This document provides information about a project report on recruitment and selection at Central Mine Planning and Design Institute (CMPDI) in India. It includes a declaration, certificate of completion, acknowledgements, executive summary, and table of contents. The project report evaluates CMPDI's manpower planning process and recruitment and selection procedures. It contains the student's research findings, conclusions, and recommendations after studying CMPDI's practices from May to June 2014.
Project Report on Performance Appraisal (College Copy)-Finalpmpankajpm
The document provides information about HRH Group of Hotels in India. It discusses that HRH Group is the only chain of heritage palace hotels and resorts in Rajasthan, India. It operates nine hotels across various cities in Rajasthan including Udaipur, Gajner, Bikaner, Kumbalgarh, Ranakpur and Jaisalmer. The document further discusses the vision, features and various hotels operated by HRH Group under the brands of Grand Heritage Hotels and Royal Retreats. It aims to preserve the rich culture and heritage of Rajasthan through its hotels operated in converted palaces and forts.
Project report on recruitment and selection at cmpdiKumari Hima
CMPDI is a subsidiary of Coal India Limited established in 1975 to provide consultancy services to CIL and its subsidiaries. It operates through its headquarters in Ranchi and 7 regional institutions located across 6 states. CMPDI's functions include geological exploration, mine planning and design, environmental management, management systems consultancy, and human resource development for the mining sector. With over 700 professionals, CMPDI aims to be the leading mineral and mining consultancy organization in India through innovative and effective solutions for project planning, implementation, and management.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
This document appears to be a student project report on performance appraisal at Hindustan Coca-Cola Beverages Private Limited in Vishakhapatnam, India. It includes an introduction outlining the purpose and importance of performance appraisal. It then discusses the objectives, methodology, and limitations of the study. The report will analyze Hindustan Coca-Cola's performance appraisal system and provide findings and suggestions.
This document provides an overview of Coal India Limited (CIL), the largest coal mining company in the world. It details that CIL operates mines across India and produces over 80% of the country's coal. CIL's performance is evaluated annually through a Memorandum of Understanding signed with the government of India. The company aims to sustainably meet India's growing energy needs while pursuing corporate social responsibility initiatives in local communities and minimizing environmental impacts. CIL employs over 300,000 people and manages various subsidiaries and training institutes. It aims to continue improving production through investments in mining technology and pursuing coal asset acquisitions abroad to address India's future coal demand-supply gap.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Training & development survey at bsnl mba hr project reportBabasab Patil
The document outlines a survey on training and development at BSNL. It includes an introduction on the importance of training and an executive summary. The survey had the objectives of evaluating the effectiveness of training, studying different training methods, and how performance appraisals identify training needs. Primary and secondary data was collected through surveys, interviews and company reports. Statistical analysis tools like frequency tests and correlation were used to analyze the data and identify significant factors related to effective training. The findings provide insight into employee attitudes towards training and how skills are applied. In conclusion, training at BSNL is found to be effective but some aspects could be improved.
Project Report on Performance Appraisal (College Copy)-Finalpmpankajpm
The document provides information about HRH Group of Hotels in India. It discusses that HRH Group is the only chain of heritage palace hotels and resorts in Rajasthan, India. It operates nine hotels across various cities in Rajasthan including Udaipur, Gajner, Bikaner, Kumbalgarh, Ranakpur and Jaisalmer. The document further discusses the vision, features and various hotels operated by HRH Group under the brands of Grand Heritage Hotels and Royal Retreats. It aims to preserve the rich culture and heritage of Rajasthan through its hotels operated in converted palaces and forts.
Project report on recruitment and selection at cmpdiKumari Hima
CMPDI is a subsidiary of Coal India Limited established in 1975 to provide consultancy services to CIL and its subsidiaries. It operates through its headquarters in Ranchi and 7 regional institutions located across 6 states. CMPDI's functions include geological exploration, mine planning and design, environmental management, management systems consultancy, and human resource development for the mining sector. With over 700 professionals, CMPDI aims to be the leading mineral and mining consultancy organization in India through innovative and effective solutions for project planning, implementation, and management.
Project report on evaluation of recruitment and selection processElina Pari
This document is a project report submitted by a student to fulfill requirements for a Master of Business Administration degree. It evaluates the recruitment and selection process of Bharti Airtel Limited. The report includes an introduction, literature review on recruitment and selection, company profile of Bharti Airtel, research objectives and methodology, data analysis and findings, and recommendations. Key points covered include the sources of recruitment used by Bharti Airtel, both internal and external, as well as the factors considered in their recruitment and selection process.
