corporation
Ltd (MPJMCL) in JV with MP State
 2007 – Signing of a joint venture agreement with Steel Authority of
India Ltd for setting up a 2.0 MTPA slag based cement plant at Bhilai.
 2008 – Jaypee Ganga Infrastructure Corporation Ltd incorporated for
implementation of 1,047 km long, eight-lane, access-controlled
expressway between Greater Noida and Ballia in Uttar
Pradesh, Chunar, and Dalla cement plants (UPPCL) in UP
commissioned
 2009 – Amalgamation of four Group Companies, namely, Jaypee
Cement Limited, Gujarat Anjan Cement Limited of Gujarat-based
infrastructure conglomerate Anjan Group, Jaypee Hotels Limited and
Jaiprakash Enterprises Limited with flagship company JAL. Acquired
 Sangam Power Generation Company Ltd. Signing of MOU for setting
up a 2 million tonnes per annum capacity cement plant in joint
venture with Assam Mineral Development Corporation Limited
(AMDC). Group is setting up a Jaypee Hitech Casting Centre.
Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash
Hydro-Power Ltd.; the name of the Company i.e., Jaiprakash Hydro-
Power Ltd. changed to Jaiprakash Power Ventures Ltd.
 2010 – Commissioning of 1.75 MnTPA Jaypee Himachal Cement
Grinding and Blending Plant, Bagheri (H.P.)., 2.2 MnTPA Bhilai
Jaypee Cement Ltd., Satna (Madhya Pradesh)., 1.2 million tonnes
Jaypee Roorkee Cement Grinding Unit (JRCGU) at Roorkee,
Uttarakhand.
 2011 – Buddh International Circuit – Greater Noida.
 2012–Yamuna Expressway-New Delhi NOIDA -Agra Express eight-
lane highway. Project completed on 9 August 2012, and opened to
general public.
 2014-Himalayan Expressway-Zirakpur - Kalka six-lane highway.
Project completed and opened to general public
 .

Tehri Dam India – the largest rock and earth fill dam in Asia,
completed by Jaypee
COMPANY PROFILE

TYPE : PUBLIC

INDUSTRY : CONGLOMERATE

FOUNDED : 1979

FOUNDER : JAYPARKASH GAUR

HEADQUARTERS : NOIDA

KEYPEOPLE : JAYPARKASH GAUR (CHAIRMAN)

REVENUE : 138.31 billion(US$2.1 billion) (2010–11)

NETINCOMES : 17.54 billion(US$270 million) (2010–11)

NO. OF EMPLOYEES : OVER 80000

WEBSITES : www.jalindia.com
 MANAGEMENT
Board of Directors
The Board of Directors of the company have envisioned the organization to
new heights. The company is well managed under the foray of these
individuals:

 Shri Manoj Gaur, Executive Chairman & CEO

 Shri Sunil Kumar Sharma, Exec. Vice Chairman

 Shri R.N. Bhardwaj - Independent Director (Chairman Audit

Committee)

 Shri Subrat Kumar Mohapatra (IDBI Nominee)

 Shri S.C. Rathi, Director (LIC Nominee)

 Shri B.K. Goswami - Independent Director

 Shri C P Jain, Independent Director

 Shri K P Rau, Independent Director

 Ms. Homai A. Daruwalla -Independent Director

 Shri K.N. Bhandari, Independent Director

 Shri SCK Patne, Independent Director
JAYPEE CEMENT [MANUFACTURING PROCESS]

Mining

The cement manufacturing process starts from the mining of limestone,

which is the main Raw material for making cement. Limestone is excavated
from open cast mines after drilling and blasting and loaded on to dumpers
which transport the material and unload into hoppers of the limestone
crushers.

Crushing Stacking & Reclaiming of Limestone

The LS Crushers crush the limestone to minus 80 mm size and discharge

the material on to a belt conveyor which takes it to the stacker via the Bulk
material analyzer. The material is stacked in longitudinal stockpiles.
Limestone is extracted transversely from the stockpiles by the reclaimed
and conveyed to the Raw Mill hoppers for grinding of raw meal.
Crushing Stacking & Reclaiming of Coal.

The process of making cement clinker requires heat. Coal is used as the
fuel for providing heat. Raw Coal received from the collieries is stored in a
coal yard. Raw Coal is dropped on a belt conveyor from a hopper and is
taken to and crushed in a crusher. Crushed coal discharged from the Coal
Crusher is stored in a longitudinal stockpile from where it is reclaimed by a
reclaimed and taken to the coal mill hoppers for grinding of fine coal.

Raw Meal Drying/Grinding & Homogenization

Reclaimed limestone along with some late rite stored in their respective
hoppers is fed to the Raw Mill for fine grinding. The hot gasses coming
from the clinkerisation section are used in the raw mill for drying and
transport of the ground raw meal to the Electrostatic Precipitator / Bag
House, where it is collected and then stored and homogenized in the
concrete silo. Raw Meal extracted from the silo (now called Kiln feed) is fed
to the top of the Preheated for Preprocessing Clinkerisation Cement
Clinker is made by preprocessing of Kiln feed in the preheated and the
rotary kiln. Fine coal is fired as fuel to provide the necessary heat in the kiln
and the Precalciner located at the bottom of the 5/6 stage preheated. Hot
clinker discharged from the Kiln drops on the grate cooler and gets cooled.
The cooler discharges the clinker onto the pan / bucket conveyor and it is
transported to the clinker stockpiles / silos. The clinker is taken from the
stockpile / silo to the ball mill hoppers for cement grinding.
Cement Grinding & Storage

Clinker and Gypsum (for OPC) and also Pozzolana (for PPC) are extracted
from their respective hoppers and fed to the Cement Mills. These Ball Mills
grind the feed to a fine powder and the Mill discharge is fed to an elevator,
which takes the material to a separator, which separates fine product and
the coarse. The latter is sent to the mill inlet for regrinding and the fine
product is stored in concrete silos.

