FACULTY GUIDE

DR. MANJUSMITA DAS

DEPT. OF BUSINESS
ADMINISTRATION,
UTKAL UNIVERSITY

CORPORATE GUIDE SUBMITTED BY

MISS PREETISUDHA MISHRA ABHISHEK MISHRA

DEPUTY MANAGER(PERSONNEL) ROLL NO- 18IMBA002
 ACKNOWLEDGEMENT

This project work is an opportunity, I got to come across some great intelligent
personalities and learn something under their blessings of guidance.

I take this privilege to express my heartiest thanks to those persons who individually as
well as collectively helped me in the successful completion of this project report.

I am heartily grateful to Miss Preetisudha Mishra(P&A), OMC, under whose guidance and
support I was able to complete this project successfully.

I would also like to thank OMC employees and our professor for helping and guiding me.

Finally, I am thankful to my parents for their precious advice for performing this project
work sincerely and being behind me throughout the period of preparing this report.

Date: ABHISHEK MISHRA

ROLL NO. 18IMBA002
 DECLARATION

I, Abhishek Mishra, a bonafide student of Utkal University, do here by declare that the
project titled by "TRAINING AND RECRUITMENT " of ODISHA MINING CORPORATION has
been submitted by me as a requirement for the practical fullfilment of Internternship
program.

The project is solely of own effort and it has not been ever submitted before anybody
anywhere.

Therefore, I declare that the above statement produced by me is true to the best of my
knowledge and belief.

Date: ABHISHEK MISHRA

Dept. of Business Administration
Utkal University
Sl. No. Content Page No.

List of Materials
1 1-5
Reviewed

2 Articles 6-15

3 Introduction 16-19

4 Conceptualization 20

5 Objectives 21

6 Research Methodology 22-24

Determining Sample
7 25
Design

8 Results 26-34

9 Discussion 35

10 Conclusion 36

11 Learning Outcome 37-38

 List of materials reviewed:
Title: How Values - based recruitment changing the talent
game.
Journal/ Book: Retorio - Organizational Culture
Author(s): Renee Butler and Zach Ritcher
1 Year: 20 November 2019
Volume (Issue): Volume 1, Issue 4
Pages: 13
Source: https://www.retorio.com/blog/values-based-
recruitment-plan

Title: Implementation of a Value-Based Recruitment Plan.

Journal/ Book: Retorio – Value Based Hiring
Author(s): Scott Kessman
2 Year: January, 2020
Volume (Issue): Volume 1, Issue 4
Pages:14 ,17
Source: http://surl.li/cceif
 Title: 2021 Recruiting Trends Shaped by the Pandemic.
Journal/ Book: Internal hiring, DE&I goals, and virtual
processes
Author(s): Roy Maurer
3 Year: Feb 1, 2021
Volume (Issue): Volume 1, Issue 1
Pages: 4,5,8,9
Source: 2021 Recruiting Trends Shaped by the Pandemic
(shrm.org)
Title: Employee Onboarding Process: The HR Manager’s
Guide to Automation.
Journal/ Book: Employee Onboarding Process - Article
Author(s): Michael Schlossberg & Krista Hillis
4 Year: 22January 2022
Volume (Issue): Volume 3, Issue 17
Pages: 5,6,7
Source: Employee Onboarding Process: A Complete Guide
[2022] (kissflow.com)
 Title: Why efficient employee onboarding matters?
Journal/ Book: The HR Manager’s Guide to Automation
Author(s): Beth Weber
5 Year: Jan, 2022
Volume (Issue): Volume 2, Issue 13
Pages:12,13
Source: http://surl.li/ccemd
Title: Setting Up the Workplace for a Remote, Co-Located &
Hybrid Team.
Journal/ Book: Remote Work - Novative
Author(s): Amrita Kashyap
6 Year: August 18, 2021
Volume (Issue): Volume 1, Issue 1
Pages: 15
Source: https://www.novative.com/en/setting-up-the-
workplace-for-a-remote-co-located-hybrid-team/
 Title: Quality of Work Life (QWL).
Journal/ Book: Workspace Management Systems
Author(s): Laurenzo Veree, Venus L

