Deepika Proj 07

RECRUITMENT & SELECTION

EXECUTIVE SUMMARY

Honeywell Automation India Ltd. (HAIL) is a leading provider of integrated automation and software solutions that improve productivity enhance comfort and ensure safety and security of your homes and business premises. With over 2500 employees and an annual turnover of about Rs. 500 crores, HAIL is headquartered in Pune with 11 offices all over India. HAIL has five strategic business divisions to put varied innovation to work for you. •

HPS (Honeywell Process Solution)

•

HBS (Honeywell Building Solution)

•

GES (Global Engineering Services)

•

E&CC (Environmental and combustion control)

•

S&C (Sensing and Control)

•

HSG (Honeywell Security Group)

Human resource management is concerned with processes of acquisition, development, motivation and maintenance of people. We will be focusing on recruitment and selection of staff, team building and roles that individual play within teams and training and development of staff. Recruitment and selection are fundamental in HR management process. Time is spent establishing the ‘profile’ of a vacant post through the three document of job analysis, job description and person specification. Recruitment is also done through:•

Internal or External recruitment

•

Outsourcing

•

Staff Retention

In today’s rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in PGDBM

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place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results.

TABLE OF CONTENTS (INDEX)

• Introduction to the topic  Executive Summary  Company Profile • Research Methodology  Objective of study  Source of information  Limitation • Scope of study  Honeywell History  Organizational Chart

 Honeywell stock chart • Human Resource  Defining recruitment & selection as a tool.  Recruitment & Selection Process in HAIL.

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 Methodology of Recruitment.

• Honeywell policies and procedure • Basic Documents For Recruitment  Recruitment Procedure • Documents Required For Offer Letter • Conclusion • Analysis and Suggestion  The Portal Hunt • Bibliography • Webliography

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COMPANY PROFILE:

Honeywell International is a $30 billion diversified technology and manufacturing leader, serving customers worldwide with aerospace products and services; control technologies for buildings, homes and industry; automotive products; turbochargers; and specialty materials. Whether you’re flying on a plane, driving a car, heating or cooling a home, furnishing an apartment, taking medication or playing a sport, Honeywell products touch most peoples’ lives everyday. We are building a world that’s safer and more secure … more comfortable and energy efficient … more innovative and productive.

Honeywell Automation India Ltd. (HAIL) is a leading provider of integrated automation and software solutions that improve productivity enhance comfort and ensure safety and security of your homes and business premises. With over 2500 employees and an annual turnover of about Rs. 500 crores, HAIL is headquartered in Pune with 11 offices all over India. HAIL is a listed company on the Indian Stock Exchange and is part of Honeywell Inc. the technology leader with PGDBM

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100000

employees

across

95

countries

world

wide.

Innovation and adaptability are the hallmarks of HAIL and we aim at creating value for our customers in an ever-changing market. The Company drives the nation's growth by being responsible to its leadership position in running the "core" business sectors of the Indian Economy, be it Infrastructure, Petrochemicals, Refining, Chemicals, Mining & Metals or Automobiles and Hospitality. Honeywell brands can be seen on the thermostats in buildings, in the electronic voting machines, process control systems in refineries and factories or as sensors in the automobiles. HAIL has an impressive 36000 sq ft. state-of-the-art manufacturing facility in Pune, and is the first Automation and Control Solutions company in India to receive double certifications of ISO 9001 and OHSAS 18001 certifications. Strict adherence to quality and being receptive to customer needs has helped the Company provide innovative solutions, high-end consulting and engineering designs to organizations, both in India and globally, leading to enormous savings to the customers through better productivity, optimal use of materials and energy, lesser wastage and better maintenance of equipment. Set up in 1988 with manufacturing, design and engineering facilities in the industrial city of Pune (160 km southeast of Mumbai), Honeywell is today the market leader in most of the business areas it operates in. Honeywell International is a $30 billion diversified technology and manufacturing leader, serving customers worldwide with aerospace products and services; control technologies for buildings, homes and industry; automotive products; turbochargers; and specialty materials. Based in Morris Township, N.J., Honeywell's shares are traded on the New York, London, Chicago and Pacific Stock Exchanges. It is one of the 30 stocks that make up the Dow Jones Industrial Average and is also a component of the Standard & Poor's 500 Index.

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HONEYWELL PRESENCE IN NEARLY 100 COUNTRIES:

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OUR CULTURE:

In this section, we profile some of the most prominent initiatives and organization principles that help define our culture. We invite you to learn more about our pioneering Six Sigma strategy, which enables us to continuously improve the way we do things so that we can capture greater value not just for us, but also for our customers. We also offer a look at our often-benchmarked approach to staying contemporary through learning opportunities for all employees that sharpen personal skills and build deeper knowledge. We value our diversity and leverage it as a competitive advantage. And our leaders are among the most respected in business.

VISION: •

To enhance productivity, comfort and safety for everyone through continuous learning and investment in technology

MISSION: •

Mission is to improve the businesses of our clients and we carry out that mission by delivering leading-edge automation and control solutions, equipment and services.

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History 1885

1927

1963

1988

About Honeywell Automation India Limited

HISTORY OF HONEYWELL AUTOMATION INDIA LTD: Set up in 1988 with manufacturing, design and engineering facilities spread over 36000 square feet in the industrial city of Pune, the $120 million Honeywell Automation India Ltd., (HAIL), has more than 2500 employees based in 11 offices in India. Erstwhile known as Tata Honeywell, HAIL has reaped the benefits of its association with the Tata lineage, India’s first business family. A listed company on the Bombay Stock Exchange (BSE) today, HAIL is the first Indian automation company to be certified for ISO14001 and OHSAS18001. Since November 2004, when the parent Honeywell acquired the remaining 40% stake from the Tata’s, HAIL has come a long way, stepping out from the shadows and emerging as the market leader in most of the business areas it operates in, a fact that is underlined by the presence of Rashtrapathi Bhavan in its clientele list. With its five strategic businesses, namely, the Global Services, Honeywell Building Solutions, Honeywell Process Solutions, Control Products and the Honeywell Security Group, HAIL drives the nation's growth by playing a major role in the smooth running of the "core" business sectors

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of the Indian Economy, be it Infrastructure, Petrochemicals, Refining, Chemicals, Mining & Metals or Automobiles and Hospitality. An open, transparent, meritocratic, and performance driven culture encourages HAIL employees to excel in what they do. The JRD Tata Automation Training Center delivers extensive training to its customers to handle the complex technologies and arms engineering students with enough practical knowledge thereby bridging the industry-academia gap. With the average age of employees being 30, the cultural club and the sports and adventure activities are a major hit with the employees serving to constantly rejuvenating them for renewed vigor in their work.

Code of Business Conduct:

Honeywell's Integrity and Compliance program reflects our vision and values. It helps our employees, representatives, contractors, consultants and suppliers worldwide comply with a high standard of business conduct. Honeywell employees are proud of their company's strong reputation

for

ethical

conduct;

this

program

helps

protect

that

reputation.

At the core of the Integrity and Compliance program is Honeywell's CODE OF BUSINESS CONDUCT. All agents, consultants, contractors, representatives, suppliers, and employees of Honeywell are ultimately responsible for conducting themselves in an ethical manner in compliance with applicable laws. Our Code provides guidelines to ensure that we are successful in this endeavor. Under the leadership of the Integrity and Compliance Council, we pursue a dynamic corporatewide enforcement effort that engages Business Conduct Leaders in each business unit and each region of the world.

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BUSINESSES OF HONEYWELL: With a vision that spurs the Company to enhance productivity, comfort and safety for everyone through continuous learning and investment in technology, HAIL today, has emerged as a young and dynamic leader delivering cutting edge automation solutions, equipments and services. At Honeywell Automation India Ltd, innovation is a way of life and technology is used to make lives safe, comfortable and productive. HAIL has five strategic business divisions to put our varied innovations to work for you. They are as under:

About Honeywell

Our Businesses HSG

Text IMC

S&C Honeywell Automation India Limited

ECC

HPS

HBS GES

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• Honeywell Process Solutions (HPS):

Honeywell Process Solutions (HPS) is a strong and vibrant business unit serving the process industries, which include Refining, Oil and Gas, Pulp, Paper & Printing, Power Generation, Power Transmission & Distribution, Chemicals & Life Sciences, Petrochemicals, and Metals, Minerals and Mining.

Oil and Gas – Upstream The Oil and Gas business provides solutions focused on enabling your day-to-day, hour-by-hour business decisions.

Oil and Gas – Downstream With more than 10 years of experience in serving major oil and gas customers in India, Honeywell enjoys the leadership position in the established businesses of Oil and Gas Downstream including Terminal and Retail Automation.

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Refining Serving the Indian Refining industry for more than 15 years, HAIL delivers Products and Services that help customers achieve the highest possible results from their investments and operations.

Pulp, Paper and Printing Honeywell strives to provide innovative answers to meet the changing needs of pulp, paper, and printing and flat sheet producers by improving their ability to perform in an increasingly competitive world.