Packing

Cement extracted from silos is conveyed to the automatic electronic

packers where it is packed in 50 Kgs. Polythene bags and dispatched in
trucks.
 ACHIEVEMENTS

Year 2013

 Sports City received the “Integrated Township Of The Year” award at

ET Now awards for excellence and “Township Of The Year” award at
the Indian Realty Awards.

 Jaypee Greens received “Best Developer of the Year” award at

Estate Avenues, “Indian Realty Mogul” at Indian Realty Award and
the “Most Promising Brand” at the World Consulting & Research
Corporation

 The project Kasablanca was judged as the “Best Luxury Residential

Project” by Assochem’s Real Estate India

Year 2012

 Jaypee Rewa Plant and Heavy Engineering Workshop of the Jaypee

Group have been awarded with renowned and most prestigious
Sword Of Honour Award for 2012 by British Safety Council, UK. This
award is a well acclaimed and celebrated International Award in the
field of Health and Safety.

 Jaypee Greens received “Developer of the year North” by Estate

Awards and “Realty Mughal” by Indian Realty awards.
  300 MW Baspa – II Hydropower project has been awarded the “Gold
Shield for 2009-10” and “Silver Shield for 2010-11” by the Ministry of
Power, Government of India in the category of “performance of
hydropower stations”.

 Mr. Manoj Gaur, Executive Chairman, Jaypee Group and Mr. Sameer
Gaur, MD & CEO, Jaypee Sports International Ltd won the Global
Standards Award at NDTV Profit Business Leadership Awards 2011.
The award was presented by Mr. Pranab Mukherjee, Union Finance
Minister of India on 7th January, 2012 at Mumbai.

Year 2011

 Dalla Cement Factory (A unit of Jaiprakash Associates Ltd.) is

awarded first prize in the cement sector for the National Energy
Conservation Awards, 2011.

 Chunar Cement Factory (A unit of Jaiprakash Associates Ltd.) is

awarded the Certificate of Merit in the cement sector for the National
Energy Conservation Awards, 2011.

 Jaypee Rewa Cement Plant and Jaype Bela Cement Plant in Madhya
Pradesh of the Group have been awarded with the most prestigious
“SWORD OF HONOUR” award by the British Safety Council, UK in
the field of Health and Safety management system.

Year 2010
  The garbage processing plant of Jaiprakash Associates Ltd. located
in Dadumajra, Chandigarh was awarded “Excellence for the best
solid waste management plant in the country” by Confederation of
Indian Industry (CII).

 "Lifetime Achievement Award" being conferred to Shri Jaiprakash

Gaur, Founder Chairman by Merchants’ Chamber of Uttar Pradesh,
Kanpur for creating new milestones in Infrastructure development
and his achievement in Corporate Social Responsibility for the year
2010.

 300 MW Baspa – II Hydropower project being awarded with “Silver

Shield” by Shri Sushil Kumar Shinde, Union Minister of Power along
with Shri Bharatsinh Solanki, Union Minister of State for Power in the
prestigious National Awards for Meritorious Performance in Power
Sector by the Ministry of Power for 2008-09.

Year 2009

 Jaypee Rewa Plant, Jaypeenagar and Jaypee Bela Plant,

Jaypeepuram (Both Units of Jaiprakash Associates Limited) were
awarded Five Star Rating by the British Safety Council, London,
U.K. for Health and Safety Management System.

 11th F L Smidth Energy Award 2009 for reduction in Thermal

Energy in clinker (Jaypee Bela Plant); Minimum auxiliary power
consumption in thermal generation (Jaypee Bela Plant – CPP);
Minimum Plant heat rate in thermal generation (Jaypee Rewa
 Plant - CPP); Minimum auxiliary power consumption in thermal
generation (Jaypee Rewa Plant - CPP) were awarded by
Chhattisgarh and Madhya Pradesh Cement manufacturers
Associations to Jaiprakash Associates Limited (Cement Division).

 400 MW Vishnuprayag Hydropower Project of Jaiprakash Power

Ventures Ltd (JPVL) was awarded 1st Prize in the category
"Excellence in Fast Track Power Project Execution - Hydro" by the
Indian Electrical and Electronics Manufacturers Association
(IEEMA) Power Awards 2008.

 “300 MW Baspa – II Hydropower project being awarded with “Gold

Shield” by Hon’ble President of India Smt. Pratibha Devisingh Patil
in the prestigious National Awards for Meritorious Performance in
Power Sector by the Ministry of Power for 2007-08.

Year 2008

 “Entrepreneur of Year Award” being conferred to Shri Jaiprakash

Gaur, Founder Chairman for his exceptional contribution in
Infrastructure & Construction sector by Ernst & Young .