7 Year: 24July 2021

Volume (Issue): Volume 2, Issue 1
Pages: 7,8,9,11
Source: https://www.mbaknol.com/human-resource-
management/quality-of-work-life-qwl/
Title: The Effective Performance Management System.
Journal/ Book: Clear Review – Performance Management
Systems
Author(s): Rachael Roderick, Betsy Statom
8
Year: December 2018
Volume (Issue): Volume 1, Issue 7
Pages: 7,8
Source: What is an Effective Performance Management
System? 2020 Guide (clearreview.com)
 Title: Online Training and Its Impact on Employee
Performance.
Journal/ Book: Blog on Online Training and Its Impact on
Employee Performance
Author(s): SongklodWichai
9
Year:18June 2021
Volume (Issue): Volume 2, Issue 4
Pages: 2,3,4
Source: Online Training and Its Impact on Employee
Performance | by SongklodWichai | Medium
Title: 360 degrees as a technique of performance
appraisal. Does it really work?
Journal/ Book: Asian Business Review
Author(s): Md. Sajjad Hosain
10
Year: 01 March 2015
Volume (Issue): Volume 6, Issue 1
Pages: 8,12,14,15
Source: http://surl.li/ccdxh
Article – 1

How Values-based recruitment changing the talent game?

- In the area of talent acquisition, value-based recruiting or

recruitment is not a new concept. The concept has been around for a
long time in the recruitment sector. The term "value-based
recruitment" refers to a strategy for attracting new talent, employees,
and trainees. This strategy strives to guarantee that businesses hire
the right people with the correct skills and beliefs. It is a strategy that
prioritizes certain beliefs and values in order to recruit and promote
skilled workers. Companies develop some essential ideas in order to
form a competent team with the proper people and talent.
In education and care and support businesses, value-based
recruitment, or this form of talent acquisition, is common. Many
organizations and new industries, on the other hand, have embraced
employee engagement as a strategic tactic.
Article – 2

Implementation of a Value-Based Recruitment Plan.

If you do not apply clever approaches or tactics, implementing a

value- based recruitment strategy can be difficult. It takes more than
just speaking with employees to demonstrate that you live by
specific beliefs. When it comes to displaying value in your company's
hiring process, it is critical to apply successful tactics. Every step of
your hiring process should represent your company's values and
principles. This stage is critical in matching you with the best
applicants for your company.
The first stage in developing an effective value-based recruitment
strategy is to define the standards and principles that your
organization adheres to. To make the company's operations
comprehensive, many firms set their aims and values first.
While doing so, one of the most important things we cannot
overlook is the pre-employment exams, which serve as a background
for the procedure. The personality exam, structured interviews,
planned test, sample test, and cognitive or behavioral tests are all
included in this package. It also includes role-playing and group
exercises.
The value is recruitment process also has some problems that may be
difficult to overcome. Recognizing the ideals that are practical and
beneficial to your firm Investigating a principle that can be used to
address ambiguous values and conflicts, in order to connect values to
reality, they must be communicated in a practical way. In the hiring
process, it is crucial to strike a balance between important values and
competency. Values should be incorporated into management and
appraisal systems. Getting the proper people on board to help with
recruitment.
Article – 3

2021 Recruiting Trends Shaped by the Pandemic.

According to Roy Maurer, Recruiters had a difficult year last year.

The epidemic and its aftermath wreaked havoc on some talent
acquisition teams, piled new expectations on others, and proved to
be a watershed moment for many, as virtually recruiting and
onboarding a distant workforce became the norm. In a poll
performed by LinkedIn, over 1,500 talent acquisition specialists from
28 countries recognized these patterns, which were supported by
data supplied by the professional networking site's more than 760
million members.
As a result of all of this, a new way of hiring has emerged: virtual
recruitment. Is that all there is to it? The manner the hybrid works of
onset and removed employees will be more normalized hiring
process that combines in this pandemic era.
Article – 4

Employee Onboarding Process: The HR Manager’s Guide to Automation.

Employee onboarding methods vary each firm, but the president's

process is nearly identical, in terms of time or cost. Creating each
one. The onboarding program is distinct, but in terms of the
architecture, it is comparable. From the time the offer is made until
the person begins productive work on the road. This includes the
training plan and the definition of the onboarding procedure. The
article discusses a basic good employee onboarding procedure that
begins with the announcement of the offer and concludes in the first
quarter. We can say there are seven more processes or phases
throughout this time. Performance windows provide respite to
employees who have been hired by the organization, whether
through an interview or other means.
And it all culminates on the combined day of joining and Employee
on this date. Or the corporation hires a new employee. The more
crucial and fundamental portion of the onboarding process
subsequently begins. Which include working with other
departments, personnel, and coworkers. The new hire begins to work
with them and understands his job role as well as the job duties of
others. This process is followed by the employee's training
orientation, during which the employee is provided with the
necessary knowledge and abilities, and he is required to be cleaned
with R2. Successfully. Responsibilities for performance Disturbances
in the first quarter, when the person is employed. So, join and
Dante's skills will begin to work.
Article – 5

Why efficient employee onboarding matters?

