DEVELOPMENT DIMENSIONS
1
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MBA (2009-2011)
“ Ready to embrace the changing tides of tomorrow”
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ACKNOWLEDGEMENT
In successfully completing my project report, I am indeed indebted to a large no. of people who have encouraged and helped me in a variety of ways. It’s indeed a privilege to express my gratitude to the people involved. My profound and sincere thanks to Mr. Anurag Awasthi (Deputy Manager) allowing me to work in recruitment cell & Mrs. Aparna Sarkar Bhowmick (Senior Executive) Sahara India Pariwar who consented to be my project advisor. I have paucity of words to express my obeisance before them for their keen interest, valuable guidance, unflinching judgment and constant encouragement during the entire course of my study. Words in my lexicon fall short to express my feelings towards my fellow trainees for their timely and important help in completing this project report. I thank my family for giving me life in the first place, for educating me, for unconditional support and encouragement to pursue my interests, even when the interests went beyond boundaries of language, field and geography. Last but not the least, I owe my sincere regards to the ‘Almighty’ for making me able to believe in myself and letting me utilize my potential to the fullest of my energy during the entire course of the study.
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PREFACE People are a company’s most important assets. They can make or break the fortunes of a business. In today’s highly competitive business environment, placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit, which will contribute significantly towards the Company's effectiveness. It is also becoming increasingly important as the Company evolves and changes, that new recruits show willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed. In this project I have studied Recruitment and Selection process of Sahara India Pariwar and attempted to provide some latest tools and techniques so as to make the selection procedure more effective and to reduce the cost of hiring an employee. I am privileged to be one of the students who got an opportunity to pursue my training with Sahara India Pariwar. My involvement in the project has been very challenging and has provided me a platform to leverage my potential in the most constructive way. This project however is an attempt to share as best as possible my experiences in corporate world with all my colleagues and my faculty. I would be delighted to receive reader’s comments which may be valuable lessons for my future projects.
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INDEX TOPIC
PAGE NO.
1.
MISSION & VISION
7-8
2.
OBJECTIVE STATEMENT
9
3.
COMPANY PROFILE OF SAHARA INDIA PARIWAR
10-24
4.
HUMAN RESOURCE MANAGEMENT-INTRODUCTION
25- 48
5.
RECRUITMENT & SELECTION IN SAHARA INDIA PARIWAR
49-80
6.
RESEARCH METHODOLOGY
81-82
7.
ANALYSIS OF DATA
83-101
8.
FINDINGS
9.
SUGGESTIONS AND CONCLUSION
10.
VOTE OF THANKS
11.
BIBLIOGRAPHY
12.
ANNEXURE
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102 103-104 105-107 108 109 -111
MISSION To get aware about the recruitment selection process followed in “SAHARA INDIA PARIWAR”. In this boomed economy what all policies are been followed to recruit efficient employees with change in culture and its effect in profitability. Through this research project I tried to find out the scope of “EMERGNING RECRUITMENT TRENDS AND ITS EFFECT ON THE ORGANISATION”.
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VISION
To analyze which of the latest trends is being practiced in “SAHARA INDIA PARIWAR”. Which will help in identifying the employees turnover and retention.
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OBJECTIVE
Recruitment and Retention of employees is becoming a challenge as well as a concern area for all HR Managers. So there is a need to smoothen the current recruitment practices. To gain knowledge of
the latest trends prevailing in
SAHRA INDIA PARIWAR with change to culture and its effect on profitability and also to analyze which of the latest trends are been followed and could be implemented.
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COMPANY PROFILE Sahara India Pariwar, the world’s single largest emotionally bonded family is one of the leading corporate entities of the country. The company was formed in the year 1978 and has grown exponentially over past three decades. In addition, Sahara India Pariwar is believed to have helped the nation, socially and economically, in its development, since inception with the motto of providing dignity and respect to people who are socially and economically marginalized and deprived irrespective of their age, caste, class, gender or race. The amount spent for various Social, Developmental, Cultural & Sports Programmes by Sahara India Pariwar by June, 2006 is around Rs. 655 cores (USD 152 million) approx.
PHILOSOPHY Materialistic aspects, though important in life should be given second priority. The first priority is given to emotional aspect and with perfect blending of materialism with emotionalism, results in continuous collective growth for collective sharing and caring, is what they call COLLECTIVE MATERIALISM.
CORE COMMITMENTS Emotion EMOTION is THE KEY that generates the required energy and enthusiasm for desired quality performance.
Discipline Discipline is defined as obedience of laws and orders, which are given by rightful authority.
Duty The enthusiastic obedience of laws and orders, which are given by CONSCIENCE, are the employee’s foremost duty.
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No Discrimination The Organization never discriminates its actions, reactions, attitudes, decisions, conclusions, in its expressions while caring for the six health’s of other human beings, namely physical, material, mental, emotional, social and professional.
