Veena Mba Project - Copy.docx

RECRUITMENT & SELECTION PROCESS AT Luminous Power Technologies Ltd, Gagret(Una)

In the partial fulfillment of the for the degree of Master of Business Administration

ACADEMIC SESSION 2017-2018 Under the guidance of : Mr.Naveen Kumar Manager (HR) Submitted by: KCIM Pandoga

Luminous Power Technologies Ltd,Garget

SUBMITTED TO :Luminous Power Technologies Unit-4

SUBMITTED BY:M.B.A.(H.R) Roll No-1602728029

Ltd, Gagret.

CERTIFICATE FROM THE FACULTY GUIDE

This is to certify that the project work entitled- Recruitment and selection process, is a bonafide work carried out by Veena Devi a candidate of the MBA

(2017-2018) of kCIM(Pandoga) approved by luminous under my guidance and direction.

Signature of the guide

ACKNOWLEDGEMENT

I take the opportunity to express my gratitude to all of them who in some or other way helped me to accomplish this challenging project in luminous company. No amount of written expression is sufficient to show my deepest sense of gratitude to them. I am extremely thankful and pay my gratitude to (Ritu)

I am very thankful to Mr Naveen Kumar Manager (HR) for his everlasting support and guidance on the ground of which I have acquired a new field of knowledge. A special ‘thanks’ to all the staff members of luminous (Gagret) for their positive support. I also acknowledge with a deep sense of reverence, my gratitude towards my parents and member of my family, who have always supported me morally as well as economically. At last but not the least gratitude goes to all who directly or indirectly helped me to complete this project report.

PREFACE Education becomes more meaningful when its theoretical aspects are combined with practical experience. This provides an opportunity to the students to improve their understanding of the studies. MBA is a course, which combines both its theory and application as its content of study in the field of management as a part of this course, every aspirant has to undergo at least six to eight weeks “Industrial Training” in an organization of repute. The purpose of this training is to

expose the students or management sciences to real business situation and to provide insight into the various functions carried out within the organization. In order to use the theoretical knowledge I get the opportunity of “Industrial Training” in Luminous Power Technologies Ltd, Gagret(Una). As complementary to training, I have prepared and submitted a project report on “Employee Recruitment and selection” of Luminous Power Technologies Ltd. It is an attempt to present on account of practical knowledge and observations gathered during the vocational training.

CONTENTS CHAPTER NO

CHAPTER NAME

1

Introduction to the Company

2

Human Resource Management

3

Introduction of the Project

PAGE NO

4

Literature review

5

Conclusion

6

Bibliography

INTRODUCTION TO LPT • “Luminous Power Technologies is the leading home electrical specialist in India having a vast portfolio comprising of Power back up solutions such as UPS, UPS Batteries and Solar Applications to Electrical offerings such as Fans, Wires & Switches. With 7 manufacturing units, more than 28 sales offices in India and presence in over 36 countries our 6000 employees serve more than 60,000 channel partners and millions of customers. Our motto has always been Customer Delight through Innovation & Passion with focus on Execution & Team-work. At Luminous, we passionately innovate to make life comfortable and efficient.”

OUR CORPORATE PHILOSOPHY Passionately innovate to make life comfortable and efficient. Mission be the brand of choice for products and services that generate, control, store and use electricity efficiently. Through passionate people we innovate to consistently deliver a tangible competitive advantage in reliability, service and cost. ValuesSCOPE-Straight Forward

Challenge Open Passionate Effective.Luminous India Vision, Mission and Values KEY MILESTONES27 Years of History6000+ People 114 R&D resources 2900+ Distributor network 60000+ Dealer network36+ Countries of sale 7 Factories 100% Schneider Electric stake Global Business

Network – Present in more than 36 countries with strong foothold in Africa, Middle East and Indian Subcontinent

Offerings – Focused on power back up devices/solutions including Solar applications, product offer caters to all segments from 250 VA to 100 KVA Manufacturing

Luminous has the India's largest UPS and line interactive / online UPS manufacturing facilities Luminous is amongst the world's most focused manufacturers of Deep Cycle Flooded Batteries

Relentless focus on process control and product testing leading to swift improvement in life cycle DIRECTORS & KMPs -Mr. Olivier Pascal Marius Blum

Chairman Mr. Vipul Sabharwal

Managing Director (KMP) Mr. Brij Bhushan Nagpal

Whole-Time Director (KMP) Mr. Manish Pant

Director Mr. Javed Ahmad

Director Mr. Jean Francois Elies

Director Mr. Anil Chaudhry

Director Mr. Qi Yify

Additional Director Mr. Ashish Kumar Pandey

Luminous Achievement Leadership Award Received the “Frost & Sullivan Market Penetration Leadership Award in Asia Pacific for DCACUPS in non-renewable energy markets”

Quality Brands Award, 2012 to 2014 & Rashtriya Udyog Ratna Award 2014 “Awarded to us Based on Industrial Field Survey by National Organization for Commerce & Industry”

SME Channel Connect & Achievers Awards 2012 For the ‘Best UPS’ & ‘Best Battery Categories

Juxt Award We have been recognized as the most preferred UPS brand for the year 2013/14 by the Juxt India online study as well as the Best Power Back-up Solution Provider Company based on the study conducted by VAR India.

India’s most Trusted Brand 2014

Luminous has been listed as India’s most Trusted brand in the category of Power Products in ‘The Brand Trust Report, India Study, 2014’ which has been recently launched in India. Just like we say: ‘Jispe Desh Kare Bharosa’

India’s most Attractive Brand 2015 We’ve been listed as India’s most attractive brand in UPS& Battery category by TRA (formerly Trust Research Advisory)

MNRE CRISIL : Solar Grading We were also awarded with the MNRE CRISIL SP 1A Grade for our capability as a system integrator in the Photovoltaic segment.

Consumer Superbrand Not only were we the winners of “Consumer Superbrand” status in the ups and battery category for the year 2011/12, we repeated the feat a second time for the year 2014/15

Consumer World Award Winner of the award for four years consecutively in the UPS category in India from 2005 - 2008

HISTORY OF THE COMPANY

COMPANY PROFILE • “Luminous Power Technologies is the leading home electrical specialist in India having a vast portfolio comprising of Power back up solutions such as UPS, UPS Batteries and Solar Applications to Electrical offerings such as Fans, Wires & Switches. With 7 manufacturing units, more than 28 sales offices in India and presence in over 36 countries our 6000 employees serve more than 60,000 channel partners and millions of customers. Our motto has always been Customer Delight through Innovation & Passion with focus on Execution & Team-work. At Luminous, we passionately innovate to make life comfortable and efficient.”

OUR CORPORATE PHILOSOPHY Passionately innovate to make life comfortable and efficient. Mission be the brand of choice for products and services that generate, control, store and use electricity efficiently. Through passionate people we innovate to consistently deliver a tangible competitive advantage in reliability, service and cost. ValuesSCOPE-Straight Forward

Challenge Open Passionate Effective.Luminous India Vision, Mission and Values KEY MILESTONES27 Years of History6000+ People 114 R&D resources 2900+ Distributor network 60000+ Dealer network36+ Countries of sale 7 Factories 100% Schneider Electric stake Global Business

Network – Present in more than 36 countries with strong foothold in Africa, Middle East and Indian Subcontinent

Offerings – Focused on power back up devices/solutions including Solar applications, product offer caters to all segments from 250 VA to 100 KVA Manufacturing

Luminous has the India's largest UPS and line interactive / online UPS manufacturing facilities Luminous is amongst the world's most focused manufacturers of Deep Cycle Flooded Batteries

Relentless focus on process control and product testing leading to swift improvement in life cycle DIRECTORS & KMPs -Mr. Olivier Pascal Marius Blum

Chairman Mr. Vipul Sabharwal

Managing Director (KMP) Mr. Brij Bhushan Nagpal

Whole-Time Director (KMP) Mr. Manish Pant

Director Mr. Javed Ahmad

Director Mr. Jean Francois Elies

LOCATION OF LPT PLANTS

SALIENT FEATURES OF THE COMPANY •

The company has an excellent track record and high profits, with highly motivated and dedicated workers and officers – no industrial relation problem.

•

LPT en the “Mini Ratna Category-I” by the Govt. of India in 1998 based on the company’s overall performance during the preceding years.

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The company was ranked 27th in terms of sales according to Business India Super –100 in 1998.

•

LPT has been selected by a panel of judges for Economic Times-Harvard Business School Association of India corporate Performance Award for 1994, among 213 Public Sector Companies in the country.

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International Greenland Society, Hyderabad awarded LPT “Best Environment & Ecological Implementation Award” for the year 1995-96.

