A STUDY ON RECRUITMENT AND SELECTION PROCESS ...Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Selection

International Journal of Research in Engineering, IT and Social Science, ISSN 2250-0588, Impact Factor:

6.565, Volume 09, Special Issue 4, May 2019, Page 462-483

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A STUDY ON RECRUITMENT AND SELECTION PROCESS IN

SEMBCORP ENERGY INDIA LIMITED

By- 1) T. Shilpa Shinde

Batch: 2017-19 MBA IV Sem

Roll No:17711E00F4

Narayana Engineering College, Nellore, A.P., India.

2) Mr. K. Sreenivasulu Reddy, Asst Professor

Department of MBA

Narayana Engineering College, Nellore, A.P., India

3) DrK.Nageswara Rao. Professor

Narayana Engineering College, Nellore, A.P., India

ABSTRACT:

Recruitment is the process of searching for prospective employees and stimulating

them to apply for jobs in the organization. Selection may be defined as the process by

which the organization chooses from among the applicants, those people whom they

feel would best meet the job requirement, considering current environmental condition.

In today's rapidly changing business environment, organizations have to respond

quickly to requirements for people. Hence, it is important to have a well-defined

recruitment policy in place, which can be executed effectively to get the best fits for the

vacant positions. Selecting the wrong candidate or rejecting the right candidate could

turn out to be costly mistakes for the organization.

The main objective is to identify general practices that organizations use to recruit and

select employees and, to determine how the recruitment and selection practices affect

organizational outcomes at Sembcorp Energy India Limited, Nellore. Data analysis has

been done with statistical tools like tables, graphs.

INTRODUCTION:

HUMAN RESOURCE:




Human resources are the people who make up the workforce of an organization, business sector,

or economy. "Human capital" is sometimes used synonymously with "human resources",

although human capital typically refers to a narrower effect (i.e., the knowledge the individuals

embody and economic growth). A human-resources department (HR department) of an

organization performs human resource management, overseeing various aspects of employment,

such as compliance with labor law and employment standards, administration of employee

benefits, and some aspects of recruitment.

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.Recruitment is a process of identifying, screening, short

listing and hiring potential resource for filling up the vacant positions in an organization. It is a

core function of Human Resource Management.The hiring of the candidates can be done

internally i.e., within the organization, or from external sources. And the process should be

performed within a time constraint and it should be cost effective.

SELECTION:

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.

A good selection process will ensure that the organization gets the right set of employees with

the right attitude.

INDUSTRY PROFILE:

A power station also referred to as a power plantis an industrial facility for

the generation of electric power. Most power stations contain one or more generators, a rotating

machine that converts mechanical power into electrical power. The relative motion between

https://en.wikipedia.org/wiki/Workforcehttps://en.wikipedia.org/wiki/Organizationhttps://en.wikipedia.org/wiki/Business_sectorhttps://en.wikipedia.org/wiki/Economyhttps://en.wikipedia.org/wiki/Human_capitalhttps://en.wikipedia.org/wiki/Economic_growthhttps://en.wikipedia.org/wiki/Human_resource_managementhttps://en.wikipedia.org/wiki/Employmenthttps://en.wikipedia.org/wiki/Labor_lawhttps://en.wikipedia.org/wiki/Employee_benefithttps://en.wikipedia.org/wiki/Employee_benefithttps://en.wikipedia.org/wiki/Employee_benefithttps://en.wikipedia.org/wiki/Recruitmenthttps://en.wikipedia.org/wiki/Electricity_generationhttps://en.wikipedia.org/wiki/Electric_powerhttps://en.wikipedia.org/wiki/Electric_generatorhttps://en.wikipedia.org/wiki/Mechanical_powerhttps://en.wikipedia.org/wiki/Electrical_powerhttps://en.wikipedia.org/wiki/Relative_motion




a magnetic field & a conductor creates an electrical current. The energy source harnessed to turn

the generator varies widely. Most power stations in the world burn fossil fuels such as coal, oil,

and natural gas to generate electricity. Others use nuclear power, but there is an increasing use of

cleaner renewable sources such as solar, wind, wave and hydroelectric.