Chemicals and Life Sciences Whether your business is pharmaceutical manufacturing, biotech innovation, clinical supplies, or any other life-science business, Honeywell’s Chemicals and Life Sciences Solutions help you make your operation run more smoothly, more profitably and more efficiently.

Mines, Metals and Minerals From concentration to smelting and refining, and from blast furnaces to continuous casting, Honeywell has a solution to meet all your control needs.

Power Generation Honeywell Process Solutions has more than four decades of power generation experience and has delivered state-of-the-art control systems and services to power generation facilities in more than 50 countries.

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Power Transmission and Distribution Honeywell’s Power Transmission & Distribution business unit offers a complete range of products, services and solutions for all Electrical Transmission and Distribution applications.

After Market Services Welcome to Honeywell Automation India’s After Market Services. Assured peace of mind when it comes to maintaining your valuable assets.

Advanced Solutions Helps its customers achieve continuous top-tier performance through reliable production of on-spec products at optimal cost, emphasis on customer service and satisfaction and flexibility in operations.

• Honeywell Building Solutions (HBS):

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Each building is unique in terms of construction, utilities / facilities provided usage and people. Due to large number of diverse technologies that exist in any building, managing them effectively and efficiently is a challenge. Hence, building / facility managers all over insist on a sophisticated Building Management System that helps them do this. A well-designed Building Management System ensures smooth operations of the building as well as makes it energy efficient. Honeywell Building Solutions (HBS) is the largest and most technically skilled Building Automation Solutions provider in the Indian Subcontinent Our Solutions Include:  HVAC Control Systems.  Fire Detection Systems.  Security Systems - Access Control Systems, CCTV Systems & Perimeter Control Systems.  Integrated Systems - using Honeywell Building Solutions’ Enterprise Building Integrator (EBI) which is a powerful suite of applications that integrates cost effective control over HVAC Systems, Fire Detection Systems, Security Systems and Energy Management Systems. EBI helps you in maximizing productivity, optimizing assets, lowering your operating costs, securing your facility & safeguarding your occupants.  After Market Services to ensure the reliable upkeep and uptime of Honeywell Systems.  Performance Contracting & Total Asset Management (PC TAM) - From Managing energy savings & consumption to total outsourcing of technical services in the facility

• Global Engineering services (GES):

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Honeywell Global Services provides a complete range of high quality and optimal cost engineering, software development & programming and hardware design to Honeywell the world over as well as other global clients, concentrating on the Manufacturing, Utilities and Construction industries. We are your strategic business partners for success.

Global Engineering Services - Honeywell Process Solutions The GES – Honeywell Process Solutions is entrusted with providing better engineering services to our affiliates. Global Engineering Services - Honeywell Building Solutions The GES – Honeywell Building Solutions designs high-end custom applications required by clients across the world. Outsource Automation Control Engineering Services Outsource Automation Control Engineering Services (OACES) offers platformindependent competitive engineering and software development services.

• Environment and combustion control:

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Honeywell is a leading provider of home and building control products & solutions, having a comprehensive product line that works for environmental controls & combustion control systems. In more than 100 million homes and 5 million buildings worldwide, Honeywell products, components and systems deliver temperature control, comfort, energy conservation and safety. The ECC business division provides integrated product solutions in heating, ventilation, cooling & refrigeration, air purification, zoning, humidification, air conditioning, switches, sensors and controllers. From home to business, ECC offers a superior and complete portfolio of control products. The ECC business is divided into Environmental Controls and Combustion Controls.

• Sensing and Control:

Honeywell Sensing and Control provides standard and custom products for many industries. With a great array of sensing technologies at the core, Honeywell is a world leader in packaging

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expertise, incorporating logic and communications into a growing number of electronic and electromechanical solutions. You can trust Honeywell Sensing & Control for

 The right products for your applications  Delivered on time  That work right the first time  And every time  Anywhere in the world. Electromechanical “Micro switch” was a brand created by Honeywell in 1937 which is the building block of the vast array of the electromechanical sensors business consisting of Basic Switches, Limit switches, Safety Switches, Relays, Sealed Switches, Hour meters etc. Electronic Sensing Honeywell’s strong line of electronic sensors consists of Pressure Sensors, Thermal products viz. Thermostats, Thermistors, Speed and Position Sensors, InfoTech products, Infrared sensors, and Current Sensors and Optical sensors. As part of Honeywell Sensing and Control, Honeywell Sensotec continues to manufacture a broad line of products such as: pressure sensors, torque cells, load cells, accelerometers, LVDT, instrumentation, differential pressure, wireless telemetry, and more. Our products are a perfect solution for your temperature, force, vibration, pressure, load, acceleration, and displacement needs. Automotive-on-Board AoB includes products and offerings pertaining to passenger vehicles and medium capacity automotive applications. These products are mainly used in Engine Management, Transmission Control, Security, Chassis control and In-cabin Controls. Honeywell India offers custom specific products to meet your exact requirements. Experience the global technologies right here in India through Honeywell’s state-of-the art facility. PGDBM

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ATOM (Aviation, Transportation, Ordnance & Marine) ATOM focuses on products and technologies for Aviation, Transport, Ordnance and Marine applications. It ensures that System Critical sensing and control products meet the accuracy, ruggedness and reliability needed for the harsh and hostile environments in which they would be working. You can find them in fighter planes, Earth movers, long haulage trucks and battle tanks.

• Industrial Measurement and Control:

Honeywell's comprehensive portfolio of Industrial Measurement & Control (IM&C) products, combined with in-house software solutions and open interfaces for data access, enables clients to manage and even Optimize enterprise assets by providing the foundation systems for critical measurement, control and data acquisition.

• Honeywell Security Groups:

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Honeywell is committed to security. The Honeywell Security Group (HSG) is one of the world’s leading and most experienced manufacturers of electronic security systems protecting millions of homes, businesses and government facilities around the world. With over $40 million a year invested in research and development, the division strives to bring out the best and most innovative security products. The best global technologies are leveraged at the Engineering Centre of Excellence in US, China, India, Scotland and France. New commercial products include: Integrated Digital Video Manager (DVM), Enterprise Network Recorder (NVR), Rapid Eye LT and the Lobby Works visitor management system. These new products are all designed to drive up revenues while making installation and maintenance easier. Make the right choice for the future by partnering with the Honeywell Security Group – a division that is committed to success and to building a world that is safer and more secure. Some of our value added services are mentioned below –

Video Systems Full range of products that meet requirements ranging from simple camera systems to a fully integrated system capable of working over LAN or Internet.



Camera Speed



Dome



Monitor



Digital Video Recorder



Matrix

Access Control System PGDBM

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Available for various environments from single door access to integrated systems capable of managing thousands of doors



Small, medium and large-scale access control system



Proximity reader and card



Smartcard reader and card



Biometric reader

Intrusion Detection System A complete range of intrusion detection products ranging from the simplest door contact to the central station receiver. 

Intrusion Control System



PIR



Dual Tech



Keypad



Wireless System



Central Station Receiver



Door Contact

HAIL LEADERSHIP: The best leaders lead by example. They set the records and carve out paths for all the rest to follow. A leader communicates a vision that motivates, inspires and energizes team members to aim and achieve better heights of personal and organizational success. Honeywell boasts of a strong

leadership

team

taking

care

of

various

Business

Units.

We hire the best in the industry and nurture their development with extensive training and

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challenging assignments. At HAIL, we promote actively from within the organization to give our employees the opportunity to excel and advance their careers

MANUFACTURING FACILITIES:

With world-class engineering products for industries and homes manufactured at its state-of-theart manufacturing facility, HAIL has an edge when it comes to giving their customers the best. HAIL’s production facility at Pune is among the few certified not just by Honeywell but also by several government and defense establishments. Spread over 36000 sq. ft, HAIL’s manufacturing facility is equipped with System Integration Services, Testing Facilities, Systems Assembly & Staging Centre, Printed Wiring Assembly (PWA) Manufacturing Facility and a Smart Line Technology Centre. In 2003, the Company’s GPS Manufacturing was certified by the DRDO, the premier defense research organization in India. HAIL is also the first automation company in India to have received a double certification of ISO 14001 and OHSAS 18001. Honeywell's stated Total Quality Policy is to continuously strive for excellence. The discipline of Total Quality permeates everything. The corporate aim is to be recognized as a world-class supplier of best quality products and services. Quality initiatives such as Six Sigma, Lean and a Business Excellence Model based on the Malcolm Baldrige quality model, form an integral part of the HAIL culture. We, at HAIL, are extremely proud of the committed and skilled workforce that constantly strives to innovate and deliver value to the customer through constant improvement in the product and service portfolio. With 80 per cent of the organization made up of engineers from different PGDBM

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streams, Honeywell Automation India Ltd. has some of the best technical services and business solutions to offer. A state-of-the- art Research & Development cell and regular training programs continuously enhance the skill sets of its people and motivates them to give their best.

TRAINING SERVICES:

At HAIL, providing cutting edge solutions is a manifold commitment. Apart from assuring our clients of innovative technologies to help them stay ahead in the global competitive market, we also give them the extra edge by helping them constantly upgrade their skills. To help our customers keep a finger on the pulse of emerging technologies, our training services assess

their

training

needs

and

provide

customized

training

solutions.

