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A STUDY ON
RECRUTIMENT AND SELECTION
AT

-:Submitted by:-
Bandana baishnabi pani
MBA
roll no -15mba7005
SUBMITTED TO:-
DEPT. OF PROFESSIONAL STUDIES
GOVT.(AUTO.)COLLEGE,ANGUL

UNDER UTKAL UNIVERSITY

IN PARTIAL FULLFILMENT FOR THE AWARD OF THE
DEGREE OF MBA

Under the GUIDANCE OF:

INTERNAL GUIDE: EXTERNAL GUIDE:
Mrs. LIPIKA PARIDA MR.LAXMIDHAR RAUT
FACULTY (HR) JR.MANAGER (HRD)
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BONAFIDE CERTIFICATE

Certified that this project titled “RECRUITMENT

AND SELECTION IN NALCO” is the bonafide work of
Bandana Baishnabi Pani , who carried out the project work
under my supervision.

DATE: Signature
PLACE: HEAD OF THE DEPT. (I-MBA)
GOVT. COLLEGE (AUTO), ANGUL
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ACKNOWLEDGEMENT
I wish to acknowledgement my indebtedness to
my project Guide Mr. Laxmidhara Raut, Faculty Guide Mrs.
Lipika Ghose without whose sincere guidance & support this
project without not have been a success thanking them is a
small gesture for the generosity shown.

This project is satisfactory outcome of several

days hard work we are thankful to the respondent who have
given us sample feedback and co-operation during the
preparation of the project.

Finally I take this opportunity to thank the entire

senior executives team & every associate of this organization ,
who have helped me directly & indirectly during this period of
project preparation .

Name :- Bandana Baishnabi Pani

Roll No:- 15MBA7005
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STUDENT DECLARATION
I hereby declare that the project report entire
“RECRUITMENT & SELECTION IN NALCO “ submitted in
partial fulfillment of requirement for the degree of the MBA
under Utkal university . In my original work & submitted for
the award of any other degree diploma fellowship or any other
similar title of prizes.

Bandana Baishanabi Pani

Govt. College (Auto),Angul

Roll No: 15MBA7005
Place: Angul
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EXTERNAL CERTIFICATE

Certified that this project report “RECRUITMENT AND SELECTION”

is the benefited work of “BANDANA BAISHNABI PANI” who carried out the
project work under my supervision. The project work is carried out during 06 th
May. 2019 to 06th June. 2019 in NATIONAL ALUMINIUM COMPANY
LIMITED (NALCO).

PLACE: NALCONAGAR, ANGUL Mr. Laxmidhar Raut

DATE: JR.MANAGER(HRD)

NALCO SMELTER

NALCONAGAR, ANGUL
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CONTENTS

CHAPTER-1
INTRODUCTION

CHAPTER-2
COMPANY PROFILE

CHAPTER-3
CONCEPTUAL CLARIFICATION OF RECRUITMENT & SELECTION

CHAPTER-4
RECRUITMENT & SELECTION AT NALCO

CHAPTER-5
DATA ANALYSIS AND INTERPRETATION

CHAPTER-6
CONCLUSION & SUGGESTION

BIBLIOGRAPHY
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CHAPTER-1
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CHAPTER-1
INTRODUCTION
1.1 INTRODUCTION

The development of any nation is largely dependent upon the availability of

natural resources and skilled manpower to utilize these resources in the
developmental process. Procession of qualitative manpower is the precondition
for any nation to progress. Human beings can be resource only when they have
productive use. Hence, in its comprehensive sense, human resource refers to
energy, skill, talent and attitude in human beings that can be put into productive
use and nation building. The importance of development of human resources is
clearly vindicated by Japan, which with limited natural resources has been
able of energies as a leading industrial nation in the world.
The survival and growth of any organization require five M5. Man, Money,
Material, Machinery and management. Among these, Man is the principal asset
of every organization. If human resources is given proper attention, organization
can achieve its objective easily. So a developed human resources (Knowledgeable
and skilled manpower) is the basic requirement of all organizations.

Need for the study

Personnel are the main ingredient in any organization. The right person at the
right job contributes tremendously to the growth of an organization. Therefore,
the job of placing the right man at the right job itself is a very important and
selection of personnel and its success in implementing if plays a major role in its
smooth functions and constant growth and ensure its survival in the competitive
environment.
1.2 Objectives of the study
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Objective of the study was precisely concentrated upon the following points:
1. To know the recruitment policy, procedure and different type of
recruitment method have been formulated and carried out in NALCO.
2. To collect information and measure the effectiveness of recruitment
procedures in NALCO.
3. To know the recruitment needs of the organization is identified.
i. Evaluating the recruitment and selection procedure of one.
ii. Examining the effectiveness of recruitment and selection
procedures at one.
iii. To provide suggestion for improving the effectiveness of the
selection & selection procedure at one.

1.3 Methodology:
This study was conducted keeping an eye to the above stated objectives. The
survey has based on the following.
Survey of secondary data:
Information and data were collected from various reports, Annual report, policy
papers, booklets and the upto data records maintained in the organization.
1.4 Limitations:
i. Lack of sufficient published materials.
ii. Confidential nature of information pertaining to certain aspects of the
study.
iii. The study incorporates all limitation that are inherent in the published
in information.
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CHAPTER-2
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CHAPTER-2
NALCO PROFILE
2.1 COMPANY PROFILE – NALCO

Name : National Aluminium Company (NALCO)

Location : Orissa
Registered Office : Bhubaneswar
Regional Office : Bangalore, Chennai, Visakhapatnam,
Mumbai, Kolkata, New Delhi
Ownership Pattern : A wholly GOVT of India company
Main Promoter : Ministry of mines, GOVT of India
Top management : Dr.Tapan Kumar Chand
Foreign Collaboration : M/s Aluminium Pachinery, France, Paris
Production Center : Damanjodi, Angul
Port Facilities : Paradeep, Chennai, Vishakapatnam
ISO_9002 : Alumina Refinery (Nov 94)
Smelter Plant (Feb 95)
Bauxite Mines (Jan 95)
ISO-14001 : Bauxite Mines (Jan 96)
Alumina Refinery (Feb 97)
CPP (Dec 97)
Smelter Plant (May 98)
Nature of Business : Mining & manufacturing in the Aluminium
Sector
Other Areas of Business : Captive Power Plant, Rail Transport
System
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2.2. LANDMARK EVENT

1. Discovery of Bauxite in the East Coast 1975
2. Preparation of NALCO’s Feasibility Report July 1979
3. Investment Decision by the GOVT Jan 1980
4. Formation of the company Jan 1981
5. Foundation Stone laid by Late Smt. Indira Gandhi Mar. 1981
6. Indo-French Collaboration Agreement Jan 1982
7. Signing of major Euro-Dollar loan agreement Feb 1982
8. Civil work started Feb 1982
9. Commissioning Dates
Port Facilities Sept. 1985
Bauxite Mines Nov. 1985
Alumina Refinery Sept. 1986
Captive Power Plant Sept. 1986
Smelter Plant Mar 1987
10. Commencement of Sale of Aluminium May 1987
11. Commencement of Alumina Export Jan 1988
12. Commencement of Aluminium Export Sept 1988
13. First Mines Safety Award 1988
14. First CAPEXILE Export Award 1988
15. London Metal Exchange Registration May 1989
16. Dedicated to the Nation by late Shri Rajiv Gandhi June 1989
17. Star Trading House Status Jan 1992
18. Indira Gandhi Rajbhasa Award 1993,1995
19. ISO 9002 Certification
Alumina Refinery Nov 1994
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Smelter Plant Feb 1995