 Award presented for Overall Performance, 'Use of Explosives & Dust

Suppression and Safety Education during Metalliferous Mines Safety
Week Celebration (Jabalpur Region) to Naubasta Limestone Mine of
Jaiprakash Associates Limited.

 FLS (F.L. Smidth) Energy Award 2007 for Maximum percentage

reduction in Thermal Energy (Kcal) consumption per kg of Clinker
 production over year 2005-06 (Jaypee Rewa Plant) & Minimum % of
Auxiliary power consumption with respect to Thermal power
generation in M.P. ,Chhattisgarh states in the year 06-07 (Jaypee
Bela Unit, Captive Power Plant, 2006-07)

 National Safety Award for the year 2006 to Jaypee Rewa Plant for
longest Accident Free Period.

Year 2007

 PHDCCI Good Corporate Citizen Award 2007 awarded by Shri.

Montek Singh Ahluwalia, Deputy Chairman, Planning Commission,
Government of India.

 FLS (F.L. Smidth) Energy Award 2007 for Maximum percentage

reduction in Thermal Energy (Kcal) consumption per kg of Clinker
production over year 2005-06 (Jaypee Rewa Plant) & Minimum % of
Auxiliary power consumption with respect to Thermal power
generation (Jaypee Bela Unit, Captive Power Plant, 2005-06)

 Narmada Award for Overall Performance, Sonebhadra Award for

Community Development & Award for Waste Dump Management,
Water Quality Management, Publicity & Propaganda received by
Naubasta Limestone Mine of Jaiprakash Associates Limited during
Mines Environment & Mineral Conservation week.

 Award for Management of Sub- Grade Mineral received by Jaypee

Limestone Mine of Jaiprakash Associates Limited during Mines
Environment & Mineral Conservation Week.
 Year 2006

 National Energy Conservation Award 2005, for cement sector

conferred by Govt. of India, Ministry of Power.

 Award for Overall Performance, Water Quality management and

Community Development received by Naubasta Limestone Mines
during Mines Environment and Mineral Conservation week.

 Award for Waste Dump management received by Jaypee Limestone

Mines during Mines Environment and Mineral Conservation week.

 FLS (Fuller Smidth) Energy Award for Reduction in Electrical Energy

in Clinker (Jaypee Rewa plant unit), Lowest Thermal energy in
Clinker (Jaypee Bela plant) and Minimum plant Heat Rate Kcal/Kwh
in Thermal Generation (Captive Power plant).

Year 2005

 Lifetime Achievement Award conferred upon Shri. Jaiprakash Gaur

by Builders Association of India in recognition of outstanding
contribution to Indian Construction Industry.

 FIMI’s Environment Award “Abheraj Baldota Environment Award” for

Naubasta Limestone Mine.

 Award Presented by Indian Bureau of Mines During Mines

Environment & Mineral Conservation Week (Jabalpur Region) to
Jaypee Rewa Plant for Overall Performance, and Water Quality
Management.
 Award Presented by Director General Mines Safety During
Metalliferous Mines Safety Week Celebration (Jabalpur Region) to
Jaypee Rewa Plant for Transport of miners & overburden etc.

 Award Presented by Director General Mines Safety During

Metalliferous Mines Safety Week Celebration (Jabalpur Region) to
Jaypee Bela Plant for Overall Performance, Standard of working &
House Keeping.

 Indian Economic Development and Research Association National

Award for outstanding contribution in the field of mining by Jaiprakash
Associated Limited

Year 2004

 F.L. Smidth Energy Award, Presented by MP Manufacturer’s

Association to Jaypee Bela Plant for Lowest Thermal Energy
Consumption.

 National Award for Meritorious Performance in recognition of the

outstanding performance of the 300 MW Baspa II- Hydro Power
Station was awarded by Hon’ble Prime Minister of India, Dr.
Manmohan Singh.

 National Award for Environmental Excellence in Limestone mines

associated with Jaypee Rewa plant.

 National Safety Award, Presented by Govt. of India, Ministry of

Labour to Jaypee Rewa plant for Longest Accident Free Period
 Year 2003

 National Safety Award, Presented By Govt. of India, Ministry of

Labour to Jaypee Rewa Plant for Lowest Average Frequency Rate &
Longest Accident Free Period.

 National Safety Award, Presented By Govt. of India, Ministry of

Labour to Jaypee Bela Plant for Lowest Average Frequency Rate.

Year 2002

 National Safety Award, Presented By Govt. of India, Ministry of

Labour to Jaypee Rewa Plant for Lowest Average Frequency Rate.

 National Safety Award, Presented By Govt. of India, Ministry of

Labour to Jaypee Rewa Plant Longest Accident Free Period.

Year 2001

 National Safety Award, Presented By Govt. of India, Ministry of

Labour to Jaypee Rewa Plant for Lowest Average Frequency Rate &
Longest Accident Free Period.

 National Safety Award, Presented By Govt. of India, Ministry of

Labour to Jaypee Bela Plant for Longest Accident Free Period.
 Fuller Energy Consumption Award by M.P. Cement Manufacturer’s
Association for Lowest Thermal Energy Consumption in Clinker
Production.

Year 2000

 Gem Granite Award, Presented By FIMI’s Environmental Award for

Outstanding Performance in Environmental Field for Mechanized
Mines

 National Safety Award (both units), Presented By Govt. of India,

Ministry of Labour for Lowest Average Frequency Rate & Longest
Accident Free Period.

