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The study contains analyze the effectivity of enlisting and choice by reexamining the public presentation of the employee who had been recruited within last 5 old ages. ( Fiscal twelvemonth 2005-2010 ) . It brief about enlisting and choice procedure followed by the sesa Goa and what the different standards are for enrolling the employee. Report contains the beginnings usage by the sesa Goa for last 5 old ages for engaging employees. Sesa say ‘s that they are engaging child that will come to cognize from age profile of the employees when they have join the organisation.

Chiefly secondary informations was helpful in fixing the undertakings and besides the positions of employees of sesa Goa are taken into consider. Report will state you that senior applied scientist has resigned the occupation whereas cipher has terminated from the occupation for any ground. Beginnings use for enlisting is campus enlisting, advertizement and erstwhile appliers are straight using. Before 2007 Sesa did non had strong standards for enrolling the employee, when Vedanta has get Sesa than ahead good standards for choosing the employees has been frame.

Majority of employees who are recruited for last 5 old ages are from outside Goa i.e. Tamil Nadu, Gujarat, Karnataka, Kerala and so on. Companies do n’t hold existent rhythm clip for the enlisting and choice procedure whereas clip is the 1 of the of import factor that they should see and besides the cost. Company say ‘s that they are non holding any cost limited for engaging the employee. Company can engage multi -skill individual and internal choice for higher station should be encouraged.

Introduction TO THE Company

Sesa Goa is the largest Fe ore manufacturer and exporter of Goa. In April 2007, Vedanta Resources acquired a 51 % commanding interest in the Indian Fe ore mining company Sesa Goa and made a command for another 20 % . Entire investing was US $ 1,370 million. The acquisition was financed in July 2007 by a annual span loan of US $ 1,100 million and bing hard currency resources. Sesa Goa ‘s chief excavation operations are at Codli and Sonshi. Sesa Goa besides has other mining sites in small towns such as Pissurlem in Sattari and Advalpal in Assonora. Besides excavation activities in Goa, Sesa Goa is besides mining in Karnataka and Orissa. Sonshi is the deepest mine in Goa and 2nd largest Fe ore manufacturer in Goa and entire strength is 341.

Sesa Goa Limited is portion of the Vedanta Group, a diversified planetary metals and excavation major. It drives the Group ‘s ferric minerals concern with a committedness to make a universe category endeavor with high quality assets, low cost production and superior returns to stakeholders. Sesa Goa is today India ‘s largest private sector Fe ore manufacturer and exporter. Apart from Fe ore, it besides produces hog Fe and metallurgical coke. Operating net incomes of SESA GOA LTD before depreciation involvement and revenue enhancement increased by 24 % to Rs. 3,153 crore in 2009-10. A Net income after revenue enhancement ( PAT after minority involvement ) rose by 32 % to Rs. 2,629 crore in 2009-10. A Net incomes per Share ( EPS-diluted ) increased from Rs. 25.26 in 2008-09 to Rs. 31.62 in 2009-10.

Sesa Goa, over the old ages has created ‘Sesa ‘ trade name of Fe ore which speaks of assured

quality and timely supply, and caters chiefly to the quickly turning emerging economic systems of India and China. While this is true across the Sesa Group ‘s and the Company ‘s different concern sections – Fe ore, hog Fe and met coke, there are fluctuations among the concerns in footings of their comparative focal point on China and India.

Sesa Goa operates mines in Goa, Karnataka and Orissa. While for most of them the

Company has direct ownership in the signifier of excavation rentals from the authorities,

some are third-party mines operated by Sesa Goa. Overall, production volumes

increased by 34 % from 15.99 million metric tons in 2008-09 to 21.41 million metric tons in2009-2010.

In June 2009, Sesa Goa signed a unequivocal portion purchase understanding under which the

Company acquired all the outstanding common portions of VS Dempo and Company

Private Limited ( ‘VSD ‘ or ‘Dempo ‘ ) , which in bend, besides held 100 % equity portions of Dempo Mining Corporation Private Limited and 50 % equity portions of Goa Maritime Private Limited. The trade was signed for a entire consideration of Rs. 1,750, on a debt-free and cash-free footing, and included net normative working capital of Rs. 145 crore.

The acquisition was entirely financed by Sesa Goa ‘s ain hard currency resources. With this acquisition, the Company got entree to VSD ‘s excavation assets in Goa. VSD either owns or has the rights to mineable militias and resources estimated at 70 million tones of Fe ore in Goa. In add-on, VSD ‘s excavation assets in Goa includes processing workss, flatboats, breakwaters, transhippers and lading capacities at Mormugoa port.