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LPT is the first Company in Public Sector to have both the certifications of Trust and faith

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PRODUCTION PERFORMANCE

Luminous Power Technologies Ltd has recorded its best ever operational by producing 38.10 lakh urea with an overall capacity utilization of 118% during 2016-17. The previous best production of 37.99 lakh achieved during 2015-16. The company has also made record production and sale of industrial product including nitric acids & ammonium nitrate wroth around Rs.169 core. In addition to urea, LPT also important and sold DAPS & Bentonitesulphur to farmers during 2016-17 with the objective of providing all agriculture input to farmers under a roof. With a record urea sales of over 37.50 lakh joined by 2, 14, 000of DAP.

PRODUCT UPS

Luminous, a leader in UPS category has been consistently delivering world class products that are preferred not only in India but globally as well for over 2 decades.Luminous UPS are manufactured using latest technology at state-of-the-art and highly automated plant in Himachal Pradesh. Our credential lies in satisfaction of over 8 million customer base. Luminous has a wide range of UPS models meeting diverse needs of the customers.

BATTERIES An electric battery is a device that converts stored chemical energy into electrical energy. Each cell contains a positive terminal/cathode and a negative terminal/anode. In a country like India, batteries are a reliable solution for the power outages. They ensure productivity in the commercial environment and provide comfort to people.

•

•

FLATEPLATE BATTERY

TUBLAR BATTERY

SOLAR BATTERY

•

•

MODULAR SWITCHES

Luminous, the Consumer super brand introduces exciting range of Modular switches which will give a new life to your wall. With modern finishes, exciting color options and elegant designs it opens up a galaxy of choices for you to design a dream home as exclusive as you are. These switches have a global pedigree and have been crafted with immense attention to detail to give you a quality you can blindly rely on. The long life of switches ensure that the bond be. tween you and your home-decor lasts forever.

Vision Passionately innovate to make life comfortable and efficient.

Mission Be the brand of choice for products and services that generate, control, store and use electricity efficiently. Through passionate people we innovate to consistently deliver a tangible competitive advantage in reliability, service and cost.

Values Straight Forward Challenge

Open Passionate Effective

Introduction to Human resource management

Human Resource

At Luminous Power Technologies Ltd, we firmly believe that our employees are our most valued resources. Luminous Power Technologies Ltd, has always been a forerunner in the Power Technologies sector and this has been made possible through the company's thrust on human resources development. Luminous Power Technologies Ltd, offers a host of exciting career/opportunity to dynamic/young/qualified individuals in Production/Maintenance/Marketing/Finance and Human Relations. Luminous Power Technologies Ltd,has three induction levels Management Trainees/Technicians & Operator Apprentices & Commercial Apprentices. Developmental and functional programs based on training needs, as judged in the area of updating of technical supervisory and managerial skills along with specialized requirements from time to time. The services which have been developed in the area of Training and Development within the organization are readily available to other organizations within the laid policies and procedures of the Company. Caring Organization The Company's concern for its employees is reflected through its efforts in the area of health, safety and welfare of its employees. Luminous Power Technologies Ltd, not only meets the statutory obligations, but has undertaken numerous voluntary measures beyond the statutory requirements. The Company has well equipped hospitals, canteens recreation clubs, housing facilities, schools and safe

working environment. The onus of Luminous Power Technologies Ltd,high production levels lays on harmonious and cordial industrial relations at all its manufacturing Units. The Company has not lost even a single man-day on this account. To cater to the needs of training and development, Luminous Power Technologies Ltd,has a well-defined and well designed training plan. Major activities undertaken by HRD are: Recruitment and Training of Trainees at various levels viz. officers, supervisors and workers. Organizing of developmental and functional programs based on training needs, as judged in the area of updating of technical, supervisory and managerial skills long with specialized requirements from time to time. Imparting of training to people from other organizations within India and abroad. Formulate policies regarding manpower deployment on hire to other organizations within India and abroad. The services which have been developed in the area of Training and Development within the organization are readily available to other organizations within the laid policies and procedures of the Company

HUMAN RESOURCE MANAGEMENT Human resource management is the planning, organizing, directing and controlling of the procurement, developing, compensation, integration, maintenance and reproduction of human resource to the end that individual, organizational and social objectives are accomplished .Human resource is importance for the success of any organization. It is a source of strategy and aid human resource are the wealth of an organization which can help it in achieving its goal .Human resource management is concerned with the human being in an organization . IT reflects a new outlook which view organization a manpower as it resource and assets. Humanresource is total knowledge, abilities, skill, talent and aptitude of an organization workforce. The value, ethics, belief of the individual working in an organization also from a part of human resource. Inthe present complex environment, no business or organization can exist and grow without appropriate human resource. So human resource has become the focus of attention of progressive organization. Human resource is a resource like any natural resource. It means that management can get and use the skill, knowledge, ability etc. Thought the developing of skills, tapping and utilizingthem again and again. Human resource management is that process of management which develops and manages the human elements of an enterprise. It is not only the management of skill but also the attitude and aspiration of people. HUMAN RESOURCE MANAGEMENT means management of various aspect of human resource. An important element of human resource managements is the “HUMAN APPROACH” managing people. This approach helping a manager to view his people as an important resource. It is an approach in which manpower resource are developing not only to help the organization in achieving its goals but also to the self-satisfaction of the concerned person.

Strategic HR planning is an important component of HRM. It links HR management directly to the strategy plan of the company in achieving organization goal. A study of organization structure, performance management system, and recruitment and promotion policies of the company was conducted by an expert committed. The repot of the committed is under examination for implementation. The manpower strength of the company as on 31st March 2013 was 4299 comprising of 1902 executive and 2389 Non executives, Total manpower includes 431 women employees which is 8.38% of the total workforce. The company undertakes several employee welfare schemes related to education,medical, benevolence, housing etc. The develop the skill and instill behavioral and personality developing traits in all supervisory staff and managerial cadre company organized a number of tanning programmers were during through performances managements system by systematic organizational needs with individual needs.

OBJECTIVE OF HUMAN RESOURCE DEPARTMENT The is primary objective of HRM is to ensure a satisfactory accomplishment of the objective of an organization and of it employee. While framing the HR objective of the organization, care is the consider the interest and need of the employee and of employee and of employee goal. This is done by interesting the employee interest and the management interest with a view to achieve the objective of the entire organization,

Objectives: The primary objective of HRM is to ensure the availability Of right people for right job so as the organizational goal are achieved effectively. • To help the organization to attain its goal effectively and efficiently by providing competent and motivated employee. • To utilize the available human resource effectively • To increase to the fullest the employee job satisfaction and selfactualization. • To develop and maintain the quality of work life. • To help maintain ethics policies and behavior inside and outside in organization.

OF THE PROJECT INTRODUCTION

INTRODUCTION OF PROJECT RECRUITMENT and selection

•

RECRUITMENTAND PROMOTION RULES Pay Scales Recruitment in the Company is done in the approved pay scales as may be in force from time to time (the existing pay scales are given at Annexure 1 of this chapter) as per the prescribed recruitment specifications, which may be modified from time to time depending upon job requirements (the specifications presently in force are given in reference guidelines).

Grouping of Posts

All posts in the Company are identified in the following Groups:Sr. • Description of Posts No. 1 Posts carrying a pay or a scale of pay with a maximum of not less than Rs.40,500/2 Posts carrying a pay or a scale of pay with a maximum of not less than Rs.30,500/- but less than Rs.40,500/-. 3 Posts carrying a pay or a scale of pay with a maximum of not less than Rs.16400/- but less than Rs.30,500/-. 4 Posts carrying a pay or a scale of pay with a maximum of which is Rs.15,000/- or less

Trainees / Apprentices

Group Group 'A' Group 'B' Group 'C' Group 'D'

The Company will recruit Apprentices / Trainees both on technical and non-technical side depending upon the requirement as per the Training Scheme in vogue from time to time.

Appointing Authority The power to recruit and appoint will rest with the authorities to whom such powers are delegated from time to time by the Board of Directors/Chairman & Managing Director of the Company.

Sources of Recruitment Recruitment to various posts will normally be made from the following sources: • Employment Exchange as per the provisions of the Employment Exchange (Compulsory Notification of Vacancies) Act, 1959. • Zia Sainik Boards / Directorate General of Resettlement. • Direct recruitment by advertisement. • Trainees recruited under Company’s Training Policy against regular vacancies who have satisfactorily completed their training. • Employees on deputation from Government / Other Public Sector Undertakings. • By transfer, selection and / or promotion from amongst the existing employees of the Company. • On contract for a specified period. • By transfer from other Public Sector Undertakings. • Apprentices recruited under the Apprenticeship Act, 1961. • Persons declared as 'Surplus employees' of the Company or of other Public Sector undertaking.