The purpose of this post is to discuss why an efficient and effective

onboarding process is important for reform. People were enthralled
by the onboarding process. We already have a basic grasp of how
important it is to provide a new employee with a pleasant place to
stay so that he may focus on his work and feel at ease in the
environment he is working in.
Right. For successfully onboarding a new employee. Is that if the
expectations do not meet the employee's expectations, the employee
may come to regret his decision to accept the job offer, resulting in
poorer morale and discontent. Which could lead to something. Early
retirement. This new employee onboarding procedure not only
familiarizes employees with their jobs and the company, but it also
helps them adjust to their new environment.
This new employee onboarding procedure not only familiarizes
employees with their jobs and organizations, but also provides
clarity on their jobs and shifts, as well as improving and
strengthening relationships with coworkers. Makes new staff feel
more welcome. Comfortable accommodations and a warm greeting.
As a family, to the company. Shop for the purpose of assisting the
employee in obtaining clarity. His job responsibilities include
introducing transparency into the flow process. I am ok.
Accommodation also reduces the number of manual interventions
and human errors throughout the employee onboarding process by
reducing the confusion of paperwork, lessons, and workflow load on
the HR team. Providing a remarkable onboarding experience for
employees. Providing all new hires with a consistent experience.
Article – 6

Setting Up the Workplace for a Remote, Co-Located & Hybrid Team.

The article discusses the various work paradigms that remote
employees, hybrid employees, and co-located employees are a part of.
as well as how to build up a work environment for a remote worker All
of the employees' requirements are met.
Because there is a critical need for knowledge by forms and employers
at this time, has today's workforce and workspace shifted to a hybrid
mode? And it is not going to go back to the way it was. So, there is a
strong need to recognize this and move on with it, in other words, we
do not need anything. The current condition, but also the ability to
improvise. To get an advantage over the competition, and to make it
run more smoothly and efficiently.

To get an advantage over the competition, and to make it run more

smoothly and efficiently. To establish a proper atmosphere for
remote workers, the organization must provide them with the same
equipment, regardless of location, so that they can perform in the
same manner. There are issues with the technical aspect. They also
decide that clear rules and foundries must be established that
employees can rely on to follow, as well as which firm divisions must
be followed in any way. Liable to take care of and understand. In this
hybrid workspace, protecting data security is also one of the top
priorities for every firm. This is also something that needs to be
addressed by businesses.
Article – 7

Quality of Work Life.

By humanizing work, individualizing organizations, and modifying

structural and management processes, the phrase Quality of Work
Life (QWL) strives to change the overall organizational climate. It
considers the socio-psychological needs of employees and establishes
a work-commitment culture in firms, resulting in increased
productivity and job satisfaction for employees.

The favorableness or favorableness of an organization's workplace

environment for its employees is referred to as quality of work life. It
has an impact on employee productivity. Researchers have found that
good QWL leads to happier, healthier employees on both a
psychological and physical level. Workplace circumstances and quality
of life that contribute to a pleasant work environment. For measuring
QWL, he provided the same criterion.
Adequate and Fair Compensation, Safe and Healthy Working
Conditions, Opportunity to Use and Develop Human Capacities,
Opportunity for Career Growth, Social Integration in the Workforce,
Constitutionalism in the Work Organization, Work and Quality of
Life, and Social Relevance of Work are some of these conditions. To
recap, Quality of Work Life refers to the extent to which an
organization's employees can meet their personal needs as a result of
their work experience. Its fundamental goal is to create a work
atmosphere in which employees collaborate and contribute to the
organization's goals.
Workplace quality is a multifaceted concept. Workers expect
businesses to provide the following needs: compensation, health and
safety, job design, and so on.
Article – 8

What is an Effective Performance Management System?