This document appears to be a student project report on performance appraisal at Hindustan Coca-Cola Beverages Private Limited in Vishakhapatnam, India. It includes an introduction outlining the purpose and importance of performance appraisal. It then discusses the objectives, methodology, and limitations of the study. The report will analyze Hindustan Coca-Cola's performance appraisal system and provide findings and suggestions.
This document provides an overview of Coal India Limited (CIL), the largest coal mining company in the world. It details that CIL operates mines across India and produces over 80% of the country's coal. CIL's performance is evaluated annually through a Memorandum of Understanding signed with the government of India. The company aims to sustainably meet India's growing energy needs while pursuing corporate social responsibility initiatives in local communities and minimizing environmental impacts. CIL employs over 300,000 people and manages various subsidiaries and training institutes. It aims to continue improving production through investments in mining technology and pursuing coal asset acquisitions abroad to address India's future coal demand-supply gap.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Training & development survey at bsnl mba hr project reportBabasab Patil
The document outlines a survey on training and development at BSNL. It includes an introduction on the importance of training and an executive summary. The survey had the objectives of evaluating the effectiveness of training, studying different training methods, and how performance appraisals identify training needs. Primary and secondary data was collected through surveys, interviews and company reports. Statistical analysis tools like frequency tests and correlation were used to analyze the data and identify significant factors related to effective training. The findings provide insight into employee attitudes towards training and how skills are applied. In conclusion, training at BSNL is found to be effective but some aspects could be improved.
The Student Priyanka Chouhan is a Final Year Student of Dezyne E' cole college doing her BBA.. This Project has been undertaken by the Student during her Summer Internship at H.M.T. The Topic of her Internship is Recruitment.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
MBA Report on Recruitment and Selection procedure samra khan
The document provides details about the recruitment and selection process at Decoria Walls and Floor Solution. It includes definitions of recruitment and selection. The recruitment process involves identifying potential candidates through various sources like advertising, employee referrals, etc. The selection process has several steps - screening of applications, tests, interviews, medical examination and reference checks to evaluate candidates and select the most suitable one. The document also discusses objectives of recruitment, barriers to effective selection, and advantages and disadvantages of external recruitment sources.
“AN ANALYTICAL STUDY OF PERFORMANCE MANAGEMENT SYSTEM AS A TOOL FOR EFFECTIVE...Mehul Rathod
When it comes to performance, employee‟s performance, it plays pivotal role in organizational success.
Therefore, an organization has to make very specific efforts for improving employee‟s performance to optimally utilize knowledge and skills of their employees.
The proposed research study also would report on employee‟s feedback as well as expectations & experiences with regard to selected performance management system.
It also list out suggestions for an overall improvement for employee‟s effective performance.
The research study would make an attempt to find the impact of performance management system on effective employee‟s performance.
Recruitment and Selection Process in AircelJunaid Rafiqi
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
A Study on Performance Management of Mahindra and MahindraProjects Kart
The management thesis focuses on Human resource study on performance management with reference to Mahindra and Mahindra. In the management thesis the information on the performance management is collected. The information about this is collected by the Show room which is located in Bidar as well as by the internet also.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
This document summarizes a project submitted by LLLL MMMMM for the partial fulfillment of a Master's degree in Management Studies from the University of Mumbai. The project focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS at the College of Management in KKKKKK, India. It includes sections on the organization profile, introduction and objectives of the study, research methodology, data analysis, theoretical framework, findings, limitations, conclusions, suggestions, bibliography, and questionnaire.
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
MBA Project report at "Employee Satisfaction"Alok Singh
This document provides information about Zee Laboratories Ltd., an Indian pharmaceutical company. It discusses the company's history, facilities, product portfolio, marketing presence in India and abroad, objectives, and institutional customers. The company was established in 1994 and has since expanded to include multiple manufacturing units across India. It produces a wide range of pharmaceutical formulations and exports its products to over 25 countries. The company aims to be a leader in the pharmaceutical industry through excellence and global expansion.
The document is a project report submitted by Amal James to the Department of Management Studies at Don Bosco College in partial fulfillment of the requirements for a Bachelor of Business Administration degree. The project examines the effectiveness of performance appraisal systems with specific reference to Amphenol FCI in Kochi. It includes sections on the introduction, objectives, scope, limitations, literature review, research methodology, data analysis, findings and conclusions. The report was prepared under the guidance of the project guide Mr. Antony P P and the Head of the Department Mrs. Annie Liza V J.
This document is a project report on training and development at Sonia Forging. It includes details about the trainee such as name, course, and contact information. It discusses the objectives of studying training and development at the company. The methodology section explains that primary data was collected through questionnaires and observations, and secondary data was collected from sources like newspapers, magazines and the internet. The report provides background on the company's history, products, quality policies, and strengths. It aims to examine the effectiveness and impact of training on employees.