Procedure of Recruitment Subject to Rule 1.3, all posts will be filled up by promotion of personnel from feeder cadres to the extent that qualified and experienced hands are available in the Company as per the approved grade – to- grade specifications for promotion which may, if considered necessary, be modified from time to time as per job requirements. All posts in the scale of Rs. 6550-11350 (E-0) and above will be considered as 'Corporate level' posts and recruitment to these posts will be done on 'Corporate' basis. The

responsibility for recruitment to such posts will devolve on the Personnel Department at the corporate level. All posts in Group 'B' (workers category) 'C' & 'D' will be considered as 'Unit' level posts, and recruitment to these posts will be done by the concerned Personnel Department of the Unit / Corporate Office, as the case may be. Direct recruitment will be resorted to only when in the context of a particular vacancy no suitable candidate for promotion is available in the appropriate rank (i.e. in the next below scale) in Unit or throughout the Company depending on whether the post in question has to be filled Unit-wise or Company-wise. In former case i.e. when the post is to be filled "Unit wise" and no suitable candidate is available in the Unit with grade-to-grade specifications the post will be circulated in the Company as a whole with direct recruitment specifications. When direct recruitment from outside is resorted to, employees working in the organization can apply for the posts and will be given consideration along with outside candidates, but in the event of their selection, posts shall be offered after they are actually confirmed on their existing posts. Without prejudice to the general right of the Competent Authority to recruit and appoint persons from Public Undertakings / Government and other reputed firms and recognized sources, the following will be the normal method and procedure to be followed in the matter of recruitment to various posts in the company. All vacancies the maximum of the scale of which is less than Rs.9500/-(W8) will be notified to the appropriate Employment Exchanges under Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. In addition to notifying the vacancies of the relevant categories to the Employment Exchange, the requisitioning authority / establishment may, keeping in view administrative / budgetary conveniences, arrange for the publication of the recruitment notice for such categories in the "Employment News" published by the Publication Division of the Ministry of Information & Broadcasting, Govt. of India and then consider the cases of all the candidates who have applied. In addition to above, such recruitment notices should be displayed on the office notice boards also for wider publicity. Advertisement for posts falling under Group 'A' and 'B' will be issued on All India basis in English and in one Hindi Newspapers.

Advertisement shall indicate job description and job specifications, age limit, pay scale, allowances admissible, application fee, eligibility of TA, details regarding reservation for SC / ST/ OBC communities / Ex-Servicemen/ dependents of Jawans killed in action / disabled persons / handicapped persons/ whether belonging to Minority Community and last date of receipt of application which should normally be of one month's duration. In respect of posts reserved for SC / ST /OBC candidates, advertisement shall specifically indicate the number of posts so reserved. Candidates from Government / Semi-Government / Public Sector Organizations shall be required to submit their applications through proper channel or No Objection Certificates may be submitted along with the application. The following clause will invariably be inserted in the advertisements: “he specification regarding experience is relaxable at the discretion of the Competent Authority in case of candidates belonging to Scheduled Caste / Scheduled Tribe/ OBC, if at any stage of selection, the Competent Authority is of the opinion that sufficient number of candidates from these communities possessing the requisite experience are not likely to be available to fill up the vacancies reserved for them.”

Liability for Defence Services: Graduate Engineers and Medical Graduates, if any, recruited as full time employees of the Company shall be liable to serve for a minimum period of four years (including period spent on training) in the Defence Services or on work relating to defiance efforts anywhere in India or abroad, if so required. The liability to serve in the Defense Services will be limited to first 10 years of service and will not ordinarily apply to Graduate Engineers or Medical Graduates above 40 years of age unless the Government of India decides otherwise. The specification regarding experience is reliable at the discretion of the competent authority in case of candidate belonging to scheduled caste/ schedule tribe, if at any stage of selection, the competent authority is of the opinion that sufficient number of candidate from these communities possessing the requisite experience are not likely to be available to fill up the vacancies received for them.

Reservation of post &preference in appointment Brief summary on reservation for schedule caste/ schedule tribe/ other backward classes in appointment in. S.NO MODE PRESCRIBED % AGE FOR ROSTER SC ST OBC (POINT) 1 Direct recruitment on all India 15% 7.5% 27% 200 basis by open competition 2 Direct recruitment on all India 16-2/3% 7.5% 25.84 120 basis other than by open competition 3 Direct recruitment on In proportion to population 100 local/regional basis (c&m) percentage of SC/ST/OBC in the through employment state region exchange (except in Delhi) 4 Promotion (all methods of 15% 7.5/2% NIL 200 promotion by selection within group “A” For the carder strength up to 13 post where grouping of post is not possible mini roster as prescribed in the instruction will be follow.

Direct recruitment In all cases of direct recruitment to fill up vacancies in post/ service in group A, B, C, & D, if sufficient number of suitable SC/ST candidate are not available to fill up vacancies reserved for then in the first attempt then in a second attempt shell be made for recruiting suitable candidate belonging to the concerned categories in the same year recruitment or as early as possible before the next recruitment are not. When direct recruitment is made through examination, for reserved as well as unreserved a single advertisement will be issued indicating the number of vacancies reserved for each categories. The maximum age limit for appointment to services or post shall be increased by five in the case of SC/ST candidate and three years in the case of OBC candidates.

The candidate belonging to SC/ST caste will not be required to pay any fee for admission to any recruitment, examination or selection. In respect of written examination and interview in order to fulfill the quota, relaxation of standard may be providing to SC/ST/OBC candidates.

Application Fee Candidates applying against the advertised posts will not be required to pay any application fee.

Screening and Issue of Call Letters Scrutiny Preliminary scrutiny of applications / particulars of candidates furnished in the application against requisition / advertisement will be done by the Personnel Department in terms of specifications laid down in the requisition / advertisements. In course of scrutiny, Personnel Department shall see whether – •

The qualifications and experience of the candidate conform generally to the prescribed specifications.

b) His / her age is within the prescribed limit. • The application wherever necessary has been submitted through proper channel. d) Whether belongs to SC/ST/PH/OBC/Ex-servicemen and a certificate in support thereof has been attached with the application or not. e) While scrutinizing the applications, the Personnel Department shall ensure that all applications received have been entered in the prescribed scrutiny sheet, indicating (in the proper column) whether the candidate fulfills the job specifications advertised or not. In case a candidate does not fulfill the prescribed job specifications, the reasons of rejection should be indicated in the column provided. Having done the preliminary scrutiny, the scrutiny sheets along with original applications, will be sent to the concerned Departmental Head for his recommendations. On receipt of recommendations, the Personnel Department will take approval of the

competent authority for finalization of list of candidates to be called for interview. Note: The applications received after the expiry of last date specified in the advertisement should normally be not entertained. However, a relaxation of 8 days from the last date of receipt of applications may be allowed in exceptional and in genuine cases. In respect of candidates applying from Government or Public Sector Undertakings through proper channel, maximum relaxation of 8 days may, however, be allowed.

Issue of Call Letters • The candidates finally approved to be called for interview / test shall be issued interview / test letters. • Candidates called for interview should be required to produce on the date of interview the documents in support of their following particulars as mentioned in the application ; (i) Age (ii) Qualification (iii) Experience (iv) Pay Particulars (v) No Objection Certificate (if employed in Government or Semi-Government or Public Sector Undertaking/ Enterprises and in case application has not been forwarded through proper channel) (vi) Bio- Data sheet in the prescribed preform (vii) Certificate in the prescribed preform of SC/ST/OBC/Ex-servicemen.

Selection of Personnel Selection of personnel will be made by the Appointing Authority on the basis of the recommendations given by the Selection Committee to be constituted by Appointing Authority for the purpose.