Captive Power Plant Dec 1995
Bauxite Mines Jan 1996
20. Indira Priyadarshini Vriksamitra Award 1994
21. Top Export Award of EEPC For 3 yrs
22. FIEO’s Niryat Shree Award For 2 yrs
23. Achieved Zero debt status 1998
24. Indira Gandhi Paryavaran Puraskar 2000
25. Environment Promotion & Pollution Control Award
From FIMI, FICCI, Orissa state Pollution Control Board
2.3. NALCO IN BRIEF
National Aluminium Company Ltd. (NALCO) is considered to be a turning
point in the History of Indian Aluminium industry. In a major leap forward,
NALCO has not only address the mood for the self-sufficiency in the Aluminium,
but also given the country a technology edge, in producing this strategic metals
on the best of world standards.
NALCO was incorporates in 1981 in the public sector, to exploit a part of the
large deposits of Bauxites, discovered in the East Coast, in technological
Collaboration with Aluminium Pechinery of France.
NALCO’s original project cost of Rs. 2408 Crore was partly financed by 980
million US Dollars, extended by a consortium of international banks. By 1998,
the company has paid back overseas loans and going steady with an internally
funded major Expansion plan involving an investment of over Rs 3900 Crores.
With its consistent record in capacity utilization , technology absorption,
quality assurance, Experts performance and posting of profits. NALCO is a bright
example of India’s industrial capability.
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Today, as an ISO 9002 and 14001 company, NALCO has emerged as the
largest integrated Bauxite- Alumina-Aluminium Complex in Asia.
The complex has five multi-locational, well-integreted, segments Viz Bauxite
Mines, Alumina Refinery, Aluminium Smelter, Captive Power Plant, Port
Facilities and Rolling Plant.

NALCO has taken over international Aluminium products Ltd (IAPAL), a

wholly owned subsidiary of NALCO w.e.f. March 2000 with the project cost of
Rs 356 crores having capacity of 50000 TPY of Aluminium alloy coil sheets

2.5. NALCO AT A GLANCE

National Alumuinium Company Ltd. (NALCO) is considered to be a turning
point in the History of Indian Aluminium industry. In a major leap forward,
NALCO has not only address the mood for the self-sufficiency in the Aluminium,
but also given the country a technology edge, in producing this strategic metals
on the best of world standards. NALCO was incorporates in 1981 in the public
sector, to exploit a part of the large deposits of Bauxites, discovered in the East
Coast.

2.6. MISSION & VISION

NATIONAL ALUMINIUM COMPANY LIMITED

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MISSION:
“To sustainably grow multi-fold in Mining, Alumina and Aluminium
business along with select diversification in Minerals, Metals and Energy
sectors, while continuously improving on efficiency and business practices thus
enhancing value for all stakeholders.”

VISION:
“To be a premier and integrated company in the aluminium value chain with
strategic presence in mining both domestic & global, metals and energy sectors.”

2.7. FUTURE BUSINESS PLANS OF THE ORGANISATION

I. Second Phase Expansion:
➢ Unit 2nd phase expansion
➢ Mines 68.25 lakh TPA
➢ Alumina Refinery 22.75 Lakh TPA
➢ Smelter Plant 4.6 Lakh MT
➢ Captive Power Plant 1200 MW
II. Specially Unique Products.
III. Market tie-up for special product with primary producers.
IV. Techno marketing
V. Creation of separate R & D center

Values:
➢ Continuous Innovation
➢ Work along with others
➢ High degree of discipline
➢ Excellent results in every operation.
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PHILOSOPHY
NALCO believes in good corporate governance, attaining maximum level of
transparency, accountability and equity in all facets of its operations and in all its
interactions with its stakeholders Vig. Shareholders, the GOVT bankers society
at large and about customers.

2.8. MANPOWER STATISTICS

Executive - 1775
Supervisory - 603
Skilled - 3493
Semiskilled - 533
Unskilled - 08
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2.9. NALCO PRODUCTS

Alumina
1. Calcined Alumina
2. Alumina Hydrate
3. Speciality Aluminas & Hydrates
4. Detergent Grade Zeolite

Aluminium Metal

1. Standard Ingots (each approx. 20 kgs.)

2. Sow Ingots (each maximum 750 kgs)
3. Wire Rods ( in coil form 9.5 mm dia weight approx. 2mt)
4. Alloy Ingots (each approx. 10 kgs)
5. Billets (in four sizes 127 mm, 152 mm, 78 m, 203 mm dia)
6. Cast Stripes (in 1600 mm width max. nominal gauge 6.35 mm)
7. Cold Rolled Sheets

2.10 OBJECTIVES OF NALCO

❖ To maximize capacity utilization.

❖ To optimize operational efficiency and productivity.
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❖ To maintain highest international standard of excellence in product quality,

cost efficiency and customer service.
❖ To provide a steady growth in business by technology up-gradation
expansion and diversification.
❖ To have global presence and to earn foreign exchange.
❖ To maintain leadership in domestic market.
❖ To instill financial discipline at all levels for achieving cost and budgetary
controls, optimizing utilization of working capital and effective cash flow
management.
❖ To maximize return on investment.
❖ To develop a strong Research & Development base and increase business
development activities.
❖ To promote a result oriented organizational ethos and work culture that
empowers employees and helps realization of individuals and
organizational goals.
❖ To maximize internal customer satisfaction.
❖ To participate in peripheral development of the area.

2.11 SPECIAL FEATURES

o First largest power station having ISO 9002 and 14001 certification in
INDIA.
o Consistent track record in reliable operation and optimal level of production
achieving highest PLF of 78.85 and availability factor of 86.70%.
o Maintained high plant load factor even with more number of smaller size
units(8*120MW)
o Maintained very low unit cost of generation of Rs.1.05 (2003-04) per unit.
 P a g e | 19

o Available infrastructure for further expansion of the plant.

o Process monitoring through DAS
o Automatic turbine runs up system.
o Islanding scheme to isolate form grid during disturbances
o ESP with microprocessor controllers
o Ash pond overflow recycling System.

TECHNICAL FEATURES:
STEAM TURBINE: Three cylinder, Extracting Reheat , Condensing Type.

GENERATOR:141.5MVA,120MW,10.5KV,3000 RPM, Hydrogen Cooled (#7

and #8 Air Cooled) and brush less Excitation System.

BOILER: Water Tube, Vertical Natural circulation, Single drum, Tilting and
Tangential Corner Fired, Balanced Draught ,Reheat Type ,Dry bottom ,Direct
pulverized Coal Fired. Capacity, (MCR-U#1 to #6 :430/Hr)

2.12 HUMAN RESOURCE

Our last century witness the occurrence of liberalization, globalization,

deregulation, decentralization and empowerment which transform the workplace
to such an extent that it has led to the emergence of a knowledge culture, where
the reigning forces will be equipped with powerful ideas, egalitarianism, sharing,
and net working giving birth to an era of competition and collaboration resulting
to an easy life, we also witnessed the rise in IT economy.
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But now the century will witness the emergence of knowledge or ideas.
Economy where it is the power and rules if doing business are being rewritten
with the rapid change in work environment and culture.

Besides stressing upon knowledge organization globally are striking to develop

and retain their human capital through knowledge management practices which
encourages collective learning, where knowledge is shared to achieve goal.
HR is the combination of human knowledge and human capital or
management development or training therefore we need HR that is competent in
term of knowledge, skills and attitudes that can meet the challenges faced by the
organizational taking place rapidly.

2.13 HR POLICIES OF NALCO

CONDUCT & DISCIPLINE
1. The details of conduct as per the terms employment are regulated as per the
conduct, Discipline Appeal Rules for executives and certify standard orders (as
per industrial employment standing orders Act) in respect of non-executives.
These rules specify the misconduct and the procedure including the authorities
for imposing penalties.
2. The Grievance of the employees is dealt in a three tier Grievance handling
system for executives & non- executives. In case of non-executives a
Grievances committee at each unit is constituted comprising equal
representatives from employee’s union and management besides, the informal
scheme of Grievance handling was also introduced in the name of employees
Assistance scheme for early and effective redressal of the complaints.

PERFORMANCE APPRAISAL & CAREER GROWTH

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1. The key performance areas of executives are fixed at the beginning of the year
with mutual discussion between the employee concerned and his reporting
officers. The key performance areas are developed in relation to the
organizational KPA target. The periodic assessment of the performance are done
before the final annual assessment is made on the individual Executive. In respect
of Non-executives the performance Appraisal are done based on various skill and
personality traits by the reporting officer. Different factors of personality traits
are fixed for unskilled. Skilled and supervisory personnel.

