A PROJECT REPORT

ON

“Study On External Recruitment Process of Tata Steel &

MASTER OF BUSINESS ADMINISTRATION TO

Aryabhatta University, Patna

Submitted by

Astha Kumari
Roll No -18811, MHRM 1st Year

Under the guidance of

MS. Nidhi Jain

Sr. Manager HRM Talent Management

For Academic Year 2018-2020

INTRODUCTION

About The Company

In 1990, the company began to expand, and established its subsidiary, Tata Inc. in New York.
The company changed its name from TISCO to Tata Steel Ltd. in 2005.

Tata Steel on Thursday, 12 February 2015 announced buying three strip product services
centres in Sweden, Finland and Norway from SSAB to strengthen its offering in Nordic
region. The company, however, did not disclose the value of the transactions.

In September 2017, ThyssenKrupp of Germany and Tata Steel announced plans to combine

Tata Steel Limited, formerly Tata Iron and Steel Company Limited (TISCO), is an
Indian multinational steel-making company headquartered in Mumbai, Maharashtra, India,
and a subsidiary of the Tata Group.

It is one of the top steel producing companies globally with annual crude steel deliveries of
27.5 million tonnes (in FY17), and the second largest steel company in India (measured by
domestic production) with an annual capacity of 13 million tonnes after SAIL.

Tata Steel operates in 26 countries with key operations in India, Netherlands and United
Kingdom, and employs around 80,500 people. Its largest plant (10 MTPA capacity) is located
in Jamshedpur, Jharkhand. In 2007, Tata Steel acquired the UK-based steel maker Corus.

It was ranked 486th in the 2014 Fortune Global 500 ranking of the world's biggest
corporations.

History

Tata Iron and Steel Company was founded by Jamsetji Tata and established by Dorabji
Tata on 26 August 1907, and began producing steel in 1912 as a branch of Jamsetji's Tata
Group. By 1939, it operated the largest steel plant in the British Empire. The company
launched a major modernization and expansion program in 1951.
Later, in 1958, the program was upgraded to 2 million metric tonnes per annum (MTPA)
project. By 1970, the company employed around 40,000 people at Jamshedpur, and a further
20,000 in the neighbouring coal mines. In 1971 and 1979, there were unsuccessful attempts
their European steel-making businesses. The deal will structure the European assets as
ThyssenKrupp Tata Steel, an equal joint venture. The announcement estimated that the
company would be Europe’s second-largest steelmaker, and listed future headquarters
in Amsterdam.
 CHAPTER-II
About Recruitment Process:

Recruitment Meaning:

Recruitment is a positive process of searching for prospective employees and stimulating

Purpose and Importance of Recruitment

 Attract and encourage a good number of candidates to apply for the organisational
vacancies.
 Create a talent pool of prospective candidates that enables the selection of best
candidates to suit for the organisational need.
 Determine present and future organisational requirement taking into consideration of
personnel planning and job analysis activities.
 Links the employers with the potential employees.
 Increase potential candidates’ pool at less cost.
 Increases success rate of selection process by reducing the number of under qualified
or overqualified job applicants.
 Reduce the probability of leaving the organisation only after a short period of time,
once recruited and selected.
 Meet the organizations’ legal and social obligations maintaining its workforce
composition.
 Determine the appropriateness of the candidates by identifying and preparing
potential job applicants.
 External Recruitment Process In Tata Steel
PROCESS
STARTS

REQUIREMENT ADVERTISE PROFILE SOURCING

RECRUITER SHORTLIST

TECHNICAL SHORTLIST

TELEPHONE INTERVIEW

REIMBURSEMENT
PROCESS START FACE TO FACE INTERVIEW

MEDICAL EXAMINATION

COMPENSATION NEGOTIATION

ACCEPTANCE

APPOINTMENT LETTER

JOINING +INDUCTION

PROCESS STOP
 EXTERNAL RECRUITMENT PROCESS

1. Requirement: A condition or capability needed by the company to solve a problem or

2. Advertise: A piece of information about the job, through of social media, newspaper,
LinkedIn, and other sources which is done by the company.

3. Profile sourcing: Sourcing of profiles by various means like internal job portal, social
media, registered consultants & referrals for further process.

4. Recruiter Shortlist: First level scrutiny will be done by recruiter based specific job related
criteria using the minimum qualification and experience mentioned in the JD. Also, the
recruiter should check the application status of the candidate in past 6 months. Recruiter
shortlist is the process of identifying the candidates who are suitable for the job as per the
requirement.

5. Technical shortlist: Recruiter will share the shortlisted profiles with BU HRM for further
scrutiny. BU HRM will share those profiles with business & get the shortlist from them to
conduct a telephonic interview.

6. Telephone interview: The respective BU HRM will conduct the way of telephonic
interview for the suitable profile along with the respective business.

7. Face to face interview: After receiving the result of telephonic interview &final short list
from BU HRM TM Team will send the call letter to candidates to appear in the face to face
interview.

8. Medical: After the final round of interview is conducted and a suitable candidate is
selected.TM representative must get the medical examination of the candidate done.

9. Compensation: Once the selection is made, compensation team will prepare the draft offer
for the candidates and the same will be communicated to BU – TM who will send across the
Offer to selected candidates. The compensation offered would be based upon the prevailing
compensation structure and any negotiation will be done without compromising on internal
parity and external equity. Compensation offer should be made based on factors like, relevant
functional experience, year of experience, the organization the candidate is coming from
,location/permanent residence, the compensation of the peer group the candidate will be
joining. The offer must not be prepared purely based on the current compensation drawn by
the candidate.
10. Appointment letter: Once the candidate accepts the offer from Tata steel, TM
representative will hand over the relevant documents to talent acquisition team Resume of the
selected candidate, assessment Sheets, Compensation offer &offer acceptance, filled in
application form, medical report & sanction for the position to help them in issuing the

Appointment letter to the selected candidate. The signed appointment letter will be shared
with the candidate through on boarding portal in order to help him in starting his relieving at
his/her current organization & subsequently planning to join Tata steel.

11. Joining: All the terms and conditions prior to joining will be communicated to
candidates in order to avoid any misunderstanding, the selected candidates are made to join
on 1st working day of the month.
External Recruitment Process Feedback Survey Questionnaire