Many people immediately think of the annual performance review

process when discussing performance management. However,
performance appraisal is simply one aspect of what is referred to as
performance management. Performance management is the
continuous process of improving performance by establishing
individual and team goals that are aligned with the organization's
strategic goals, planning performance to achieve the goals, reviewing
and assessing progress, and developing people's knowledge, skills,
and abilities.
Your system is not fair or accurate; managers treat employee
performance management as a "box-ticking" exercise; if you rely too
heavily on paper, your system is more focused on appraisal than
on coaching; Making employees believe they will be scrutinized by
their manager every time they have a conversation is one approach
to make them fear performance discussions. Managers should coach
their employees instead of tearing them down. Instead of being
dictatorial and irritable, they should be supportive and encouraging.
Article – 9
Online Training and Its Impact on Employee Performance.

Employers recognize that a skilled and motivated employee may

make a big contribution to the firm in today's competitive
marketplace. Employees who are well-informed can help the
company produce higher-quality work. Training is the only method
to reach this goal. Traditional face-to-face training necessitates the
physical presence of the trainer and trainee in the same location,
whereas online training, also known as e-learning, does not
necessitate the physical presence of the trainer and participants in the
same location, and the contents of the training are transferred via the
internet and online communication tools.
Article – 10
360 degrees as a technique of performance appraisal. Does it really
work?

Employers analyze employee performance from as many sources

as feasible, rather than just one-on-one input from a direct manager,
in a360-degree performance appraisal, also known as 360-degree
feedback or multi-rater feedback. Once all the feedback has been
gathered, it can be utilized to assess an employee's strengths,
weaknesses, and talents, as well as present a comprehensive
performance assessment. There are numerous advantages to
implementing the 360-degree feedback method, including increased
employee involvement, a transparent feedback process, and
increased overall feedback efficiency. The 360-degree appraisal
technique, for starters, provides a thorough assessment and never
supplies incompatible facts, so increasing teamwork and assisting
diverse sectors of the organization. They have a sensation of
similarity with one another since they share perceptions.

Also, it is not always favorable, whether in terms of reactions or in

terms of results; there is always dishonesty and inaccuracy, as well as
a general climate of distrust, with anonymity serving as both a
hindrance and an advantage, resulting in poor execution in the end.
Organizations frequently introduce and use the 360-degree
assessment approach incorrectly. It is critical to follow the necessary
steps when employing the assessment method, such as effectively
introducing the method with optimism and maximizing the value of
the feedback. This is especially true when transitioning from one sort
of performance evaluation to another, as it may influence employees'
salary or jobs.
ABOUT THE COMPANY

In terms of mineral resources, Odisha is one of the richest states in India.

Since mining requires a lot of capital, and in the early years of independence,
capital was in short supply, this wealth went mostly unexplored. With the
aim of using the mineral resources of the State of Odisha through
exploration, extraction, and value addition, Odisha Mining Corporation
Limited (OMC) was established on May 16, 1956 as a joint venture company
of the Governments of Odisha and India.
On November 17, 1961, OMC became a 100% state-owned corporation of the
government of Odisha, four years after the government of India withdrew
from the business. The Odisha Government, which has subscribed to the
entire paid-up capital of Rs. 31.45 crores out of an allowed capital of Rs. 100
crores, continues to be the corporation's sole shareholder as of this writing.
The main minerals mined by OMC are iron, manganese ore, and chrome,
which are used in the production of steel, sponge iron, pig iron, ferro-
manganese, ferro-chrome, and other mineral-based products.
OMC has been expanding gradually over the years, and it is now the largest
State PSU in the country's mining industry. In FY2017–18, it had its highest-
ever revenue of Rs. 2850 Cr.
An outstanding Board of Directors, which includes both Government and
Independent Directors, successfully manages OMC. Under the direction of
the Board of Directors, the Chairman and the Managing Director oversee the
day-to- day operations of the Corporation.
The management team's superior processes and systems are evident in the fact
that OMC has been designated as a "Gold" Category State PSU and is a debt-
free, profit-making enterprise.
One such system was the use of SAP, an ERP technology, since 2004 to
optimize business processes, bring synergy in functional operations across the
organization, handle a variety of business locations, and handle growing
volumes. SAP also aids in increasing financial transaction transparency and in
providing efficient monitoring and financial control, allowing the firm to make
well- informed decisions quickly. In fact, OMC received the Golden Peacock
Award in 2006–2007 from the Institute of Directors in New Delhi for
successfully integrating SAP throughout the company.
Odisha Mining Corporation Limited, a Gold Category State PSU, was
established in 1956 as a joint venture between the governments of India and
Odisha to exploit the state's natural resources. The Odisha government
acquired full ownership of the business in 1961.
The primary minerals mined by OMC are iron, manganese ore, and chrome,
which are used in steel production, sponge iron, pig iron, ferro-manganese, and
ferro- chrome, among other mineral-based businesses in India and abroad.