2. WAGES & SALARY AND OTHER PERKS & BENEFITS

1. The pay scales and other benefits for Executives are fixed as per the
Government guidelines on the subject and comparison of the same with other
➢ House Building Advances
➢ Motor Vehicle Advances
➢ Furniture Advances
➢ Special Advances
Bicycle Advances leading PSUs. In respect of Non-Executives it is done in the
process of collective bargaining with unions.
2. Linked with AICP as applicable for central industrial workers, the following
benefits are provided to the employees:

➢ House Rent Allowance

➢ City Compensatory Allowance
➢ Leased Accommodation
➢ Company Quarters
➢ Reimbursement of Water & Electricity charges
➢ Conveyance Allowance
➢ Night shift Allowance
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➢ Split shift Allowance

➢ Cash handling Allowance
➢ Kit allowance
➢ 3. The following advances re extended by the company to its employees
➢ Medical Advances
➢ Natural Calamity Advances
4. The other benefits facilities extended to the employees areas under:
1. Holidays: 10 cleared holidays and 02 Restricted Holidays at the plant
locations 16 closed holidays, 02 Restricted Holidays for corporate and
other offices.
2. Leave Facility: The eligibility for both executives and Non-Executives for
different kinds of leave are as under
➢ Casual leave
➢ Earned Leave
➢ Sick Leave half pay Leave
➢ Special Disability leave
➢ Extra ordinary Leave
➢ Quarantine Leave
➢ Maternity Leave as per act
➢ Paternity Leave
➢ Special casual Leave
3. Leave Travel Concession: All employees both Executives and Non-
Executives are entitled for 06 family members.
4. Travelling Entitlement and Expenses

5. Welfare Schemes
1. Medical Benefit
2. Liveries
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3. Canteen subsidy reimbursement

4. Scholarship

6. Motivational Schemes
1. Productivity Linked Incentive Scheme: Based on the Production
performance and the factor productivity index and Absenteeism index.
2. Incentive for acquiring Professional Qualification: A lump sum amount
ranging from Rs 3000 to Rs 5000 is allowed once in the service tenure for
acquiring professional qualification as prescribed in the scheme. Further
reimbursement of membership fees up tone professional body of national
repeats is also allowed.
3. Promotion of small Family Norms: Employees are granted cash lump sum
and other benefits like increment special casual leave, concession rate of
interest in HRA etc as per the scheme for promoting small family norms.
4. Scheme for award for valuable suggestions: Employees are encouraged for
more number of suggestions either individually or in group and rewarded
suitably as per the scheme. The maximum award amount varies from Rs.
5000 in case of Individual and Rs. 25000 in case of groups.

RETIREMENT BENEFITS/SOCIAL SECURITY

1. The Contributory Provident Fund: The company has a trust which has
got due relaxation from the GOVT scheme.
2. Pension Scheme: A pension scheme with the contribution of the
employees is created as per the 3rd LTWS and is effective from 01.04.1995.
3. Group Gratuity Life Assurance Scheme: An Insurance policy with Life
Insurance Corporation of India with annual premium been made to take
care up of the Gratuity liability of employees.
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4. Scheme For Post Retirement Medical Facility: A scheme provides

medical benefit to the employees and their spouses subsequent to their
retirement.
5. Voluntary Retirement Scheme: Employees completing 10 years of
services on attaining 40 years of age can seek voluntary retirement.
TRAINING AND DEVELOPMENT
Training Facilities:
With the objective of making training a decentralized activity NALCO has set
up training institutes at all its units i.e.
1. Training institutes at smelter and power complex ,Angul
2. Training institutes at mines and Refinery complex, Damanjodi
3. The nodal training institute, HRD center of excellence at corporate office,
Bhubaneswar.
4. The training institute at plant sites are well equipped with the latest audio
visual training aids lecture halls, workshops, libraries etc. They basically
teach to technical functional training of the workforce. The nodal training
institute which focus on organizing development training programs has
apart from all training aids a conference rooms, Syndicate rooms, Library
and all modern equipment for conducting Management Development
programs. It is also equipped with an attached Hostel for accommodating
participants.

HRM PHILOSOPHY OF NALCO

• To attract competent personnel with growth potential and develop their
skills and capabilities in a congenial work and social environment
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through opportunities for training, recognition career advancement and

other incentives.
• To develop and nature favorable attitudes among employees and to obtain
their best contributions to the organizations by providing stable
employment , safe working condition , job satisfaction , quick redressal
with the company’s capacity to spend and the government ‘s guidelines.
• To foster Fellowship and sense of belongingness among all sections of
employees through closer association of employees with the management
and by encouraging healthy trade union practices.
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CHAPTER-3

CONCEPTUAL CLARIFICATION OF
RECRUITMENT & SELECTION
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3.1 INTRODUCTION

In establishing and maintaining a dynamic organizational structure suited to

meet present and future company needs, NALCO is committed to have a system
for manning executive posts in the company with persons having appropriate
level of academic\ professional qualification, skill, competence, experience and
motivation and for developing its own human resources in such a manner as to
integrate the aspirations (or growth) and development of the individual
employees with the fulfillment of the Company’s objectives. The company seeks
to sustain high levels of performance from its executives by maintaining a
working environment conducive to the efficient and effective functioning of each
Executive.
MEANING AND DEFINITION OF RECRUITMENT
Recruitment is the generating of applications or applicants for specific
positions to be filled up in the organization. In other words, it is a process of
searching for and obtaining applicants for jobs so that the right people in right
number can be selected.
Go through the following definitions of recruitment. These will help you
understand the meaning recruitment in a better manner.
According to Dale Yoder. “Recruitment is a process to discover the sources
of manpower to meet the recruitments of the staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force”.
In the words of Werther and Davis, “Recruitment is the process of finding and
attracting capable applicants for employment. The process begins when new
recruits are sought and ends when their applications are submitted. The result is
a pool of applicants from which new employees are selected”.
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Flippo, has defined recruitment as “a process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an
organization”.
According to Bergmann and Taylor, “Recruitment is the process of locating,
identifying, and tracking capable applicants”.
Recruitment can now easily be defined as the process of searching for and
securing applicants are the various job positions which arise from time to time in
the organization.

3.2 OBJECTIVES
• To meet executive manpower recruitments of the Company in terms of the
approved Human Resources Plan.
• To fulfill recruitments of competent executives in terms of requisite
capabilities, skills, qualification, aptitude, merit and suitability with a view
to fulfill Company’s objectives.
• To attract, select and retain the best talent available, keeping in view the
changing needs of the organization.
• To ensure an objective and reliable system of selection.
• To integrate growth opportunities of the executives with fulfillment of
company’s objective.
• To man executives posts in the company with competent personnel having
growth potential and to utilize their capabilities in the working
environment the maximum through opportunities available for
advancement.
• To provide for a system which is conducive to equality, fairness and
objectivity in matters concerning promotion of executives.
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• To ensure uniformity and consistency to the extent possible in promotion

of executives of the company.
• To motivate executives of the organization for better performance by
rewarding their contribution to the growth of the organization in deciding
promotion on the basis of over all merit.
• To ensure the continuity of the management and systematic succession
planning for senior\ key posts in the executive cadre.
• To provide input for the development of executives linked to their levels
of performance and their specific strengths and requirements.
• To integrate executives into a cohesive team.
• To ensure compliance with relevant Government policies and directives on
recruitment and promotion of executives as a public sector Enterprise.

3.3 SCOPE & LIMITATIONS

• These rules, which supersede the NALCO Recruitment & promotion.
Rules for Executive-1984,shall be known as the Nalco Recruitment &
promotion Rules for Executive-1997 and shall come into force with effect
from the date of approval by the Board of Directors. All action taken under
and in pursuance of the earlier rules shall be saved and be deemed to have
been taken under and in pursuance of these rules.