 NSCI Safety Award, Presented by National Safety Council for the

Overall Performance of the Cement division of Jaiprakash Associates
Limited.

Year 1999

 National Safety Award, Presented By Govt. of India, Ministry of

Labour for Longest Accident Free Period.

 Fuller Energy Consumption Award, Presented By Federation of

Indian Mineral Institute for Lowest Thermal Energy Consumption in K
Cal per kg. of Clinker Production.
 Year 1998

 Fuller Energy Consumption Award, Presented By M.P. Cement

Manufacturer’s Association for Lowest Thermal Energy Consumption
in Clinker Production, Cat. 3 in M.P./ Chhattisgarh.

Year 1996

 M.P. State Inter Industry Safety Award, Presented By National Safety

Council for achievements in the Field of Industrial Health, Safety &
Environment.

Year 1995

 M.P. State Inter Industry Safety Award, Presented By National Safety

Council for achievements in the Field of Industrial Health, Safety &
Environment.
 PRODUCTS OF COMPANY.

POWER

 Jaypee Group forayed in power sector after reforms had begun in

the country and private sector was invited to participate in the
beginning of the 8th five year plan.

 The power transmitted is meant for distribution and consumption in

the states of Himachal Pradesh, Haryana, Punjab, Uttar Pradesh and

Rajasthan.

REAL ESTATE.

Jaypee Greens, the real estate division of the Jaypee Group has been
creating lifestyle experiences from building premium golf-centric residences
to building mega townships and self sustained mega cities since its
inception in the year 2000.
EXPRESSWAY

India has the world’s second largest road network, aggregating over 3.34
million kilometers. The Group has entered into construction of expressways
with the Yamuna Expressway project – a 165 km access controlled 6 lane
super expressway along the Yamuna river connecting Noida and Agra on
Build – Own – Transfer basis.

HOSPITALITY
Jaypee Hotels established in 1981; a division of the conglomerate,
Jaiprakash Associates Ltd. Presently, the group has five luxury properties.
Jaypee Hotels has now announced the opening of the gateway to the much
awaited “Jaypee Greens Golf & Spa Resort”, the epitome of elegance and
luxury at Greater Noida.

 Jaypee Vasant Continental located in the heart of South Delhi

 Jaypee Siddharth located in Rajendra Place (West Delhi)

 Jaypee largest and most famous hotel is Jaypee Palace Hotel &
Convention Centre at Agra.

 Jaypee Residency Manor is the only five star deluxe hotel in

Mussoorie built on a unique hilltop offering an inspiring view of the
Himalaya

JAYPEE HOSPITAL

The Jaypee Hospital was conceptualized by our revered Founder

Chairman, Shri Jaiprakash Gaur with the vision of, “Promoting healthcare
to the common masses with the growing needs of society by providing
quality and affordable medical care with commitment”.
Jaypee Hospital is led by a team of healthcare and industry professionals
in the leadershiproles of the Director, Chief Operating Officer, Finance,
Human Resources, Clinical Services, Nursing, Marketing and
Administration. The organization promises to offer a challenging and
exciting work environment aligned to international best practices and an
opportunity to create a landmark in the healthcare industry

SPORTS

Established in October 2007, Jaypee Sports International Ltd.(JPSI), a

subsidiary of Jaiprakash Associates Limited (JAL), has constructed India’s
premier motorsports destination– the Buddh International Race Circuit –
which has hosted India’s first ever F1 Grand Prix on30th October, 2011.
The 5.14km JPSI circuit has been designed by renowned German architect
Hermann Tilke, who has earlier designed world-class racing circuits in
Malaysia, Bahrain, China, Turkey, Indonesia, the UAE, South Africa, South
Korea and the US

INFORMATION TECHNOLOGY

We are living in an era of information driven enterprise. Focus is

consistently placed on automation techniques that increase the productivity
and profitability of the enterprise with reduced costs across various
functional heads. IT is an enabler in this context. The Group’s InfoTech arm
JIL Information Technology Limited (JILIT) specializes in providing services
in the area of:

 IT Infrastructure Management
 Teaching Learning Solutions

 Multimedia Services

 Content Development Service

 Agriculture
 PURPOSE.

Vision.

As a group, we are committed to strategic business development in

infrastructure, as the key to nation building in the 21st century. We aim to
achieve perfection in everything we undertake with a commitment to excel.
It is the determination to transform every challenge into opportunity; to
seize every opportunity to ensure growth and to grow with a humane face.

Mission.

To achieve Excellence in every sector that we operate in. To augment our

core competencies and adopt the most comprehensive modern technology
to overtake the obstacles in our path of achievement. To obtain sustainable
development and simultaneously enhancing the shareholders value and
fulfilling our obligations towards building a better India.
 2.
ABOUT TOPIC.
ABOUT TOPIC.

RECRUITMENT

DEFINITIONS OF RECRUITMENT

SELECTION

DEFINITIONS OF SELECTION

DIFFERENCES BETWEEN RECRUITMENT AND SELECTION

PROCESS OF RECRUITMENT

PROCESS OF SELECTION

SOURCES OF RECRUITMENT
 Objective of the Study.

To study the concept of recruitment and

selection.

• To study the difference between recruitment and selection.

• To study the process of recruitment and process of

selection.

• To study the both sources of recruitment (Internal source as

well as External source)
Human resource is the most important asset of a company. So the
success and failure of a company depends much on the recruitment
and selection of suitable human resources.