HUMAN RESOURCE DEPARTMENT

Hr Practices

The success of any concern depends every bit much on appropriate, effectual, well-communicated, HR and concern patterns as it depends on run intoing the demands of mandated Torahs and ordinances. In fact, good planning and the development of effectual patterns make regulative conformity much easier. HR patterns helps in increasing the productiveness and quality, and to derive the competitory advantage of a work force strategically aligned with the organisation ‘s ends and aims.

It is loosely categorized in two parts. Job Analysis is a procedure to understand the occupation, place and disaggregate the activities, competences and answerabilities associated with the occupation. It defines and clusters the undertaking required to execute the occupation. It besides clarifies boundaries between occupations. The end product of Job Analysis exercising is referred to as occupation description.

RECRUITMENT AND SELECTION PROCESS

Recruitment has been regarded as the most of import map of the HR section, because unless the right type of people are hired, even the best programs, organisation chart and control system would non make much good. It is the procedure of happening and pulling capable appliers for employment. It begins when new recruits are sought and terminals when their applications are submitted. The consequence is a canvass of appliers from which new employees are selected.

Recruitment is the discovering of possible applier for existent or awaited organisational vacancies. Consequently the intent of enlisting is to turn up beginnings of work force to run into the occupation demands and occupation specification.

It is defined as aˆz a procedure to detect the beginnings of work force to run into the demands of staffing agenda and to use effectual steps for pulling the work force to adequate figure to ease effectual choice of an effectual workforceaˆY

Recruitment high spots each applier ‘s accomplishments, endowments and experience. Their choice involves developing a list of qualified campaigners, specifying a choice scheme, placing qualified campaigners, exhaustively measuring qualified campaigners and choosing the most qualified campaigner.

Recruitment

It is a procedure to detect the beginnings of work force to run into the demands of the staffing agendas and to use the effectual steps for pulling that work force in equal Numberss to ease effectual choice of an efficient work force.

Aims of Recruitment

aˆ? To pull people with multi-dimensional accomplishments and experiences that suti the present and future organisational schemes,

aˆ? To inculcate fresh blood at all degrees of the organisation,

aˆ? To develop an organizational civilization that attracts competent people to the company,

aˆ? To seek for endowment globally and non merely within the company,

aˆ? To plan entry wage that competes on quality but non on quantum,

aˆ? To expect and happen people for places that do non exists yet.

There are two types of factors that affect the Recruitment of campaigners for the company

i‚· Internal factors

i‚· External factors

The aim of choice determination is to take the person who can most successfully execute the occupation from the pool of qualified campaigners. Selection procedure or activities typically follow a criterion spiel, get downing with an initial showing interview and reasoning with concluding employment determination.

The followers are the rating of the enlisting method

1: Number of initial enquires received which resulted in completed application signifiers

2: Number of campaigners recruited.

3: Number of campaigners retained in the organisation after six months.

4: Number of campaigners at assorted phases of the enlisting and choice procedure, particularly those short listed.

The followers are the rating of the enlisting procedure:

1: Tax return rate of application sent out.

2: Number of suited campaigners for choice.

3: Retention and public presentation of the campaigner choice.

4: Cost of enlisting

5: Time lapsed informations.

6: Remarks on image projected.

Choice is a negative procedure and involves the riddance of campaigners who do non hold the needed accomplishments and making for the occupation proposed. Besides it is a procedure of distinguishing between appliers in order to place and engage those with grater likeliness of success in occupation.

The aim of choice determination is to take the person who can most successfully execute the occupation from the pool of qualified campaigners. It is the system of map and devise adopted in a given company to determine whether the candidateaˆYs specifications are matched with the occupation specifications and enlisting or non.

Selection procedure or activities typically follow a criterion spiel, get downing with an initial showing interview and reasoning with concluding employment determination. The traditional choice procedure includes: preliminary showing interview, completion of application signifier, employment trial, comprehensive interview, background probe, physical scrutiny and concluding employment determination to engage.

INTERNAL PROMOTION

1 ) Recruitment can besides be done by internal publicity by advancing the employee to their respective higher place.

FINALISING DATE, TIME & A ; VENUE

HR Department finalizes the day of the month, clip & A ; locale for carry oning written test/trade trial & A ; interview in audience with the concerned HODs.

Production Target for fiscal twelvemonth.

Manpower Planning

a. The entire concern volume.

B. Round the clock working environment.

c. Infrastructure and latest engineering.

Job Analysis

Recruitment

Beginnings of the enlisting

Internal Beginnings

External Beginnings

Internal Promotion

Transportation from one mine to another.

