1. A PROJECT REPORT ON “RECRUITMENT
PROCESS IN INDIAN METALS & FERRO ALLOYS
LIMITED (IMFA)
Presented by:- RUTUPARNA MUDULI
2. CONTENTS
1.INTRODUCTION.
2.OBJECTIVE OF THE STUDY.
3.COMPANY PROFILE.
4.RECRUITMENT PROCESS
5.RECRUITMENT PROCESS IN IMFA.
6.SOURCES OF RECRUITMENT .
7.SAMPLING AND DATA COLLECTION.
8.FINDINGS
9.COLLECTION AND INTERPRETATION OFDATA ANALYSIS
10.CONCLUSION
11. SUGGESION
12.REFERENCES
3. INTRODUCTION
The human resource is the most important assets of
an organization .The success or failure of an
organization is largely dependent on the caliber of
the people working there in.
In order to achieve the goals of an organization,
therefore they need to recruit people with requisite
skills, qualifications and experience.
4. OBJECTIVE OF THE STUDY
The main objectives of preparing report on recruitment
process in imfa
To gain knowledge and experience.
To understand the recruitment process in imfa
To understand the work culture.
To search people whose skill fits into company values.
5. COMPANY PROFILE
IMFA is India's largest, fully integrated producer of
Ferro Alloys. The company was established in the
year 1961.
Banshidhar panda is the chairman of Indian metal
Ferro alloy and also he is an American educated
research scientist.
Mr. Baijayanta panda is the vice chairman Indian
metal Ferro alloy.
Mr. Subhrakant panda is the M.D of the Indian
metal Ferro alloy.
IMFA merged with ICCL(Indian charge chrome lim.)
6. Corporate headquarter (CHQ) : Bhubaneswar
Ferro alloy division : Choudwar , Therubalid
Mining division : Nuasahi , Sukinda , Chingudipal
Power division : Choudwar
Port offices : Paradeep , Vishakhapatnam
There are several branch offices in
Mumbai,Delhi,Raipur,Faridabad,vizag, Angul, J.k
road .
7. RECRUITMENT ?
Recruitment is the process of searching,
attracting, selecting right candidate for the right
job, to achieve organization goal.
RECRUITMENT PROCESS AT IMFA
In IMFA there are two types Recruitment process.
EXECUTIVE
NON- EXECUTIVE
8. RECRUITMENT FOR EXECUTIVE PERSONNEL:
The recruitment process for the executive is controlled by HR department of
corporate head quarter placed at Bhubaneswar.
When there is vacancy in sites, division or branches are to give personnel
requisition to HR department of corporate head quarter placed at
Bhubaneswar.
The personnel requisition form will be approved the chief GCS/in charge
HR/MD.
After got the approval from the GCS/in charge HR/MD, recruitment takes
place at corporate head quarter placed at Bhubaneswar.
However in case of creation of new post ,it will be approved by the MD.
In case of ex-employees or experienced person is appointed for the new
post.
9. RECRUITMENT FOR NON- EXECUTIVE PERSONNEL:
Recruitment for non-executive post for CHQ and other
branches takes place at CHQ (corporate head quarter).
Recruitment for non-executive post on the plant site takes
place at respective plant site.
10. SOURCES OF RECRUITMENT
Recruitment can be done by any of the following
External recruitment
Internal recruitment
INTERNAL RECRUITMENT
External recruitment, company first prefer many biodata or
application form from applicant at various point of time. These
are stored in the data bank.
The in-charge HR fixes up the interview date and make a
panel of interview consists of 2 members include one
executive from HR department and another from that
particular field.
Then these qualified candidates are called for the
Interviews.
Then qualified candidates are selected and appointed.
Appointment letter are to be sent to the candidate and the
date for reporting on duty are mentioned.
11. EXTERNAL RECRUITMENT
If suitable candidate is not available then the
company goes for other external recruitment like
campus recruitment, advertisement etc.
The same procedure is repeated for the campus/
advertisement recruitment.
12. SAMPLING & DATA COLLECTION
The present study made use of simple random sampling
.
The respondent was selected on random basis with in
the CHQ ,BBSR.
The sample consist of 20 executive personnel.
Primary data was collected through survey method by
distributing questionnaires to the executive of IMFA.
Secondary data was collected from the books ,
magazines, internet and going through the record of
organization.
13. SAMPLE OF QUESTIONNAIRES:
1. Are you satisfied with the recruitment process in
IMFA?
2. Is there reference system exists in the company?
3. Does your company give emphasis upon the
experience of the candidates?
4. Do you think that the personal interview is the
best way to judge someone’s quality?
5. Does your company follow the quota system?
6. Is your authority liberal to you?
7. If someone asking more salary because of his high
experience ,will your company accept it?
14. 8. Do you think company gives emphasis upon
the qualification of the candidates?
9. Does your company has a tie up with external
agency to provide man power?
10.Do you think that internal employees should
given a priority to fill up a higher post?
11.Does the company has planned way of
recruitment?
12.Is there any psychometric test necessary
before recruiting an individual?
15. ANALYSIS OF QUESTIONNAIRE
1. Are you satisfied with the recruitment process in IMFA?
YES NO CAN NOT SAY TOTAL
10 6 4 20
YES
NO
CAN NOT SAY
16. FINDINGS
As far as I studied the recruitment process in IMFA , I
found that organization running in a systematic ways.
Recruitment process company follow in disciplinary
manner.
17. SUGGESION
Feedbacks and suggestions must be initiated by the
management at regular intervals. This will result in
improving the morale of the employees and also help
the management to understand its employees better.
Management must try to understand the employee’s
point of view before making any major decision.
The recruitment and selection procedure should not to
lengthy and time consuming.
18. CONCLUSION
It is an immense pleasure to state that my experience in imfa
was delightful and intellectual. I am very much thankful to
Mrs. Sarita panda (Assistant officer, HR ) and Sanghamitra
Kanungo (Prof. of MBA) for guiding me through out this project
work.
In IMFA recruitment process is very simple to understand and
easy to implement.