Human resources management refers to the application of

management principles to management of people in an organization.
This is too simple a statement and fails to capture the essences of
HRM. HR consists of people related functions as hiring, training &
development, performance review, compensations, safety & health,
welfare, industrial relation and the like. These are typically the
functions of ‘Personnel Management’ and are administrative and
supportive in nature. Appropriately called ‘doables’, these activities
are highly routinised and have been offered outsourced.

Most important function of HR is the building of

human capital. Human capital refers to the stock of employee’s skills,
knowledge, and capabilities that may not show up in a balance sheet
but have significant impact on firm’s performance. HRM treats people
as an organizational resource. The human resource implies an
available supply that can be drawn on and used to accomplish a task.
Resources appear as costs in traditional accounting practices.
Human capital management recognizes that people are investors of
their personal human capital and this provides the main source of
value for an organization.

The Human Resource Management (HRM) function includes a

variety of activities, and key among them is responsibility for human
resources -- for deciding what staffing needs you have and whether
to use independent contractors or hire employees to fill these needs,
recruiting and training the best employees, ensuring they are high
performers, dealing with performance issues, and ensuring your
personnel and management practices conform to various
regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and
personnel policy.
 RECRUITMENT

Recruitment is a positive process of searching for prospective employees

and stimulating them to apply for the jobs in the organization. When more
persons apply for jobs then there will be a scope for recruiting better
persons The job-seekers too, on the other hand, are in search of
organizations offering them employment. Recruitment is a linkage activity
bringing together those with jobs and those seeking jobs. In simple words,
the term recruitment refers to discovering the source from where potential
employees may be selected. The scientific recruitment process leads to
higher productivity, better wages, high morale, reduction in labour turnover
and enhanced reputation. It stimulates people to apply for jobs; hence it is
a positive process.

Recruitment is a continuous process whereby the firm attempts to develop

a pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process
starts when a manger initiates an employee requisition for a specific
vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement

of staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an
efficient working force.

Need for Recruitment

The need for recruitment may be due to the following reasons / situations
  Vacancies: due to promotions, transfers, retirement, termination,
permanent disability, death and labour turnover.
 Creation of new vacancies: due to growth, expansion and
diversification of business activities of an enterprise.
 In addition, new vacancies are possible due to job respecification.

DEFINITIONS OF RECRUITMENT.

Recruitment is a matching process and the capacities and inclinations of

the candidates have to be matched against the demand and rewards
inherent in a given job or career pattern.”

Given by: Plumbley.

“Recruitment is the process of discovering potential candidates for actual or

anticipated organizational vacancies. Or from another perspective, it is a
linking activity—bringing together those with jobs to fill and those seeking
jobs.”

Given by: DeCenzo and Robbins.

“Recruitment is the process of locating and potential applicants to apply for

existing jobs openings. It is actually a linking function, joining together
those with jobs to fill and those seeking jobs.”

Given by: M.J. Jucious.

 SELECTION.

Selection is the second stage of the recruitment and selection process. It

may be defined as the process of choosing the best one from among the
number of candidates

Selection is the process of picking or choosing the right candidate, who is

most suitable for a vacant job position in an organization. In others words,
selection can also be explained as the process of interviewing the
candidates and evaluating their qualities, which are required for a specific
job and then choosing the suitable candidate for the position. The
selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its
objectives. The purpose of selection, is to choose the most suitable
candidate, who can meet the requirements of the jobs in an organization,
who will be a successful applicant. For meeting the goals of the
organization, it is important to evaluate various attributes of each
candidate such as their qualifications, skills, experiences, overall attitude,
etc.
 DEFINITIONS OF SELECTION.

Selection is the process of choosing form the candidates, from within the
organization or from outside, the most suitable person for the current
position or for the future position.

Given by: Heinz Weihrich and Harold Koontz.

“Selection is the screening and filtering process of job applicants who have
been invited to apply for the vacant positions through which the process
comes to an end.”

Given by: M. Ataur Rahman.

“Selection is the process by which candidates for employment are divided

into two classes those who will be offered employment and those who will
not.”

Given by: Dale Yoder.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION.

BASIS OF RECRUITMENT SELECTION.

DIFFERENCE.

It is an activity of It is a process of
Meaning. establishing contact picking up more
between employers and competent and suitable
applicant. employees.

Its objective is to collect Its objective is to select

Objective. more number of best out of available
candidates or candidates or
applicants so that more applicants.
options are available.

It is a simple process It is a complicated

Process. process.

Less time is required More time is required.

Time Consuming.

It is a positive approach It is a negative

Approach. approach.

In recruitment, it In selection, It follows

Sequence. proceeds selection recruitment.

It is an economical It is an expensive
Economy. method method.

RECRUITMENT PROCESS
Step 1: Identify Vacancy and Evaluate Need
Step 2: Develop Position Description
Step 3: Develop Recruitment Plan
Step 4: Select Search Committee
Step 5: Post Position and Implement Recruitment Plan
Step 6: Review Applicants and Develop Short List
Step 7: Conduct Interviews
Step 8: Select Hire
Step 9: Finalize Recruitment

Step 1: Identify Vacancy and Evaluate Need

Recruitments provide opportunities to departments to align staff skill sets to

initiatives and goals, and for departmental and individual growth. Proper
planning and evaluation of the need will lead to hiring the right person for
the role and team.
Newly Created Position

Step 2: Develop Position Description

A position description is the core of a successful recruitment process. It is

used to develop interview questions, interview evaluations and reference
check questions. A well-written position description:
Provides a first impression of the campus to the candidate
Clearly articulates responsibilities and qualifications to attract the best
suited candidates Identify Duties and Responsibilities
Step 3: Develop Recruitment Plan

Each position requires a documented Recruitment Plan which is approved

by the organizational unit. A carefully structured recruitment plan maps out
the strategy for attracting and hiring the best qualified candidate and helps
to ensure an applicant pool which includes women and underrepresented
groups including veterans and individuals with disabilities.