A thermal power station is a power station in which heat energy is converted to electric power. In

most of the places in the world the turbine is steam-driven. Water is heated, turns into steam and

spins a steam turbine which drives an electrical generator. After it passes through the turbine, the

steam is condensed in a condenser and recycled to where it was heated; this is known as

a Rankine cycle. The greatest variation in the design of thermal power stations is due to the

different heat sources; fossil fuel dominates here, although nuclear heat energy and solar heat

energy are also used. Some prefer to use the term energy center because such facilities convert

forms of heat energy into electrical energy. Certain thermal power stations are also designed to

produce heat energy for industrial purposes, or district heating, or desalination of water, in

addition to generating electrical power.

Thermal power is the "largest" source of power in India. There are different types of thermal

power plants based on the fuel used to generate the steam such as coal, gas, and Diesel, natural

gas. About 71% of electricity consumed in India is generated by thermal power plants.

Coal-based: More than 62% of India's electricity demand is met through the country's

vast coal reserves. Public sector undertaking National Thermal Power

Corporation(NTPC) and several other state level power generating companies are

engaged in operating coal-based thermal power plants.

Gas-based: The total installed capacity of Natural gas based power plants in India is

nearly 24,508.63 MW.

Diesel-based: The total installed capacity of major grid connected diesel-based power

plants in India is 993.53 MW. The installed capacity of captive power DG sets is

estimated to be nearly 90,000 MW.

COMPANY PROFILE:

https://en.wikipedia.org/wiki/Magnetic_fieldhttps://en.wikipedia.org/wiki/Electrical_conductorhttps://en.wikipedia.org/wiki/Electrical_currenthttps://en.wikipedia.org/wiki/Fossil_fuelhttps://en.wikipedia.org/wiki/Coalhttps://en.wikipedia.org/wiki/Petroleumhttps://en.wikipedia.org/wiki/Natural_gashttps://en.wikipedia.org/wiki/Nuclear_powerhttps://en.wikipedia.org/wiki/Renewable_energyhttps://en.wikipedia.org/wiki/Solar_powerhttps://en.wikipedia.org/wiki/Wind_powerhttps://en.wikipedia.org/wiki/Wave_powerhttps://en.wikipedia.org/wiki/Hydroelectricityhttps://en.wikipedia.org/wiki/Power_stationhttps://en.wikipedia.org/wiki/Heat_energyhttps://en.wikipedia.org/wiki/Electric_powerhttps://en.wikipedia.org/wiki/Turbinehttps://en.wikipedia.org/wiki/Steamhttps://en.wikipedia.org/wiki/Steam_turbinehttps://en.wikipedia.org/wiki/Electrical_generatorhttps://en.wikipedia.org/wiki/Condensationhttps://en.wikipedia.org/wiki/Surface_condenserhttps://en.wikipedia.org/wiki/Rankine_cyclehttps://en.wikipedia.org/wiki/Fossil_fuelhttps://en.wikipedia.org/wiki/Heathttps://en.wikipedia.org/wiki/Energyhttps://en.wikipedia.org/wiki/District_heatinghttps://en.wikipedia.org/wiki/Desalinationhttps://en.wikipedia.org/wiki/Thermal_powerhttps://en.wikipedia.org/wiki/Thermal_power_stationhttps://en.wikipedia.org/wiki/Thermal_power_stationhttps://en.wikipedia.org/wiki/Thermal_power_stationhttps://en.wikipedia.org/wiki/Fuelhttps://en.wikipedia.org/wiki/Coalhttps://en.wikipedia.org/wiki/Gashttps://en.wikipedia.org/wiki/Diesel_fuelhttps://en.wikipedia.org/wiki/Natural_gashttps://en.wikipedia.org/wiki/Natural_gashttps://en.wikipedia.org/wiki/Natural_gashttps://en.wikipedia.org/wiki/Coal_mining_in_Indiahttps://en.wikipedia.org/wiki/National_Thermal_Power_Corporationhttps://en.wikipedia.org/wiki/National_Thermal_Power_Corporationhttps://en.wikipedia.org/wiki/National_Thermal_Power_Corporationhttps://en.wikipedia.org/wiki/Natural_gashttps://en.wikipedia.org/wiki/Diesel_fuel




Sembcorp Industries is a leading utilities, marine and urban development group, operating across

multiple markets worldwide.In India, Sembcorp has a balanced portfolio of thermal and

renewable assets with over 3,500 megawatts of power capacity in operation and under

development in seven states. The 2,640-megawatt Sembcorp Gayatri Power Complex in Andhra

Pradesh houses two identical supercritical thermal power plants: Thermal Powertech Corporation

India (TPCIL), and Sembcorp Gayatri Power Limited (SGPL) Formerly NCC Power Projects

(NCCPP). Sembcorp‟s renewable energy portfolio in India, operated through Sembcorp Green

Infra, consists of over 900 megawatts of wind and solar power assets in six states across the

southern, western and central regions of India.