Choice

Aptitude Test

Group Discussion ( If more Numberss of campaigners is at that place )

Interview

HR policies of the company

Actual figure of the Staff – 64

Staff recruited for last 5 years-30

PERFORMANCE APPRAISAL

It is a structured method of officially and objectively measuring employees ‘ public presentation with regard to their aims. It addresses the issue of an employee ‘s development by supplying them with structured and in-depth analysis of strengths and countries of betterment. It provides with input

for one-year increases, preparation and development. for an organisation the purpose should non be merely to hold the best people, but besides to retain them and

acquire best out of them. Employee public presentation direction includes be aftering work and puting outlooks, developing the capacity to execute, continuously supervising public presentation and measuring it. most organisations focus on an one-year rating procedure for employees and name that public presentation direction. However, one-year ratings are frequently subjective and can miss specific measurings and supportive informations to assist the employee genuinely better their behaviour. merely seting, a public presentation direction system is indispensable to the success of any organisation

because it influences the attempt expended by employees, which in bend, drives bottom-line concern consequences. Furthermore, the public presentation direction system helps an organisation identify, recruit, motivate, and retain cardinal employees. an effectual public presentation direction system should accomplish the followers:

OBJECTIVES OF THE STUDY

The chief aims of my survey are as follows: –

To analyze the effectivity of enlisting and choice by reexamining the public presentation of the employees who have recruited from April 2005 to March 2010.

To analyze the enlisting and choice process followed in SESA Goa limited.

To analyze the assorted beginnings of enlisting beginnings use in last 5 old ages to enroll the employee.

RESEARCH METHODOLOGY

The mention work for the undertaking has been collected through primary and secondary informations beginnings. These beginnings have helped me to piece the informations and make a systematic undertaking.

Primary Source of Information:

Discussion with the Company Employees.

Personal Observation.

Formal communicating with the Production Manager, Assistant Manager, Executives, Officers, Production Chemists and Stores Manager.

Visit to the fabrication and shops country for roll uping information on rejection and grounds behind it.

Secondary Source of Information.

Files and records maintained in the company.

Assorted cyberspace web sites.

Books.

Review of filled public presentation appraisal signifier of the employees who has been recruited for last 5 old ages.

SAMPLE SIZE: 30 ( since all together 30 staff has been recruited from April 2005 to March 2010 )

Scope OF THE STUDY

The range of the survey is confined to effectiveness of enlisting and choice by reexamining the public presentation of the employees who has been recruited for last 5 old ages. To happen out that employees who has been recruited for last 5 old ages are possible employees and they are continuously bettering at that place public presentation. For last 5 old ages which beginning of enlisting has pattern largely.

Duration of the survey

Undertaking was started from 2nd of November, 2010 and completed it by 29th of November, 2010. ( 4 hebdomads )

LIMITATIONS OF THE STUDY

The survey suffers from the undermentioned restrictions:

The survey is limited to Sonshi Mine and non wholly SESA Goa Limited.

SESA ‘s Vision:

To be one of the top four Fe ore excavation companies in the universe.

SESA ‘s Mission:

To maximise stakeholders wealth by working nucleus accomplishments of Fe ore coke and Fe devising.

To invariably seek high degrees of productiveness and proficient efficiency to keep technological high quality over rivals.

To sharply seek extra resources.

To keep costs in the lowest quartile globally.

To be an organisation with best in category people and a public presentation driven civilization by pulling and retaining quality work force.

To go on to keep our pre-eminent place in safety, environment and quality control direction in the several industry sectors.

To lend to the development of the communities that we operate in or have influence on our concern.

Production for fiscal twelvemonth 2009-2010

Mine

Ore

Waste

Sum

Ratio

Sonshi

3250

12750

16000

1:3.92

Number of employees recruited for within last 5 old ages. Fiscal Year April 2005- March 2010.

DEPARTMENT CODE

Employee Name

Date OF Joining

Status

Appellation

3409

KALYANI KESHAV JOSHI

8/11/2009

PER

OFFICER PERSONNEL

3409

SRINIVAS PATNAIKUNI

7/28/2008

PER

Director

3414

SANJAY Y BHANDARE

9/10/2007

PER

JR. MANAGER ENVIRONMENT

3414

LAVANYA R.

2/3/2010

PER

SR. Engineer

3414

AKSHITKUMAR SURESHKUMAR JAIN

2/3/2010

PER

SR. Engineer

3414

NILESH JANU ZORE

6/10/2008

PER

SR OFFICER

3420

YATIN PANDURANG GULAWANI

10/27/2007

PER

MANAGER-GEOLOGY

3420

TAHMEEM I SHAIKH

8/11/2009

PER

Military officer

3420

DEEPAN KUMAR SAHOO

12/9/2009

PER

SR GEOLOGIST

3423

VIKIL NILKANTHRAO KAWALE

1/2/2006

PER

JR. MANAGER Mining

3423

DEEPAK KUMAR

1/14/2009

PER

SR ENGINEER Mining

3423

RAJIV KUMAR

1/14/2009

PER

SR ENGINEER Mining

3423

SUMIT KUMAR ADHYA

2/16/2009

PER

SR ENGINEER Mining

3423

MANIKANCHAN SARKAR

2/16/2009

PER

SR ENGINEER Mining

3423

KUMAR ANUPAM

6/29/2009

PER

SR ENGINEER Mining

3423

TAMAL ROY

2/3/2010

PER

SR ENGINEER Mining

3423

SRIKANTH B P

3/1/2010

PER

SR ENGINEER Mining

3423

GUNDEABOINA YADAGIRI

3/1/2010

PER

SR ENGINEER Mining

3423

VINOD KUMAR SAINI

3/1/2010

PER

SR ENGINEER Mining

3423

M MUTHUMARI

4/1/2009

PER

SR ENGINEER Mining

3423

LALITENDU MOHANTA

02/03/2009

PER

SENIOR ENGINEER Mining

3423

PARTHIBAN K.