This document provides an overview of training and development. It discusses how training and development helps optimize human resource utilization, develop skills, and increase productivity. The importance of training and development is explained, noting how it leads to improved morale, quality, health and safety, and profitability. Training and development objectives are also reviewed, including individual, organizational, functional, and societal objectives. Key points covered include defining training, traditional versus modern approaches, and the importance of setting clear training objectives.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
This document discusses the recruitment and selection process at Pragathi Consultancy Services (PCS) in India. It includes an analytical study of their recruitment and selection policies and procedures. The dissertation was submitted to Periyar University in partial fulfillment of an MBA degree. It contains chapters on the company profile, research methodology, data analysis, findings, suggestions, and conclusions regarding PCS's recruitment and selection process.
The document discusses recruitment and selection processes at b4S Solutions Pvt Ltd. It provides details on the company's recruitment policy, including eligibility criteria and the recruitment approval matrix. The sources of recruitment discussed are existing employee referrals, hiring consultants, job portals and advertisements. The objectives of the employee referral policy are outlined, along with the process and incentives provided. Recruitment quality norms are defined to ensure candidates meet requirements. Costs associated with recruitment are also reviewed, including direct costs and implications of poor hiring decisions.
This document provides a project report on the HR policies and their implementation at Deepak Nitrite Limited. It begins with an introduction to the topic and objectives of studying the company's HR policies. It then discusses the research methodology used involving data collection, sampling and hypotheses. The main body of the report analyzes the key HR policies at Deepak Nitrite Ltd and presents data analysis and interpretations. It concludes with suggestions and recommendations. The company is described as a leading manufacturer of organic, inorganic, fine and specialty chemicals with five manufacturing facilities in India and a focus on quality, innovation and customer satisfaction.
CMPDI provides total consultancy services to Coal India Limited and its seven subsidiaries. It was established in 1975 as a subsidiary of Coal India Limited. CMPDI has over 700 technical professionals and operates through its headquarters in Ranchi and seven regional institutes located across six states. Its mission is to provide total consultancy in coal and mineral exploration, mining, engineering and allied fields as a leading consultant in India and internationally.
Project Report on Workers' Participation in Management at Central Coalfields ...Roneet Kumar
This document provides background information on Central Coalfields Limited (CCL), one of the subsidiaries of Coal India Limited. It discusses the formation of CCL in 1975 and its targets for coal production. It also describes CCL's administrative setup and organizational structure. The document highlights CCL's role in coal production in India and the history of nationalization of coal mines in the country.
The Student Priyanka Chouhan is a Final Year Student of Dezyne E' cole college doing her BBA.. This Project has been undertaken by the Student during her Summer Internship at H.M.T. The Topic of her Internship is Recruitment.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A project report on a study on employees job satisfaction @ enjayes spices an...Subodh G Krishna
This document discusses a study on employee job satisfaction at Enjayes Spices & Chemical Oils Ltd. It begins with introducing the importance of job satisfaction and defining key human resource terms. The objectives of the study are then outlined, which include understanding job satisfaction in relation to management, promotions, compensation, and other factors. The methodology of the study is also described, including using a descriptive research design, questionnaires for primary data collection, and statistical analysis tools like percentage calculations and chi-square analysis. The scope, limitations and duration of the study are provided in brief. Finally, relevant literature on definitions and models of job satisfaction are reviewed.
MBA Report on Recruitment and Selection procedure samra khan
The document provides details about the recruitment and selection process at Decoria Walls and Floor Solution. It includes definitions of recruitment and selection. The recruitment process involves identifying potential candidates through various sources like advertising, employee referrals, etc. The selection process has several steps - screening of applications, tests, interviews, medical examination and reference checks to evaluate candidates and select the most suitable one. The document also discusses objectives of recruitment, barriers to effective selection, and advantages and disadvantages of external recruitment sources.
“AN ANALYTICAL STUDY OF PERFORMANCE MANAGEMENT SYSTEM AS A TOOL FOR EFFECTIVE...Mehul Rathod
When it comes to performance, employee‟s performance, it plays pivotal role in organizational success.
Therefore, an organization has to make very specific efforts for improving employee‟s performance to optimally utilize knowledge and skills of their employees.
The proposed research study also would report on employee‟s feedback as well as expectations & experiences with regard to selected performance management system.
It also list out suggestions for an overall improvement for employee‟s effective performance.
The research study would make an attempt to find the impact of performance management system on effective employee‟s performance.