RECRUITMENT INTRODUCTION `The aim of personnel planning is to determine the need for persons both n term of number and type. For deciding about the number both present and future requirements should be taken into account. If there are expansion plans in near future then these requirement should also be considered. Besides number, the type of person needed is also important. This will be decided by studying the job requirements, etc. In today competitive environment, choice of the right employees has far reaching implication for an organization functioning. Employees well selected with right kind of skills, knowledge and potentials would contribute a lot to the efficient running of the organization. With wrong recruitment, the organization pays heavily in term of lower productivity. And wrong placement. Recruitment is a positive process of searching for prospective employees and stimulating them to apply for the jobs in the organization. When more persons apply for jobs then there will be a scope for recruiting better persons. The job-seekers too, on the other hand, are in search of organizations offering them employment. Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source from where potential employees may be selected. The scientific recruitment process leads to higher productivity, better wages, high morale,

reduction in labor turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a positive process. Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the development and maintenance of adequate man- power resources. This is the first stage of the process of selection and is completed with placement. MEANING “Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for job in an organization” •

Definition:

According to Edwin B. Flippo, “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and positive. He says, “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired. ”In the words of Dale Yoder, Recruitment is the process to “discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. ”Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates.“In personnel recruitment, management tries to do far more than merely fill job openings. As a routine the formula for personnel recruitment would be simple i.e., just fill the job with any applicant who comes along. Joseph J. Facular has said, “However, the act of hiring

a man carries with it the presumption that he will stay with the company-that sooner or later his ability to perform his work, his capacity for job growth, and his ability to get along in the group in which he works will become matters of first importance.” Because of this, a critical examination of recruitment methods in use should be made, and that is the purpose of this chapter.

Function • We have already defined HRM. The definition of HRM is based on what managers do. The function performance by manager is common to all organization. There are classified into two categories. •

Managerial function

•

Operative function •

Managerial function:

Planning Planning is think in advance. Planning is a predetermined course of action. It is a process of determined the organization goal and formulation of policies and programmers for achieving them.

Organizing Organizing in management refers to the relationship between people, work and resource used to achieve the common objectives (goal).

Staffing It is the process of determining and assigning the right personnel with the right qualifications to the job in a right time to accomplish the purposes of the Organization

Function of human resource management

Managerial function function

Planning

Procurement

operating

Development

compensation

Job analysis performance appraisal job evaluation security Organizing human resource training wages and salary Planning

developing

Directing recruitment career developing Transfer & Promotion

maintenance health safety social security welfare schemes personality

Selection Controlling

placement

planning &development

.Directing

Directing is a function of management performed by top level management in order to achieve organizational goal. It is very important and necessary function of management. Directing is the process of guiding and supervising employee, often one-on-one, while they work.

Controlling Controlling is the process of comparing expected result (objective) with actual performance.

Recruitment needs are of three types:

Planned: The needs are arising from changing in organization. Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying in internal and external environment . Unexpected: Resignation, death, accident, etc.

Purpose and important of recruitment • Attract and encourage more and more candidates to apply in the organization. • Create a talent pool of candidates to enable the selection of best candidate for the organization. • Determined present and future requirement of the organization • Recruitment is the process which links the employers with the employee. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Process of Recruitment: • Recruitment process begins when HR department received request form other department. •

Locating and developing the source.

• Identifying the prospective employee. • Developing the techniques to attract desire candidate more and more candidate are apply them.

• Employing of techniques to attract candidate. These May be other of attractive salaries, proper facilities for development etc.

• The next stage in the process is to stimulate as many candidates as possible and ask them to apply for job. In order to increase the selection ratio, there is a need to attract more candidates. •

Evaluating the effectiveness of recruitment process. RECRUITMENT PROCESS Searching Activation Selling Message Media Evaluation And Control Strategy Development Where? When? Recruitment Planning Selling types

Job vacancies Employer requisition Job analysis Personnel planning

Recruitment refers to the process of identification and attracting job seekers so as to build a pool of qualified job application. The process comprises five interrelated stages, Planning Strategy development Searching Screening Evaluation and control The ideal recruitment programme is the one that attract a relatively larger number of qualified applicants who will survive the screening process and accept positions with the Organisation, when offered. Recruitment programmer can miss the ideal in many way i.e. by failing to attract an applicant pool, by under/over selling the Organisation or by inadequate screening applicant they the selection process. Stage 1: recruitment planning The first stage in the recruitment process is planning, planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objective or targets that specify the (1) number and (2) type of applicants of be contacted. Number of contact: Organisation, nearly always, plan to attract more applicant then they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment programme is contemplated; one task is to estimate the number of applicant necessary to fill all vacancies with the qualified people. Type of contact

It is basically concerned with the type of people to be informed about job openings. The type of people depends on the task and responsibilities involved and the qualification and experience expected. These details are available through job description and job specification.

Stage 2: strategy development When it is estimate that what type of recruitment and how many are required then one has concentrate in (1) make or buy employees. (2) Technological sophistication of recruitment and selection devices. (3) Geographical distribution of labour markets comprising job seekers. (4) Source of recruitment. (5) Sequencing the activities in the recruitment process.

Make or buy:Organisation must decide whether to hire he skilled employees and invest on training and education programmmes, or they can hire skilled labour and professional. Essentially, this is the, make” or, buy” decision. Organisation, which hire skilled and professionals shall have to pay more for these employees.

Technological development The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computer has made it possible for employers to scan national and international applicant qualification. Although impersonal, computers have given employers and job seekers a wider scope of option in the initial screening stage. Where to look:An effective recruitment plan and strategy are worked out the search process can begin search involved two steps

Stage 3: searching Once a recruitment plan and strategy are worked out, the search process can begin search involved two step (A) Source activation (B) Selling

A). source activation: Source and search method are activated by the issuance of an employee requisition. This means that no actual recruitment takes place until lone managers have verified that vacancies does exist or will exist. If the Organisation has planned well and done a good job of developing its source and search method, activation soon result in a flood of applications and/ or resumes. The application received must be screened. Those who pass have to be contracted and invited for interview. Unsuccessful must be sent letter of regret.

(B) Selling: A second issue to be addressed in the searching process concerns communications. Here, organisation walk tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organisation, both the message and the media deserve attention. Message refers to the employee advertisement. With regards to media, it may be started that effectiveness of any recruiting massage depends on the media. Media are several-some have low credibility, while other enjoys high credibility. Selection of medium or media needs to be done with a lot of care.

Step 4” Screening:

Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. Even the definition on recruitment, we quoted in the beginning of this chapter, excludes screening form it scope. However, we have included screening in recruitment for valid reason. The selection process will begin after the application has been scrutinized and shortlisted. Hiring of professor in a university is a typical situation. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the vicechancellor, registrar and subject experts conducts interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later.

Stage5: evaluation and control Evaluation and control is necessary a considerable cost is incurred in the recruitment process. The costs generally incurred are:Salaries for recruiters Management and professional time sent on preparing job description, job specification, advertisements, agency liaison and so forth. The cost of advertisement or other recruitment method, that is, agency fees. Recruitment overheads and administrative expenses. Costs of overtime and outsourcing while the vacancies remain unfilled.

Evaluation of recruitment process The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation might include: Return rate of application sent out. Number of suitable candidates for selection. Retention and performance of the candidate selection.

Cost of the recruitment process. Time lapsed data. Comments on image projected

Sources of recruitment

Internal source

external source

Promotion

advertisement

Transfer

employment exchange

Internal notification

campus recruitment

Recruitment

gate recruitment

Recall

casual caller Labour contractor

• Internal source recruitment Internal source is one of the important sources of recruitment. The employees already working in the organisation may be more suitable for higher job than those recruited from outsider. The present employees may be help in the recruitment of new person also. Internal source consist of the following:

• Present employees

Promotion and transfer from the present employees can be a good source of recruitment.

• Transfer Transfer involves shifting of person from present job to other similar place. These do not involve any change in rank, responsibility and prestige, the number of person do not increase with transfer but vacant post may be attended to.

• Promotion Promotion refers to shifting of persons to positions carrying better, higher responsibilities and more salaries. The higher position falling vacant may be filled up from within the organisation. A promotion does not increase the number of person in the organisation. A person going to get a higher position will vacant his present position. Promotion means that motivate employees to improve their performance so that they get promotions to higher position.

Dependent of deceased employeesUsually, bank follows policy. If an employee dies, his/her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill.

(3) Recalls:-

When management faces a problem, which can be solved only by a manager who has proceeded on long leaves, it may be decided to recall that person after the problem is solved, his leaved may be extended. (4)

Retirement:-

At time, management may not find suitable candidate in place of the one who had retired, after meritorious service. Under the circumstance, management may decide to call retired manager with new extension.

(5) Internal notification (advertisement):Sometime, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the recruitment of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.

• External source recruitment Every enterprise has to use external source for recruitment to higher positions when existing employees are not suitable. More people are needed when expansions are undertaken.

External method is following as:(1) Advertisement. Advertisement is the best method of recruitment person for higher and experienced jobs. The advertisement is given in local or national press, trade or professional journals. The recruitment of job is given in the advertisement. The prospective candidates evaluate themselves against their requirement of job before sending their applications. Management gets a wider range of candidate for selection. The flood of application creates difficulties in the process.