Our training initiatives are not restricted to clients alone. HAIL also conducts training programs for graduating students from various engineering streams. Our initiatives help students familiarize themselves with emerging technologies and understand how they apply and become integrated into the core of business, thus bridging the gap between institution and industry.

INVESTOR RELATIONS:

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The year 2005 saw accelerated growth in the Indian manufacturing industry. The various segments, which showed substantial growth, included the metal industry, oil and gas, power transmission and distribution, pharmaceuticals, biotechnology and the automotive industry The Company has a healthy order book position and anticipates a positive outlook and favorable sales growth for the financial year 2006. The results reflect the rise in demand for varied products and services. The Company is listed on the Bombay Stock Exchange (BSE) and National Stock Exchange (NSE) as Honeywell Automation India Limited.

The HAIL Board includes the following members John R Ellis – Chairman Harsh Chitale – Vice Chairman Vimal Kapur – Managing Director Gerard Willis – Director M. N. Bhagwat – Director S. L. Rao – Director

RESEARCH METHODOLOGY Meaning Research Methodology is a technique of performing research. It can be easily understood by dividing the following headings: Research, Methods, and Methodology. Research Research is the detection of a problem, in order to obtain the solution through human intelligence and in a systematic manner. It may not fully obtain the solutions, but try to

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minimize the total uncertainty in the business. It uses the most reliable data available in the organization.

Definition of Research: “Systematic investigation to gain knowledge about problems”. C.A. Moser

Steps in Research 1. 2. 3. 4. 5. 6. 7. 8.

Statement of the problems and need for its solution. Study of literature. Selection of the most promising method of solution. Listing all the factors involved. Laying down the methods varying each factor. Experiments being conducted while varying one or more factors. Variation of the methods by varying the factors. Analysis of the results.

Methods Method means any way through which the target can be reached. In Research, it is a tool to gather the necessary information. It is scientific, and information obtained is reliable.

Methods of Research: There are two methods of Scientific Research. They are the inductive and deductive methods. Induction proceeds from the particular to general while deductive proceeds with general to particulars. a) Inductive Method Inductive logic involves process of reasoning from particular facts to general principles. It involves following steps: i) Observation ii) Formation of Hypothesis PGDBM

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iii) iv)

Generalization Verification

b) Deductive Method Deductive logic involves process of reasoning from general principles to Particular facts. It involves following stages: i) ii)

The formulation of which the facts are to be analyzed. The process of logical reasoning whereby interferences are drawn. iii) Verification of conclusion arrived at. Methodology The philosophy of research process is known as Methodology. It includes criteria or principles which are used by persons or researchers for interpreting data and reaching conclusion. It also includes assumptions or interferences and values that serve as rationale or intelligence for research. When a person writes hypothesis, it depends upon the factors and such factors are determined by research methodology. And also, it determines what levels of evidence or proof is required to make the decision to accept or reject a hypothesis.

OBJECTIVES OF THE STUDY

The objective behind conducting the project exercise was to get useful insight about the investment sector. I have prepared this report with some specific objective. The objectives are as under. PGDBM

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 To get an exposure in the real working environment in the corporate sector.

 To have a better understanding of the investment options available.  To have an understanding of Recruitment and Selection process in HAIL.  To learn and understand the behavior of individual client and candidate during the

period of recruitment.  Develop oneself personally while carrying out the functions of Releasing offer

letter to candidates.  Inculcate the dynamic behavioral traits that will help one prosper in the profession.

Sources of Data Data: For Research, data is needed. Data is the raw information which is be analyzed in order to obtain information. Data can be defined as a collection of facts from which conclusions may be drawn. Sources of Data: 1. Internal Sources 2. External Sources

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1. Internal Data Sources: Internal data is generated by the organization and government department as their regular function. They gather such information or data and print it for their own purpose. 2. External Data Sources: External data is collected from the outside (such as investors). These sources can be classified into two groups: a) Primary Data Sources b) Secondary Data Sources a) Primary Data Sources: Primary Sources are those sources from which the information is gathered for the first time. Information is gathered by the researcher himself. Following are the methods of collecting primary data: i) Direct Personal Interview. ii) Indirect Personal Interview. iii) Information from Correspondence. iv) Mailed Questionnaires. v) Questionnaires to be filled by the enumerators.

b) Secondary Data Sources: Secondary data is the one which is collected by some other agency and is used for further studies in research when primary data is insufficient. Following are some methods/sources of secondary information: i) ii) iii) iv) v) vi)

Government Publications International Publications Semi-officiel Publications Private Publications Personal Documents Other Documents

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Data Collection for this Project:

The data required for the successful execution of this project was gathered from various internal and external sources. Internal sources include first hand information gathered from the company, which included various reports, formal as well as informal conversation with the Staffing Managers and the Staffing partner. Data was also collected from various persons associated with the company.

Data from external sources was collected from various web sites, books, government publications, publications of the company, etc

LIMITATIONS

• PGDBM

Restrictions on making the presentation in various companies. Summer Project

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•

As we have been working as a Management Trainee, we were assigned with a limited task and were not allowed to go through all the policies and procedure of the company.

•

No sufficient access to the database and the computer.

ORGANIZATIONAL CHART:

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DIFFERENT BU’s IN HONEYWELL:

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HIERARCHY OF THE HR DEPARTMENT:  COE stands for Centre of Excellence

HR HEAD COE STAFFING

COE COMPENSATION & BENEFITS

COE LEARNING & DEVELOPMENT

HR LEADERS

HR-Business Partners (HR-BP’s)

STAFFING PARTNERS

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Honeywell Automation India Limited: Company Snapshot PGDBM

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Figures in Indian Rupees STOCK CHART

Stock Price (3/16/07): 1,608.15 Recent stock performance

Description: Honeywell Automation India Limited Formerly known as Tata Honeywell Limited. The Company's principal 1 Week activity is to develop security solution systems for 1.7% small commercial establishments and homes in India. The Solutions include intruder alarm, access control, 4 Weeks and CCTV and fire alarm systems. -5.7% 13 Weeks -5.5% 52 Weeks -10.4%

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KEY DATA: Honeywell Automation India Limited Ticker: 517174 Exchanges: BOM 2005 Sales: 4,930,002,000 Currency: Indian Rupees Fiscal Year Ends: December Share Type: Ordinary Country: India Major Industry: Electronics Sub Industry: Systems & Subsystems Employees: 885 Market Capitalization: 14,218,495,212 Total Shares Outstanding: 8,841,523 Closely Held Shares: N/A

http://www.corporateinformation.com/snapshot.asp?SentBy=Home&cusip=C3569F400

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As on 25-APR-2007 13:27:07 Hours IST

Security Information Security Name

Symbol

Series

Market Type

HONEYWELL AUTOMATION INDIA LIMITED Face Value

HONAUT ISIN Code

EQ Ex Date

N Purpose

Market Lot

1

10 No delivery start date

INE671A01010 No delivery end date

29-Mar-07 52 week high price

AGM/DIVRS.10/PER SH 52 week low price

-

-

1999

926

Price & Turnover Information Prev. Close

Open

1654.75 Last Price

High 1655

Change

1651

1659.95 % Change

-3.75

Low

Average Price

1647 Total traded quantity

1653.88 Turnover in Rs.Lakhs

538

8.9

-0.23

Order Book Buy Qty

Buy Price

Sell Price

Sell Qty

7

1651

1662.4

9

1650

1663

1

10

1647

1665

10

2

1645

1668.9

7

2

1640.1

1671

10

672

Total Buy Qty

Total Sell Qty

5

206

Other Information Security-wise Delivery Position Rolling Settlement - 24APR2007

Quantity Traded

528 Current Value at Risk (VaR)

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Deliverable Quantity (gross across client level) 381

% of Deliverable Quantity to Traded Quantity 72.16

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Results Scrip Code : 517174

Company Name : Honeywell Automation India Ltd

Type UnAudited UnAudited UnAudited UnAudited UnAudited Date begin 1-Jan-07 1-Oct-06 1-Jul-06 1-Apr-06 1-Jan-06 Date End 31-Mar-07 31-Dec-06 30-Sep-06 30-Jun-06 31-Mar-06 Description Value (Rs. Million)

Gross Sales 1955 2020 1570 1466 1586 Excise Duty -65 -66 -56 -45 -36 Net Sales 1890 1954 1514 1421 1550 Other Income 5 28 2 8 4

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Total Income 1895 1982 1516

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1554 Expenditure -1667 -1697 RECRUITMENT & SELECTION -1313 -1234 -1337 Operating Profit 228 Note : 1. The results displayed here are as furnished by the company at the relevant point of time. 285 2. Quarterly, Half Yearly, Annual will be displayed for current period and 3 immediately preceding periods. 203 3. Where no data is available for any of the immediately preceding period, then there will be no display for 195 period. 217

that

Interest -1 -2 -4 -11 -5 Gross Profit 227 283 199 184 212 Depreciation -24 -30 -23 -22 -27 Profit before Tax 203 253 176 162 185 Tax -45 -101 -26 -23 -46 Profit after Tax 158 152 150 139 139 Net Profit 158 152 150 139 139 Equity Capital 88 88 PGDBM 88 88 88 EPS