Steps in Recruitment process

1. Locating and developing the sources of required number and type
of employees.
2. Identifying the prospective employee’s with required characteristics.
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3. Communicating the information about organization, the job

and terms and conditions of service.
STANDARD OPERATING PROCEDUERES (SOP)
Nalco has conducted its recruitment process under the time and
principles laid down in the Standard Operating Procedures(SOP).
3.4 Recruitment policy:
Recruitment policy specifies the objectives of recruitment and provides a
framework of the implementation of the recruitment program. It my involve
commitment to principles such as enriching the organization human resources by
filling vacancies with the best qualified people .Attitudes towards recruiting
handicaps, minority groups, women, friends and relatives of present
employees,promotion from within. It may also involve the organizational system
to be developed for implementing the recruitment program and procedures to be
employed. Recruitment policy should be based on the recognition that it is hard
to find qualified executives. A recruitment policy involves the employer’s
commitment to such general principles as;
a. To find any employ the vest qualified persons for each job.
b. To retain the most promising of those hired.
c. To offer promising opportunities for life time working careers.
d. To provide facilities and opportunities for personal growth on the job.

Recruitment Organization
Recruitment practices differ from one organization to another, Some
organizations like public sector banks adopt centralized recruitment whereas
other organization resort to decentralized recruitment. Under centralized
recruitment personnel department at the head office perform all the function of
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recruitment. Every operating department sends requisitions or indents for

recruitment to their central office. On the other hand, each department/unit carries
out its own recruitment in case of decentralized recruitment.

Induction point
E-0 level shall be the major induction point in executive manning system of
the Company.
Not less than 50% of manpower requirement at E-0 stage shall be filled up
through direct recruitment including trainees. The Company may take recourse
to direct recruitment at any or all levels to the extent necessary.
3.5 CENTRALISED RECRUITMENT
All recruitment to posts covered by these rules shall be centrally organized by
the Corporate HRD Department.
Centralized recruitment offers the following advantages:
a. It reduces the administrative cost by consolidating all recruitment
activities at one place.
b. It helps in better utilization of specialists.
c. It ensures uniformity in recruitment and selection of all types of
employees.
d. It facilitates interchangeability of staff between different units/zones.
e. It relieves the line executives of the recruitment problem thereby enabling
them to concentrate on their operational activities.
f. It tends to reduce favoritism in recruitment and make the recruitment
process more scientific.

Centralized recruitment suffers from the following disadvantages:

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a. There is delay in recruitment as operating units cannot recruit staff

as and when required.
b. The central office may not be fully familiar with job requirement of
different units and the mist suitable sources for the required staff.
c. Recruitment is not flexible because operating units lose control over
the recruitment process.
3.6 SOURCES OF RECRUITMENT
The sources of employees can be classified into two types, internal and external.
Internal Sources External Sources
i. Transfers i. Press Advertisement
ii. Promotions ii. Educational Institutions
iii. Placement Agencies
iv. Employment Exchange
v. Labour contractors
vi. Unsolicited Applicants
vii. Recommendations
viii. Recruitment at factory gate

Internal sources have the following merits:

i. Morale and motivation of employees improve when they are assured
that they would be preferred in filling up vacancies at higher levels.
ii. Suitability of existing employees can be judged better as record of their
qualifications and performance is already available in the organization. Chances
of proper selection are higher.
iii. It promotes loyalty and commitment among employees due to sense of
job security and opportunities for advancement ability of employment is
improved.
External sources:
 P a g e | 33

External sources of recruitment lie outside the organization. These are as follows
a. Educational and Training Institution: Various institutes like IIMS, IITS,
Engineering college, Medical colleges, ITIs and Universities are a good source
for recruitments well qualified executives, Engineers, Medical staff, Pharmacists,
Chemists etc. They provide facilities for campus interviews and placement. Good
institution have placement cells/officers to serve as liaison between the employers
and the students. This source is known as campus recruitment.

a. Employee reactions towards different sources of recruitment.

b. Correlation between source of recruitment and job success of the
persons selected.
c. Data on labour turnover, grievances and disciplinary actions, for
each source of recruitment.

3.7 METHOD OF RECRUITMENT

1. Direct method:
Under direct recruitment scouting, employee contact, manned exhibits and
waiting lists are used. In scouting representatives of the organization are sent to
educational and training institutions. These traveling recruitment exchange
information with the students clarify their doubts, stimulate them to apply for
jobs, conduct campus interviews and short list candidates for further screening.
2. Indirect method
Advertisement in newspapers, journals, on the radio and television are used to
publicize vacancies. A will thought out and clear advertisement enables
candidates to assess their suitability so that only those possessing the requisite
qualification will apply. This method is appropriate when the organization wants
to reach out to a large target group scattered geographically. Whenever necessary
 P a g e | 34

a blind advertisement can be given in which only bond is given without

identifying the firm.
Considerable details about jobs to be filled and qualifications required can be
given in the advertisements. But a large number of applicants may be unsuitable.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment
exchanges management consulting firms, professional societies, temporary help
societies, trade unions, labour contractors are the main agencies. In addition,
friends and relations of existing staff and deputation method can also be used.

3.8 NON-EXECUTIVE EMPLOYEES RECRUITMENT & PROMOTION

RULES
Objectives:
i. To provide for a system for manning different Non-Executive post in
the Company with persons having appropriate level of
academic/professional qualification, skill, competence, experience and
motivation either through recruitment from outside sources or by
promotion from within the Company.
ii. To provide the Non-Executive Employees with reasonable
opportunities for advancement consistent with their performance,
qualifications, skills and availability of vacancies.
iii. To provide for a system of equity, fairness and objectivity in matters
concerning Recruitment and Promotion of Non-Executive Employees.
iv. To ensure compliance with relevant Government policies and directives
on Recruitment and Promotion of Non-Executive Employees.

Scope and Limitation:

 P a g e | 35

i. The rules shall be known as NALCO Recruitment & Promotion Rules

for Non-Executive Employees,1990.
ii. These rules shall apply to all Non-Executive posts in the Company, but
will not apply to cases of promotion from Non-Executive posts to
Executive posts.
iii. The levels, grade codes and pay scales of the Non-Executives of the
Company for the purpose of recruitment, promotion, vacancies and
career planning would be as per the provisions of the Long Term Wage
Settlement or as decided specifically from time to time.
iv. These rules shall not be applicable to the following category of Non-
Executive Employees.
a. Who are appointed on tenure basis, or who are appointed/given
extension, after having attained the age of superannuation.
b. Who are on deputation to the Company or who retain lien on the
service in any other organization.

Following figure shows the recruitment & selection process in general,

Recruitment adv. Organizational Goals Job Analysis

Work Load Analysis Job Description

Applicants
Man Power Requisition Job Specification
 P a g e | 36

Selection Process
Application forms
Test
Interview
Reference Checks
Medical Examination

Selected Candidates

Framework- Recruitment & Selection

Recruitment Procedure in NALCO

3.9 SELECTION:
Selection is the process of choosing the most suitable persons out of all the
applicants. In this process relevant information about applicants is collected
through a series of steps so as to evaluate their suitability for the job to be filled.
Selection is a process of matching the qualification of applicants while the job
requirement. It is a process of weeding out unsuitable candidates and finally
identify the most suitable candidate. Selection divides all the applicants into two
categories (a) suitable and (b) unsuitable. Selection may be described as a process
of rejection because generally more candidates are turned away then hired.
Objective:
i. The purpose of selection is to pick the right person for every job.
ii. Selection is an important function as no organization can achieve its
totals without selecting the right people. Faculty section leads to wage
 P a g e | 37

of time and money and spoils the environment of an organization.