TPCIL (Thermal Powertech Corporation India Ltd.) the joint venture company between

Gayatri Energy Ventures Limited (a wholly owned subsidiary of Gayatri Projects) and Singapore

based SembCorp Utilities (a wholly owned subsidiary of SembCorp Industries) announced that

it has successfully commenced full commercial operations.

Both Units are operating around 90%-100% PLF levels since stabilizing in Sep 2015. Supplying

500 MW of power to the Andhra Pradesh and Telangana Power Distribution Companies under a

long term PPA and further power under short term arrangements. Power being generated from

660MW Phase II is also largely sold out to existing customers and longer term arrangements are

in the process of being firmed up. TPCIL has also secured a fuel supply agreements with

Mahanadi Coal Fields and Indonesia-based PT Bayan Resources for the supply of coal to its

power plant. Further, the 1320 MW coal – fired power plant located in Krishnapatnam is more

efficient and environmentally friendly compared to conventional coal-fired power plants as it

uses supercritical technology.

RESEARCH METHODOLOGY

NEED OF THE STUDY:

Effectiveness of Recruitment and Selection system plays a vital role in attracting people

with multi- dimensional skills and experiences that suit the present and future

organization strategies.

An organization realizes the advantage of choosing a prospective employee.




It helps to write an appropriate job description and ensures transparency in the hiring

process.

Create a talent pool of candidates to enable the selection of best candidate for the

organization.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help to increase the success rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants.

SCOPE OF THE STUDY:

The scope of the study is identified after and during the study is conducted. The main scope of

the study was to put into practical the theoretical aspect of the study into real life work

experience.

The study focuses on taking measures in the recruitment and selection policy of the

organization in Sembcorp Energy India Limited.

The study has been confined to the employees of different departments in Sembcorp

Energy India Limited.

The study mainly focuses on the sources and the procedures of recruitment and Selection

in Sembcorp Energy India Limited.

The study focuses on comparing the recruitment and selection policy with general policy

in Sembcorp Energy India Limited.

To get the feedback from the employees.

OBJECTIVES OF THE STUDY:

Every task is undertaken with an objective. Without any objective a task is rendered

meaningless. The main objectives for undertaking this project are, in basic is to study how

employees are selected for a particular job post. Today organizations are coming up with the new

techniques of hiring people. Hence to study how the actual process is carried in the organization.

1. To identify various sources of recruitment at Sembcorp Energy India Limited (SEIL).

2. To understand the Recruitment Process in Sembcorp Energy India Limited.




3. To evaluate the present selection procedure at Sembcorp Energy India Limited.

4. To know the latest recruitment strategies framed by the company based on the employee

requirements.

5. To study satisfaction levels of employees in recruitment and selection procedure.

6. To identify areas where there can be scope for improvement & give suitable

recommendation to streamline the hiring process.

RESEARCH METHODOLOGY:

The research is based on the various systematic methods of data collection analysis.

Data Collection Procedure: - The data relevant to problem identification is in two forms:

1. Primary Data 2. Secondary Data

a) Primary: - Primary Data collected from various departments employees through well-

guided questionnaire, personal observation and interview method.

Secondary: - Secondary Data was collected from Company websites, Reference books,

data about company profile, journals relevance to the study and employees of the

company.

Type of Research:The type of research is a descriptive research. Therefore for the

research approach, survey method was used. The required data is gathered through

personal interviews and questionnaires from the respondents.

Research Instrument: -

a) Structured Questionnaire:The interview guide was used especially to make

the study complete and objective. The information gathered in the personal

interview methods, are questions that are answered in objective type. The

questionnaire was used to collect the bulk of data.

b) Bar Charts:Bar charts are the diagrammatic representation of the data.

Population:- There are 300 employees in Sembcorp Energy India Limited, Nellore.

Sample Size: - Out of 300 employees I will take 90 members as sample size for the

project, which will be taken from various departments in Sembcorp Gayatri Power

Complex, Nellore.