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17.2 16.95 15.8 15.72 RECRUITMENT & SELECTION

Nos. of Shares Non Promoters 1659048 1659048 1659048 1659048 1659048

Percent of Shares Non Promoters 18.76 18.76 18.76 18.76 18.76 Result Type Q Q Q Q Q

INTRODUCTION RECRUITMENT

Recruitment is an important part of an organization’s human resource planning and their competitive strength. Competent human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment PGDBM

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processes can facilitate the selection of the best candidates for the organization. In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. (Naukrihub.com)

RECRUITMENT & SELECTION: HUMAN RESOURCE MANAGEMENT is concerned with the processes of acquisition, development, motivation, and maintenance of people. We will be focusing on the recruitment and selection of staff, team building and the roles that individuals play within teams, and the training and development of staff. Projects by their very definition are finite activities with staff employed or seconded to the project team for the fixed duration of the project- which can vary from a few days or weeks to a number of years. The short-term nature of project work can be challenging to the management of people. Because of the short time scale you need to ensure that the right people are recruited to the project as there will often be little time for extensive periods of training to get people ‘up to speed’. Indeed training and development of project staff can often be overlooked entirely whilst the goals of the project take priority. This is a rather short-term view however as effective training and development can lead to greater motivation and satisfaction of staff; both of which can be beneficial to the achievement of the ultimate aims of the project. A successful project will often lead to follow-on activities being developed and staff from the original project will go on to manage and develop these subsequent programmes. You also need to be aware of how project staff will fit with your existing staff and organization structures. It can be a cause of resentment amongst existing staff if you have to pay more to recruit good, IT aware staff, for example.

Recruitment and selection are fundamental in the HR management process particularly, as we have explained, when managing project work. It is recommended that some time is spent establishing the ‘profile’ of a vacant post through the three documents of job analysis, job description and person specification. The first step in recruiting to a vacant post is to carry out a job analysis to identify the: • •

Purpose of the job Job tasks

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• • • •

Level of responsibilities Contact with other people Physical/environmental factors Skills, knowledge and attitude required to perform the job effectively.

The information identified for the job analysis provides the data used in the job description and person specification.

A job description states the purpose, responsibilities and reporting structure of a job. It clarifies exactly what a job involves and provides the individual, their line manager and others in the organization with a clear picture of a post. Documenting tasks and responsibilities provides an opportunity of ensuring that these are always contributing to the overall aims of the project. As well as a recruitment tool the job description is a valuable documents for individuals. Having a set of defined job tasks and responsibilities is an aid to self-evaluation and can be used for initiating an appraisal discussion or other staff development activities.

The exact layout of the job description will depend on your organizational circumstances and inhouse practices but it should include the following: Title: This should be descriptive of the post. Purpose: Probably one sentence describing the overall purpose and objectives of the job. Reporting structure: Job titles of the line manager and any posts reporting to the post. Tasks and Responsibilities: A list of responsibilities and duties which should be clear and precise, using adjectives such as ‘designing’, ‘planning’; avoid vague terms such as ‘in charge of’.

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Scope of the post: An indication of the importance of the job, how it fits into the organization, external contacts. Other information: Statements on (for example) equal opportunities and other terms and conditions of employment.

Job description templates: -----------------JOB DESCRIPTION/ POSTING GCTS Job title: Credit Manager Band: 4 Job Location: Pune Job Description • •

•

• • • •

Responsible for the management of account receivables portfolio for Honeywell Automation India Limited (HAIL) centralized within the Global Credit and Treasury Services organization. Has management responsibility for 20+ collection, cash application employees and team leaders. Guides a staff of professional credit personnel to ensure that customer satisfaction is achieved while improving cash flow but minimizing past due receivables and meeting DSO goals. Interfaces with contracts, sales, order entry, program managers, etc. to develop credit terms and ensure customers pay within established terms. Provides education to business units on credit, financing and treasury-related matters. Minimizes exposure of company assets through continuous monitoring of credit risks and receivables balances. Coordinates major credit decisions with program managers, sales & marketing, contracts and field service representatives. Develops and negotiates special customer plans participates in development of creative financing packages. Champions and leads Six Sigma efforts to streamline existing work flow processes. Drives digitization initiatives within the organization to eliminate manual processes and effectively measure and monitor past due reduction performance. Provides education to business unit personnel on credit and collection issues. Plays a major role in the successful integration of business unit credit and collection departments into the centralized Credit & Treasury Services organization.

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•

Develops and monitors metrics that will track credit and collection performance and receivables exposure for the business and allow effective monitoring of customer satisfaction. Generates department level financial analysis and reports. Travel required (less than 25%).

QUALIFICATIONS • • • •

• •

Good knowledge of accounting principles. Well developed skills to lead and manage large, complex financial and business projects. Comprehensive financial analysis skills that enable the development of cash collection forecasts, receivable analysis and customer credit risk evaluations. Good understanding of the products of the products manufactured at each business unit, including sales volume and typical customer base. Excellent oral, written, and presentation communication skills required. Must be a high- energy, self-motivated individual and have strong team building and influencing skills. Ability to deal tactfully, confidently, and ethically with internal and external customers at all organizational levels. Must demonstrate strong problem solving, leadership, and interpersonal skills and a commitment to Six sigma. Demonstrate experience with PC- based software tools such as- Microsoft Word, Excel, and Access. Greenbelt certification preferred. EDUCATION/ EXPERIENCE • •

Bachelor’s degree in a related discipline plus 8 years directly related experience, five years of which must have been in responsible leadership positions. MBA preferred. Or, 12 or more years of directly related experience may be substituted for the specified formal education when such experience yields the same level of knowledge.

Salary Cap: X-y L is what we will pay, so please look for candidates who are at least 30% below the same. PGDBM

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Target Cos: Cummins, Thermax, Yokogawa, L&T, any other engg / manufacturing organization, candidates from Banks from the SME segment who are involved in Credit Analysis could be targeted.

RECRUITMENT PROCESS Vacant Positions In The Organization Resume Details REQUISITION

NO

Requisition Process: Manpower requisition Requisition approval

DIRECT RECRUITMENT SEARCH FOR

APPLICANT DATABANK

Applicant Short-List MATCH

Call For Evaluation

REJECTION / HOLD

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Evaluation Process

Offer Letter To Selected Candidates

The Recruitment function encapsulates and analyses exhaustive details of applicants and matches the parameters to the job requisitions. All in a fraction of time taken otherwise. (Humansys.com)

The Applicant Databank is A Central Repository of Applicant related information. The Recruitment Process has different options – Direct and Through Requisitions: Direct : The Candidate required for a vacant position in the organization is searched from the Applicant Data Bank and given an offer. Through Requisitions: The Requisition Process Comprises of Manpower Requisitions from the organization. After Approval of the Requisitions the Applicants are Short listed from the Applicant Data Bank based on the Position, Experience, Skill Set, Qualification as required from the Requisition. The Short Listed Applicants are then called for an Evaluation Process that is based on Predefined Steps for the respective Positions. After clearing the evaluation process an offer letter is given to the selected applicants. If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to the Applicant Data Bank with appropriate status. (humansys.com)

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INTERNAL OR EXTERNAL RECRUITMENT?

Once the recruitment documentation has been drawn up and you are ready to advertise, you will need to decide whether you are going to recruit new staff from outside of the organization or redeploy existing staff. Recruiting externally is likely to be more costly and will usually take more time, however it will introduce ‘new blood’ and fresh ideas into the organization.

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Recruiting internally is likely to be cheaper and quicker ( but you can be left with another vacancy to fill). It does however give existing staff the opportunity for development and their existing knowledge of the organization can be a benefit. They will also probably need less time to ‘settle into’ their new post. Staff within the organization who are keen to be considered for secondments to project work could be encouraged to keep up to date copies of their CVs on record. Then, when vacancies do arise the requirements of the post, as identified in the job analysis and person specification can be matched with the skills and attributes of existing staff.

OUTSOURCING An alternative to recruiting to fill a vacancy might be to contract out the work. Although this may initially be more expensive you can save time by contracting for specific items of work to be completed to a fixed timescale. If you employ a contractor you will immediately have someone on site to carry out specified work without a ‘lead in’ time for training or induction into the organization. You can also save on having to purchase specialist equipment. Outsourcing particular activities allows you to get in the expertise that you don’t have and can’t easily recruit for in-house-especially if it is for a very particular or specialized skills set. Indeed for less experienced organizations outsourcing (digitization) work may be particurly appropriate. However, do bear in mind that if you do outsource work the opportunity is missed to develop new skills in-house for the future and by using subcontractors existing staff are not given the chance to develop new skills. There may also be issues relating to pay and condition if contractors, who you would expect to pay substantial more for a fixed, short term period, are working alongside employees of the organization. You could also consider outsourcing specialist tasks, such as bulk scanning for digitization, for example, to agencies. The work would normally be carried out off site, at the agencies premises. This would be particularly appropriate if the activity is a one-off, where training your staff would not be cost effective and would require the purchase of expensive equipment that might only be needed for a short time. Well qualified staffs with appropriate technical skills are in sort supply, particularly in the public sector so you should think carefully about targeting your recruitment advertising to make the best use of limited recruiting budgets. Vacancies may be suitable for recent graduates from local universities and colleges for example, so you might consider getting in touch with appropriate college departments who may advertise posts at little or no charge. You may have to be prepared to offer on the job training for someone with the technical skills but who lacks knowledge of PGDBM

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your organization or community. When recruiting for specialist jobs, such as highly skilled technical staff, recruitment agencies may be useful.