(2) Employment exchanges. Employment exchange have been set all over the country in deference to the provision of the employment exchange (compulsory notification of vacancies) ACT 1959.the act applied to all industrial establishment having 25 workers or more each. Employment exchange run by government are also a good source of recruitment. Unemployed person get themselves registered with these exchange. The vacancies may be notified with the exchange, there is need. The exchange supplies a list of candidate fulfilling required qualification. Exchange is suitable source of recruitment for filling unskilled, semi-skilled, skilled and operative posts. The job-seekers and job-givers are brought in contact by the employment exchanges.

(3) Campus recruitments:Colleges, universities, research laboratories, sport field and institutes are fertile ground for recruiters, particularly the institutes. Campus recruitment is going global with company like: - HLL, Citibank, HCL-HP, ANZ grind lays, L&T, Motorola and reliance looking for global market. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college: university department or institute will have a placement officer to handle recruitment function. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organisation within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies’ walk-ins, write-ins, and talk-ins. The most common and least expensive approach for candidates is direct applications, in which job seekers submits unsolicited application letters or

resumes. Direct application can also provide a pool of potential employees to meet future needs. From employees viewpoint, Walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry level and skilled vacancies, some organisation compile pools of potential employees from direct application for skilled positions. Write-ins are those who send written enquirers. These job seekers are asked to complete application form for further processing. Talk-ins involves the job aspirants meeting the recruiter. (On an appropriated data) for detailed talk. No application is required to be submitted to the recruiter. They are used to recruit casual workers. The name of the workers is not entered in the company records and, to this extent: difficulties experienced in maintaining permanent workers are avoided.

(4) Gate recruitment:Unskilled workers may be recruited at the factory gate. In some industrial like jute a large number of workers work as badly or substitute workers. This may be employed whenever a permanent employee is absent. More efficient among these badly workers may be recruited to fill permanent vacancies. A notice on the notice board of the company specifying the details of the job vacancies can be put. Such recruitment is called direct recruitment. It is a very economical method and used mainly for skilled and casual job vacancies.

Casual callers:Management may appoint person who casually call on them for meeting shortterm demand. This will avoid following a regular procedure of selection. These people are appointed for short period only.

Labour contractor:-

It is quite common to engage contractors for the supply of labour. When workers are required for short period and are hired without going through the full procedure of selection. Contractors or jobbers are the best source of getting them. The contractor maintain regular contract with workers at their place and also bring them to the cities at their own expense

Evaluation of external recruitment: External source of recruitment have both and demerits. The merits are:The organisation will have the benefit of new skill, new talents and new experience, if people are hired from external source. The management will be able to fulfill reservation requirements in favour of the disadvantaged section of the society. Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside. The demerits are:Better motivation and increased morale associated with promoting own employees relost to the organisation. External recruitment is costly. If recruitment and selection processes are not properly carried out, chances of right candidate being rejected and wrong applicants being selected occur. High training time is associated with external recruitment. If 98% of org. success depend upon efficient employee selection.

60-second guide to hiring the right people

Define the Duties. To find promising employees, you must first determine what you want them to do. Carefully consider all direct and associated responsibilities and incorporate them into a written job description. Be careful with general titles such as typist or sales clerk, as they have different meanings to different people.

.and What it Takes to do Them Fulfilling these responsibilities will require some level of skill and experience, even if it is an entry-level position. Be reasonable about your expectations. Setting the bar too high may limit your available talent pool; setting it too low risks a flood of applications from those unqualified for the job.

Make it Worth their While Likewise, you don't want to be overly generous or restrictive about compensation. State and local chambers of commerce, employment bureaus and professional associations can help you determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the classified ads and other employment publications will also provide clues about prevailing wage rates.

Spread the Word How you advertise your job opening depends on who you want to attract. Some positions are as easy to promote as posting a "help wanted" sign in your store window or placing an ad in your local newspaper. For jobs requiring more specialized skills, consider targeted channels such as trade magazines, on-line job banks and employment agencies (though these may require a fee). And don't overlook sources such as friends, neighbors, suppliers customers and present employees.

Talk it over because you have clearly defined the role and requirements, you should have little difficulty identifying candidates for interviews. Make sure you schedule them when you have ample time to review the resume, prepare your questions and give the candidate your undivided attention. After the interview, jot down any impressions or key points while they're still fresh in your mind. This will be a valuable reference when it's time to make a decision.

Follow-up on Interviews You want to believe your candidates are being honest, but never assume. Contact references to make sure you're getting the facts or to clear up any uncertainties.

Professional background checks are a wise investment for highly sensitive positions, or those that involve handling substantial amounts of money and valuables.

You've foundthem; Now Keep They Now that you've hired ideal employees, make sure they stay with you by providing training and professional development opportunities. The small business experts at SCORE can help you craft human resource policies and incentive plans that will ensure your company remains the small business employer of choice.

Selection Selection is defined as the process of differentiation between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. The appointment of suitable persons on various jobs is very essential. The selection of a wrong candidate will mean loss of time and money which have been incurred on this process. It also leads to absenteeism and retrenchment. The call for a properly planned recruitment and selection process. After the receipt of appropriate number of application through various source of recruitment, the selection process started. It is concerned with securing relevant information about the applicants. The purpose of selection process is to determine whether a candidate is suitable for employment in the organisation or not. All people who have applied may not be suitable. Moreover, the number of applicants will be much more than the position lying vacant. It becomes all the

more important to scrutinize applications properly so that those who are found unsuitable at first instance should not be called for tests or interviews. This will save time and money of the enterprise as well as that of the candidates. The procedure to be followed for selection an employee may be different for various jobs. It the job is not very important than a simple procedure may be followed. For employing unskilled workers, personnel manager may select then after a brief interview. If skilled and unskilled person are to be selected then Forman may interview then and also test their experience by asking them to work on jobs. When the position to be filled is important then a number of step may be followed a person is finally selected.

Meaning “According to dale Yoder, “selection is the process in which candidate for employment are divided into two classes those who are to be offered employment and those who are not”

Selection process Selection procedure consists of a series of step. Each step must be successfully cleared before the applicant proceeds to the next. The selection process is a series of successive hurdles or barriers which an applicant must cross. These hurdles are designed to eliminate, an unqualified candidate at any point in the selection process. Thus, this technique is called “successive hurdlestechnique”. In practice, theprocess differs among organisation and between two different jobs within the same organisation. Selection procedure for the senior manager will be long drawn and rigorous, but it is simple and short while hiring lower level employees.

STEP1:- PRELIMINARY INTERVIEW:The applicant received from jobs seekers would be subject to scrutiny so as to eliminate unqualified applicants. This is usually following by a preliminary interview the purpose of which is more or less the same as scrutiny enable the HR specialists to eliminate of unqualified jobseekers based on the information

supplied in their application forms. Preliminary interview, on the other hand, help reject misfits for reason, which did not appear in the application forms.

• STEP2:-SELECTION test Job seekers who pass the screening and the preliminary interview are called for tests. Different type of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude and personality.

The following are the type of tests taken:

1) Ability tests Assist in determine how well an individual can perform task related to the job. An excellent illustration of the is the typing test given to a prospective employer to secretarial job. Also called as,, ACHIVEMENT TESTS”. It is concerned with what one has accomplished. When applicant claim to know something, an achievement tests is taken to measure how well they know it. Trades tests are the most common type of achievement test given. Questions have been prepared and tested for such trades as asbestos worker, punch-press operators, electricians and machinists. There are, of course, many unstandardized achievement test given in industries, such as typing or dictation tests for an applicant for a stenographic position.

• Aptitude test Aptitude test measure heather an individual has the capacity or latent ability to learn a given job if given adequate training. The use of aptitude test is

advisable when an applicant has had little or no experience along the line of the job opening. Aptitude test help determine a person potential to learn in a given area. An example of such test is the general management aptitude tests (GMAT), which many business students take prior to gaining admission to a graduate business school programmmes. Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. They cover such area clerical aptitude, numericalaptitude, mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help to detect positive negative points in a person’s sensory or intellectual ability. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work.

From of aptitude test: Mental or intelligent tests: They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problem.

Mechanical aptitude tests: They measure the ability of a person to learn a particular type of mechanical work. These tests helps to measure specialized technical knowledge and problem solving abilities if the candidate. They are useful in selection of mechanics, maintenance workers, etc. Psychomotor or skill tests: They are those, which measure a person ability to do a specific job. Such tests are conducted in respect of semi-skilled and repetitive jobs as packing, testing and inspection, etc.

Intelligence tests: This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness), numerical ability, memory and such other aspects can be measured.

The intelligence is probably the most widely administered standardized test in industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.