Sample Area: - The sample area chosen is Sembcorp Gayatri Power Complex, Nellore.




Sampling technique: Stratified Random Sampling Technique is the technique to select the

sample size.

Sample method: - Percentage Method.

Percentage analysis is used to find the percentage value of the entire different question

used in finding comparison between two or more series of data.

Percentage Analysis = 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑟𝑒𝑠𝑝𝑜𝑛𝑑𝑒𝑛𝑡𝑠

𝑡𝑜𝑡𝑎𝑙 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 𝑟𝑒𝑠𝑝𝑜𝑛𝑑𝑒𝑛𝑡𝑠∗ 100

LIMITATIONS OF THE STUDY:

There are certain limitations of the concept of recruitment:

As the period of study is limited for 30 days the data collected is very limited.

Due to time constraints, data is collected from limited number of employees of the

company.

As the data is collected in the working hours of employees, they may not dedicate

much time to fill up the questionnaire which results in not so authentic data or

information.

Unable to obtain proper feedback because of the limited time period and busy

schedule of the employees.

My findings and suggestions are limited as on the data collected from the company

only.

The employees may not reveal the secrets of the company.

My research study is limited to the Sembcorp Energy India Limited, Nellore.

REVIEW OF LITERATURE:

According to Dale Yoder: “HRM is the provision of leadership and direction of people in their

working or employment relationship.”

Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective employees

and stimulating them to apply for jobs in the Organization."




According to Yoder, “Selection process is of one or many „go, no-go gauges. Candidates are

screened by the application of these tools. Qualified applicants go on the next hurdle, which the

unqualified are eliminated.

THEORETICAL FRAMEWORK:

RECRUITMENT

Factors Affecting Recruitment:

Recruitment is an important function of the Human Resource Management in an organization,

and it is governed by a mixture of various factors. Proactive HR Professionals should understand

these factors influencing the recruitment and take necessary actions for the betterment of the

organization. When the market condition changes, the organization also needs to monitor these

changes and discover how it affects the resources and analyze these functions for making

recruitment an effective process. We have Internal Factors as well as External Factors that

influence the recruitment process.

INTERNAL FACTORS

Organizations have control over the internal factors that affect their recruitment functions. The

internal factors are:

Size of Organization: To expand the business, recruitment planning is mandatory for

hiring more resources, which will be handling the future operations.

Recruiting Policy: Recruitment policy of an organization, i.e., hiring from internal or

external sources of organization is also a factor, which affects the recruitment process. It

specifies the objectives of the recruitment

Image of Organization: Organizations having a good positive image in the market can

easily attract competent resources.

Image of Job: Jobs having a positive image in terms of better remuneration, promotions,

recognition, good work environment with career development opportunities are

considered to be the characteristics to attract qualified candidates.




EXTERNAL FACTORS

External factors are those that cannot be controlled by an organization. The external factors that

affect the recruitment process include the following:

Demographic factors – Demographic factors are related to the attributes of potential

employees such as their age, religion, literacy level, gender, occupation, economic status,

etc.

Labor market – Labor market controls the demand and supply of labor. For example, if

the supply of people having a specific skill is less than the demand, then the hiring will

need more efforts. On the other hand, if the demand is less than the supply, the hiring will

be relative easier.

Unemployment rate – If the unemployment rate is high in a specific area, hiring of

resources will be simple and easier, as the number of applicants is very high. In contrast,

if the unemployment rate is low, then recruiting tends to be very difficult due to less

number of resources.

Labor laws – Labor laws reflect the social and political environment of a market, which

are created by the central and state governments. These laws dictate the compensation,

working environment, safety and health regulations, etc., for different types of

employments. As the government changes, the laws too change.

Legal considerations – Job reservations for different castes such as STs, SCs, OBCs are

best examples of legal considerations. These considerations, passed by government, will

have a positive or negative impact on the recruitment policies of the organizations.

Competitors – When organizations in the same industry are competing for the best

qualified resources, there is a need to analyze the competition and offer the resources

packages that are best in terms of industry standards.