Scientific selection and placement of personnel can go a long way in
building up a stable work force. It helps to reduce absenteeism and
labour turnover. Proper selection is helpful in increasing the efficiency
and productivity of the enterprise The selection process can be
successful if the following condition are satisfied.
a. Someone should have the authority to select. This authority comes from the
employment request on as developed through an analysis of the work load
and work force.
b. There must be some standard of personnel with which applicant can be
compared in other words a comprehensive job description and job
specification should be available before hand.
c. There must be a sufficient number of applicants from whom the required
number of employees may be select.
Selection procedure
The selection procedure consists of a series of steps. At each stage facts may come
to light which may lead to the rejection of the applicant. It is a series of successive
hurdles of barriers which an applicant must cross. These hurdles or screens are
designed to element and unqualified candidate at any point in the selection
process. This technique is called “successive hurdles technique”.
According to Dale Yoder, the hiring process consists of go no go gauges.
Candidates who qualify a hurdle go to the next stage while those who do not
qualify are dropped out.
The complexity of selection procedure increases with the level and responsibility
of the position to be filled. The strategy and method used for selecting employees
varies from firm to firm and from one job to another.
 P a g e | 38

Steps in selection procedure:

1. Initial or preliminary interview

2. Application blank or blanks
3. Check or reference
4. Psychological tests
5. Employment interview
6. Approval by the supervisor
7. Physical examination
8. Induction or orientation
 P a g e | 39

CHAPTER-4
 P a g e | 40

RECRUITMENT & SELECTION

AT
NALCO

In order to meet the challenges, NALCO requires young, energetic & dynamic
persons as Management Trainees in different disciplines. The details are as under-

1. QUALIFICATION & ELIGIBILITY CRITERIA

DISCIPLINE QUALIFICATION
Environment Degree in Environmental Engg. With minimum 60%
marks or any Engg. Degree with PG Degree/Diploma in
Environmental Engg. From a recognized
University/Institute with minimum 60% marks.
Materials Engineering degree in Electrical or Mechanical
Management Engineering with MBA/PG Diploma in Management with
minimum 60% marks.

Finance & Qualified CA/ICWA

Accounts
Personnel Graduates with at least 2 yrs. Full time post Graduate
degree/PG Diploma/Post Graduate program in mgt. with
specialization in HR/Industrial Relations/Personnel mgt.
or MHROD or MBA or Master of Social work with
specialization in HR from recognized Indian
University/Institutes with minimum 60% marks.
SALES & Recognized degree with MBA/PG Diploma in mgt. with
MARKETING specialization in Marketing (major)from
institute/University with minimum 60% marks.
 P a g e | 41

Community Minimum 2 yrs full time post Graduate degree

Development or post Graduate Diploma of 2 yrs duration
from a recognized University/Institute in
community development/Rural
development/community Organization &
Development Practice/Urban & Rural
Community development/ Rural & Tribal
development/development mgt./Rural mgt.

(same as Community Minimum 2 yrs full time Post Graduate

Engagement as degree(from a recognized university)in social
contained in press work with specializations-Community
advertisement development/Rural development/Community
organization & development practice/ Rural &
Tribal development/Development mgt.

Note:
a) Where % of marks is not awarded by the institute & only grades (e.g.
GPA/CGPA/CQPI) are awarded, the same should be converted to the exact
equivalent % of marks as per the following formula-
On a 10 point scale CGPA/GPA OF 6.0 will be considered as 60%
b) The MBA/PG Diploma/PG Degree/ M.Sc/ M.Tech must be from
recognized University/Institutes recognized by appropriate statutory
authority in India & should be of 2 years regular/full time course.
c) The above minimum marks are for Unreserved & OBC (Non Creamy
Layer) category candidates. For SC/ST & Persons with disability
(Minimum 40% disability), 5% relaxation in qualification is given in
minimum marks.
d) Final year/semester students can also apply provided they get their final
results before the date of personal interview.
However, the minimum criteria of marks shall also apply for them for the
completed degree.
 P a g e | 42

2.
Minimum criteria for marks Upper age limit as on 1.4.14

UR/OBC SC/ST/PH Remarks UR OBC(Non SC/ST Persons

Creamy with
Layer) disability

60% o1r CGPA 55% or Avg. of all 30 33 yrs. 35 yrs. Additional

of 6.0 on a 10 CGPA OF semester’s yrs. 10 yrs.
point scale 5.5 on a years to be relaxation
10.0 point considered.
scale

3.
Projected Vacancies Including backlog

Discipline Discipline Unreserved SC ST OBC(Non TOT

Code Creamy AL
Layer)
01 Environment 40 10 05 17 72

02 Sales & 10 05 02 14 31
Marketing
03 Personnel 23 0 03 0 26

04 Finance 36 16 21 0 73

05 Community 62 17 09 32 120
Development
06 Materials 10 03 0 04 17
Management
TOTAL 181 51 40 67 339
 P a g e | 43

Note: Number of vacancies is tentative & may increase or decrease as

per requirement.
Reservation of posts for persons with disability is as per GOI norms

4. SELECTION PROCESS:
Eligible candidates will be required to appear in the All India Selection
Test at their own expenses & only candidates qualifying in the written test
will be called for Personal Interview in the ratio of 1:3(3 candidates called
against 1 vacancy) keeping in view the provision of reservation for
SC/ST/OBC/PH. Management reserves the right to shortlist the candidates
for written test also.
5. TEST CENTERS:
The written test will be held at centers as mentioned in the online
application (viz-Delhi, Kolkata, Mumbai, Bangalore, Hyderabad,
Bhubaneswar, Bhopal, Guwahati).Candidates will have to choose one
center from the list and the same cannot be changed after the form is
submitted. However, NALCO reserves the right to cancel or add any test
center or change the center chosen by the candidate.

6. WRITTEN TEST:
The written test shall be of 3 hours duration comprising of 2 papers both
of which will be in the form of multiple choice questions (MCQs).Paper 1
will consist of MCQs on General Awareness & Aptitude and paper 2 will
consist of MCQs on Technical Aptitude in the relevant discipline for which
the candidate applies. Each paper shall consist of 100 questions with 100
marks. The questions of the test will be bilingual (English and Hindi).
Qualifying criteria in the Written Test

UR/GEN OBC(Non creamy Layer) SC/ST/PH

Minimum 40 Minimum 35 marks in each paper Minimum 30 marks

marks in each in each paper
paper

7. APPLICATION FEE
 P a g e | 44

Candidates belonging to GENERAL/OBC (NCL) are required to pay non –

refundable fees of Rs 500/- (Rupees Five Hundred Only). SC/ST/PH/Employees
of Coal India Ltd. And subsidiaries are exempted from the payment of
application fees.
State Bank of India has been authorized to collect the application fee in a
specially opened Account No. 32306580317 on behalf of NALCO. Candidates
have to approach the nearby SBI branch with a printout of the challan which is
available on the application registration portal of NALCO. Candidates should
use only the printed challan and fill of his /her details for depositing the fee for
proper crediting of amount in the allocated account. On receipt of the money the
bank will issue a unique Journal Number and a Branch Code of the bank
collecting the money. This Journal no. and the branch code are to be filled up by
the candidate in the online application.NALCO will not be responsible, in case a
candidate deposits the fee in wrong account. There will not be any other mode
of payment of application fee.
Fee once paid will not be refunded under any circumstances. Candidates are
therefore requested to verify their eligibility before paying the application fees.

8. RESERVATION AND RELAXATIONS

Reservation & relaxation for SC/ST/OBC (non creamy layer)/PWD (degree of

disability 40% or above) candidates will be provided as per guidelines of Govt.
of India for the purpose.
Relaxation for employees of NALCO applying against advertisement will be as
per the rules of the company i.e. no age limit and no application fee.
Age relaxation is applicable for ex-servicemen category candidates as per Govt.
of India guidelines.
Age relaxation of 5 yrs. is applicable for candidates who have been domicile of
J&K during the period 01.01.1980 to 31.12.1989 as per Govt. of India
guidelines.

9. OTHER DETAILS:

A. Compensation/Pay - Selected candidates will be placed as Mgt. Trainee in

E2 grade in the scale of pay of Rs.20,600/-during the first year(Training
period).On successful Completion of Training and passing the test conducted
for the purpose, regularization will be in E3 grade in the scale of pay of
Rs.24,900/- with probation for 1 year. Besides basic pay, candidates will also be
entitled to other pay and perks including Dearness Allowance, HRA, perquisites
and allowances under cafeteria approach and other allowances as applicable for
the post. Benefits such as leave, medical treatment, CMPF, pension, gratuity
 P a g e | 45

etc. will be admissible as per company rules in force during training and after
absorption.