Interest test: This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a person interest. Such test also enables the company to provide vocational guidance to the selection candidate and even to the existing employees. These tests are used to measure an individual activity preference. These tests are particularly useful for students considering many careers or employees deciding upon career change.

Personality tests: The importance of personality to job success is undeniable. Often an individual who possesses the intelligence, aptitude and experience for certain has failed because of inability to get along with and motivation other people. It is conducted to judge maturity, social or interpersonal skill, behavior under stress and strain, etc. this test is very much essential plays an important role. Personality tests re similar to interest test in that they, also, involve a serious problem of obtaining an honest answer.

Projective test: This test requires interpretation of problem or situations. For example, a photograph or a picture can be shown to the candidates and they are asked to give their views, and opinions about the picture.

General knowledge test:

Now G.K tests are very common to find general awareness of the candidate in the fieldof sports, politics, world affair, current affair.

Perception test: At time perception tests can be conducted to find out beliefs, attitudes, and mental sharpness etc.

Graphology test: It is designed to analysis the handwriting of individual. It has been said that an individual handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the idiosyncrasies and elements of balance and control.

Polygraph test: Polygraph is lie detector, which is designed to ensure accuracy of the information given in the application. Department store, bank, treasury offices and jeweler shop, that is, those highly vulnerable to theft or swindling may find polygraph tests useful.

Medical tests:-It reveals physical fitness of a candidate. The developments of technology, medical tests have become diversified. Medical servicing helps measure and monitor a candidate physical resilience upon exposure to hazardous chemical.

Choosing tests: The test must be chosen in the criteria of reliability, validity, objectivity and standardization. They are:-

• Reliability:-

It refers to standardization of the procedure of administering and scoring the test results. A person who takes test one day and makes a certain score should be able to take the same test the next day or the next week and make more or less the same score. An individual intelligence test for example: - is generally a stable characteristic. So if we administer an intelligence test, a person who scores 110 in March would score close to 110 if tested July. Tests, which produce wide variations in result, serve little purpose in selection.

• Validity:It is a test, which helps predict whether a person will be successful in a given job. A test that has been validated can be helpful in differentiating between prospective employees who will be able to perform the job well and those who will not. Naturally, no test will be 100% accurate in predicating job success. A validated test increases possibility of success.

There are three ways of validating a test. They are as follows:-

• Concurrent validity:This involves determining the factors that bare process and then identifying the successful candidates. The characteristics of both successful and less successful candidate are then identified.

• Predictive validity:-It involved using a selection test during the selection process and then identifying the successful candidates. The characteristics of both successful and less successful candidate are then identified.

Synthetic validity:-

It involved taking parts of several similar jobs rather than one complete job to validate the selection tests.

Objectivity:When two or more people can interpret the result of the same test and derive the same conclusion(s), the test is said to be objective. Otherwise, the tests evaluators” subjective opinions may render the test useless.

• Standardization A test that is standardized is administrating under standard condition to a large group of person who are representatives of the individual whom it is intended. The purpose of standardization is to obtain norms or standard, so that a specific test score can be meaningful when compared to other score in the group.

• STEP3:- INTERVIEW:The next step in the selection process is an interview. Interview is formal, in-depth conversation conducted to evaluate the applicant’s acceptability. It is considered to be excellent selection device. It is face-to-face exchange of view, ideas and opinion between the candidate and interviewers, basically, interview is nothing but and oral examination of candidate. Interview can be adapted to unskilled, skilled, managerial and profession employees.

Type of interview:Interview can be of different type. There interviews employed by the companies. Following are the various types of interviews.

Informal interview

An informal interview is an oral interview and may be take place anywhere. The employee or the manager or the personnel manager may ask a few almost inconsequential questions like name, place of birth, name of relatives etc.

Formal interviews:Formal interviews may be held in the employment office by the employment office in a more formal atmosphere, with the help of well-structured question, the time and place of the interview will be stipulated by the employment office.

Non-directive interview: Non- directive interview or unstructured interview is designed to let the interviewee speak his mind freely. The interviewer has no formal or directive question, but his all attention is to the candidate. He encourages the candidate to talk by a little prodding whenever he is silent e. g. –“Mr. Ray, please tell us about yourself after your graduation from high school.”

Depth interview:It is designed to intensely examine the candidate background and thinking and to go into considerable details on particular subject of an important nature and of special interest to the candidate. For example;- the candidate says that he is interested in tennis, a series of question may be asked to test the depth of understanding and interest of the candidate. These probing questions must be asked with tact and through exhaustive analysis: it is possible to get a good picture if the candidate.

Stress interview:It is designed to test the candidate and his conduct and behavior by him under conditions of stress and strain. The interviewer may be start with “Mr. Joseph, we do not think your qualification and experience are adequate will not yield. On the contrary he may substantiate why he is qualified to handle the job.

Group interview:It is designed to save busy executive’s time and to see how the candidate may be brought together in the employment office and they may be interviewed.

Panel interview:-A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate.

Sequential interview:This interview takes the one-to-one a step further and involved a series of interview, usually utilizing the strength and knowledgebase of each interviewer, so that each interviewer can ask question in relation to his or her subject area of each candidate, as the candidate moves from room to room.

Structure interview:In a structure interview, the interviewer uses preset standardized question which are put to all the interviewees. This interview is also called as “guided” or “patterned” interview. It is useful for valid result, especially when dealing with the large number of applicants.

Unstructured interview:It is also known as ,,unpattern” interview, the interview is largely unplanned and the interviewee does most of the talking unguided interview is advantageous in as much as it a friendly conversation between the interviewer and the interviewee and in the process, the later reveals more of his or her desire and problem. But this unpatternedinterview lacks uniformity and worse, this approach may overlook key areas of the applicant’s skills or background. It is useful when the

interviewer tries to probe personal details of the candidate it analysis why they are not right for the job.

STEP4; - REFERANCE CHICK:Many employers request names, addresses, and telephone number of reference for the purpose of verification information and perhaps, gaining additional background information on an application. Although listed on the application from, reference is not usually checked until an application has successfully reached the fourth stage of a sequential selection process. When the labour market is very tight, organisation sometime hire applicants before checking reference. Previous employers, known as public figures, university professors, neighbors’ or friends can act as references. Previous employers are preferable because they are already aware of the applicant’s performance. But, the problem with this reference performance just to get rid of the person. Organisation normally seeks letters of reference or telephones. The latter is advantages because of its accuracy and low cost. The telephone reference also has the advantages of soliciting from hesitations and inflection in speech.

STEP5:- SELECTION DECISION:After obtaining information through the preceding step, selection decision-the most critical of all the step-must be made. The other stages in the selection process have been used to narrow the number of the candidate. The final decision has to be made the pool of individual who pass the tests, interviews and reference checks.

STEP6:-PHYSICAL EXAMINATION:After selection decision and before the job offer is made, the candidate is required to undergo a physical fitness tests. A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personal

records. There are several objectives behind a physical test. Obviously, one reason for physical test is to detect if the individual carries any infectious disease. Secondly, the test assists in determining whether an applicant is physically fit to perform the work. Thirdly, the physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees.

STEP 7:- JOB OFFER:The next step of selection process is job offer to those applicants who have crossed all previous hurdles. Job offer is made through a letter of applicant. Such a letter generally contains a date by which the applicant must report on duty. The appointed must be given reasonable time for reporting. Those are particularly necessary when he or she is already in employment from the previous employer. Again, a new job requires movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.

STEP8:- CONTRACT OF EMPLOYMENT:There is also nee for preparing a contract of employment. The basic information that should be included in a written contract of employment will very according to the level of the job, but the following checking sets out the typical heading. Job title Duties, including a parse such as “the employee will perform such duties and will be responsible to such a person, as the company may from time to time direct”. Date when continuous employment starts and the basic for calculating service.

Rate of pay, allowance, overtime and shift rate, method of payments. Hours of work including lunch break and overtime and shift arrangements. Holiday Arrangements” paid Holiday per year. Public holiday. Length of notice due o and from employee. Grievances procedure (or reference to it) • Disciplinary procedure (or any reference to it) • Work rule (or any reference to them), • Arrangement for terminating employment). • Arrangement for union membership (if applicable). Special terms relating to rights to patent and designs, confidential information and restraints on trade after termination of employment. Employer’s right to very terms of the contract subject to proper notification being given.

STEP 9:- CONCLUDING THE SELECTION PROCESS:Contrary to popular perception, the selection process will not end with executing the employment contract. There is another step-amore sensitive one reassuring that candidate who have not selected, not because of any serious deficiencies in their personality, but because their profile did not match the requirement of the organisation. They must be told that those who were selected were done purely on relative merit.