STAFF RETENTION

Once they have been recruited, retaining staff on a fixed term contract (if it is for a longer period) or to work on future projects and activities can be difficult. Ideally you should be able to offer the same levels and quality of training and development including appraisals and career guidance to project staff as that which is available for all permanent staff in the organization. As well as formal training and development activities however, there are a variety of other initiatives that can provide the motivation and job satisfaction that staff need to encourage them to remain with the project/ organization. •

In the later stages of the project you may be thinking of ways to sustain and develop the project activity once the initial funding has ceased. Look to redeploying the skills and experience that the project has helped to develop within the existing staff.

•

Providing flexible employment can make a job more attractive. Such initiatives include: job shares; home-working; flexible working hours, compressed working week.

•

Posts could also be split between people with complementary skills or to make part time working an option.

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My Pal – Employee Referral Program Objective : The objective of this policy is to leverage on the network of our employees to attract a external talent pool. My Pal provides an unique opportunity to all HAIL employees to refer their contacts who are interested in pursuing a career with HAIL. And in this process , it also helps employees get a reward. The policy will be applicable from 15th October 2005.

Eligibility : All HAIL employees are eligible to receive award under this Scheme except following - HR professionals, Employees involved in the assessment process of the candidate and the Function Head /BU/SBU Head of the position under consideration.

Guidelines : •

My Pal mail will be flashed on alternate Friday with all the current openings.

•

Resumes must be submitted to [email protected] and to http://www.honeywell.com/sites/acs/hail/careers.htm to qualify for a referrals award. Resume in the body text of the e-mail is preferred over attachments. Forwarded Resume / lead must be sent with correct name, email and active contact number. The title of the job opening must be mentioned in the subject of the e-mail.

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•

Only soft / electronic copies of Resumes will be eligible.

•

Referee will get the reward after the candidate completes 1 month of service in the organization. The staffing partner will process the reward and the amount will be credited to the Referees salary account.

•

Referee will be eligible for the award only if the staffing cell has received the Resume from him/her first. In case the sent Resume is already available with the staffing team or has already been processed, the same will be communicated to the Referee and he/she will not be eligible for the award.

•

Once the resume is sent to My Pal , it will be stored in the resume database and it will be considered for any suitable job opening. The first HAIL employee who referred the candidate will qualify for the referral award, which will be at the sole discretion of the staffing cell. When the resume gets processed, the status of the same will be informed to the referee by staffing cell.

•

The validity of each resume sent will be 6 months and the same needs to be renewed after the validity period gets over to remain eligible for reward.

•

Referral of fresh college graduates, interns are not eligible for a cash award.

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Internal Job Opportunity Objective: The objective of the policy is: 1. To help employees enhance their functional and managerial competence. 2. To provide job enrichment to the employees. 3. To encourage learning and knowledge sharing across-SBUs/functions. This IJO policy the designed to facilitate movements across the BUs/Functions at HAIL. Internal Job Opportunities at Honeywell serves many individual and organizational needs. As a career development tool, it gives employees an opportunity to self nominates for new positions within the company that can fulfill their career aspirations. As a staffing tool, it broadens the pool of candidates for new positions by allowing managers to access, and utilize our internal talent pool more effectively. As an organizational tool, internal job posting enables all of our businesses to leverage our human resources more effectively. This will come into effect from 15th October 2005.

Eligibility : This policy applies to all employees of Honeywell Automation India Limited who - Have spent at least 2 years in the organization in the current role. - Meet the specifications mentioned in the IJO Employees meeting above criteria need to apply directly to staffing partners and the staffing group will maintain the confidentiality of the application. The current BU/Function will be informed only after the selection of the employee for the IJO position has been confirmed. PGDBM

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Exception : If an employee who has not finished continuous 2 years in the current role is interested in applying, he/she may also do so, however, the employee should get alignment from their respective HRBPs and then send the application to staffing.

Guidelines : The process followed for invitation of applications and fulfillment of position will be as follows :

Job Posting : All the relevant Job Openings will be posted through a separate Email sent to all employees at HAIL every alternate Friday.

Employee Application : Eligible employees can send their CVs directly to the staffing partner. If an employee has not finished continuous 2 years in the current role, the employees will be required to inform their HRBP regarding the interest in the job put up in IJO. The HRBP would normally encourage such application, however, if there are concerns about his/her relieving from current role, the HRBP will discuss with the concerned Manager and will get back to the employee with the appropriate reasons.

Selection Process: The Staffing Partner will forward the relevant CVs to the Hiring Manager for short listing and assessment. The Hiring Manager will complete the necessary assessment process and confirm the status on Final selection to the staffing partner.

Transition : After the staffing partner gets a confirmation from hiring Manager about the selection of a particular employee, employee’s current HRBP and the Manager will be informed. Until then the information will be kept confidential. PGDBM

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The employee will be communicated about the selection by the Staffing partner. The current BU/Function will relieve the employee within 60 days of the information to the HRBP/Concerned Manager or the replacement of the position, whichever happens earlier.

Employee Rehire Policy Objective: The rehire policy is designed to facilitate movements of talented resources who have left the organization and are interested in joining HAIL. As a staffing tool, it broadens the pool of candidates for new positions by allowing to give an opportunity to those who were our talent pool. This policy will come into effect from 15th October 2005.

Eligibility : An employee who has resigned from HAIL and wants to rejoin. The ex Employees wanting to rejoin can be considered for any suitable open position in the organization. The candidate will be considered for the position only if staffing gets a clearance from his earlier SBU/BU/Function Head. This is done to ensure that the employee who have left the Company without a proper handover/ or employees with poor performance record are not inducted back into organization.

Guidelines : Upon getting the Cv of the interested Ex employee of HAIL, staffing will get in touch with the SBU/BU/Function Head of the said candidate and find out the past performance and the process followed while getting relieved. The CV will be processed only after a satisfactory report from the concerned people.

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Recruitment Procedure Tips to develop the Recruitment Strategy. Pre-requisition as well Documents 1. Manpower Requisition Form(MRF): a) Discussion with BU Head/ Manager b) Source of Hiring: Portals, My Pal, Head hunting, Add, IJO Job positing –, Eapps/ e Talent.

Sources of resumes at HAIL

Channe l M ix - Late ral Hire - HAIL - 2006

Consultants 3%

IJO 2%

Misc 7%

Portals 23%

Portals My Pal

Print Ads 26%

Print Ads Consultants IJO My Pal 39%

Misc

C) Pre Screening D) Sending CVs to the Managers/ Bu Head.

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2. Interview Assessment Form (Technical Assessment and HR assessment). 3. Application Form (Duly Filled by the Candidate). 4. Curriculum Vitae. After the Hiring manager’s Technical assessment HRBP will take his/her HR-interview (Sometimes HRBP takes first round of interview then Hiring manager). After the all assessment it comes to staffing partners either way. Staffing partner will collect candidate’s information like current CTC, Notice period during the pre-screening round. Candidate need carry following documents while coming for the interview or else can mail it to them. 5. Employee salary slip (Latest one) of his current Company. or 6. Salary Breakup.(CTC) Then for compensation Before sending the offer need to take care of following things : 7. Parity Sheet- (Comparison with one of the Honeywell Employee) 8. Comparison and comparison (Candidates current CTC and our proposed CTC) 9. Mercer code & Mercer Level 10. BU Code 11. Dept Code 12. Confirm on date of Joining. 13. Offer Letter.

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Send him/her an e-mail if he/she expects the offer letter and revert. Then few days prior joining confirm. • •

EDN (Employee Detail Notice) is prepared. EHN (Employee Hiring Notice).Inform to all stake holders for the sitting up and the infrastructure needs. • EID (Employee Identification) of the employee is generated. • Ensure all the arrangements are done. Check with Leader-Learning and Talent Management HR for mandatory 2 days NEO (New Employee Orientation). • EIP (Employee Information Portal) Self Service Application is generated for new induction. • Check out the relieving letter and the Resignation letter within 2days • On Monday employee have to submit the Joining report Kit. • Employee have to under go the Medical Examination Employees are requested to do a pre-employment medical check-up. This check up is mandatory for employment, and all the Team lease converts are requested to go through this checkup.

Those at the region can do the medical test as listed below at any government hospital / clinic. The charges will be reimbursed up to Rs. X/-. These reports need to be handed over to X in original.