RECRUITMENT PROCESS:

Recruitment is a process of finding and attracting the potential resources for filling up the vacant

positions in an organization. It sources the candidates with the abilities and attitude, which are

required for achieving the objectives of an organization. Recruitment process is a process of

identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening,




short listing and selecting the right candidate. To increase the efficiency of hiring, it is

recommended that the HR team of an organization follows the five best practices as shown in the

following image:

FIG 1: RECRUITMENT PROCESS

These five practices ensure successful recruitment without any interruptions. In addition, these

practices also ensure consistency and compliance in the recruitment process. Recruitment

process is the first step in creating a powerful resource base. The process undergoes a systematic

procedure starting from sourcing the resources to arranging and conducting interviews and

finally selecting the right candidates.

1. Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the vacant positions are

analyzed and described. It includes job specifications and its nature, experience, qualifications

and skills required for the job, etc. A structured recruitment plan is mandatory to attract potential

candidates from a pool of candidates. The potential candidates should be qualified, experienced

with a capability to take the responsibilities required to achieve the objectives of the

organization.

i. Identifying Vacancy: The first and foremost process of recruitment plan is identifying

the vacancy. This process begins with receiving the requisition for recruitments from




different department of the organization to the HR Department, which contains: Number

of posts to be filled, Duties and responsibilities to be performed, Qualification and

experience required.

ii. Job Analysis- Job analysis is a process of identifying, analyzing, and determining the

duties, responsibilities, skills, abilities, and work environment of a specific job. These

factors help in identifying what a job demands and what an employee must possess in

performing a job productively. The immediate products of job analysis are job

descriptions and job specifications.

Job Description: Job description provides information about the scope of job roles,

responsibilities and the positioning of the job in the organization. And this data gives the

employer and the organization a clear idea of what an employee must do to meet the

requirement of his job responsibilities.

Job Specification- Job specification focuses on the specifications of the candidate, whom

the HR team is going to hire. The first step in job specification is preparing the list of all

jobs in the organization and its locations. The second step is to generate the information

of each job.

iii. Job Evaluation- Job evaluation is a comparative process of analyzing, assessing, and

determining the relative value/worth of a job in relation to the other jobs in an

organization. The main objective of job evaluation is to analyze and determine which job

commands how much pay. Job evaluation forms the basis for salary and wage

negotiations.

2. Recruitment Strategy

Recruitment strategy is the second step of the recruitment process. After completing the

preparation of job descriptions and job specifications, the next step is to decide which

strategy to adopt for recruiting the potential candidates for the organization. The HR team

considers the following points: Make or buy employees, Types of recruitment,

Geographical area, Recruitment sources.

The development of a recruitment strategy is a long process, but having a right strategy is

mandatory to attract the right candidates. The steps involved in developing a recruitment

strategy include:

- Setting up a board team




- Analyzing HR strategy

- Collection of available data

- Analyzing the collected data

- Setting the recruitment strategy

3. Searching the Right Candidates

Searching is the process where the resources are sourced depending upon the requirement

of the job. This process consists of two steps:

- Source activation: Once the line manager verifies and permits the existence of

the vacancy, the search for candidates‟ starts.

- Selling: The organization selects the media through which the communication of

vacancies reaches the prospective candidates. Searching involves attracting the

job seekers to the vacancies. The sources are broadly divided into two categories:

Internal Sources and External Sources.

4. Screening/Short listing

Screening is the process of filtering the applications of the candidates for further selection

process. Screening is an integral part of recruitment process that helps in removing

unqualified or irrelevant candidates, which were received through sourcing. The

screening process of recruitment consists of three steps:

i. Reviewing of Resumes and Cover Letters: In this process, the resumes of the candidates

are reviewed and checked for the candidates‟ education, work experience, and overall

background matching the requirement of the job.

ii. Conducting Telephonic or Video Interview: In this process, after the resumes are

screened, the candidates are contacted through phone or video by the hiring manager.

iii. Identifying the top candidates: In this process, the cream/top layer of resumes are

shortlisted, which makes it easy for the hiring manager to take a decision.

5. Evaluation and Control

Evaluation and control is the last stage in the process of recruitment. In this process, the

effectiveness and the validity of the process and methods are assessed. Recruitment is a

costly process; hence it is important that the performance of the recruitment process is

thoroughly evaluated. The costs incurred in the recruitment process are to be evaluated

and controlled effectively.




TYPES OF RECRUITMENT:

For any organization, recruitment is a crucial part of developing and maintaining an effective and

efficient team. A good recruitment strategy will cut down the wastage of time and money, which

would have incurred for extensive training and development of unqualified resources.