11/03/2008

PER

SENIOR ENGINEER Mining

3423

THAMEENA ANSARI

2/16/2009

PER

SENIOR ENGINEER Mining

3423

SUDHAKAR K.

2/16/2009

PER

SENIOR ENGINEER Mining

3423

VIKESH KUMAR

2/16/2009

PER

SENIOR ENGINEER Mining

3425

RIPUNJAY BARUAH

1/14/2009

PER

SR ENGINEER MECHANICAL

3425

SHANMUGARAM P

3/1/2010

PER

SR ENGINEER MECHANICAL

3425

PRADIPKUMAR KIRITKUMAR GAJJAR

3/1/2010

PER

SR ENGINEER MECHANICAL

3432

MERVYN CAMILLO NORONHA

11/30/2007

PER

MANAGER ( ELECTRICAL )

3432

SATHYANARAYAN C S

3/1/2010

PER

SR ENGINEER ELECTRICAL

Number of employees who have recruited for fiscal twelvemonth 2005-2006

DEPARTMENT CODE

Employee Name

Date OF Joining

Status

Appellation

3423

VIKIL NILKANTHRAO KAWALE

1/2/2006

PER

Jr. Manager Mining

Number of employees who have recruited for fiscal twelvemonth 2006-2007

DEPARTMENT CODE

Employee Name

Date OF Joining

Status

Appellation

3414

SANJAY Y BHANDARE

9/10/2006

PER

Jr. Manager Environment

3420

YATIN PANDURANG GULAWANI

10/27/2006

PER

Manager-Geology

3432

MERVYN CAMILLO NORONHA

11/30/2006

PER

Manager ( Electrical )

3409

SRINIVAS PATNAIKUNI

7/28/2007

PER

Director

Number of employees who have recruited for fiscal twelvemonth 2007-2008

DEPARTMENT CODE

Employee Name

Date OF Joining

Status

Appellation

3414

NILESH JANU ZORE

6/10/2007

PER

SR OFFICER

3423

DEEPAK KUMAR

1/14/2008

PER

SR ENGINEER Mining

3423

RAJIV KUMAR

1/14/2008

PER

SR ENGINEER Mining

3423

MANIKANCHAN SARKAR

2/16/2008

PER

SR ENGINEER Mining

3423

THAMEENA ANSARI

2/16/2008

PER

SENIOR ENGINEER Mining

3423

SUDHAKAR K.

2/16/2008

PER

SENIOR ENGINEER Mining

3423

PARTHIBAN K.

11/03/2007

PER

Senior Engineer Mining

3423

VIKESH KUMAR

2/16/2008

PER

SENIOR ENGINEER Mining

3423

SUMITH KUMAR ADHYA

2/16/2008

PER

SENIOR ENGINEER Mining

3425

RIPUNJAY BARUAH

1/14/2008

PER

SR ENGINEER MECHANICAL

Number of employees who have recruited for fiscal twelvemonth 2008-2009

DEPARTMENT CODE

Employee Name

Date OF Joining

Status

Appellation

3409

KALYANI KESHAV JOSHI

8/11/2008

PER

OFFICER PERSONNEL

3420

TAHMEEM I SHAIKH

8/11/2008

PER

Military officer

3420

DEEPAN KUMAR SAHOO

12/9/2008

PER

SR GEOLOGIST

3414

LAVANYA R.

2/3/2009

PER

SR. Engineer

3414

AKSHITKUMAR SURESHKUMAR JAIN

2/3/2009

PER

SR. Engineer

3423

KUMAR ANUPAM

6/29/2009

PER

SR ENGINEER Mining

3423

TAMAL ROY

2/3/2009

PER

SR ENGINEER Mining

3423

SRIKANTH B P

3/1/2009

PER

SR ENGINEER Mining

3423

GUNDEABOINA YADAGIRI

3/1/2009

PER

SR ENGINEER Mining

3423

VINOD KUMAR SAINI

3/1/2009

PER

SR ENGINEER Mining

3423

LALITENDU MOHANTA

02/03/2009

PER

SENIOR ENGINEER Mining

3423

M MUTHUMARI

4/1/2008

PER

SR ENGINEER Mining

3425

SHANMUGARAM P

3/1/2009

PER

SR ENGINEER MECHANICAL

3425

PRADIPKUMAR KIRITKUMAR GAJJAR

3/1/2009

PER

SR ENGINEER MECHANICAL

3432

SATHYANARAYAN C S

3/1/2009

PER

SR ENGINEER ELECTRICAL

Number of employees who have recruited for fiscal twelvemonth 2009-2010

DEPARTMENT CODE

Employee Name

Date OF Joining

Status

Appellation

There are employees who have been recruited after March 2010 but those are non included in my sample size.