Recruitment and Selection Process in AircelJunaid Rafiqi
The recruitment and selection process at Aircel begins when a new vacancy arises. The function head raises a vacancy request which is reviewed by HR and approved. For recruitment, Aircel first considers internal candidates through inter-departmental transfers or intra-circle transfers. If no suitable candidate is found, external recruitment methods like campus hiring, job portals or consultants are used. Shortlisted candidates then go through screening tests, interviews and reference checks before final selection.
A Study on Performance Management of Mahindra and MahindraProjects Kart
The management thesis focuses on Human resource study on performance management with reference to Mahindra and Mahindra. In the management thesis the information on the performance management is collected. The information about this is collected by the Show room which is located in Bidar as well as by the internet also.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
This document summarizes a project submitted by LLLL MMMMM for the partial fulfillment of a Master's degree in Management Studies from the University of Mumbai. The project focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS at the College of Management in KKKKKK, India. It includes sections on the organization profile, introduction and objectives of the study, research methodology, data analysis, theoretical framework, findings, limitations, conclusions, suggestions, bibliography, and questionnaire.
Escorts Limited is an Indian engineering conglomerate that was founded in 1960 and is involved in businesses like agriculture machinery, construction equipment, and railway equipment. It is one of the largest tractor manufacturers in India and has two international subsidiaries. The company is committed to quality and has facilities for automotive press shop, hemming shop, die spotting press, and weld shop. It also has capabilities in CAD modelling. Escorts manufactures tractors under brands like Farmtrac, Powertrac, and Escort and has products like shock absorbers and railway couplers. The company is committed to quality, environmental performance, and customer satisfaction.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
MBA Project report at "Employee Satisfaction"Alok Singh
This document provides information about Zee Laboratories Ltd., an Indian pharmaceutical company. It discusses the company's history, facilities, product portfolio, marketing presence in India and abroad, objectives, and institutional customers. The company was established in 1994 and has since expanded to include multiple manufacturing units across India. It produces a wide range of pharmaceutical formulations and exports its products to over 25 countries. The company aims to be a leader in the pharmaceutical industry through excellence and global expansion.
The document is a project report submitted by Amal James to the Department of Management Studies at Don Bosco College in partial fulfillment of the requirements for a Bachelor of Business Administration degree. The project examines the effectiveness of performance appraisal systems with specific reference to Amphenol FCI in Kochi. It includes sections on the introduction, objectives, scope, limitations, literature review, research methodology, data analysis, findings and conclusions. The report was prepared under the guidance of the project guide Mr. Antony P P and the Head of the Department Mrs. Annie Liza V J.
This document is a project report on training and development at Sonia Forging. It includes details about the trainee such as name, course, and contact information. It discusses the objectives of studying training and development at the company. The methodology section explains that primary data was collected through questionnaires and observations, and secondary data was collected from sources like newspapers, magazines and the internet. The report provides background on the company's history, products, quality policies, and strengths. It aims to examine the effectiveness and impact of training on employees.
This document provides an overview of training and development. It discusses how training and development helps optimize human resource utilization, develop skills, and increase productivity. The importance of training and development is explained, noting how it leads to improved morale, quality, health and safety, and profitability. Training and development objectives are also reviewed, including individual, organizational, functional, and societal objectives. Key points covered include defining training, traditional versus modern approaches, and the importance of setting clear training objectives.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
This document is a project report submitted by Vidhu Arora for their Master's degree. It provides an overview of their summer training project conducted at Aerial Telecom Solutions focusing on employee engagement. The report includes an introduction to Aerial Telecom which provides various telecom services. It then describes the methodology used for the project which involved questionnaires and interviews. The remaining sections will analyze employee workplace involvement, engagement practices, work-life balance and retention based on the research conducted.
This document discusses the recruitment and selection process at Pragathi Consultancy Services (PCS) in India. It includes an analytical study of their recruitment and selection policies and procedures. The dissertation was submitted to Periyar University in partial fulfillment of an MBA degree. It contains chapters on the company profile, research methodology, data analysis, findings, suggestions, and conclusions regarding PCS's recruitment and selection process.
The document discusses recruitment and selection processes at b4S Solutions Pvt Ltd. It provides details on the company's recruitment policy, including eligibility criteria and the recruitment approval matrix. The sources of recruitment discussed are existing employee referrals, hiring consultants, job portals and advertisements. The objectives of the employee referral policy are outlined, along with the process and incentives provided. Recruitment quality norms are defined to ensure candidates meet requirements. Costs associated with recruitment are also reviewed, including direct costs and implications of poor hiring decisions.