Recruitment plan elements:

Posting Period
Placement Goals
Additional Advertising Resources
Diversity Agencies
Resume Banks

Step 4: Select Search Committee

To ensure applicants selected for interview and final consideration are

evaluated by more than one individual to minimize the potential for
personal bias, a selection committee is formed. The hiring manager will
identify members who will have direct and indirect interaction with the
applicant in the course of their job. Each hiring manager should make an
effort to appoint a search committee that represents a diverse cross section
of the staff. A member of the committee will be appointed as the Affirmative
Action and Compliance Liaison who will monitor the affirmative action
aspects of the search committee. Under-represented groups and women
are to have equal opportunity to serve on search committees and special
efforts should be made to encourage participation. Departments that lack
diversity in their own staff should consider appointing staff outside the
department to search committees or develop other alternatives to broaden
the perspective of the committee.

Step 5: Post Position and Implement Recruitment Plan

Once the position description has been completed, the position can then be
posted to the UCR career. Every effort should be made to ensure the
accuracy of the job description and posting text. It may not be possible to
change elements of a position once posted, because it may impact the
applicant pool.

Step 6: Review Applicants and Develop Short List

Once the position has been posted, candidates will apply via UCR’s job
board. Candidates will complete an electronic application for each position
(resume and cover letter are optional). Candidates will be considered
“Applicants” or “Expressions of Interest”.
Applicants are those who apply during the initial application period as
described in Step 5. All applicants must be reviewed and considered.
Candidates who apply after the initial application period will be considered
“expressions of interest” and not viewable by the search committee.
Step 7: Conduct Interview

The interview is the single most important step in the selection process. It
is the opportunity for the employer and prospective employee to learn more
about each other and validate information provided by both. By following
these interviewing guidelines, you will ensure you have conducted a
thorough interview process and have all necessary data to properly
evaluate skills and abilities.
Preparing for the Interview

Step 8: Select Hire Final Applicant

Once the interviews have been completed, the committee will meet to
discuss the interviewees. Committee members will need to assess the
extent to which each one met their selection criteria.

The search committee evaluation tool will be helpful in justifying decisions

and making them as objective as possible.

Step 9: Finalize Recruitment

Upon completion of the recruitment process the offer to the selected finalist
is made.
SELECTION PROCESS
1. Inviting applications:
The prospective candidates from within the organization or outside the
organization are called for applying for the post. Detailed job description
and job specification are provided in the advertisement for the job. It
attracts a large number of candidates from various areas.

2. Receiving applications:
Detailed applications are collected from the candidates which provide
the necessary information about personal and professional details of a
person. These applications facilitate analysis and comparison of the
candidates.

3. Scrutiny of applications:
As the limit of the period within which the company is supposed to
receive applications ends, the applications are sorted out. Incomplete
applications get rejected; applicants with un-matching job specifications
are also rejected.

4. Written tests:
As the final list of candidates becomes ready after the scrutiny of
applications, the written test is conducted. This test is conducted for
understanding the technical knowledge, attitude and interest of the
candidates. This process is useful when the number of applicants is
large.
5. Psychological tests:
These tests are conducted individually and they help for finding out the
individual quality and skill of a person. The types of psychological tests
are aptitude test, intelligence test, synthetic test and personality test.

6. Personal interview:
Candidates proving themselves successful through tests are interviewed
personally. The interviewers may be individual or a panel. It generally
involves officers from the top management. The candidates are asked
several questions about their experience on another job, their family
background, their interests, etc. They are supposed to describe their
expectations from the said job. Their strengths and weaknesses are
identified and noted by the interviewers which help them to take the final
decision of selection.

7. Reference check:
Generally, at least two references are asked for by the company from
the candidate. Reference check is a type of crosscheck for the
information provided by the candidate through their application form and
during the interviews.

8. Medical examination:
Physical strength and fitness of a candidate is must before they takes up
the job. In-spite of good performance in tests and interviews, candidates
can be rejected on the basis of their ill health.
9. Final selection:
At this step, the candidate is given the appointment letter to join the
organization on a particular date. The appointment letter specifies the
post, title, salary and terms of employment. Generally, initial
appointment is on probation and after specific time period it becomes
permanent.

10. Placement:
This is a final step. A suitable job is allocated to the appointed candidate
so that they can get the whole idea about the nature of the job. They can
get adjusted to the job and perform well in future with all capacities and
strengths.
I
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SOURCES OF RECRUITMENT.

 Internal Sources of Recruitment

1.Promotions: Promotion means to give a higher position, status, salary

and responsibility to the employee. So, the vacancy can be filled by
promoting a suitable candidate from the same organisation.