Fiscal Year

Numbers of the employees recruited

2005-2006

1

2006-2007

3

2007-2008

11

2008-2009

15

2009-2010

0

Sum of the 5 old ages

30

Employees recruited for last 5 old ages shown below in the graph. Employees are recruited as per the demand.

From the above graph we can come to cognize that for fiscal twelvemonth 2005-2006 one employee has been recruited where as maximal Numberss of employees has been recruited in fiscal twelvemonth 2008-2009i.e. 15 employees. In twelvemonth 2007-2008 11 employees has been recruited and in twelvemonth 2006-2007 3 employees has been recruited. We besides came to cognize that in the fiscal twelvemonth 2009-2010 no employee has been recruited that means there was no work force ( staff ) required in that fiscal twelvemonth. All the employees are recruited as per the demand in the several twelvemonth.

Age profile of the employees who have recruited within last 5 old ages.

Below 25 old ages

4

25 to 30 old ages

21

Above 35 old ages

5

As Sesa Goa is stating that we are enrolling youngster so that we can come to cognize that is it true. Above graph clearly shows that

Numbers of employees recruited from

Campus Recruitment

Campus Recruitment has been pattern by the company in order to acquire best campaigner at minimal cost.

Ad

Use on the side of the company

Number of employees recruited from Goa, Gujarat, Maharashtra, Tamil Nadu, and Andhra Pradesh.

Performance of the employees for fiscal twelvemonth 2009-2010

Employee Name

Performance Mark

Performance Rating

VIKIL NILKANTHRAO KAWALE

66

Good

KALYANI KESHAV JOSHI

67.5

Good

TAHMEEM I SHAIKH

66

Good

DEEPAN KUMAR SAHOO

66

Good

M MUTHUMARI

69.5

Good

AKSHITKUMAR SURESHKUMAR JAIN

67

Good

KUMAR ANUPAM

68.5

Good

TAMAL ROY

71

Good

SRIKANTH B P

68

Good

GUNDEABOINA YADAGIRI

65.5

Good

VINOD KUMAR SAINI

Good

M MUTHUMARI

68.5

Good

SHANMUGARAM P

66.5

Good

PRADIPKUMAR KIRITKUMAR GAJJAR

71

Good

SATHYANARAYAN C S

68.5

Good

SRINIVAS PATNAIKUNI

68.5

Good

NILESH JANU ZORE

67

Good

DEEPAK KUMAR

68.5

Good

RAJIV KUMAR

65

Good

RIPUNJAY BARUAH

66.5

Good

SANJAY Y BHANDARE

67

Good

YATIN PANDURANG GULAWANI

66

Good

MERVYN CAMILLO NORONHA

Good

Performance of the employees for fiscal twelvemonth 2009-2010 ( KRA -75 % out of 100 )

Employee Name

Swallow

OUS

AVG

VIKIL NILKANTHRAO KAWALE

50

48

49

KALYANI KESHAV JOSHI

50

52

51

TAHMEEM I SHAIKH

49

50

49.5

DEEPAN KUMAR SAHOO

48

50

49

AKSHITKUMAR SURESHKUMAR JAIN

54

52

53

KUMAR ANUPAM

50

51

50.5

TAMAL ROY

50

53

51.5

SRIKANTH B P

55

54

54.5

GUNDEABOINA YADAGIRI

50

51

50.5

VINOD KUMAR SAINI

47

50

48.5

M MUTHUMARI

SHANMUGARAM P

51

52

51.55

PRADIPKUMAR KIRITKUMAR GAJJAR

49

50

49.5

SATHYANARAYAN C S

53

54

53.5

SRINIVAS PATNAIKUNI

52

50

51

NILESH JANU ZORE

52

53

52.5

DEEPAK KUMAR

50

50

50

RAJIV KUMAR

54

51

52.5

RIPUNJAY BARUAH

49

48

48.5

SANJAY Y BHANDARE

50

51

50.5

YATIN PANDURANG GULAWANI

50

50

50

MERVYN CAMILLO NORONHA

49

51

50

Competences ( 25 % ) graduated table of 0 ( low ) – 5 ( high ) Fiscal twelvemonth 2009-2010