B. Posting: Candidates may be posted anywhere in NALCO Limited.

C. Service agreement board: Finally selected candidate is required to serve the

company for a minimum period of 60 months, An amount of Rs.5000/-(Rupees
Five Thousand only) per month will be deducted from the salary of the period
of 60 months .Failure on the part of candidate to serve the company for a
minimum period of 60 months would result in forfeiture of the said deposit .The
amount so deducted will be refunded in full with simple interest on completion
of 60 months of service .The candidate will be required to execute a bond of Rs
3 Lakhs for the same.

D. Medical Examination: Before joining service, the selected candidates will

have to undergo initial medical examination by the company Medical Officer as
per the Medical Attendance Rules of the Company and the decision of the board
will be final and binding. You are advised to refer to the details available
On our website to understand the prescribed medical norms.

10. HOW TO APPLY

• Eligible candidates have to apply online through the online registration

system of NALCO. To apply, visit the careers with NALCO section of
our website and you should have a valid e-mail id while applying, which
should be valid for one year.
• The site will remain functional from 10:00 am of 17th March 2014 to 11:
59 of 14th April. However, the candidates should complete the online
application at the earliest in order to avoid site congestion.
• Candidates will have to apply for only for one discipline for which he/
she are eligible.
• Candidates willing to apply must first download and print the SBI
Challan form from NALCO’s web portal for submitting the application
fee.
• Candidates will have to register for the online application before starting
to fill the application form. On clicking the” Apply Online “link the
registration page will open. Detailed instructions for filling the form will
be given under the ‘Instructions “link above the Registration page.
 P a g e | 46

• Before applying, candidates should ensure that they fulfill all the
eligibility criteria and norms mentioned in this advertisement.
• Before starting to fill the online application form candidates should keep
the application fee payment through SBI challan details ready.
• After applying online, candidate is required to print the application form
with unique registration number generated by the system. Candidates are
required to send the hard copy of the application form along with required
enclosure (self- attested recent passport size photograph securely pasted
in space provided on the application form, Company’s copy of the SBI
challan (in original), qualifying degree provisional or degree certificate,
caste/disability by speed post only to: General Manager (Personnel/
Recruitment) NALCO, 10 Netaji Subhas Road , Bhubaneswar-759001 on
or before 28th April 2014.
• Please super scribe the envelope on top as” MT-(Discipline name)”. It is
important to note that, your candidature will be considered only if we
receive the hard copy of the application forms along with the required
certificates / enclosures on or before the last date.
• All candidates are advised to note that, any other of NALCO or
subsidiary company will not accept any hard copy application and it must
be mailed to address given above only.
• Candidates are advised to keep several copies of the passport size
photograph pasted by them on the application form, handy since the same
photograph is used for subsequent documents, if shortlisted for interview.
• The company will not be responsible for any postal delay/loss in transit in
submission of documents within specified time.
• If a candidate cannot fill the online application form in single attempt, he
/ she can log in again and complete filling from the last saved status.
However, candidates must complete filling the form and submit the same
before 11:59pm of 14th April 2014 i.e. the last date for online application
and hard copies to reach before the last date specified above.

11. Admit Card:

Candidates who are allowed to appear for the All Indian written examination are
required to login NALCO website to down load / print their admit card for
appearing at the written test. Candidate should carry the admit card and a self
 P a g e | 47

attested copy of the Government Issue photo Identity Card to the test center for
appearing at the written test. Their identities are liable to be verified with the
original copy of said identity Card. No candidates shall be allowed for written
test without said documents.

12. Personal Interview :

List of candidates who qualified / shortlisted for interview will be given in the
website and they will be intimated about the time and venue. The interview call
letters also required to be downloaded/ printed from the company website on the
announcement of interview schedule. Similarly, the final lists of selected
candidates will also be given in the website and they will also be intimated
about the joining date and other formalities through website and email to
candidates.
13. General Information and Instructions:
✓ Only Indian Nationals are eligible to apply.
✓ All qualifications should be recognized by AICTE/appropriate Indian
statutory authority.
✓ No TA will be paid to any candidate for appearing in the written
examination.
✓ If any information provided by the candidate found to be false or
incorrect or not in conformity with the eligibility criteria , then his / her
candidature is liable to be rejected at any stage of the recruitment
process or after recruitment or joining.
✓ Candidates employed with Government department/ PSUs/Autonomous
bodies have to produce NOC at the time of interview .If the candidate’s
fails provide the NOC, they will not be allowed to appear for interview .
✓ NALCO reserves the right to change the number of vacancies and cancel
/ restrict / modify / alter the recruitment process, if required, without
issuing any reason thereof.
✓ Any modifications/ amendments in the advertisements will be given in
NALCO website only.
✓ All correspondence with the candidates shall be done through e-mail/
announcement on the company website. It is the responsibility of the
candidate to download/print the admit card / interview letter. Company
will not be responsible for any loss of email sent, due to invalid / wrong
email ID provided by the candidate or due to other reasons.
 P a g e | 48

✓ The company reserves the right to shortlist candidates for written test,
reschedule the date, venue etc. or alter any of the advertisement
conditions upon the circumstances and the candidates are bound by the
same.
✓ Legal jurisdiction will be Bhubaneswar in case of any cause / dispute
arising out of this recruitment.

14. IMPORTANT DATES

Date of commencement of online application 17th March 2014 10
AM
Closing date of online application submission 14th April 2014 up to
11.59 PM
Last date for receiving the printed online 28th April 2014
application with enclosures by speed post
Date of written test (Tentative) 8th June 2014

TERMS OF RECRUITMENT

Personal Interview: - Shortlisted candidates list for interview will be

published in our website and they will be emailed to candidates.
Similarly selected candidates will be intimated about the joining date
and other formalities through email.
Medical Examination:- Before joining service the selected candidates
has to undergo initial medical examination by the company medical
officer as per the Medical Attendance. Rules of the company the
decisions of the Board will be final and binding. You are advised to
refer to the details available on website to understand the prescribed
medical norms.
GENERAL INFORMATION & INSTUCTIONS

✓ Only Indian Nationals are eligible to apply.

✓ Before applying, candidates should ensure that they fulfill
criteria and norms mentioned in this advertisement were
 P a g e | 49

fulfillment of the qualification and experience does not entitle a

candidate to be called for interview.
✓ All qualifications should be recognized by AICTE/ appropriate
Indian Statutory authority.
✓ If any information provided by the candidate is found to be false
or incorrect or not in conformity with the eligibility criteria,
then his/ her candidature is liable to be rejected at any stage of
the recruitment or joining.
✓ The eligible employee of NALCO or its Subsidiary company
against this advertisement forwards their applicants through,
proper channels in the prescribed format.
✓ Candidates employed with PSUs/ Autonomous bodies have to
forward their applicants through proper channel in the
prescribed manner.
✓ Copies of certificate in support of their qualification /experience
/ credentials attested by a gazette officer to be enclosed to the
application.
✓ NALCO reserves the right to change/restrict/modify the
eligibility criteria, if required without issuing any further notice
or assigning any reason thereof.
✓ All correspondence with the candidates shall be done through e-
mail/ announcement on the company website. Company will not
be responsible for any loss of e-mail sent, due to invalid/ wrong
e-mail ID provided by the candidate or due to other reason.
✓ The company reserves the right to shortlist candidates for
personal interviews or alters any of the advertisement conditions
depending upon the circumstances and the candidates are bound
by the same.
✓ In case of any ambiguity / dispute arises on account of
interpretation in versions other than English, English version
will prevail.
 P a g e | 50

✓ Legal jurisdiction will be Bhubaneswar in case of any dispute

arising out of this recruitment.