2.Transfers: Transfer means a change in the place of employment

without any change in the position, status, salary and responsibility of the
employee. So, the vacancy can be filled by transferring a suitable
candidate from the same organisation.
3.Internal Advertisements : Here, the vacancy is advertised within the
organisation. The existing employees are asked to apply for the vacancy.
So, recruitment is done from within the organisation.

4.Retired Managers : Sometimes, retired managers may be recalled

for a short period. This is done when the organisation cannot find a suitable
candidate.

5. Recall from Long Leave : The organisation may recall a manager

who has gone on a long leave. This is done when the organisation faces a
problem which can only be solved by that particular manager. After he
solves the problem, his leave is extended.

 Merits of Internal Sources

1. It is time saving, economical, simple and reliable.

2. There is no need of induction training because the candidate already
knows everything about the organization, the work, the employee, the
rules and regulations, etc.
3. It motivates the employees of work hard in order to get higher jobs in
the same organization.
4. It increases the morale of the employees and it improves the relations
in the organization.
5. It reduce executive turnover.
6. It develops loyalty and a sense of responsibility.

 Demerits of Internal Sources

 1. It prevents new blood from entering the organization. New blood
brings innovative ideas, fresh thinking and dynamism into the
organization.
2. It has limited scope because it is not possible to fill up all types of
vacancies from within the organization.
3. There may be bias or partiality in promoting or transferring persons
from within the organization.
4. Those who are not promoted will be unhappy.
5. The right person may be promoted or transferred only if proper
confidential reports of all employees are maintained. This involves a
lot of time, money and energy.

 External Sources of Recruitment

1. Management Consultants : Management consultants are used

for selecting higher-level staff. They act as a representative of the
employer. They make all the necessary arrangements for recruitment
and selection. In return for their services, they take a service charge
or commission.

2. Public Advertisements : The Personnel department of a

company advertises the vacancy in newspapers, the internet, etc.
This advertisement gives information about the company, the job and
the required qualities of the candidate. It invites applications from
suitable candidates. This source is the most popular source of
 recruitment. This is because it gives a very wide choice. However, it
is very costly and time consuming.

3. Campus Recruitment : The organisation conducts interviews in

the campuses of Management institutes and Engineering Colleges.
Final year students, who're soon to get graduate, are interviewed.
Suitable candidates are selected by the organisation based on their
academic record, communication skills, intelligence, etc. This source
is used for recruiting qualified, trained but inexperienced candidates.

4. Recommendations : The organisation may also recruit

candidates based on the recommendations received from existing
managers or from sister companies.

5. Deputation Personnel : The organisation may also recruit

candidates who are sent on deputation by the Government or
Financial institutions or by holding or subsidiary companies.

 Advantages of External Sources.

1. It encourages young blood with new ideas to enter the organisation.

2. It offers wide scope for selection. This is because a large number of
suitable candidates will come for the selection process.
3. There are less chances of bias or partiality.
4. Here there is no need to maintain confidential records.

 Limitations of External Sources.

1. It is very costly. This is because advertisements, test, medical

examination etc., has to be conducted.
2. It is very time consuming. This is because the selection process is
very lengthy.
3. It may not develop loyalty among the existing managers.
4. The existing managers may leave the organization if outsiders are
given higher post
3.

RESEARCH

METHODOLOGY.
RESEARCH

Research is a process in which the researcher wishes to find out the end
results for a given problem and thus the solution helps in future course of
action. The research has been defined as “A careful investigation or
enquiry especially through search for a new fact in any branch of
knowledge”

RESEARCH METHODOLOGY.

The procedure using, which researchers go about their work of describing

explaining and predicting phenomena, is called Methodology. Methods
compromise the procedure used for generating, collecting, and evaluating
data. Methods are the ways of obtaining information useful for assessing
explanation.

SOURCES OF DATA COLLECTION.

I. Primary data collection.

II. Secondary data collection.

Primary Data:

Primary data are collected afresh and for the first time. It is the data
originated by the researcher specifically to address the research problem.

Secondary Data:

This study is totally based on secondary data.

Data is collected from

 Internet (company website)
 registers,
 records
 journals
 articles
 annual reports of the organization.

RESEARCH DESIGN:
A research design is the arrangement of the condition for collection
and analysis of data in a manner that aims to combine relevance to the
research purpose with economy in procedure.

A research design is the specification of methods and procedure for

acquiring the information needed to structure or to solve problems. It is the
overall operation pattern or framework of the project that stipulates what
information is to be collected from which source and be what procedures.

1 What is study about?

2 What is study being made?
3 Where will the study be carried out?
4 What type of data is required?
5 Where can the required data be found?
6 What will be the sample design?
7 Technique of data collection
4.

ANALYSIS AND
FINDINGS.
Question 1. What are the sources of recruitment and selection?
a. Internal source
b. External source
a. Internal source b. External source

25%

75%

About 75% HR prefer internal source of recruitment and 25% prefer

external source.

Question 2. What method company used for doing the recruitment?

a. Telephonic interview
b. Video conference
c. Personal interview

26%

a. Telephonic interview
b. Video conference
c. Personal interview

74%

The company used two methods for recruitment, 26% Telephonic and
74%personal interview.
Question 3: What is the average time spent by executives during
recruitment (each candidate) ?
a. 1 mins to 5 mins.
b. 5 to 10 mins.
c. 10 to 15mins.
d. More

a. 1 mins to 5 mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More

10% 5%

36%

49%

Time spent by executives during recruitment are-5% 1min to 5min; 36%

5min to 10 min; 49% 10 min to 15 min and 10% more.