Competence

Communication Skills

Analytic Skills

Relationship Management

Leadership/Teambuilding

Initiative/Innovation

Entire

VIKIL NILKANTHRAO KAWALE ( SUP )

4

3

3

3

4

17

VIKIL NILKANTHRAO KAWALE ( OUS )

3

4

3

3

4

17

KALYANI KESHAV JOSHI ( SUP )

4

3

3

4

3

17

KALYANI KESHAV JOSHI ( OUS )

3

3

3

4

3

16

TAHMEEM I SHAIKH

4

3

3

3

3

16

4

4

3

3

3

17

DEEPAN KUMAR SAHOO

3

3

4

3

4

17

3

3

4

4

3

17

AKSHITKUMAR SURESHKUMAR JAIN

4

3

3

3

3

16

4

3

4

3

3

17

KUMAR ANUPAM

3

3

3

4

3

16

3

3

4

4

3

17

TAMAL ROY

4

3

3

4

3

17

4

3

3

4

3

17

SRIKANTH B P

4

3

3

4

3

17

3

3

4

3

3

16

GUNDEABOINA YADAGIRI

4

4

3

3

3

17

4

3

3

4

4

18

VINOD KUMAR SAINI

4

3

3

3

4

17

4

3

3

3

4

17

M MUTHUMARI

4

4

3

3

3

17

4

3

4

3

3

17

SHANMUGARAM P

4

3

3

3

4

17

4

3

3

3

4

17

PRADIPKUMAR KIRITKUMAR GAJJAR

4

3

3

3

4

17

4

3

3

3

4

17

SATHYANARAYAN C S

4

3

3

3

4

17

4

4

3

3

4

18

SRINIVAS PATNAIKUNI

4

4

3

4

3

18

4

3

4

3

3

17

NILESH JANU ZORE

4

3

3

2

4

16

4

3

3

3

3

16

DEEPAK KUMAR

3

3

3

4

4

17

4

3

3

4

3

17

RAJIV KUMAR

4

3

3

3

3

16

RIPUNJAY BARUAH

3

3

3

4

3

16

3

3

4

3

4

17

SANJAY Y BHANDARE

4

3

3

3

3

16

3

3

3

4

3

16

YATIN PANDURANG GULAWANI

3

3

4

3

4

17

3

4

3

4

3

17

MERVYN CAMILLO NORONHA

3

4

3

3

3

16

3

4

3

3

3

16

Competences Fiscal twelvemonth 2009-2010

Name of the employee

Average

VIKIL NILKANTHRAO KAWALE

17

KALYANI KESHAV JOSHI

16.5

TAHMEEM I SHAIKH

16.5

DEEPAN KUMAR SAHOO

17

AKSHITKUMAR SURESHKUMAR JAIN

16.5

KUMAR ANUPAM

16.5

TAMAL ROY

17

SRIKANTH B P

16.5

GUNDEABOINA YADAGIRI

17.5

VINOD KUMAR SAINI

17

M MUTHUMARI

17

SHANMUGARAM P

17

PRADIPKUMAR KIRITKUMAR GAJJAR

17

SATHYANARAYAN C S

17.5

SRINIVAS PATNAIKUNI

17.5

NILESH JANU ZORE

16

DEEPAK KUMAR

17

RAJIV KUMAR

16

RIPUNJAY BARUAH

16.5

SANJAY Y BHANDARE

16

YATIN PANDURANG GULAWANI

17

MERVYN CAMILLO NORONHA

16

Fiscal twelvemonth 2009-2010

Name of the employee

Average

AVG

Entire

VIKIL NILKANTHRAO KAWALE

17

49

66

KALYANI KESHAV JOSHI

16.5

51

67.5

TAHMEEM I SHAIKH

16.5

49.5

66

DEEPAN KUMAR SAHOO

17

49

66

AKSHITKUMAR SURESHKUMAR JAIN

16.5

53

69.5

KUMAR ANUPAM

16.5

50.5

67

TAMAL ROY

17

51.5

68.5

SRIKANTH B P

16.5

54.5

71

GUNDEABOINA YADAGIRI

17.5

50.5

68

VINOD KUMAR SAINI

17

48.5

65.5

M MUTHUMARI

17

SHANMUGARAM P

17

51.55

68.5

PRADIPKUMAR KIRITKUMAR GAJJAR

17

49.5

66.5

SATHYANARAYAN C S

17.5

53.5

71

SRINIVAS PATNAIKUNI

17.5

51

68.5

NILESH JANU ZORE

16

52.5

68.5

DEEPAK KUMAR

17

50

67

RAJIV KUMAR

16

52.5

68.5

RIPUNJAY BARUAH

16.5

48.5

65

SANJAY Y BHANDARE

16

50.5

66.5

YATIN PANDURANG GULAWANI

17

50

67

MERVYN CAMILLO NORONHA

16

50

66

Performance of the employees for fiscal twelvemonth 2008-09

Employee Name

Performance Mark

Performance Rating

VIKIL NILKANTHRAO KAWALE

67

Good

SANJAY Y BHANDARE

70.5

Good

YATIN PANDURANG GULAWANI

68.5

Good

MERVYN CAMILLO NORONHA

68.5

Good

SRINIVAS PATNAIKUNI

65

Good

NILESH JANU ZORE

65.5

Good

DEEPAK KUMAR

67.1

Good

RAJIV KUMAR

67.5

Good

MANIKANCHAN SARKAR

73.5

Good

THAMEENA ANSARI

66

Good

SUDHAKAR K.