This document provides a project report on the HR policies and their implementation at Deepak Nitrite Limited. It begins with an introduction to the topic and objectives of studying the company's HR policies. It then discusses the research methodology used involving data collection, sampling and hypotheses. The main body of the report analyzes the key HR policies at Deepak Nitrite Ltd and presents data analysis and interpretations. It concludes with suggestions and recommendations. The company is described as a leading manufacturer of organic, inorganic, fine and specialty chemicals with five manufacturing facilities in India and a focus on quality, innovation and customer satisfaction.
CMPDI provides total consultancy services to Coal India Limited and its seven subsidiaries. It was established in 1975 as a subsidiary of Coal India Limited. CMPDI has over 700 technical professionals and operates through its headquarters in Ranchi and seven regional institutes located across six states. Its mission is to provide total consultancy in coal and mineral exploration, mining, engineering and allied fields as a leading consultant in India and internationally.
Project Report on Workers' Participation in Management at Central Coalfields ...Roneet Kumar
This document provides background information on Central Coalfields Limited (CCL), one of the subsidiaries of Coal India Limited. It discusses the formation of CCL in 1975 and its targets for coal production. It also describes CCL's administrative setup and organizational structure. The document highlights CCL's role in coal production in India and the history of nationalization of coal mines in the country.
The document provides information about a project report submitted by Neeraj Tripathi on employer branding at Hindalco Industries Limited in Renukoot, India. It includes a certificate signed by the training coordinator, a declaration by Neeraj Tripathi, a table of contents, diagrams, graphs and statistical contents related to the project. The project report covers Hindalco's history, landmarks, businesses, environmental initiatives and employer branding analysis through employee questionnaires.
This document provides information about Bharath Mines and Minerals Group (BMM Group), an Indian exporter of iron ore located in Bellary, Karnataka. It discusses the founding of BMM Group in 1976 by Udaychand Singhi to supply iron ore to state agencies. Currently, BMM Group is headed by Managing Director Dinesh Kumar Singhi and has grown into a Rs. 2000 crore company focused on market orientation and technology. BMM Group mines iron ore and operates mini steel plants producing sponge iron, TMT bars, and electricity. It aims to set up a Greenfield steel plant as part of its continued growth and benefit-sharing with employees, partners, and associates.
This document provides details about an industrial visit by a student to Kalyani Maxion Wheel Ltd. It includes an introduction to the company, its profile, objectives of the visit, details of the journey, company history and achievements. Key points:
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Project report on recruitment and selection at cmpdi
1. PROJECT REPORT ON
RECRUITMENT AND SELECTION
AT CMPDI
GUIDED BY:
VINITA THOKCHOM SUBMITTED BY:
SUMAN RASTOGI HEEMA KUMARI
ROLL NO: CUJ/I/2012/IMBA/11
CENTRAL UNIVERSITY OF JHARKHAND
19th May2014 to 20th June 2014
2. DECLARATION
I hereby declare that this project report prepared in lieu of a compulsory paper for the partial
fulfillment of Integrated Master in business administration is my original work which I have
submitted in Central Mine Planning and Designing Institute to my guide Mrs. Vinita
Thokchom and Mrs. Suman Rastogi.
No part of it has been submitted to any other university or organization.
All the information and data in my project are authentic to the best of my knowledge and taken
from reliable sources.
HEEMA KUMARI
3. CERTIFICATE OF COMPLETION
This is to certify that the project called RECRUITMENT AND SELECTION: “A case study of
CMPDI” submitted by Heema Kumari for the partial fulfillment of the requirement of the
IMBA, embodies the bonafide work done by her in personal and administration department from
20 May to 19 June 2014.
I also declare that this project report is a result of her effort and no part of this research has been
published earlier or been submitted as a project by her for any degree or diploma for any institute
or university.
DATE: SIGNATURE OF MENTOR
4. ACKNOWLEDGEMENT
Project report is not the work of individual. It is more a combination of views, ideas,
suggestions, contribution and work involving many individuals.
I wish to express my deepest gratitude to Central Mine Planning and DesignInstitute’s
management for giving me an opportunity to be the part of their esteem organization and
enhance my knowledge by granting permission to do my training project under their guidance.
I m grateful to Mrs. Suman Rastogi my guide, for her invaluable guidance and cooperation
during the course of the project .She provided me with her assistance and support whenever
needed.
The project would not have been completed without the guidance of Mrs. Vinita Thokchom,
Assistant Manager (HR).
Last but not the least I would like to thanks all the internal employees and fellow trainee of
CMPDI for providing consistent encouragement.
The learning from this experience has been immense and would be cherished throughout the life.