The list of tests are:           PGDBM

Physicians check up Urine routine Chest x ray ECG Vision Test Pathology Haemogram Blood Sugar Fasting Cholesterol Triglycerides Summer Project

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After the person joins –the Appointment letter is released. 12. Appointment Letter. 13. Closing of Case. 14. Database with HR (Ms. X – Honeywell Payroll and Ms. Y- Team lease) in Soft people or RDBM.

You will be required to complete three steps in the selection process: Telephone Interviews After the application closing date, all applications will be reviewed. If you’re successful in gaining a telephone interview, you will be notified either by us or one of our representatives. This stage of the process will be used to find out more about you and why you are interested in a career with us. We will make sure you have applied to the right business unit and confirm your preferred location, start date and also your availability for the further stages in the process. Group Assessment This will begin with an introduction to our business. It will expand on what you have already learnt about the business and also the opportunities that we can offer. Through various exercises with you, you’ll get a better insight into our values and behaviors including team building, problem solving, communication and interpersonal skills. Assessment Centers are being held in Pune, Mumbai etc. Face-to-Face Interview This behavioral interview will be conducted by a manager within the location and business unit and will demonstrate how well you will fit into our business as well as answer any outstanding questions or queries that you may have.

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If you’re successful, you will be offered a position after all second round interviews have taken place.

Manpower Requisition Form

Date Type of Employment Position Title Hiring Details – (New hiring /Transfer / Replacement / Conversion) Location No. of positions BU Name & Code Dept. Name & Code Interview Panel (3 names please) Supervisor Name & Designation People soft Code Band Headcount Details Type of Employment

On rolls as on ……..

To be joining /Hired / Transferred

Total

Budget (AOP 2007)

If Contract Hiring ORN/Non ORN Time bound/Open ended Renewal (Yes/No)

If ORN mention the code If Time bound mention the duration If yes, name of the employee

Key Specifications : Qualification Age Years of experience Salary Range (Min - Max)

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JOB DESCRIPTIONS: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.

COMPETENCIES DESIRED / PREFERED : •

Computer Literacy :

•

Domain Experience :

•

Supervisory Skills :

•

Leadership Skills :

•

Customer / Vendor Interactions :

TARGET COMPANIES :

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Hiring Manager (Name& Signature)

*

Head HR / HR BP (Name& Signature)

BU /Functional Head (Name& Signature)

Please Note: Any Hiring in Band 1, 2 & 4 category needs to be approved by Head–HR

To be Filled By Staffing: Employee Name Designation Offered Date of Joining CTC (with or without Perks)

Staffing Partner (Name & Signature)

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Pre Screen Notes. 1. Name 2. Explain your educational background?

3. Explain your work

1.

1.

Experience/could you expand any of the achievement? 2.

3.

3 a. Current Organization/ Client 3 b. Current Role/ Designation 4. What are your current responsibilities at the Present Job?

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5. Why do you want to leave the Present Job? / Reasons for Change? 6. Current CTC 7. Expected CTC 8. Current Location / Relocation 9. Availability for Interview

COMMENTS: Behavioral: Technical Assessment: Communication:

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Honeywell APPLICATION FORM * Position applied for: * Source through which you were informed of this position : (Advertisement/Placement/Website/Referral/Portal/Direct) Name of the Consultant/Referee : * PERSONAL INFORMATION Name: Mr/Mrs/Miss: Date Of Birth :

(First name) Age :

(Middle name) Yrs

(Surname)

(dd/mm/yy) Gender/Sex: Male / Female: Present Address:

Permanent Address : Contact no : Telno.

Cell no.

Email id.

Do you have a Passport : Yes / No If Yes- Passport No Date of Issue: PGDBM

Issued by

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* FAMILY PARTICULARS : Relation Father Mother Sister Brother Spouse Children

Name

Age

Occupation

1) 2)

LANGUAGES KNOWN: OTHER TRANING PROGRAMS ATTENDED Training/Development Programs attended/IT skills acquired

Institute/Organization

Location

From

To

* EDUCATIONAL DETAILS : (Begin with the most recent qualification) Degree/ Course

School/College/ Institution

Board/ University

From

Period To

Special Subject (s)

Class/Gr ade/%M arks

Type Fulltime/ Part time/ Correspondence

* Gaps in educations if any : * WORK EXPERIENCE (Give present or most recent employer first.) Organization

Period From

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Major Responsibilities

Annual CTC

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GENERAL 1)* Present Cost To the Company : a) CTC

Fixed :

2)* Overall Experience :

Variable:

Benefits:

Relevant Exp:

3) Physical Disability(if any) a) Detail of major illness 4)* Have you been interviewed before by HAIL ? a) If yes , For Position

Yes/No

on(Date) (dd/mm/yy)

5)* Have you been Offered by HAIL?

Yes/No

a) If yes, date of Offer : (dd/mm/yy) 6) Are any of your relatives/friend employed by HAIL in India or aboard? a) If yes, specify : Name

Yes/No

Relationship :

b) Position/BU/Location 7) * Are you bound by a Service Contracts/Bond/Confidentiality agreement?

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a) If Yes, furnish details : 8) * Notice Period :

Days

9) *Would you like to refer any of your friends/relatives for employment in HAIL for similar skill set, if yes, Please mention his/her : Name

Organization

Position

Contact Details

10) *Are you a member of any e- group Yes/No a) If yes, name the group *REFERENCES (Other than Relatives/Friends) Name

Organization Name/Designation

Email id& Tel No

* ORGANISATION CHART(Org chart of your current company, mark out where your current position is in the chart)

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I hereby certify that the particular given above are true and correct to the best of my knowledge and belief. I agree that if any of this information so found to be false/incorrect, the Company is free to terminate my services contract and /or cancel my selection/appointment. Date: Place: Signature of the application

Honeywell Automation India Limited INTERVIEW ASSESSMENT FORM (To be filled by Staffing Partner)

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Name of the Candidate Date of Interview BU & Dept. Total Experience Educational Qualifications Year of Passing

Relevant Experience Current Location

OBSERVATIONS (Rate personal traits on a scale of 1, 2,3,4,5 where 1= Poor, 5=Excellent)

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1 3 5 7 9 Academic Performance/Quality of institute

Openness to Travel

Gaps in Education if any Earliest Joining Time, Date

Technical / Functional assessment

Position Short listed For

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HR assessment

Choose the behaviors level and rate as per the following scale (E-Exceeds, A-at par, B-Below) (Choose one Level) Growth and Customer Focus: (Recognize the need of thinking differently in order to grow. Believe that the customer is the cornerstone of organization success. Exhibits high degree of commitment in doing a superb job for customers everyday inequality, delivery, value and technology . Leadership Impact : (Carries potential to think like a leader Regardless of the job. Committed to delivery and has an ability of being a role model for other. Passion for work and care about the people in the organization. Ability to:1) conceptualize anissue,2) develop an action plan to address the issue,3) execute the plan) Gets Result : (Consistency in meeting commitments of the Business and other. Quickly translate business requirements into actions by “who dose what by when” to ensure plans are executed. Fosters Teamwork and Diversity : (Defines success in terms of the Whole teams. Understands and capitalize on the fact that the organization. workforce is composed of individuals who represent a great diversity of values, opinions, backgrounds, cultures and goals. Recognizes diversity as an important value and develops diverse teams .Meets expectations of the assigned role as leader and also set and meet the expectations of team members ) Effective Communicator :(Is effective in providing timely and concise information to others and using clear and thoughtful oral and written communication is about listening and being listened to but is not always about being in agreement) Integrative Thinker: (Decides and takes action by applying intuition, Experience and judgment to the data available. Demonstrates ability to assimilate various and conflicting information or opinions into a well considered decision. Understands the implications of individual actions or recommendations on other systems, markets, processes and functions)

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Technical or Functional Excellence(Is capable and effective in a particular area of expertise. Constantly keeps updated of advance and current His/her fields and looks for ways to apply the latest technologies to his/her area of work)

Reasons for leaving earlier organization:

Recommendations (Tick anyone of the below) Recommended for hiring

Consider for another position Mention BU ________________________________

Rejected

Reason for Rejection

Interview Panel Name of the Interview Panel Signature

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Staffing Partner Candidate Name: Date: Sr No Documents 1 MRF/DOJ/Designation 2 Application Form 3 Interview Record Sheet 4 CV 5 Salary Sheet 6 Mercer code 7 Parity Sheet 8 Comparison Sheet 9 Sourcing 10 EHN

Remarks

Time:

Status(Please tick)

Signatur e: Sadaf Documents Offer documents along with EDN & EHN

Date:

Time:

Signatur e Cheryl Date: Sr No

Time: 1 2

Documents EHN EDN

Signatur e:

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Manpower Requisition Form

Date Type of Employment Position Title Hiring Details – (New hiring /Transfer / Replacement / Conversion) Location No. of positions BU Name & Code Dept. Name & Code Interview Panel (3 names please) Supervisor Name & Designation People soft Code Band Headcount Details Type of Employment

On rolls as on ……..