Question 4: Does the organization clearly defines the position and

objective to candidate at the right time of recruitment process ?
a. Yes
b. No
 Chart Title

a. Yes
b. No

100%

Company 100% defines the position and objective of the candidates.

Question 5: What are the basic questions you ask to the candidate?
a. About yourself
b. Any experience
c. Company information

10%

10%

a. About yourself
b. Any experience
c. Company information

80%

Company asks 80% introduction questions, 10%experience and 10%

company information.

Question 6: Is Internet recruitment effective in your opinion?

a. Yes
b. No
c. In some extent

28%

a. Yes
48% b. No
c. In some extent

24%

48% HR says effective, 24% says not effective and 28% says extent.

Question 7: Does your company use your own website for

recruitment?
a. Yes

b. No

24%

a. Yes
b. No

76%

Company used their website only 24%.

Question 8: What step you mostly prefer in selection process?

a) Written test
b) Oral/personal interview
c) Group discussion

40%
a)   Written test

b)   Oral/personal
interview
60%
c)   Group discussion

a) In selection process they prefer 40% written test, 60% Oral/personal

interview.

Question 9: How would you rate the HR department’s performance in

recruitment and selection?

a) Average
b) Good
c) Excellent
 10%

a)   Average
b)   Good
55% 35% c) Excellent

Company rated like: 10% for average performance, 35% for good
performance and 55% for excellent performance.
 Everyone having awareness of recruitment and selection process
used by the organization.

 The method which is use by the company for recruitment and

selection is direct and indirect method both.

 90 percent of respondent preferred both sources of recruitment and

selection.

 35 percent of respondents came to know about vacancy through

consultants.

 72 percent of respondents feel that consultants play a vital role in

recruitment process.

 70 percent of respondents agreed that HR policies are the factor

influences recruitment process.

 As per the analysis only 55 percent of employees are satisfied with

their jobs.

 77 percent of respondents believe that recruiters should be

knowledgeable and experienced personnel.

 5 percent of respondents are disagreeing in saying that recruitment is

a challenging task for the recruiters.

 From the last two year company hire around 80 labour and 30
employees.

 Most of respondents are prefer HR interview in case of selection

process.

 Employees retention rate is high and defection rate is low.

5. RECOMMENDATION
o Recruitment management system should helps to communicate
and create healthy relationship with the applicants through the
entire recruitment process.

o The company can go for campus interview in order to get

talented candidates to improve the organization effectiveness.

o Some changes can be implemented in recruitment policies as it

stand as an obstacles of recruiting talented candidates.

o Intelligence test should be implemented in selection process to

test the knowledge of the candidates.

o Communication skills, managerial skills and personal skills

need to be tested for employess.
6. CONCLUSION.

The process of recruitment and selection in JAYPEE CEMENT COMPANY

is very good. The company sources of recruitment are very effective. The
main source of internal recruitment is employee referrals as reward are
provided to employee to encourage this kind of recruitment.

Recruitment is never ending process in the organization. Selecting the

qualified and skilled candidates is the main motto of the organization.

The excellent pattern of interview is followed in case of selection process.

Candidate eligibility verification program is a greatest merit to the
organization to avoid unfaithful candidates in the organization. The
systematic procedure is followed in recruitment and selection process.
 7.

LIMITATIONS AND
SCOPES OF THE
STUDY.
LIMITATIONS:

 As the strength of the company is big, it was not possible to drawn

sample from each and every employee or department
 At the time of training, there was a big changed in the organization.
 In some cases data is collected from the companies past records.

SCOPES:

 To understand and analyze various HR factors including recruitment

procedure.
 To recruit and retain the human resource of required quantity and
quality.
 To identify and satisfy the individuals as well as group needs.
 To understand the various sources of recruitment of the
organization.
 8. BIBLOGRAPHY.

AUTHORS BOOKS PUBLICATIONS.

NAME. NAME.

K. Aswathappa Human Resource Mc Graw Hill

Management.

P.Subba Rao Human Resource and Himalaya

Personnel Management

Vinay V.Prabhu Human Resource Vipul Prakashan

Planning and
Development

WEBSITES:

 www.hr.com

 www.management.co.in

 www.google.com

 www.managementstudyguige.com

 www.wikipedia.com
 9. QUESTIONNAIRE.

Question 1. What are the sources of recruitment and selection?

a. Internal source
b. External source
c. both

Question 2. What method company used for doing the recruitment?

a. Telephonic interview
b. Video conference
c. Personal interview

Question 3: What is the average time spent by executives during

recruitment (each candidate) ?
a. 1 mins to 5 mins.
b. 5 to 10 mins.
c. 10 to 15mins.
d. More

Question 4: Does the organization clearly defines the position and

objective to candidate at the right time of recruitment process ?
a. Yes
b. No

Question 5: What are the basic questions you ask to the candidate?
a. About yourself
b. Any experience
c. Company information

Question 6: Is Internet recruitment effective in your opinion?

a. Yes
b. No
c. In some extent

Question 7: Does your company use your own website for

recruitment?
a. Yes

b. No

Question 8: What step you mostly prefer in selection process?

a.Written test

b.Oral/personal interview

c.Group discussion

Question 9: How would you rate the HR department’s performance in

recruitment and selection?

a. Average

b.Good

c.excellent
THANK YOU