Recruitment is broadly classified into two different categories − Internal Sources and External

Sources.

1. Internal Sources of Recruitment: Internal sources of recruitment refer to hiring

employees within the organization internally. At the time recruitment of employees, the

initial consideration should be given to those employees who are currently working

within the organization. Internal sources of recruitment are the best and the easiest way of

selecting resources as performance of their work is already known to the organization.

They are:

Promotions:Promotion refers to upgrading the cadre of the employees by evaluating

their performance in the organization. It is the process of shifting an employee from a

lower position to a higher position with more responsibilities, remuneration, facilities,

and status. Many organizations fill the higher vacant positions with the process of

promotions, internally.

Transfers: Transfer refers to the process of interchanging from one job to another

without any change in the rank and responsibilities. It can also be the shifting of

employees from one department to another department or one location to another

location, depending upon the requirement of the position.

Recruiting Former Employees: Recruiting former employees is a process of internal

sources of recruitment; wherein the ex-employees are called back depending upon the

requirement of the position. This process is costeffective and saves plenty of time. The

other major benefit of recruiting former employees is that they are very well versed with

the roles and responsibilities of the job and the organization needs to spend less on their

training and development.

Internal Advertisements (Job Posting): Internal Advertisements is a process of

posting/advertising jobs within the organization. This job posting is an open invitation to




all the employees inside the organization, where they can apply for the vacant positions.

It provides equal opportunities to all the employees working in the organization.

Employee Referrals: Employee referral is an effective way of sourcing the right

candidates at a low cost. It is the process of hiring new resources through the references

of employees, who are currently working with the organization. In this process, the

present employees can refer their friends and relatives for filling up the vacant positions.

Organizations encourage employee referrals, because it is cost effective and saves time as

compared to hiring candidates from external sources. Most organizations, in order to

motivate their employees, go ahead and reward them with a referral bonus for a

successful hire.

Previous Applicants: Here, the hiring team checks the profiles of previous applicants

from the organizational recruitment database. These applicants are those who have

applied for jobs in the past. These resources can be easily approached and the response

will be positive in most of the cases. It is also an inexpensive way of filling up the vacant

positions.

2. External Sources of Recruitment

External sources of recruitment refer to hiring employees outside the organization

externally.External employees bring innovativeness and fresh thoughts to the

organization. Although hiring through external sources is a bit expensive and tough, it

has tremendous potential of driving the organization forward in achieving its goals. They

are:

Direct Recruitment: Here the recruitment of qualified candidates is done by placing a

notice of vacancy on the notice board in the organization. This method of sourcing is also

called as factory gate recruitment, as the blue-collar and technical workers are hired

through this process.

Employment Agencies: Employment agencies are a good external source of recruitment.

Employment agencies are run by various sectors like private, public, or government. It

provides unskilled, semi-skilled and skilled resources as per the requirements of the




organization. These agencies hold a database of qualified candidates and organizations

can use their services at a cost.

Professional Associations: Professional associations can help an organization in hiring

professional, technical, and managerial personnel; however they specialize in sourcing

mid-level and top-level resources. There are many professional associations that act as a

bridge between the organizations and the job-seekers.

Campus Recruitment: Campus recruitment is an external source of recruitment, where

the educational institutions such as colleges and universities offer opportunities for hiring

students. In this process, the organizations visit technical, management, and professional

institutions for recruiting students directly for the new positions.

Word of Mouth: Advertising Word of mouth is an intangible way of sourcing the

candidates for filling up the vacant positions. There are many reputed organizations with

good image in the market. Such organizations only need a word-of-mouth advertising

regarding a job vacancy to attract a large number of candidates.

SELECTION

Finding the interested candidates who have submitted their profiles for a particular job is the

process of recruitment, and choosing the best and most suitable candidates among them is the

process of selection. It results in elimination of unsuitable candidates. It follows scientific

techniques for the appropriate choice of a person for the job.

The recruitment process has a wide coverage as it collects the applications of interested

candidates, whereas the selection process narrows down the scope and becomes specific when it

selects the suitable candidates. Stone defines, „Selection is the process of differentiating between

applicants in order to identify (and hire) those with a greater likelihood of success in a job‟.