67.5

Good

PARTHIBAN K.

73

Good

VIKESH KUMAR

66.5

Good

SUMITH KUMAR ADHYA

76

Good

RIPUNJAY BARUAH

68

Good

Performance of the employees for fiscal twelvemonth 2008-2009

Employee Name

Swallow

OUS

AVG

VIKIL NILKANTHRAO KAWALE

50

51

50.5

SANJAY Y BHANDARE

55

54

54.5

YATIN PANDURANG GULAWANI

50

50

50

MERVYN CAMILLO NORONHA

51

50

50.5

SRINIVAS PATNAIKUNI

48

49

48.5

NILESH JANU ZORE

49

49

49

DEEPAK KUMAR

50

53

51.5

RAJIV KUMAR

50

52

51

MANIKANCHAN SARKAR

54

55

54.5

THAMEENA ANSARI

48

48

48

SUDHAKAR K.

48

50

49

PARTHIBAN K.

55

56

55.5

VIKESH KUMAR

49

51

50

SUMITH KUMAR ADHYA

59

58

58.5

RIPUNJAY BARUAH

50

50

50

Competences ( 25 % ) graduated table of 0 ( low ) – 5 ( high ) fiscal twelvemonth 2008-09

Competence

Communication Skills

Analytic Skills

Relationship Management

Leadership/Teambuilding

Initiative/Innovation

Entire

VIKIL NILKANTHRAO KAWALE ( SUP )

4

3

3

3

4

17

VIKIL NILKANTHRAO KAWALE ( OUS )

3

3

4

3

3

16

SANJAY Y BHANDARE ( SUP )

4

3

4

2

2

15

SANJAY Y BHANDARE ( OUS )

4

3

4

3

3

17

YATIN PANDURANG GULAWANI ( SUP )

4

3

5

4

3

19

YATIN PANDURANG GULAWANI ( OUS )

4

3

4

4

3

18

MERVYN CAMILLO NORONHA ( SUP )

4

4

5

3

3

19

MERVYN CAMILLO NORONHA ( OUS )

4

3

4

3

3

17

SRINIVAS PATNAIKUNI ( SUP )

4

3

3

3

3

16

SRINIVAS PATNAIKUNI ( OUS )

4

3

3

4

3

17

NILESH JANU ZORE ( SUP )

5

3

4

3

3

18

NILESH JANU ZORE ( OUS )

4

3

2

4

3

15

DEEPAK KUMAR ( SUP )

3

2

4

3

3

15

DEEPAK KUMAR ( OUS )

5

2

4

3

3

17

4

4

4

3

3

18

RAJIV KUMAR

4

3

3

2

3

15

4

4

4

4

4

20

MANIKANCHAN SARKAR

3

3

4

4

4

18

4

3

3

3

4

17

THAMEENA ANSARI

4

3

4

4

4

19

5

4

3

3

4

19

SUDHAKAR K.

4

4

4

3

3

18

4

3

3

2

4

16

PARTHIBAN K.

4

4

4

4

3

19

3

3

4

3

2

15

VIKESH KUMAR

4

5

3

3

5

20

3

5

3

3

2

16

SUMITH KUMAR ADHYA

4

3

3

4

3

17

4

3

4

4

3

18

RIPUNJAY BARUAH

4

3

4

4

4

19

4

2

3

4

4

17

Competences fiscal twelvemonth 2008-09

Name of the employee

Average

VIKIL NILKANTHRAO KAWALE

16.5

SANJAY Y BHANDARE

16

YATIN PANDURANG GULAWANI

18.5

MERVYN CAMILLO NORONHA

18

SRINIVAS PATNAIKUNI

16.5

NILESH JANU ZORE

16.5

DEEPAK KUMAR

16

RAJIV KUMAR

16.5

MANIKANCHAN SARKAR

19

THAMEENA ANSARI

18

SUDHAKAR K.

18.5

PARTHIBAN K.