To be joining /Hired / Transferred

Total

Budget (AOP 2007)

If Contract Hiring ORN/Non ORN Time bound/Open ended Renewal (Yes/No)

If ORN mention the code If Time bound mention the duration If yes, name of the employee

Key Specifications : Qualification Age Years of experience

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Salary Range (Min - Max)

JOB DESCRIPTIONS: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10.

COMPETENCIES DESIRED / PREFERED : •

Computer Literacy :

•

Domain Experience :

•

Supervisory Skills :

•

Leadership Skills :

•

Customer / Vendor Interactions :

TARGET COMPANIES :

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Hiring Manager (Name& Signature)

*

Head HR / HR BP (Name& Signature)

BU /Functional Head (Name& Signature)

Please Note: Any Hiring in Band 1, 2 & 4 category needs to be approved by Head–HR

To be Filled By Staffing: Employee Name Designation Offered Date of Joining CTC (with or without Perks)

Staffing Partner (Name & Signature)

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Honeywell APPLICATION FORM * Position applied for: * Source through which you were informed of this position : (Advertisement/Placement/Website/Referral/Portal/Direct) Name of the Consultant/Referee : * PERSONAL INFORMATION Name: Mr/Mrs/Miss: (First name) Age :

Date Of Birth :

(Middle name) Yrs

(Surname)

(dd/mm/yy) Gender/Sex: Male / Female: Present Address:

Permanent Address : Contact no : Telno.

Cell no.

Email id.

Do you have a Passport : Yes / No If Yes- Passport No Date of Issue:

Issued by

Place

* FAMILY PARTICULARS : Relation Father Mother

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Name

Age

Occupation

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Sister Brother Spouse Children

1) 2)

LANGUAGES KNOWN: OTHER TRANING PROGRAMS ATTENDED Training/Development Programs attended/IT skills acquired

Institute/Organization

Location

From

To

* EDUCATIONAL DETAILS : (Begin with the most recent qualification) Degree/ Course

School/College/ Institution

Board/ University

Period From To

Special Subject (s)

Class/Gr ade/%M arks

Type Fulltime/ Part time/ Correspondence

* Gaps in educations if any : * WORK EXPERIENCE (Give present or most recent employer first.) Organization

Period From

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Designation

Major Responsibilities

Annual CTC

To

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GENERAL 1)* Present Cost To the Company : a) CTC

Fixed :

Variable:

2)* Overall Experience :

Benefits:

Relevant Exp:

3) Physical Disability(if any) a) Detail of major illness 4)* Have you been interviewed before by HAIL ? a) If yes , For Position

Yes/No

on(Date) (dd/mm/yy)

5)* Have you been Offered by HAIL?

Yes/No

a) If yes, date of Offer : (dd/mm/yy) 6) Are any of your relatives/friend employed by HAIL in India or aboard? a) If yes, specify : Name

Yes/No

Relationship :

b) Position/BU/Location 7) * Are you bound by a Service Contracts/Bond/Confidentiality agreement?

Yes/No

a) If Yes, furnish details : 8) * Notice Period :

Days

9) *Would you like to refer any of your friends/relatives for employment in HAIL for similar skill set, if yes, Please mention his/her : PGDBM

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Name

Organization

Position

Contact Details

10) *Are you a member of any e- group Yes/No a) If yes, name the group *REFERENCES (Other than Relatives/Friends) Name

Organization Name/Designation

Email id& Tel No

* ORGANISATION CHART(Org chart of your current company, mark out where your current position is in the chart)

I hereby certify that the particular given above are true and correct to the best of my knowledge and belief. I agree that if any of this information so found to be false/incorrect, the Company is free to terminate my services contract and /or cancel my selection/appointment. PGDBM

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Date: Place: Signature of the application

Honeywell Automation India Limited INTERVIEW ASSESSMENT FORM (To be filled by Staffing Partner) Name of the Candidate Date of Interview BU & Dept. Total Experience Educational Qualifications Year of Passing

Relevant Experience Current Location

OBSERVATIONS (Rate personal traits on a scale of 1, 2,3,4,5 where 1= Poor, 5=Excellent)

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1 3 5 7 9 Academic Performance/Quality of institute

Openness to Travel

Gaps in Education if any Earliest Joining Time, Date

Technical / Functional assessment

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Position Short listed For

Location

HR assessment

Choose the behaviors level and rate as per the following scale (E-Exceeds, A-at par, B-Below) (Choose one Level) Growth and Customer Focus: (Recognize the need of thinking differently in order to grow. Believe that the customer is the cornerstone of organization success. Exhibits high degree of commitment in doing a superb job for customers everyday inequality, delivery, value and technology . Leadership Impact : (Carries potential to think like a leader Regardless of the job. Committed to delivery and has an ability of being a role model for other. Passion for work and care about the people in the organization. Ability to:1) conceptualize anissue,2) develop an action plan to address the issue,3) execute the plan)

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E A B E A B

RECRUITMENT & SELECTION

Gets Result : (Consistency in meeting commitments of the Business and other. Quickly translate business requirements into actions by “who dose what by when” to ensure plans are executed. Fosters Teamwork and Diversity : (Defines success in terms of the Whole teams. Understands and capitalize on the fact that the organization. workforce is composed of individuals who represent a great diversity of values, opinions, backgrounds, cultures and goals. Recognizes diversity as an important value and develops diverse teams .Meets expectations of the assigned role as leader and also set and meet the expectations of team members ) Effective Communicator :(Is effective in providing timely and concise information to others and using clear and thoughtful oral and written communication is about listening and being listened to but is not always about being in agreement) Integrative Thinker: (Decides and takes action by applying intuition, Experience and judgment to the data available. Demonstrates ability to assimilate various and conflicting information or opinions into a well considered decision. Understands the implications of individual actions or recommendations on other systems, markets, processes and functions) Technical or Functional Excellence(Is capable and effective in a particular area of expertise. Constantly keeps updated of advance and current His/her fields and looks for ways to apply the latest technologies to his/her area of work)

Reasons for leaving earlier organization:

Recommendations (Tick anyone of the below) Recommended for hiring

Consider for another position Mention BU ________________________________

Rejected

Reason for Rejection

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E A B E A B E A B E A B E A B

RECRUITMENT & SELECTION

Interview Panel Name of the Interview Panel Signature

Date:

CURRICULUM VITAE Prakash Shetty Email ID : [email protected] Cell NO : 9975202226.

Professional Summary  Five years of experience in Accounts and Finance Department.  Complete cycle of Bills Receivable and Bills Payable accounting experience in ERP system.  Actively involved in implementation of ERP system [Accounts & Finance Department] in the plant.  Three years of functional accounting experience in Accounts & Finance department in an Automotive Cable Industry.  1 - Year experience of working in Sales and Purchase accounting as Assistant-Accounts in Mumbai.  1-year experience of working in NBFC Company as a documentation controller of Loans and Deposits.  B. Com graduate from Sri Bhuvanendra College, Karkala, and University of Mangalore. PGDBA appeared and result awaited.

Suprajit Engineering Limited, Bangalore. Leading Manufacturers of Automotive cables & speedometers in Inda.

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Having seven manufacturing & sales plants in INDIA. Overall turnover of rs. 185 crores. Designation: Asst. Officer - Accounts Duration: April 01, 2004 – Till Date. Valued Customers: Bajaj, TVS, Hero Honda, Yamaha, Telco, and Mahindra & Mahindra. Role: •

Managing working Capital account.

•

Planning on cash Inflow & Outflows.

•

Dealing with debtors, creditors, bankers.

•

Handling statutory activities Excise, CST, VAT, monthly return filing, TDS, PF, and Profession Tax, Service Tax.

•

Office administration – Power, Payroll, Travelling, Staff Welfare, Canteen, Telephone.

•

Period Closing, Preparation of sales annexure, Collection analysis, creditor Payment, Manufacturing Expenses payment, Maintaining TB, GL reconciliation. Making Schedules to Profit & Loss Account.

•

Reporting to corporate management about financial performance of the branch, clarification, coordination for finalizations.

Responsible For: 

Working as an Officer- Accounts with the key responsibility of Accounts Receivable and Payable.



Reporting to the corporate office about Bank accounts, Cash accounts, payables made and due as well as timely collections made and debtor collections due and its analysis.



Responsible for Internal audit system of accounts, scheduling monthly Profit & Loss account and its analysis.



Co-coordinating and communicating with the corporate office regarding account reconciliation, GL maintaining, maintaining Trial Balance and monthly /yearly Finalizations.



Monthly Sales Register updating, its analysis, customer wise sales report updating.

 

Monthly Purchase Register updating, its analysis, report updating within the state purchase & outside the state purchase. Payments of daily / monthly manufacturing /administrative expenses and Vendor Payment.



Maintaining and reconciliation of registers for sales / purchase and passing necessary debit notes and credit

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RECRUITMENT & SELECTION

notes. 

Collection analysis, receipt disputes resolving, debtor outstanding updating and its follow –up.



Controlling the activities of invoicing / purchase bill booking / cash / Bank voucher accounting / Supplementary invoice settlement of customers & vendors.

 

Debtor collection / updating of outstanding of debtors & creditors outstanding ageing. Fund management, Bank reconciliation and dealing with the banks.