Steps Involved in Selection Procedure:

A scientific and logical selection procedure leads to scientific selection of candidates. The

criterion finalized for selecting a candidate for a particular job varies from company to

company.Therefore, the selection procedure followed by different organizations, many times,

becomes lengthy as it is a question of getting the most suitable candidates for which various tests




are to be done and interviews to be taken. The procedure for selection should be systematic so

that it does not leave any scope for confusions and doubts about the choice of the selected

candidate.

FIG 2: 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. Many times, a second chance is given to candidates to

prove themselves by conducting another written test.




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 them 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. 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 take 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.

Factors to Consider in Candidate Selection

Finding the right fit for team can take a lot of work and effort. Various factors should be taken

into consideration to ensure that the correct choice of candidate is made. There are a number of

ways to cut list of candidates. For some it might be “gut instinct” after an interview, for others it

might be a lack of or too much experience. However, there are some core criteria that should be

used when selecting one candidate over another:

5 Factors to Consider in Candidate Selection




1. Skill – One of the easiest ways to shift through candidates is through their skillset. Can they

do the job and can they do it efficiently? Skill can be easy to measure based on the facts in

front of you (resume, cover letter and interview). Of course if the candidate lacks experience

they should communicate and express a desire to learn and pick up those skills.

2. Personality – Depending on the culture of your organization, you will be looking for a certain

fit. You will want to make sure that the successful candidate will fit in and be a team

player. Or perhaps you are looking for leadership qualities, so in the interview you should be

asking questions to learn more about the personality of the candidate and if they can be a long

term fit for your team.

3. Desire – While you may not be looking for a candidate that is a little too passionate, desire on

its own can sometimes help to overlook a lack of skill in the candidate. Drive and passion can

help people be just as successful as skill and experience. Many people have a strong desire to

succeed, but do not necessarily have the skill set to do so.

4. Attitude – This can be an easy red flag. It‟s one thing to be passionate and a go-getter, but if

the candidate displays an arrogant or overconfident attitude you may want to reconsider if they

are a right fit. On the flipside if the candidate lacks confidence, or appears to be too much of a

“free spirit” you might want to determine if that is a result of nerves during the interview and

if they are serious about joining your organization.

5. Communicate Clear Expectations – Too many times, people are just hired to fill the position

being advertised. Having a clearly defined job description and communicating it during the

interview process is a great way to determine if the candidate is truly a fit for your

organization. Communicating clear expectations will allow you and the candidate to decide

whether there is a match or not.

FINDINGS

1. Nearly 75% of respondents are satisfied with the evaluation and recruitment process in

the organization

2. It is found that the recruitment process in organization is gender biased because of the

working environment constraints and safety constraints.




3. It is found maintaining the regular pool of trained fresher‟s may prove to be of much

advantage as the person who is to be appointed should be experienced and well versed in

his work. And should effectively understand his job role.

4. The organization has the selection policy for selecting employees which is being

efficiently handled by Senior Management.

5. From the analysis out of 90 respondents 12.2% of employees are highly satisfied with

present recruitment and selection process in SEIL. 56.7% of employees are somewhat

satisfied with present process. 20% of employees are somewhat dissatisfied and 11.1% of

employees are dissatisfied with present recruitment and selection process in the

organization.

6. From the analysis out of 90 respondents 16.7% of employees are highly satisfied with

employee welfare in the organization. 11.1% of employees are somewhat satisfied.

Whereas 50% of the employees are somewhat dissatisfied and 22.2% of the employees

are dissatisfied with employee welfare in the organization.

7. Internal transfer may or may not motivate employees. As it completely depends in which

department or for which role the transfer is done. If the work is of employee‟s interest

then definitely he may get motivated for performing new job.

8. Internal job posting is not of much help sometimes as in order to save time and money

the already existing employee is posted for some other duty in which he may not be

skilled. And also the role and responsibility he already performs may get affected. Thus

the person with desired skills and qualification and relevant experience should be selected

instead of internal job posting.

9. Being a company with some constraints considering the safety and technicality

employees are not interested much for taking multiple job roles in the organization. The

employees are skilled and have knowledge regarding some specific work which they can

do perfectly.

10. The organization follows the promotion policy which is acceptable but still can be

improved more like promotion should be based on the employees‟ efforts and skills.

11. From the analysis, out of 90 respondents 26.7% of employees mentioned the criteria for

promotion in organization is as per policy/SOP. 46.6% of employees responded that




recommendation is criteria for promotion. Whereas 26.7% of employees responded

favoritism is the criteria.