MISSION

Since its establishment as a joint venture between the governments of India

and Odisha in 1956 till becoming a completely owned company of Odisha,
the Odisha Mining Corporation has gone a long way. OMC is the state's
largest "gold" category PSU operating in the mining industry today. In
addition to offering the greatest services possible in terms of quality,
productivity, profitability, customer happiness, and environmental
sustainability in its main business of mining, the company has seen
considerable increases in revenues. We continuously strive to grow into the
largest mining firm in India and reach new heights through its model of
sustainable mining. As the state's largest PSU in the "gold" category, we
continuously demonstrate. It aims to consistently work on becoming India’s
biggest mining company and scale new heights through its model of sustainable
mining. As the largest “gold” category PSU of the state, we have been
consistently showing a growing trend in revenues over the last five years and
have observed significant increase in revenues to INR 4,487.69 Crore in
Financial Year (FY) 2018- 19 with a CAGR (compounded annual growth rate)
of 28.79% for the last three years. Since the Corporation is 100% debt free and
a profit-making group, it naturally gives a testament to the excellent processes
and systems put in place by the management team through the timeline. The
Company is currently while setting up an exemplary growth story with a
reserve of 882 million Tonne of Iron Ore, 65 million Tonne of Chrome, 2
million Tonne of Manganese, and 70 million Tonne of Bauxite.

VISION
OMC's rapid growth rate attests to its outlook for potential future growth that
will serve as a vehicle for the needs of industries dependent on minerals. In
order to accomplish this, we have adopted and adopting modern technology
and upgrading our mining mechanisms while guaranteeing a sustainable
business throughout, stance numerous businesses. Optimal measures for
improvement using resources and reducing costs mechanisms, modern
inventory approaches asset upgrades, management, and energy audits &
putting top industry practices into practice have aided the business in
increasing its production increased 91 percent during the previous three
months. Years to overtake the state public sector as the largest the nation's
mining company.
PROBLEM STATEMENTS IDENTIFICATION

➢ Uninstallation of enough computer set ups in the organization due to

which there were huge amount of bottleneck, the work got delayed.
➢ No Show candidates for the interview.
➢ Panelists not available to take the interview.
➢ Improper documents from the selected candidates.
➢ Candidates not reverting to their LOI.

SOLUTIONS

➢ Due to less computers the works are used to get delayed, for e.g., a
work which is expected to be finished in one day that work was
still pending foe ten days. Due to this reason, there were loads of
pending work.
➢ The No Show candidates leaves the bad impress in the company
which will be affecting in their future, if they ever apply.
➢ It becomes very much hectic for the interviewee to face the
interview if the panelist is not available. Therefore, a time slot
should be booked and the calendar must be blocked by taking the
availability of the panelist and the candidate.
➢ Proper documentation mail should be sent to the selected
candidates, so that they can send the required documents.
➢ If the candidates are not reverting to the LOI, it creates a doubt in
the mind, therefore it must be written in bold above the LOI that
the candidate must send a token of approval.
By getting this opportunity in such a prestigious organization, OMC
Bhubaneswar I got to learn about the recruitment process very deeply
and got to understand what is the basic difference between recruitment
drive and the selection of the candidates. Recruitment means attracting
a huge lot of candidates for a vacancy
but selection means selecting the potential candidates for the suitable
job vacancy.
I also got the exposure to maintain the files of each candidate who are selected
by the interviewer. These files are maintained for the future records. At the last
I got the opportunity to do the entire sourcing of the CVs and scheduling the
interviews for the candidates.
Hence below there are objectives and methodology which will help to
enhance the understanding of this project, The objective will help to make
understand what is the main agenda of doing this project, by the
methodology it will help to understand and make clear view that what type of
methodology has been used for this.
➢ To find out the major difference between recruitment and selection

I got to know that recruitment is attracting huge number of candidates in

a company when it is having vacancy or open job position, whereas
Selection is completely different, it is selecting the potential candidate in
the job who perfectly fits for it.