NON -EXECUTIVE
CADRE SCHEME FOR EP MACHINES (EXCAVATION) ANNEXURE-
XIV-4 (REVISED)

Sl. Designation Category/ Qualification Eligibility Mode of

no Grade for Selection/
promotion Promotion
1 EP Cat.II Non ITI One year Selection
Mazdoor service in
the
company
2 EP Helper Excv.Cat.E Non ITI Three years DPC
as EP
Mazdoor in
cat.II
3 EP Excv.Cat.D Non ITI/ITI Three years DPC
Machinist as EP
Machinist
in E
xcv.Cat.E
4 EP Excv.Cat.C Non ITI/ITI Three years DPC
Machinist as EP
Machinist
in
Excv.Cat.D
5 EP Excv.Cat.B Non ITI/ITI Three years DPC
Machinist as EP
Machinist
in
Excv.Cat.C
6 EP Excv.Cat.A Non ITI/ITI Three years DPC
Machinist as EP
Machinist
in
Excv.Cat.B
 P a g e | 51

NOTE:
1. Zone of promotion up to Excv. Cat.A will be project level.
2. I.T.I will be guided by I.I.No.32 up to Grade-D.
3. Qualification will not be bar for promotion of existing employees in the
cadre.

CADRE SCHEME FOR EP ELECTRICIAN (EXCAVATION) ANNEXURE-

XIV-3(REVISED)
Sl. Designation Category/ Qualification Eligibility for Mode of
No Grade promotion selection/
promotion
1 EP Cat.|| Non ITI One year Selection
Electrician service in the
Mazdoor company
2 EP Election Excv.Cat.E Non ITI Three years as DPC
Helper EP Electrician
Mazdoor in
Cat.II
3 EP Excv.Cat.D Non ITI/ITI Three years as DPC
Electrician with statutory EP Electrician
certificate as in Excv. Cat.E
per I.E Rules
4 EP Excv.Cat.C Non ITI/ITI Three years as DPC
Electrician with statutory EP Electrician
certificate as in Excv.Cat.D
per I.E Rules
5 EP Excv.Cat.B Non ITI/ITI Three years as DPC
Electrician with Statutory EP Electrician
certificate as in Excv.Cat.C
per I.E Rules
6 Sr. EP Excv.Cat.A Non ITI/ITI Five years as DPC
Electrician with statutory EP Electrician
certificate as in Excv.Cat.B
per I.E Rules

NOTE:
1. Zone of promotion up to Excv. Cat.A Will is project level.
2. I.T.I will be guided by I.I.No.32 up to Grade-D.
 P a g e | 52

3. Qualification will not be bar for promotion of existing employees in the

cadre.

CADRE SCHEME FOR EP TURNER (EXCAVATION) ANNEXURE-XIV-

6(REVISED)
Sl. Designation Category/ Qualification Eligibility Mode of
No Grade for selection
promotion /Promotion
1 EP Turner Cat.II Non ITI One year Selection
Mazdoor service in
the
company
2 EP Turner Excv.Cat.E Non ITI Three years DPC
Helper as Turner
Helper in
Cat.II
3 EP Turner Excv.Cat.D Non ITI/ITI Three years DPC
as Turner
in
Excv.Cat.E
4 EP Turner Excv.Cat.C Non ITI/ITI Three years DPC
as Turner
in
Excv.Cat.D
5 EP Turner Excv.Cat.B Non ITI/ITI Three years DPC
as Turner
in
Excv.Cat.C
6 EP Turner Excv.Cat.A Non ITI/ITI Five years DPC
as Turner
in
Excv.Cat.B

NOTE:
1. Zone of promotion up to Excv. Cat.A will be project level.
2. I.T.I will be guided by I.I.No.32 up to Grade-D.
3. Qualification will not be bar for promotion of existing employees in the
cadre.
 P a g e | 53

CADRE SCHEME FOR EP WELDER (EXCAVATION) ANNEXURE-XIV-

5(REVISED)
Sl. Designatio Category/ Qualificatio Eligibility for Mode of
No n Grade n promotion Selection/
Promotio
n

1 EP Welder Cat.II Non ITI One year Selection

Mazdoor service in the
company
2 EP Helper Excv.Cat. Non ITI Three years as DPC
E EP Welder in
Cat.II
3 EP Welder Excv.Cat. Non ITI/ITI Three years as DPC
D EP Welder in
Excv.Cat.E
4 EP Welder Excv.Cat. Non ITI/ITI Three years as DPC
C EP Welder in
Excv.Cat.D
5 EP Welder Excv.Cat. Non ITI/ITI Three years as DPC
B EP Welder in
Excv.Cat.C
6 EP Welder Excv.Cat. Non ITI/ITI Five years as DPC
A EP Welder in
Excv.Cat.B

NOTE:
1. Zone of promotion up to Excv.Cat.A will be project level.
2. I.T.I will be guided by I.I.No.32 up to Grade-D.
3. Qualification will not be bar for promotion of existing employees in the
cadre.
 P a g e | 54

PROMOTIONAL CHANNEL FOR EXCAVATION PERSONNEL PAY

LOADER OPERATOR

Sl. Designatio Category/ Qualificatio Eligibility Mode of

N n Grade n for Selection/
o promotion Promotio
n

1 Pay Excv.Cat. Class-VIII Any Selection

Loader D With HMV permanen
Operator License t employee
with two
year
service
and one
year of
successful
completio
n of on the
job
training.
2 Pay Excv.Cat. -Do- 3 years DPC
Loader C experience
Operator as pay
loader
operator
Excv.Cat.
D
3 Pay Excv.Cat. -Do- 4 years DPC
Loader B experience
Operator as pay
loader
operator
in
Excv.Cat.
C
 P a g e | 55

4 Pay Excv.Cat. -Do- 5years DPC

Loader B experience
Operator as pay
loader
operator
in
Excv.Cat.
B

NOTE: 1) Qualification will not be a bar for existing employees.

2) The zone of consideration for promotion up to Excv.Cat.”A” will
be
3) Educational qualification for new recruiters will be Matriculation.
CADRE SCHEME FOR EP FITTER (EXCAVATION) ANNEXURE-XIV-
2(REVISED)
SI. Designatio Category/Grad Qualificatio Eligibility Mode Of
N n e n For Selection/Promotio
O Promotion n
1 EP Cat. II Non ITI One year Selection
Mazdoor service in
the
company
2 EP Helper Excv.Cat.E Non ITI Three DPC
years as
Mazdoor
3 EP Fitter Excv .Cat. D Non ITI/ITI Three DPC
Gr.III years as
EP Helper
in
Excv.Cat.
E
4 EP Excv. Cat. C Non ITI/ITI Three DPC
FITTER years as
Gr.II EP Fitter
in
Excv.Cat.
D
5 EP Fitter Excv. Cat. B Non ITI/ITI Three DPC
Gr.I years as
EP Fitter
in
Excv.Cat.
C
 P a g e | 56

6 Sr.EP Excv. Cat. A Non ITI/ITI Five years DPC

Fitter/ as EP
Mechanic Fitter in
Excv.Cat.
B

NOTE:
1) Zone of promotion up to Excv.Cat.A will be Project level.
2) I.T.I will be guided by I.I. No.32 up to Grade-D
3) Qualification will not be for promotion of existing employees in the cadre.