Monthly stock valuation /analysis and auditing of FGS & RMS inventory.



Maintaining Excise registers [RG1 Book, PLA Modvat Credit, Service Tax credit, GTA payment] and filing monthly returns. Calculation of monthly Vat Set-off available and Vat Liability and its monthly return.



M/s. Philcoat India Manufacturers of Powder Coating Powder. Designation: Assistant - Accounts

Duration: Jan. 2003 – Mar. 2004.

Accounting of Purchase and Sales. Roles & Responsibilities:       

Taking verbal orders from customers and Sales billing. Raising purchase orders for raw material and consumptions and forwarding to vendors. Material In warding and purchase bill booking. Preparation of stock register and its reconciliation. Reconciliation of Bank Statement. Maintaining Sales and purchase registers. Handling cash and voucher accounting.

M/s. Manipal Finance Corporation of India.

Designation: Controller - Documents.

Duration: Dec 2001 – Oct 2002.

Job Description:  Maintaining Jewel Loan, Housing Loan, Hire Purchase loan as well as Deposits documents. 

Handling Cash and voucher accounting.



Reconciliation of Bank statements



Front office job and office administration.

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Education  B. COM - Sri Bhuvanendra College, Karkala. Mangalore University.  Passed in April 2001 with 57 %.  PGDBA – appeared, result awaited. Annamalai University.  Additional qualification of Tally, M S Word, M S Excel, Internet, Email., ERP end user exposure. Extra-Curricular Activities  Hobbies include listening to music and playing cricket.  Took responsible to maintain the 2S in the Office.

Personal Information Date of Birth Age Marital Status Gender Languages able to speak Permanent Address Present Address

: 01-01-1980. : 27 years : Single : Male : English, Hindi, Kannada. To read & write : English, Hindi & Kannada : Kallambadi Moodumane, Nitte Post, Karkala T.Q. Udupi Dist, Karnataka. : B-2/8, Yamuna Bldg., Siddhivinayak Prastha, Pradhikaren, Nigdi.

References  Hemanath Shetty, Manager – [O] Suprajit Engineering Limited, Pune. Ph.: 09845671931 

Jhoteesh Nair, Asst. Manager – Accounts & Finance, Suprajit Engineering Limited, Bangalore. 09980459114.

I hereby declare that all the information provided above is true to the best of my knowledge.

PRAKASH SHETTY

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Ph.:

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CONCLUSION

The key to successful recruitment is to ensure that the criteria of suitability are overt and relevant to the job itself. Once these criteria are agreed and shared it is possible to make more rational...

Person-job fit or person-organization fit?  A two-way process It is important for both the job applicant and the organization to ensure that the right job goes to the right person. Taking the wrong job may be just as disastrous for the employee as for the organization. Recruitment and selection, therefore, involves the organization (represented by the manager) and the applicant trying to discover the extent to which their separate interests are likely to be served by the appointment. In other words, it is a two-way process.

 Person job fit The traditional approach to recruitment and selection is based on the view that organizations should specify the requirements of the job as closely as possible and then look for individuals whose personal...

SPECIFYING JOB AND PERSON REQUIREMENTS PGDBM

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INITIAL ASSESSMENT To find the right person for the job, you need to have an accurate idea of the job itself and of the particular skills and attributes it demands. JOB ANALYSIS Job analysis involves examining a job systematically and in detail. There is no single way of doing this. Direct observation may be helpful if you are analyzing repetitive manual jobs.

ORGANISATIONAL ANALYSIS The broader organizational requirements can be as important as the specific ones for the job itself. The organization needs creativity, flexibility, the ability to work in a small team, and so on… JOB DESCRIPTION From your analysis of the job you can write a job description which will state what the job holder is responsible for and what they are required to do. PERSON SPECIFICATION Once the job and organizational analyses and the job description have been completed the next stage is to write a specification of the kind of person needed to fill the job. RECRUITING AND SELECTING INTERNAL CANDIDATE Where an existing member of staff is applying for a post, you will already have knowledge of their personality, skills, fit with the organization and so on. ATTRACTING APPLICANTS You have now established the criteria for recruiting the kind of person you are looking for; the next step is to find someone who meets these criteria. ADVERTISING If you are managing the recruitment process by a traditional route you will now need to consider advertising the vacancy. Your organization may have a specific policy or rules governing advertising.

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FURTHUR PARTICULARS, APPLICATION FORMS AND DEALING WITH PAPER WORK One way of offering more information than can be put into an advertisement is to send further particulars to people who respond. SHORTLISTING It is common to shortlist up to six applicants per position, but the exact number may reflect the time you have available for interviewing and the strength of the applicants. REFERENCES References can be useful, but they do have some limitations: no one would supply the name of a referee who was likely to give a bad reference.

METHODS OF SELECTION

THE INTERVIEW AS A SELECTION METHOD : PRONS & CONS Traditionally, the interview has been the main means of assessing the suitability of candidates for a job. Almost all organizations use the interview at some stage in their selection process. TESTS AS A SELECTION TOOL There are various types of tests and ways in which they might be used as part of the selection process. THE SELECTION INTERVIEW The aim of the selection interview is to determine whether the candidate is interested in the job and competent to do it. PGDBM

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STRUCTURING THE INTERVIEW In a panel interview one member will need to take the chair; this person will then be responsible for initiating, controlling and closing the interview. CLOSING AND DECIDING Up to now we have been considering how to control and conduct the main body of an interview. There remains, however, the need to draw it to a satisfactory close.

ANALYSIS AND SUGGESTION

“Looking for jobs is no longer restricted to just newspapers and job portals as job seekers today have more than one option to hunt for the perfect job across various domains, discovers”- Vishaal Shah.

THE PORTAL HUNT Almost everyone agrees on the ‘war for talent’ that organizations are facing today. Employees have probably never had it better and the current job market scenario can easily be termed as a seller’s market (with employees being the sellers of their services to companies). The traditional route to identify vacancies as well as ‘announce’ one’s existence to employers has been through job portals over the last decade. With technology being embedded deeper into our lives companies and candidate are looking at newer mediums beyond job portals. •

BLOGS: The web log or blog started out as a platform to voice one’s thoughts and opinions. Probably one of the earliest applications based on web2.0, blogs are, today used by a large part of the online population in the country. With recruiters looking to get up and close to candidates, blogs provide an ideal route which they cannot get through a

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traditional interview. Blogs also form an important selection criterion as they help us answer questions we would have asked about the candidate as well as analyze his/her attitude. Blogs also help to understand if an employee can articulate himself/herself, which is becoming a necessity in the corporate world today. •

SOCIAL NETWORKING: A trend which has caught the imagination of the youth within the country over the last two years, social networking in its current standing can best be described as a craze for Indians online. While networking sites did gain popularity, it is the social networking portals that has attracted more peoples as compared to business networking sites. With a number of people latching on the networking phenomenon in India, companies have started to realize the potential in social networking portals. One also needs to stay updated with online trends. If one takes the example of Facebook and Orkut, Facebook has been finding favour off late among people as compared to the initial popularity of orkut.

•

VIDEO RESUMES: Some candidates have started utilizing video resumes in an effort to break away from the clutter. A recruiter is more likely to notice a candidate who sends in a video resume as compared to a test based one. Shankar opinions,” Video resumes are the buzz for HR professionals and the trend is slowly gathering momentum. A candidate with a video resume definitely has an edge over the others.

•

SCOUNTING AROUND WEB 2.0 : The newer forms of websites coming up offer a candidate several ways to leave his/her mark in the online space. There are sites like Slides share, where one can upload presentations about anything(including a resume). YouTube and other sites can be used to display your work online in a video format rather than having to send a CD with your work to people.

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“ THE ONLINE SYSTEM IS COST EFFECTIVE AND IT GIVES PROSPECTIVE APPLICANTS THE CONVINIENCE TO SURF THROUGH THES USER FRIENDLY PORTALS” – Pankaj Shankar, Global Head, (HR and RMG, Info gain).

BIBLIOGRAPHY References: • • • • •

Bills berry, J. (2000) Finding and keeping the Right People, 2nd edn, London, Prentice-Hall Cowling, A.G. and Mailer, C.J.B (1981) Managing Human Resources, London, Edward Arnold. Ludlow, R. and Panton, F. (1991), The Essence of Successful Staff Selection, London, Prentice-Hall. Humansys, Calibre HR solutions… Times Ascent, Super Careers 2008, Times of India presentation.

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A.Barver, “Recruiting Employees”, Thousand Oaks, CA: Sage,1998. • P. Mehra,”Outsourcing HR: Does it works?”, The Hindustan Times,15 feb,2001. •

Webliography INTERNET www.openlearn.open.ac.uk/course www.icmrindia.org/casestudies/catalogue/Human%20Resource%2 0and%20Organization%20Behavior/HROB044.htm www.books.google.co.in

http://www.corporateinformation.com/snapshot.asp?SentBy=H ome&cusip=C3569F400 www.honeywellautomationindialimited.com www.monsterindia.com www.naukri.com PGDBM

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www.naukrihub.com www.timesofindia.com www.google.com

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