➢ How to do sourcing/pooling

Sourcing of the candidates are mostly done through the online job
portals like naukri.com, Shine, Glass door, monstor.com etc. chooses
the potential candidate CVs whose profiles are the perfect match with
the requirement that the company have

➢ Evaluation through tests

After giving the primary interview the next step of interview is

processing with the tests, it gives certain questions and after the test, it
must be evaluated properly, based on which they are going to be finally
selected for the company.

➢ Provide feedback to the candidate

Feedbacks are to be provided by the HRs to the candidates, it is the very

important step when we let the candidates know about that they are
finally selected for the position or not.
One more thing that I got to know is that the candidate should not only
get the feedback to their only superiors but also from the people who are
there in his/her team and by his/her colleagues etc. Hence there should
be a 360-degree feedback.
Sample Selection:
To know the Training and development process of the OMC, for
identifying through Exploratory and Observational studies that the
Assistant Manager Human Resources, the General Manager at Head
office, and The Esteemed Managing Director of the company are the
right persons who provides training to the employees.

Research has shown specific benefits that a small business receives

from training and developing its workers, including:

• Increased productivity.

• Reduced employee turnover.

• Increased efficiency resulting in financial gains.

• Decreased need for supervision.

Sample Design:

The simple random sampling technique was employed to select the

sample. As OMC is a vast organization spreading over in nine districts
of Odisha, it was not possible to go everywhere. Hence, the sample
included only the representative employees of different categories,
supervising authorities of different disciplines. Care has been taken to
give equal representation to all grades of employees & supervisors.
Source Of Data:
The data for the study were collected mainly from the two source i.e.

➢ Primary

➢ Secondary

Primary Data: The primary data are the basis but important source,
which have been collected by meeting various employees, executives,
and other supporting staff of the OMC. The primary data were
collected through schedule questionnaires.

Secondary Data: The secondary data have been collected from the
annual reports of OMC for the last five years, house magazines,
different books, journals, official publications, and other materials
pertaining to the company. The secondary data were collected from
different official documents, broachers, annual reports, official files,
seminar papers etc.
Questionnaire Design:
The questionnaire was designed taking into consideration the
various issues discussed in the meetings, current happenings in
organization after an extensive discussion with researchers in the
field. The validity of the instrument has already been tested in some
previous summer projects.

DATA ANALYSIS:
The data collection from primary sources is presented in tabular
form. The analysis of data, which is the ultimate step of this
research report, was done basically by simple averages. Graphical
method of presentation was made.
A sample design is a definite plant for obtaining a sample from the
given population. It is determined before the data is collected.

Steps in sampling design:

Population: All items under consideration in the field of enquiry, in

this case, the employees of OMC.

Sample: The respondents that have been selected for the purpose of
the study. It includes the employees working at the head office.

Sampling unit: The individual unit of the selected sample.

Sample frame: This contains the list of all the items of the universe.
For this project, the employee lists of OMCS are the sample frame.

Size of the sample: This refers to the number of items selected from the
universe to constitute the sample. For the purpose of this study, a
sample size of 30 was taken which is approximately 20% of the
population.

Limitation of the study:

➢ A small sample was taken for study out of a large employee

strength spread all over Odisha.
➢ Time constraint is also one of the limitations. Further detail
study requires more time.
➢ Non availability of some of the employees.
The questionnaire survey was conducted between Second week till Last
week of June. A questionnaire containing 8 questions was circulated among
several people. Total responses collected was 30.
First, I would like to start with the point that why research and methodology is
so much important and what is the exact meaning of it and how can we come
to know about results from it.
Research methodology is a way of explaining how a researcher intends to
carry out their research. It is a logical, systematic plan to resolve a research
problem. A methodology details a researcher's approach to the research to
ensure reliable, valid results that address their aims and objectives.
Data may be grouped into four main types based on methods for collection:
✓ observational,

✓ experimental,

✓ simulation

✓ derived.