HEEMA KUMARI
5. EXECUTIVE SUMMARY
Managing human resources in today’s dynamic environment is becoming more and more
complex as well as important. Recognition of people as valuable resources in the organization
has led to increase trends in the organization which led to increase trends in employee
maintenance, job security, etc. My research project deals with “Manpower Planning at CMPDI”.
In this report, I have studied and evaluated the manpower planning process and recruitment and
selection process as it is carried out in the company.
The first section of my report deals with a detailed company’s profile .it includes the company’s
history: its activities and operations, organizational structure, etc .this section attempts to give
detailed information about the company and the nature of its functioning.
The second section deals with manpower planning and recruitment and selection. In this section ,
a brief conceptual explanation to manpower planning and recruitment and selection is selection.
It contains the definition, process and significance of manpower planning along with a brief
explanation of recruitment and selection.
In the third section of my report, I have conducted a research study to evaluate the process of
manpower planning and recruitment and selection at CMPDI. This section also contains my
findings, conclusion and suggestions.
The fourth and final sections of this report deals consists of extra information that I related to the
main contents of the report. This annexure includes the questionnaire on the basis of which the
primary data was collected and research report was conducted.
6. TABLE OF CONTENT
Serial
No.
Topic
Page no
1. Coal India: a view inside 7
2 Central Mine Planning And Design
Institute: a view inside
12
3 Manpower planning 20
4 Recruitment and selection 29
5. Research Methodology 47
6. Analysis and Interpretation 49
7. Findings 56
8. Recommendations 57
9. Annexure 58
10. Conclusion 60
11. Bibliography 61
8. 1.1 INTRODUCTION TO COAL INDIA LIMITED
Coal India Limited (CIL) as an organized state owned coal mining corporate came into being in
November 1975 with the government taking over private coal mine .With the government
undertaking over private coal mines. Head office of Coal India is located at Kolkata . With the
modest production of 79 million tons at the year of its inspection CIL today is the single largest
producer in the world . operating through 81 mining areas CIL is an apex body with 7 wholly
owned coal producing subsidiaries and 1 mine planning and consultancy company spread over 8
provincial states of India .CIL also fully owns a mining company in Mozambique christened as
‘coal India Africana limited’. CIL also manages 200 other establishment like workshop, hospitals
etc. Further it also owns 26 technical and management training institutes and 102 Vocational
Training Institute Centre .Indian Institute of Coal Management (IICM) as a state-of-the-art
Management Training ‘Centre of Excellence’ –the largest corporate Training Institute in India –
operates under CIL and conducts multi disciplinary management development programs.
CIL having fulfilled the financial and other prerequisites was granted the Maharatna recognition
in April 2011 .it is privileged status conferred by government of India to select state owned
enterprises in order to empower them to expand their operation and emerge as global giants. So
far ,the select club has only five members out of 217 Central Public Sector Enterprises in the
country .
SUBSIDIARIES COMPANIES
Central Coalfields Limited(CCL), Ranchi, Jharkhand(1975)
Bharat Coking Coal Limited(BCCL), Dhanbad, Jharkhand(1975)
Eastern Coalfields Limited(ECL),Sanatoria, West Bengal (1975)
South Eastern Coalfields Limited(SECL), Bilaspur , Chhattisgarh
Western Coalfields Limited(WCL), Nagpur, Maharashtra(1975)
Mahanadi Coalfields Limited(MCL), Sambalpur ,Orissa(1992)
Northern Coalfields Limited(NCL), Singrauli, Madhya Pradesh
Coal India Africana Limitda, Mozambique
9. The consultancy company is Central Mine Planning and Design Institude Limited
(CMPDIL), Ranchi , Jharkhand
FUNCTIONS OF CIL
Pricing and distribution of coal
Coal supply agreement
Negotiation of wages
Mobilization of resources
Accounting policies
11. SWOT ANALYSIS
Strength:
World’s largest producer of mica; third largest producer of coal and lignite and barites;
ranks among the top producers of iron ore, bauxite, manganese ore and aluminum.
Labors easily available
Large quantity of high quality reserves
Weakness:
Coal mining in India is associated with poor employee productivity
The output per annum in India varies from 150 to 2,650 tons compared to an average of
around 12,000 tons in the U.S And Australia.
Historically, opencast mining has been favored over underground mining. This has led to
land degradation, environmental pollution and reduced quality of coal as it tends to get
mixed with other matter.
Opportunities:
Potential areas for exploration ventures include gold, diamond, copper, lead, zinc, nickel,
cobalt, lithium, tin, tungsten, silver, platinum group of metals and other rare metals,
chromites and manganese ore and fertilizer mineral.