STEP 10:- EVALUATION OF SELECTION PROGRAMME:The broad test of the effectiveness of the selection process is the quality of the personnel hired. An organisation must have competent and committed personnel. The selection process, if properly done, will ensure availability of such

employees. How to effectiveness of a selection programme? A periodic audit is the answer.

• • • • • • •

• : Difference between Recruitment and Selection:• Basis

Recruitment

Selection

Meaning

It is an activity of establishing contact between employers and applicants.

It is a process of picking up more competent and suitable employees.

Objective

It encourages large number of Candidates for It attempts at rejecting unsuitable a job. candidates.

Process

It is a simple process.

It is a complicated process.

Hurdles

The candidates have not to cross over many hurdles.

Many hurdles have to be crossed.

Approach

It is a positive approach.

It is a negative approach.

Sequence

It precedes selection.

It follows recruitment.

Economy

It is an economical method.

It is an expensive method.

Time Consuming

Less time is required.

More time is required.

Source of man power supply: internal:LPT upgrades from within only for managerial position, but only to some extent. Because upgrading from within is considered better as the employee is already familiar with the organisation, reduces training cost, and helps in building morale and promotion loyalty. If no one capable for managerial position is found in its internal source, it looks out for external source. It selects only the best employee for the organisation.

TYPE:Former employees:They ask the retired employees who are willing to work on a part-time basic, individual who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again.

Retirements:If it’s not able to find suitable candidate in place of the one who had retired, after meritorious service. Under the circumstances, management decides to call retired managers with new extension.

Internal notification (advertisement):Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have

friends or acquaintances who meet these requirements, suitable person are appointed at the vacant posts.

EXTERNAL:For the post of technicians, engineers etc., it looks out for external source which include: Agencies: TAPL. Institutions: like B school, collages, management institutions, etc. Website: www. Indiatimesjobs.com www.monster.com www.naukri.comof the above three Web sites given most widely used by The Infosys is the www. Monster.com With the success rate of 80% Followed by www.indiatimesjob.com 60% and www.naukri.comat the Success rate of 50%

External recruitment enables the company to get the best candidate.

Infosys prefers external recruitment and mainly takes help from agencies and institutions as its giant company and internal recruitment proves to be inadequate as its yearly targets are very high.

Campus:Campus recruitment is so much sought after that each collage, university department or institutions will have a placement officer to handle recruitment function. However, it is often an expensive process, even if recruitment process produces job offer and acceptances eventually. A majority leave the organisation within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies.

Engineering institutions:Campus hiring at engineering institutes typically starts in may continue through September. Senior manager and officers from Infosys actively participate in this hiring, to bring on board the next generation of bright, young and talent leaders for the company. We encourage current student at the campuses we visit to use this opportunity to interact with the Infosys recruitment teams during the hiring process to understand the company and our people philosophy. We hiring engineering graduates and post-graduates from all disciplines, and MCA students at the campuses.

Management institutes:Campus hiring at management institutions typically started in December and continues through March. We hire management graduates from all disciplines, with or without prior work experience in software or other field.

Off campus:It is the event for that candidate who does not get selected during campus recruitment. The process remain the same, it just aims at giving those candidate a

chance that were not able to go through the process before. These candidates also go through the same two rounds, here only the scale and basic on which they are evaluation change.

What is job fair:Job fair is where several companies come under one roof for seeking eligible candidate who can join their company, after going through certain recruitment process following by them.

Steps followed by LPT :Initially they advertise about the job fair in the local newspaper of all the states specifying the venue and data of the job fair. On the specified data, LPT banners are put up at the venue. They have around 3 to 4 counters. Initially these counters are used for registration. Once the number of registration is equal to total capacity of all the counters, the registrations are stopped and the registered candidate fills the application form at the counter. Next a logic test of 45 minutes is conduct and an English test of 15 minutes is conducted where in one is supposed to write an essay, to check their handwriting, vocabulary and sentence framing ability. Once the test is over, registration for the next group starts. At the same time the previous a paper are evaluated and the candidates are selected for interview based on the cut-off mark. The candidates who are selected in the interview are informed are informal then and there by displaying the list and are giving the offer.

Advertisement:It is popular method of seeking recruit, as many recruiters prefer advertisements because of their wide reach. LPT advertises in:Newspaper

Times of India The economic times Indian express Hindustan times Employment paper Magazine Business world

Walk –INS, writ-ins and talk-ins:Walk-ins are the most common and least expensive approach for candidate in direct application, in which job seekers submit unsolicited application letters or resumes. Direct application provides a pool of potential employees to meet future needs. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-in involves the job aspirant meeting the recruiter (on an appropriated date) details talks. No application is required to be submitted to the recruiter.

CONSULTANTS:LPT also seeks the help of consultants who are in the profession for recruiting and selection manager and executive personnel. They are useful as they keep prospective employer and employee anonymous.

INDUSTRIES:LPT also hire experienced professional from the industry at various mid-level and senior position.

LITERATURE REVIEW

Literature review:In views of Edwin fippo defines recruitment and selection process as “A process for prospective employees and stimulating and encouraging them to apply for job in an organisation. According to korsten(2003) and jones et al.(2006) , human resource management theories emphasize on techniques of recruitment and selection and

outline the benefit of interview, assessment and psychometric examination as employee selection process. Jones et al. (2006) suggest that example of recruitment policies in the healthcare, business or industrial sector may offer insights into the processes involved in establishing recruitment policies and defining managerial objectives. According to Alan price (2007)”-

Recruitment and selection procedure at learning mate Recruitment and selection procedure at Learning Mate:LearningMate solution private limited is one of the fastest growing eLearning companies in India. LearningMate is a provider of end-to-end eLearning service

and solution designed to meet specific business needs. The range of service varies from enterprise-wider eLearning initiative to creating custom content based on cost-effective alternative of delivery. LearningMate has strong management team to handle its development center in Mumbai, US, UK, and Canada. As an eLearning and software solutions company, LearningMate partners with publishers and training companies on conceptualization, designed, development and implementation of new media and technology solution for the higher education & continuing education market. LearningMate has competencies and intellectual property in the area of content development, standards-based learning technology, learner support system & content architectures. LearningMate is a cross-border eLearning service company that is focused on identifying creating and delivering relevant, instructionally sound, engaging content to learners using internet technologies. Learning Mate’s client includes school colleges, universities, publishers, NGO’s and corporation around the world. This firm has competencies and owns intellectual property in the area of strategy consulting, content development, assessment, content architecture and performance support. The firm’s principals have a history of contributions to elearning initiative around the world and they bring this experience to bear in every one of their client engagement. Today, in every organisation personnel planning as an activity in necessary. It is an important part of an organisation. Human resource planning is a vital ingredient for the success of the organisation in the long run. There are certain ways that are to be followed by every organisation, which ensures that it has right number and kind of people, at the right place and right time, so that organisation can achieves its planned objective. The objective of human resource of department is humane source of planning, recruitment and selection, training and development, career planning, transfer and promotion, risk management, performance appraisal and so on. Each objective need special attention and proper planning and implementation. For every organisation it is important to have a right person on a right job. Recruitment ad selection plays a vital role in this situation. Shortage of skill and

the uses of new technology are putting considered pressure on how employers go about recruiting and selection staff. It is recommended to carry out a strategy analysis of recruitment and selection procedure. With reference to this context, this project is been prepared to put a light o recruitment and selection process. This project includes meaning and definition or recruitment and selection, needs and purpose of recruitment, evaluation of recruitment process, recruitment tips. Source of recruitment through which an organisation gets suitable application. Scientific recruitment and selection, which an organisation should follow, right manpower. Job analysis, which gives an idea about the requirement of the job. Next is selection process, which include of selection, type of tests, type of interview, common interview problem and their solution policy, selection in India and problem. Recruitment and selection are simultaneous process and are incomplete without each other. There are important components of the organisation and are different from each other. Science all the aspect needs practical example and explanation this project included recruitment and selection process of Infosys. And a practical case study, it also contain addresses of various and top placement consultants and the pricelist of advertisement in the magazine.

Source on man power supply:Internal:LearningMate uses internal sources for recruitment but on a limited basic otherwise normally it uses external source extensively for it recruitment purposes. Let us have a look at the internal source in detail.

Types of internal source:Present employees:This source is normally the first choice among the internal source and learning Mate is no difference. This source implies filling up the position from among the present employees by way of promotion and transfer.

Employee referrals:This is a very good source of internal recruitment. Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing card of introduction, and even encouraging them to apply.