CADRE SCHEME FOR EP ELECTRICIAN TO FOREMAN INCHARGE

(SUPERVISORY CADRE)
SI. Designation Category/ Qualification Eiligibility Mo
NO Grade For de
Promotion OF
Sele
ctio
n/Pr
omo
tion
1 Forman T&S i)Must be Should have Sele
(Electrical/ Gr.B Matriculate of the 6 years ctio
Excavation) equivalent OR experience n
ITI certificate in as Sr. EP
Electrical Trade Electrician
ii)Holder of Excv.Cat.A
Electrical
Supervisory
certificate of
Competency as
per provision of
I.E Rules
without ,mining
pan
2 Forman In- T&S -DO- 4years
Charge(Ele Gr.A experience DP
ctrical/ as Forman C
Excavation) in
Workshop/
Field
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3 Forman in- T&S -DO- 5 years DP

Charge(Ele Gr.A-1 experience C
ctrical/Exca as Forman
vation) In-Charge
in
Workshop/
Field

NOTE: Zone of consideration for Forman (Electrical/Excavation) T&S Gr.B to

A and onwards shall be at Area level
CADRE SCHEME FOR Sr. EP [MACHANIC TO FORMAN IN CHARGE
(SUPERVISORY CADE)
SI. Designation Catego Qualification Eligibility for Mode of
NO ry/Gra promotion Selectio
de n/
promoti
on
1 Forman T&S Must be Should have Selectio
(Mech/Excav Gr.B Matriculate or the 6 years n
ation) equivalent or experience as
ITI certificate Sr.EP
in Fitter/Diesel Mechanic in
Mech/Motor Excavation
Mech Cat. A in Excv.
Workshop/Fitt
er
2 Forman In- T&S -DO- Should have DPC
charge Gr.A the 4 years
(Mech/Excav experience as
ation) Forman in
Excv.Worksho
p/Field
3 Forman In- T&S -DO- Should have DPC
charge Gr.A-1 the 5 years
(Mech/Excav experience as
ation) Forman In-
charge in
Excv.Worksho
p/Field

NOTE:
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Zone of consideration for Forman (Mech/Excavation) in T&S Gr.A and

onwards shall be all Area level.

CADRE SCHEME FOR PROMOTION OF E&M PERSONNEL

SI. Designat Category/G Qualificatio Eligibility for Mode of
NO ion rade n Promotion Selection/Prom
otion
1 Assstt. T&S Gr.C Must be Must have 5 Selection
Forema Matriculate years of
n or experience as
certificate Welder/Turn
in er in
Welder/Tu Machinist/Mo
rner ulder as
Machinist/ Cat.VI in
Moulder as E&M
Cat.VI Workshop/Fi
eld
2 Forema T&S Gr.3 -DO- 4years DPC
n experience in
(Aux) T&S Gr.C in
E&M
Workshop/Fi
eld
3 Forema T&S -DO- 5years DPC
n in Gr.A experience in
charge T&S Gr.B in
(Aus) E&M
Workshop/Fi
eld
4 Forema T&S Gr.A- -DO- 5years DPC
n in 1 experience in
charge T&S GR.A in
(Aux) E&M
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Workshop/Fi
eld

NOTE: 1) Zone of consideration for promotion to T& S Gr.C and onwards

shall be at Area Level. 2) Such personnel will grow in E & M Cadre. 3) They
will continue to do their existing job on their promotion in higher grade up to
T&S Gr.C

CADRE SCHEME FOR PARA MEDICAL STAFF, DRESSER/O.T.

ASSISTANT ANNEXURE-VI-3 (REVISED

SI. Designation Category/Grade Qualification Eligibility Mode

for of
Promotion Selecti
on/
Promo
tion
1 Dresser T&S Gr.E Matric one year 2years
Gr.II training certificate experience Selecti
form Company in Coal on
hospital/Governmental Industry
Hospital
2 Dresser T&S Gr.D -DO- 3years in
Gr.I T&S Gr.E DPC

3 Sr. Dresser T&S Gr.C Matric 3years in 5years in

/ O.T. training of O.T T&S Gr.D DPC
Assistant .Assistant from
recognized Institute
Hospital
4 Sr.O.T. T&S Gr.B -DO- 5years in
Assistant T&S Gr.C DPC

NOTE:
Union representatives suggested that the existing Dresser in Gr. F should be
placed in Gr.E. However, this will be one time arrangement.
Qualification will not be bar in respect of existing dresser on the date of coming
into force of this revised cadre scheme.
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 P a g e | 61

CHAPTER-5
 P a g e | 62

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS

1. What are the sources for recruitment?

Both
5% 0%

Internal
25%

External
70%

From the above diagram we can interpret that external source is the chief source
of recruitment with 70% of share.

2. What are the sources for selection?

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The above graph indicates that internal source of selection is followed at

NALCO.

3. Which method do you mostly prefer for selection?

We can interpret from the above graph that NALCO follows direct method for
selecting the candidates.

4. Which method do you mostly prefer for recruitment?

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We can easily interpret from the above chart that direct method is the favorite
method of NALCO for recruitment as it carries 90% weightage.

5. When do you prefer to go for manpower planning?

From the above diagram we can interpret that NALCO goes for manpower
planning every year.

6. What are the sources for external recruitment are preferred?

 P a g e | 65

The above figure clearly indicates that NALCO prefers Campus Interview than
placement agencies and professional associations.

7. What form of interview did you prefer?

In NALCO personal interview is the preferred method of interview.

8. How do you rate the recruitment procedure?

NALCO follows a moderate recruitment procedure which is neither long nor

short.
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9. What are the sources for internal selection among the following:-

According to the above diagram for internal selection NALCO mostly follows
‘present permanent employees’.

10. Which is the most successful method of recruitment?

As per the above graph NALCO finds direct method to be the most successful method for
recruitment.
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CHAPTER-6
 P a g e | 68

CONCLUSION & SUGGESTION

CONCLUSION

The study that has been conducted has resulted in providing a wide scope for
further research and analysis in the field within the organization.
Nalco have a strong human resource and fund rich company can do
impressively well if it continuous to work over its strong points and build upon
its strategies. If the company implements the suggestion given in the project work
then it creates a difference.
It has been seen that there has been a sincere effort on the part of Nalco to
provide the best possible solutions to the human resource for their development
and growth, personally and professionally.
The research has provided a glimpse of the NALCO work perception in the
study and through a few humble suggestion, hope to provide a few possible
solutions in order to enhance the recruitment practices in Nalco.
And keeping the present scenario in the view it can be concluded that Nalco
is the torch bearer among all section in the never ending path of success.
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SUGGESTION

After our finding we have following suggestion for the organization so as to

improve the recruitment practices within the organization
They are as follows:
• Mention the job description with some more information for
forthcoming applicants.
• Define gap analysis before conducting recruitment practices.
• Integrated human resources process by not only looking at the skill and
knowledge but also the behavior required by employee to be successful in
the job.
• At the time span changes, recruitment practices should be conducted
technically.
• Giving a chronological consent of recruitment procedures to the
applicants.
• Using psychometric tests to access the competencies.
• Open up of an assessment and development centre which may consist
of:
o In basket exercise: Application, methods of developing and using the
tool.
o Interpersonal skill exercise: Demonstrated role plays, examination of
their potential for assessment.
o Leaderless group discussion.
o Simulation games, discussion and exercise.
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BIBLIOGRAPHY

K.Ashawathapa - Human Resource Management

V.S.P. Rao - Human Resource Mnagement
C.R.Kothari - Research Methodology
Nalco library

WWW. Google.com
WWW.nalcoIndia. com Human
Resource Magazine Journals
 P a g e | 71

ANNEXURE
QUESTIONARIES

❖ What are the sources for recruitment?

a) Internal b) External c) Both
❖ What are the sources for selection?
a) Internal b)External c) Both
❖ Which method do you mostly prefer for recruitment?
a) Indirect b) Direct c) Third party
❖ Which method do you mostly prefer for selection?
a) Indirect b)Direct c)Third party
❖ When do you prefer to go for man power planning?
a) Yearly b) Quarterly c) No fixed time
❖ What are the sources for external recruitment are preferred?
a) Campus interview c) Placement agencies
b) Data bank d) Professional associations
❖ What form of interview did you prefer?
a) Personal b) Telephonic c) Others
❖ How do you rate the recruitment procedure?
a) Short c) Long e) Moderate
b) Average d) Very long
❖ What are the sources for internal recruitment selection among the
following:-
a) Present permanent employees
b) Present temporary employees
c) Retrenched/Retired employees
d) Deceased/disabled employees
❖ Which is the most successful method of recruitment?
a) Indirect b) Direct c) Third party
❖ How many rounds of interviews are conducted?
a) 1-3 b) 3-5 c) More than 5
❖ Are you satisfied with the present method being followed by the company
for recruitment and selection?
a) Yes b) No
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