Threat:
Large integrated international metal manufacturer including POSCO, Mittal Steel and
Alcan have announced plans for expansion in India.
Mining companies and equipment supplies are under the constant threat of being taken
over by foreign companies.
13. 2.1 INTRODUCTION
CMPDI, An ISO-9001 Company, holds the pre-eminent position as India’s largest consultancy
organization and the market leader in an expanding earth resource sector. It was established in
the year 1975 as a subsidiary of Coal India Limited for rendering total consultancy services to
Coal India Limited and its seven subsidiaries.
To keep pace with the growth and the latest technological developments in the mineral and
mining industries, there is a need for consultant who can facilitate selection of appropriate
strategy-options to operate in today’s competitive environment.
CMPDI stands as a symbol of a specialist consultant for all those who are in the mineral and
mining sector. With three decades of experience and expertise in mineral exploration , mine
planning and design, infrastructure engineering, engineering ,environment, mineral beneficiation
and management services-CMPDI truly a unique ,multi-disciplinary and dynamic consulting
organization in this century .
CMPDI has more than 700 multidisciplinary technical professionals who combine innovation
and initiative to deliver fast and effective solutions in planning , implementation and
management of projects . it is equipped with modern laboratory facilities for undertaking various
analytical works to supplement its services .
It operates through its head quarters at Ranchi, the capital city of Jharkhand ,and seven Regional
Institutes located spread over six states that is:
o RI 1 located at Asansol
o RI 2 located at Dhanbad
o RI 3 located at Ranchi
o RI 4 located at Nagpur
o RI 5 located at Bilaspur
o RI 6 located at Singrauli
o RI 7 located at Bhubaneswar
14. INFORMATION OF CMPDI
Central Mine Planning & Design Institute Limited (CMPDI) is a Government of India enterprise
having its corporate headquarters at Ranchi in India’
It is a fully onward subsidiary of Coal India Limited (CIL) and a Schedule-B company.
It is a Mini Ratna (Category-II) company since May 2009 and ISO 9001 certified since March
1998. It is also on way for ISO 27001 certification for its information management.
In 1972, CMPDI was originally conceived and proposed by a join study group with polish
experts as a comprehensive planning se up under one roof for entire Indian Mining industry,
which was then operating on a rudimentary planning system. This was also the time when Indian
coal industry was being nationalized to enable it to support the high growth of energy sector
required for speedy industrial growth of the country in the coming years.
In December 1973, the Government of India approved the proposal of CMPDI’s formation
restricting its field of activities initially to the then nationalized coal industry , since the need for
scientific planning for the coal mining sector has become paramount.
In January 1974, CMPDI started functioning as a division of the then recently constituted Coal
Mines Authority Ltd. (CMAL), and the planning wingh of erstwhile National Coal Development
Corporation (NCDC) forming its nucleus.
On 1st November 1975, CMAL was merged to form Coal India Ltd., and CMPDI attained the
status of a public limited company under CIL with declared scope of its business under its
Memorandum of Association broadly in line with its original proposal.
MISSION VISION OF CMPDI
Mission
The Mission of CMPDIL is to provide total consultancy in coal and mineral exploration, mining,
engineering and allied fields as the premier consultants in India and a leading one in the
international arena.
Vision
15. The vision of CMPDI is to be the market leader in an expanding earth resource sector and allied
professionals activities.
OBJECTIVES:
Major objective of CMPDI are as follows:
1. To provide consultancy services in coal and mineral exploration including geological,
geophysical, hydrological and environmental data generation.
2. To improve quality of exploration for providing higher level of confidence of geological
assessment for optimum mine planning.
3. To optimize generation of exploration of internal resources by improving productivity,
preventing wastage and mobilizing adequate external resources to meet investment need.
4. Project planning and designing for coal mines, Coal beneficiation and utilization plants,
etc.
5. To promote, coordinate and ensure effectiveness of research activities in coal sector
under S&T and R&D Schemes.
6. To assimilate and disseminate technological information through information networks.
7. To undertake formulation of environmental management plan(EIA), Environmental
Impact Assessment(EIA) and Mine Closure Plans for coal mining and related projects.
8. Extending remote sensing services for land reclamation monitoring environmental data
generation, vegetation copper mapping, coal mine fire mapping, large scale topographical
mapping of coal fields, infrastructural planning including selection of TPS and washery
locations, etc.
9. To provide field and laboratory services to subsidiary coal producing companies of CIL.
10. To provide consultancy services to subsidiary coal producing companies of CIL.
11. To provide consultancy services to outside organization other than CIL and its
subsidiaries.