17.5

VIKESH KUMAR

16.5

SUMITH KUMAR ADHYA

17.5

RIPUNJAY BARUAH

18

Performance of the employees for fiscal twelvemonth 2007-2008

Employee Name

Performance Mark

Performance Rating

VIKIL NILKANTHRAO KAWALE

70

Good

SANJAY Y BHANDARE

70

Good

YATIN PANDURANG GULAWANI

69.5

Good

MERVYN CAMILLO NORONHA

71

Good

Performance of the employees for fiscal twelvemonth 2007-2008

Employee Name

Swallow

OUS

AVG

VIKIL NILKANTHRAO KAWALE

54

52

53

SANJAY Y BHANDARE

53

54

53.5

YATIN PANDURANG GULAWANI

53

54

53.5

MERVYN CAMILLO NORONHA

54

54

54

fiscal twelvemonth 2007-2008

Competence

Communication Skills

Analytic Skills

Relationship Management

Leadership/Teambuilding

Initiative/Innovation

Entire

VIKIL NILKANTHRAO KAWALE ( SUP )

4

3

3

3

4

17

VIKIL NILKANTHRAO KAWALE ( SUP )

3

4

3

3

4

17

SANJAY Y BHANDARE ( SUP )

3

4

4

3

3

17

SANJAY Y BHANDARE ( OUS )

3

3

4

3

3

16

YATIN PANDURANG GULAWANI ( SUP )

3

3

4

3

3

16

YATIN PANDURANG GULAWANI ( OUS )

4

3

4

2

3

16

MERVYN CAMILLO NORONHA ( SUP )

3

3

3

4

3

16

MERVYN CAMILLO NORONHA ( OUS )

3

4

4

3

4

18

Competences fiscal twelvemonth 2007-2008

Name of the employee

Average

VIKIL NILKANTHRAO KAWALE

17

SANJAY Y BHANDARE

16.5

YATIN PANDURANG GULAWANI

16

MERVYN CAMILLO NORONHA

17

Performance of the employees in fiscal twelvemonth 2006-2007

Employee who has been recruited in fiscal twelvemonth 2005-2006, his public presentation has been measured in fiscal twelvemonth 2006-2007.

The following employees have terminated/Resign the occupation.

The followers are the employees who are satisfy with remarks given by the supervisor and one above supervisor.

All the employees are satisfy with the remarks given by the supervisor and one above supervisor.

The following employee has resigned the occupation in the twelvemonth 2010 ( they have resign the occupation before March )

Name

Appellation

Department

Thameena Ansari

Senior Engineer Mining

Mining

Sudhakar K.

Senior Engineer Mining

Mining

Vikesh Kumar

Senior Engineer Mining

Mining

Parthiban K.

Senior Engineer Mining

Mining

Lalithendu Mohanda

Senior Engineer Mining

Mining

Sumith Kumar Adhya

Senior Engineer Mining

Mining

Manikanchan Sarkar

Senior Engineer Mining

Mining

Lavanya R.

Environment

Comparison for 5 old ages

Comparison for 3 old ages

Comparison for 2 old ages

Competences required for the designation- spread between the employees who has been recruited.

Improvement in the enlisting and choice procedure since Vedanta has get SESA ( from 2007 )

Competences required for senior Engineer Mining

Knowledge of applicable Rules and Regulation

Interpersonal Skills

Good Communication Skill

Deputation and Motivation

Team Building and Leadership

Co-ordination

Particular qualification- director ‘s II category certification of competence under MMR -1961 issued by DGMS.

Transportation

aˆ? Resignation

aˆ? Termination

aˆ? Separation /Retirement

aˆ? Promotion

aˆ? Probation, followed by verification.

Findingss

( This applicable for the employees who have been recruited from fiscal twelvemonth April 2005 to fiscal twelvemonth March 2010 )

No employee has been terminated from the occupation for any ground.

Employee who has been recruited from campus recruited has resigned the occupation.

CONCLUSION AND LEARNINGS

The decisions drawn from the research are as follows:

Time direction is really indispensable and it should non be ignored at any degree of the procedure. So that existent rhythm clip should be frame so that phases of recruited and choice will be completed within that clip frame and vacancy will be filled up.

The enlisting and choice through arrangement bureaus has non been pattern by the company for last 5 old ages at sonshi.

RECOMMENDATIONS/SUGGESTIONS

1. The enlisting and choice process should non to lengthy and clip consuming.

2. Gender Discrimation, equal chance for the adult females should given by the company.

3. Internal choice of employees for higher station should be encouraged.

4. Multi-skilled forces should be recruited.

5. They should border existent rhythm clip for each phases of enlisting and choice procedure so that clip will non be wasted and place which is vacant will be fill up in less clip.

6. Best Employee of the Month: in order to increase the public presentation of the employee, company should come up with Award like best employee of the month so that public presentation of employee will be better, they might take undertakings which will be helpful for the company. In best employee of the month, company can give pecuniary award of Rs.1000/- per month to each. This can be given to outdo 5 employee of the month.

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