Here in my SIP report, I did my research and outcome based on both

Primary Research as well as secondary research. Primary research is data
which is obtained first-hand. This means that the researcher conducts the
research themselves or commissions the data to be collected on their behalf.
Primary research means going directly to the source, rather than relying on
pre-existing data samples.
Secondary research, also known as desk research, is a research method that
involves compiling existing data sourced from a variety of channels. This
includes internal sources (e.g.in-house research) or, more commonly, external
sources (such as government statistics, organizational bodies, and the
internet).
The research is not only based on the recruitment and selection but also
about training of the employees who have just joined the organization.
Following are some researches that are done by collecting the sample data
from various research papers which has been researched by some great
researchers and by referring those papers I found many data as follows:
1. OMC conducts extensive training programs for all the employees
throughout the year.

a. Very much true () b. Not true at all () c. Not true most of the time ()

Parameter No. of respondents Percentage

Very much true 35 70

Not true most of the 15 30

time
Not true at all - -
TOTAL 50 100.0

Graphical Representation:

Sales

Very much true Not true most of the time Not true at all
INTERPRETATION:

It is seen from the above table, 70% of the employees are very much true that
the OMC conducts extensive training programs for all the employees
throughout the year and 30% employees are not true most of the time.

2. The training programs are congruent to the job-related

knowledge.
a. Mostly () b. Sometimes () c. Not exactly ()

Parameter No. of respondents Percentage

Mostly 25 50

Sometimes 20 40

Not exactly 5 10

TOTAL 50 100

Graphical Representation:

Sales

Mostly Sometimes Not exactly

INTERPRETATION:

It is seen from the above table, 50% of the employee are mostly that the
training program and congruent to the job-related knowledge and 40% of the
employee are sometimes and 10% of the not exactly.

3. The workplace of the training is physically organized in a proper manner.

a. Highly sophisticated () b. Quite satisfactory () c. Not at all organized in a
proper manner ()

Parameter No. of respondents Percentage

Highly sophisticated 45 90
Quite satisfactory 5 10

Not at all organized in a - -

proper manner

TOTAL 50 100.0

Graphical Representation:

Sales

Highly sophisticated Quite satisfactory Not at all organized in a proper manner

INTERPRETATION:

It is seen from the above table, 90% of the employees are highly sophisticated
& 10% employees are quite satisfactory of the workplace of the training is
physically organized in a proper manner.

4. The trainers deputed for the training programs were highly experienced
and skilled personnel.
a. Excellent () b. Average () c. poor ()

Parameter No. of respondents Percentage

Excellent 20 40

Average 15 30

Poor 15 30

TOTAL 50 100.0

Graphical Representation:

Sales

Excellent Average Poor

 INTERPRETATION:

It is seen from the above table, 40% of the employees find the trainers
excellent, 30% find them average and 30% find them poor.

5. The training support materials were beneficial and pertain to the.

a. Well designed () b. Not so much relevant to the topic () b. Ill-structured ()

Parameter No. of respondents Percentage

Well designed 50 100

Not so much relevant - -
to the topic

Ill-structured - -
TOTAL 50 100.0

Graphical Representation:

Sales

Well designed Not so much relevant to the topic Ill-structured

 INTERPRETATION:

It is seen from the above table, 100% of the employee are well designed the
training support materials were beneficial and pertain to the training topic.

6. After the training is over, knowledge is transferred on the actual

job role.
a.Immediately () b. After 3months () c. Beyond 6months ()

Parameter No. of respondents Percentage

Immediately 40 80
After 3 months 10 20
Beyond 6 months - -
TOTAL 50 100.0

Graphical Representation:

Sales

Immediately After 3 months Beyond 6 months

INTERPRETATION:

It is seen from the above table, 80% of the employee are immediately & 20%
employee are after 3 months after the training is over, knowledge is
transferred on the actual job role.

7. The training programs conducted were worth the time, effort, and
value of money.
a Strongly Agree () b. Satisfactory () c. Strongly Disagree
Parameter No. of respondents Percentage

Strongly agree 25 50

Satisfactory 15 30

Strongly disagree 10 20

TOTAL 50 100.0

Graphical Representation:

Sales

Strongly agree Satisfactory Strongly disagree

 INTERPRETATION:

It is seen from the above table, 50% of the employee are strongly agree &
30% employees are satisfactory & 20% employee are strongly disagreeing
the training programs conducted were worth the time, effort, and value of
money.