12. From the analysis, out of 90 respondents 40% of the employees feel lateral employees

associated with the organization are for more than 5 years, 25.6% of employees feel is for

3-5 years. Whereas 34.4% of employees feel lateral employees associated for 1-3 years

and 0% of employees feel lateral employees associated with the organization is below 1

year.

13. From the analysis, out of 90 respondents 34.4% of employees feel job portals are good

for sourcing candidates in industry. 25.6% of employees feel data bank is good source.

Whereas 11.1% of employees feel internal job posting are good sources and 28.9% of

employees feel employee referral is good source for sourcing candidates in industry.

14. From the analysis, out of 90 respondents 46.7% of employees totally agree with need of

assessment tool in the recruitment and selection process in industry. 20% of employees

somewhat agree. Whereas 22.2% of employees somewhat disagree with the need and

11.1% of employees disagree with the need of assessment tool in the organization.

SUGGESTIONS

While it is a fact that Sembcorp Energy India Limited is deploying good Recruitment

and Selection methods. The company should provide complaint and suggestion boxes

towards continuous improvement of organizational objectives and as well as quick

response for employee‟s problem.

Better to get the feedback from the selected candidates after completion of

recruitment and selection.

Conducting of the more tests than interviews, group discussion, written tests more

powerfully for collecting the talents of the candidates.

Give importance to skills, knowledge, and experience of employees.

As a part of improvement in selection process for employees Assessment Tool can be

implemented in the organization like:




1) Situational Judgment Test: Situational judgment tests assess your ability to

choose the most appropriate action in workplace situations. These assessments are

designed to assess how you would handle situations that you could encounter in

the job you are applying for.

2) Psychometric Test: Psychometric tests are a standard and scientific method used

to measure individuals' mental capabilities and behavioral style. Psychometric

tests are designed to measure candidates' suitability for a role based on the

required personality characteristics and aptitude (or cognitive abilities). They

identify the extent to which candidates' personality and cognitive abilities match

those required to perform the role.

3) Role-play: Role-playing is the changing of one's behavior to assume a role, either

unconsciously to fill a social role, or consciously to act out an adopted role.

4) Technical Skill Test: Technical skills refer to the knowledge and expertise needed

to accomplish complex actions, tasks and processes relating to computational and

physical technology as well as a diverse group of other enterprises. Those who

possess technical skills are often referred to as "technicians".

CONCLUSION

Thus from the study of Recruitment and Selection process in Sembcorp Energy India Limited the

following can be concluded:

The recruitment and selection process in Sembcorp Energy India Limited includes:

a) Written test and Interview

b) Qualification and Experience

c) Skill and Personality

d) Desire and Attitude

e) Communicating clear expectations

Personal traits are the things which are valued the most in the applied candidates‟ profiles

during the interview.

https://en.wikipedia.org/wiki/Rolehttps://en.wikipedia.org/wiki/Acting




Communication and subject knowledge are important for an employee before recruiting into

the job.

Interviews are conducted by a group of people from different departments.

The Recruitment and Selection process helps to maintain adequate manpower to fill up the

vacancies.

There is a scope of implementing assessment tool for effective selection of employees in the

organization.

BIBLIOGRAPHY

REFERENCE BOOKS:

1. Arun Monappa, Mirza S. Saiyadain- Personnel Management – Mcgraw-Hill Book Comp-

Mumbai- 1999

2. P.Subba Rao & V.S.P.Rao - Personnel/Human Resource Management - Himalaya

Publishing House – New Delhi- 2010

3. Dharma Vira Aggawala - Manpower Planning, Selection, Training & Development –

Deep & Deep Publication (P) Ltd.- New Delhi- 2008

4. K. Aswathappa – Human Resource Management - Tata McGraw-Hill Education - 2010

WEBSITES BROWSED:

1. https://www.sembcorpenergyindia.com/

2. http://www.sembcorp.com/en/

3. https://en.wikipedia.org/wiki/Thermal_power_station

4. https://www.tutorialspoint.com/recruitment_and_selection/
https://www.sembcorpenergyindia.com/http://www.sembcorp.com/en/https://en.wikipedia.org/wiki/Thermal_power_stationhttps://www.tutorialspoint.com/recruitment_and_selection/

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A STUDY ON RECRUITMENT AND SELECTION PROCESS ...Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Selection