Referral scheme-buddy scheme:At learning Mate employee referral is popularly known as, referral scheme-Buddy scheme. The objective of referral scheme is to lay guidelines for effective and smooth functioning of the employee referral program. It helps in attracting talent through referral from employee for fulfilling the vacant/additional position in the company. Employees from all group except from human resource and senior management are eligible to refer their friend / ex-collages / references / relatives for vacanciesboth current and future in the organisation.

Procedure:The human resource group shall inform all employees through intranet/ root email / notice board about the existing vacancies from time to time. Employees need to make reference only on e-mail of suitable candidate fulfilling the recruitment as indicated to [email protected]. The HR group shall process the said application for the requirements as per the recruitment policy. If the referred candidate is found suitable and selected in interview, an offer matching with the qualification will be made to the candidate. The buddy referral reward is paid to the employee 3 month after the referrals join the organisation. However, in case the referral or the employee concerned is separated from the service of the organisation before the completion of 3 month, no referral payment shall be made to the employee.

The employee concerned who makes the reference shall be rewarded with the following: category Between 1-3 year relevant experience More than 1-3 year relevant experience Project manager and above position

Reward (in INR) 10,000/15,000/25,000/-

No reward shall be payable for reference of candidate that have less than 1 year of relevant experience and contract recruitment.

• Previous application:Although not truly an internal source, those who have previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected is opening. This is possible at learning Mate through a master database that the company maintains containing the details of all the application for the various vacant posts.

External:LearningMate is a small but a fast growing company with employee strength of just about 278 and a modest turnover of 140 million rupee in the year 2005-06. Its recruitment targets are also pretty low at just 150+ for the year 2007. Owing to the financial constraints and limited recruitment targets it has to select the source carefully keeping the cost factor in mind. Barring the nominal use of the internal source the remainder of the recruiting is done through the external source which includes: • Approach recruitment consultants and sub-contracts. • Print media-advertisements.

• Outstation recruitment.

• Websites-subscribed and unsubscribed • Walk-ins • Recruitment consultants and sub-consulters.

LearningMate normally uses these sources to develop the required pool of candidate and also to achieve specialist help in its recruitment process. Subcontractors are normally used in case of temporary recruitment due to unexpected events or some emergency situation. • Print media—advertisements:LearningMate advertises mostly through newspaper and not so much by way of magazine. The newspapers they normally advertise in are • Times-ascent • Hindustan times • DNA

• Outstation recruitment:Outstation recruitment is conducted by LearningMate by calling the candidates to their office and talking the required tests and interview as per a process which is explained later in the project.

The reimbursements made to them are as Follows: A: Reimbursement of joining related

Travel fare:For candidate recruited at all level I class A/C train or flight face to be considered on case-to-case basis. The same needs to be approved by the BH. Either LearningMate administration doses the booking or employee can make his/her own arrangements for purchase of tickets.

B: Reimbursement of expenses toward movement of household goods: For candidate recruited at all level, reimbursement of expenses toward movement of household goods to be considered on case-to-case basis. The same needs to be approved by the BH. Employee needs to submit three quotations from three different transporters to administration departments or employee’s needs to arrange on their own, based on approved amount by BH. Or business heads to approve specific relocation amount to move household goods. On joining, employee needs to fill in the reimbursement voucher (available with account department) and enclose the tickets in original, and take approval of department head before submitting to account. Employees are required to submit such claims within 10 days from the date of joining to the accounts department in the prescribed format available with the account department.

C: Hotel/ Guest house accommodation: All outstation employees will be considered for a maximum of 10 days Hotel/ Guest accommodation. However, they are expected to make their own arrangement after mentioned duration and LearningMate administration will provide necessary assistance on lease accommodation. Wherever Hotel accommodation is provide, room rent only will be directly billed to the company. Extra food/ laundry (which are applicable in Hotel package) related bills will be borne by the employees. • Websites:LearningMate uses a variety of subscribed and unsubscribed websites to create a pool of a variety of candidate for various posts. Here are the example of few such websites. • www.mosterindia.com • www.naukri.com • www.jobsahead.com • www.learningMate.com

• Walk-ins:This is the most common and least expensive approach for candidate id direct applications; in which job seeker submit unsolicited application letters or resumes. Direct applications provide a pool of potential employees to meet future needs. This also is one of the sources which LearningMate use for its recruitment purpose.

• The selection process of LearningMate:-

After receiving the profiles of candidate through the source as listed above. The matching profiles as per the specifications are generated by the recruitment cell. These profiles are then forwarded to the concerned BH/ FH/ SH/ requisition for further shortlisting.

• Completion of application form:Here the eligible candidate are made to fill in the application form where in the company can come to know candidate skills, background, past records, education, organisation, health, personal details, languages he knows, work experience, etc. Application form is such framed that, they provide the necessary details to the organisation without affecting the sentiments and feeling of the candidates.

• Employment tests:Once the application form are filled tests are conducted which provides further information to the organisation about the candidate and assists then in selection. The tests are normally technical cum aptitude tests- the short candidates are administered with these tests. The candidates who pass the tests are then interviewed for the technical fitment. The tests are mandatory for the entire candidate who have less than 3 year of total working experience.

• INTERVIEWS:TECHNICAL INTERVIEW:Candidate who pass the tests are made to appear for a technical interview in which their technical competence is evaluated for the requirements and captured by the technical interviewer in the interview feedback from. Their skill fitment is

done and suitability to the project concerned is established through the interview. It is mandatory that an interviewer at least 1 level senior than the position for which the interview is being done conduct the technical interview. Recruitment cell should ensure that the interviewer is not related to the candidate. Skill heads or concerned manager will have final authority to select candidates (up to team leader/ specialist’s level). The short listed candidate will be forwarded to HR interview as further selection process.

Business head interview:Business head will evaluate / interview project managers and above positions. The short listed candidate will be forwarded to HR interview as further selection process.

HR interview:If short listed in technical interview, the candidate then appear for an HR interview, where his fitment to the organisation culture, personality, communication skills, verification of his credentials, salary drawn and expectations are recorded. After the interview is done, if the candidate is selected, then a salary cum designation fitment is done on the basic of comparable data of the employees in the organisation. Besides these are also some other interview that are conducted by LearningMate. They are:• Depth interview • Stress management • Panel interview

• Reference checks:The reference check for candidate (project manager and above) is done simultaneously with extending the offer. The recruitment cell conduct a formal /

informal reference check with the candidate’s referrals, which then from a part of the candidate profile and assessment.

• Offer and negotiation:A formal offer of employment is extended to the finally selected candidates.

• Follow-up and joining:The recruitment cell does a follow up with the candidate who is extended an offer to ensure candidate is joining within the stipulated time.

CONCLUSION

Conclusion The human element of organisation is the most crucial asset of an organisation. Taking a closer perspective –it is the very quality of this asset that sets an organisation apart from the other, the very element that brings the organisation vision into fruition. Thus, one can grasp the strategic implication that the manpower of an organisation has in shaping the fortunes of an organisation. This is where the complementary roles of recruitment and selection come in. the role of this aspect in the contemporary organisation is a subject on which the experts have pondered, deliberated and studied, considering the vital role that they obviously play. The essence or recruitment can be summed up as, the philosophy of attracting as many applicant as possible for given jobs”. The face value of this definition is what guided recruitment activities in the past. These days, however the emphasis on aligning the organisation objective with that of the individual’s. By making this a priority, an organisation safeguards its interests and standing. After all, a satisfied workforce is a stable workforce which also ensures that an organisation has credible and reliable performance. In a bid to underscore this subtle point, the

project examines the various processes and nuances one of the most critical activities of an organisation. The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical step in the HR process is the selection of qualified and competent people. As such, this process concentrates on differentiating between applicant in order to identify- and hire –those individual whose abilities are consistent with the organisation recruitment. This reader will do well to note that the transition between the 2 activities is not stringent. The 2 activities basically have one aim-to yield a perfect employee for the organisation. Nor are these activities typecast. Every organisation tailors the processes keeping in mind the nature of the organisation, its needs and constraints. In this project, we examine the angle through the case studies of 2 companies, involved in the same sector but essentially different in their perception towards recruitment and selection. And both seem to have to benefit from their take on the 2 process. In the end, this project endeavors to present a comprehensive picture of recruitment and selection and hopes to enable the reader to applicant the various intricacies involved.

Reference:

BIBLIOGRAPHY • www.luminousindia.com • www.google.com • www.managementparadise.com • www.tribunindia.com/biz.html • www.waikato.ac.nz/wfass/subjects/societies-cultures/reports/literature • http://wiki.answers.com • www.industrialrelations.naukrihub.com/employees-.html • www.pdf-search-engine.com/pdf.html.