16. FUNCTIONS:
CMPDI functions through its headquarters at Ranchi and its regional institution
numbered 1 to 7 located at Asansol, Dhanbad, Ranchi, Nagpur, Bilaspur, Singrauli, and
Bhubaneswar respectively along with various field units and exploration camps.
The services of CMPDI fall under the following two broad heads.
A. CMPDI’s Business Function, that is the consultancy and support for mineral
exploration, mining, infrastructural engineering, environmental management, and
management systems, especially to the mineral, mining and allied sectors, both
within and outside coal industry and country.
B. CMPDI’s corporate responsibilities, are as follows.
Assisting ministry of coal (MoC) and planning commission for strategic
decisions retailing to coal-sector at the national level, through maintain
inventories of coal deposits, coal mining potentials and operations.
Functioning as a nodal agency on behalf of government of India, e.g., for
schemes funded by MoC viz S&T projects, exploration work in non-CIL
blocks, Environmental Measures and Subsidence Control(EMSC) projects,
and CBM clearing house and for projects funded by CIL R&D Board.
Liaison between MoC, CIL, and sister coal producing companies on
technical and operational matters.
Working as in house planner and guide for coal-producing companies
under CIL as their integral part.
So, the services of CMPDI are for any of the following purposes.
Services to pursue company’s business activities.
Service s to pursue research & development needs of the industry, either
independently or in association with some external agencybody.
Services technically similar to the above, but undertaken as it corporate
obligations.
17. BRIEF FUNCTION OF CMPDI
A Brief description of all the function of CMPDI is given below:
a) Geological Exploration and Support System- This core function of CMPDI
Since its inception offers the following services for mineral deposits:
Planning and execution of exploration;
Resources evaluation and documentation for investment and exploitation decisions; and
Related field tests and laboratory support
b) Planning, Design and Support Services- Being another core function of CMPDI since
inception, this offers the following services for construction and operation of mining,
beneficiation, utilization, and other infrastructure and engineering projects.
Formulation and evaluation of conceptual /pre-feasibility/feasibility studies, project
report, and the basic and detailed engineering design;
Engineering and other related consultancy and support: and
Related field test and laboratory support.
c) Environmental Management services – under offer since 1992 ,these covers all round
support to mining industry for environmental management during their planning and
operations including Mine Closure Planning,laboratory and test support. Land use
monitoring of all major opencast mines in Coal India Ltd. Are being carried out by
satellite surveillance on yearly basis.
d) Management System Services – Under offer since 1997 , these cover complete range of
consultancy and support for creation, implementation, and certification of various
standardized management systems, e.g. ISO 14001 Environmental Management
System,OHSAS18001 occupational health and safety management, and SA 8000 social
accountability management.
e) Human Resource Development- Under offer since 1976, these cover technical,
managerial, and management-systems related training to the market clientele, particularly
in mineral and mining sector.
f) Specialized Services – Expert consultancy services are also offered in the field of
Geometries including Remote sensing, Ventilation & Gas survey in mines, Controlled
18. Blasting, Performance evaluation of new explosives, Mining, Electronics, Mine capacity
Assessment, Mine support Design ,Rock Mass Rating (RMR), Non-destructive testing,
Management System Consultancy, Measurement of Coal and OBR, etc.
19. FUNCTIONS:
CMPDI functions through its headquarters at Ranchi and its regional institution
numbered 1 to 7 located at Asansol, Dhanbad, Ranchi, Nagpur, Bilaspur, Singrauli, and
Bhubaneswar respectively along with various field units and exploration camps.
The services of CMPDI fall under the following two broad heads.
C. CMPDI’s Business Function, that is the consultancy and support for mineral
exploration, mining, infrastructural engineering, environmental management, and
management systems, especially to the mineral, mining and allied sectors, both
within and outside coal industry and country.
D. CMPDI’s corporate responsibilities are as follows.
Assisting ministry of coal (MoC) and planning commission for strategic
decisions retailing to coal-sector at the national level, through maintain
inventories of coal deposits, coal mining potentials and operations.
Functioning as a nodal agency on behalf of government of India, e.g., for
schemes funded by MoC viz S&T projects, exploration work in non-CIL
blocks, Environmental Measures and Subsidence Control(EMSC) projects,
and CBM clearing house and for projects funded by CIL R&D Board.
Liaison between MoC, CIL, and sister coal producing companies on
technical and operational matters.
Working as in house planner and guide for coal-producing companies
under CIL as their integral part.
So, the services of CMPDI are for any of the following purposes.
Services to pursue company’s business activities.
Service s to pursue research & development needs of the industry, either
independently or in association with some external agencybody.
Services technically similar to the above, but undertaken as it corporate
obligation.