8. The recruitment programs conducted were worth the time, effort, and
value of money.
a Strongly Agree () b. Satisfactory ()

Parameter No of respondents Percentage

Strongly agree 24 60
Satisfactory 16 40

TOTAL 40 100.0

Graphical Representation: Sales

Strongly agree Satisfactory

INTERPRETATION:

It is seen from the above table, 60% of the employee strongly agree & 40% employee
find it satisfactory with the recruitment conducted were worth the time, effort, and
value of money.
In order to increase the impact of the training procedure at OMC. Training
and Development makes employees more loyal to an organization. Training
programs are well planned in the organization. Training enables employees
tosecure promotions easily. They can realize their career goals comfortable
and development helps in increase their morale. Training & Development
can contribute to higher production and fewer mistakes, greater job
satisfaction and lower employee turnover. Also, it can enable employees to
cope up with organizational, social, and technological change. The objectives
of the training programs were broadly known to the respondents prior to
attending them.
Training helps to increase productivity and achieve the goals of the
organization. The training programs are not evaluated periodically. The
training programs strongly focus on technical and managerial capabilities.
Some of the respondents also suggested that use of latest methods will enhance
the effectiveness of the training program. Some respondents believe that the
training sessions could be made more exciting if the sessions had been more
interactive and in line with the current practices in the market.

The management should appreciate the policy and importance of training& it

is mandatory to analyze the "National Training Policy.” There should be a
distinct model for the Evaluation of training & Development programs that
they need; so that they can work more effectively and efficiently. All
employees should be attending for the assessment of the training program. The
Company must see the improvement within the employees after training and
take necessary action. Training program should evaluate the abilities,
competencies 7 potentials of the trainees for a particular job or work skills.
Training should aim to narrow down the gap between expected.
The level of performance and the actual level of performance, the training
session should be made more interactive and participative so that trainees and
trainer are in constant interaction. Company should review its Training method
in order to cope with the present changing scenario. Company should also
conduct more communication skills programs for non-executives, so that they
would be able to express their views, thoughts, and opinion.
1. In this knowledge-based economy, training helps people to learn how to do
the things differently or to the different things and development is that which
helps in improving the performance of the employees by giving them
opportunity for growth.

2. According to the study conducted we can conclude that the overall

satisfaction level of employees in relations to the training programs is
moderate.

3. The employees agree that the training program helps to increase productivity
and achieve the organizational goal.

4. The training programs are fixed by the top management. The quality of the
training programs is excellent.

5. Training programs helps the employees in increasing their skills, knowledge

as well as the ability to overcome their own weakness.

6. Training programs also increases employee’s confidence level.

7. It was observed that company identifies the need a gives training but rarely
evaluate the trainees about their performance.

8. Training Environment is friendly where training is giving in their

understandable form as well as questions are welcomed.

9. OMC's impressive growth over the decades is hinged on its philosophy and
commitment towards quality and value additions. Several awards and
recognize bear testimony to its consistent performance as a facilitator for
development of minerals best industries in the state and country as well.
The main concern to do this SIP report of recruitment and selection is to get
a clear notion that how to hire the most-qualified candidate to fill an
available position. It also helps to understand /create a large talent pool of
candidates to ensure the organization can hire the best employees.
It gives a very crystal view that what is the actual difference between
recruitment and selection. I came to know that gathering a mass of people and
attracting them towards them towards the vacancy and filling the job positions,
whereas selection means selecting that correct person from the group of
candidates who is the perfect fit for the company.
Also came to know that, recruitment refers to the overall process of
identifying, sourcing, screening, short listing, and interviewing candidates for
jobs within an organization. Recruitment can also refer to the processes
involved in choosing individuals for unpaid roles. 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). These five practices ensure
successful recruitment without any interruptions. In addition, these practices
also ensure consistency and compliance in the recruitment process.
It gave a brief idea about that 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.
As we all know that planning is the foundation for the execution of any
important work. Without planning execution will be improper and will not be
effective and efficient, just like that only for the recruitment it needs a proper
plan to chalk it out.
Hence, being an intern of OMC I was fortunate enough to gather the
knowledge about recruitment plan, which means it 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.
After that we need to identify the job vacancy, it 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.
Analyzing of job is also an important task for HR it 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.
Job analysis helps in understanding what tasks are important and how to
perform them. Its purpose is to establish and document the job relatedness of
employment procedures such as selection, training, compensation, and
performance appraisal.
The following steps are important in analyzing a job −
• Recording and collecting job information
• Accuracy in checking the job information
• Generating job description based on the information
• Determining the skills, knowledge, and skills, which are required for
the specifications.

Above are the things that I got to know in this internship and feel
fortunate enough to do my internship from OMC Bhubaneshwar.