Quality The Organization maintains quality by honoring Rules, Regulations, Commitments, Values, Fairness, and Performance of Duties. It gives importance to others reasonable point of view.
Give Respect The Organization makes others feel important. Reasonable wishes & thoughts are received with an open and receptive mind and warmth.
Self-Respect The Organization develops a sense of respect for oneself in others' mind.
Truth There is total transparency in action, reaction, attitude and all other expressions.
Collective Materialism Means to progress and prosper together for collective sharing and caring.
Religion The Organization considers NATIONALITY as its religion. 'Bharatiyata' is its supreme religion.
Absolute Honesty The organization believes that mind inside knows the truth. People should be honest to their mind inside. Their actions, reactions, directions, decisions should be exhibited in all their dealings.
BHARTIYATA There is a religion higher than religion itself - it is the INDIAN NATIONALITY. The swirl of the Tricolor never fails to move a Sahara Worker. Bharat Parva is celebrated on every 26th of January and 15th of August with a spirit and gaiety rarely seen. It comes from Organization’s heart.
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KARTAVYA COUNCIL WHAT A
commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody.
NEED India needs effective consumer protection and protection of workers' genuine rights.
MOTTO The Organization practices NO DISCRIMINATION, JUSTICE & HIGH QUALITY
AIM To provide justice - be it a matter of the tiniest imperfection or injustice in their COMMITMENT - products or services. Direct or indirect, short term or long term.
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CORPORATE SOCIAL RESPONSIBILITY Residents of urban slum areas with focus on BPL Group Senior Citizens and Orphans Rehabilitation of the physically challenged people. Children in the age group of 5 – 14 years and Dropouts Adults in the age group of 15 – 35 years Citizens aged more than 18 years in cities of Lucknow and Gorakhpur Tribute to Kargil War Martyrs and helping their family members. Places of public utility and public convenience : Selected places in cities where interventions such as plantations, construction of basic amenities are needed Disaster management: Areas and places affected by natural calamities Health and nutrition Literacy Vocational training Behavior Change Communication
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PROFIT SHARING
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BUSINESS Sahara India Pariwar has diversified its business in the following fields: Finance Infrastructure & Housing Media & Entertainment Consumer Products Manufacturing Services & Trading.
FINANCE SAHARAINDIAFINIANCIALCORPORATIONLIMITEDINDIA'S LARGEST RESIDUARY NONBANKING COMPANY IN THE PRIVATE SECTOR WITH THE HIGHEST YEARLY DEPOSIT LEVEL. First RNBC to be granted a certificate of registration by the Reserve Bank of India. Number of deposit accounts as on April 2009 - 3.41 cores 1508 Service Centers
SAHARA ASSET MANAGEMENT COMPANY
PRIVATELIMITED
A disciplined and professional Fund House bringing World Class performances in Mutual Fund Management
SAHARA HOUSING IN A CORPORATION LIMITED In the year 2007-08 in India all companies together disbursed Rs 60,000 cores (USD 15,000 million) loan with a growth rate of around 20% .
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Infrastructure & Housing INDIA'S BEST AND THE LARGEST INFRASTRUCTURE & HOUSING COMPANY Sahara Infrastructure & Housing is India’s best & the largest realtor with leadership in offering innovative products to its customers. It has broad range of houses, commercial & retail spaces, office spaces and luxurious penthouses & villas. Its projects are planned to become living legends of class, comfort & elegance. World class quality along with adequate various measures have been taken to ensure multi-level security to the residents of the townships & to create a safe & relaxing environment. Health of the residents is another important feature of the townships where complete measures have been taken to ensure full hygiene & protection. Residential & Commercial Building Projects
Mega Quality Township Major housing and commercial building projects in India including Brand Super Malls, Luxury Apartments and High-Tech Townships come under this head. Life's Finest Abode at the 10,000 acres of grand & unique Aamby Valley City
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SAHARA CITY HOMES
Chain of townships in 217 cities all over India making more than 7 lakh (0.7 million) houses, best quality mega township on around 100 to 300 acres of land in each city, offering amenities superbly matched to international standards that include :A chain of 217 centrally air-conditioned school imparting a thoughtful combination of academic curriculum, personality development & extra-curricular activities. 219 Hospitals providing multi-specialty high-end secondary care with state-of-the-art medicine facility centre. A chain of 219 Malls with an ideal combination of lavish showrooms, designer outlets and conveniences stores. A chain of multiplexes with over 651 screens in major cities of India having a combined seating capacity of 217,000 with tastefully decorated interiors and luxurious seats. A chain of 218 Hotels having state-of-the-art international class facilities with dedicated executive clubs. A chain of 434 well-equipped Clubs and 217 Community Centers having facilities for indoor/outdoor games, swimming pool and fitness centre.
Sahara Star SAHARA STAR, MUMBAI : A world-class 5-star Hotel spread over 7.42 acres and located adjacent to the Mumbai domestic airport, it is the flagship hotel project of Sahara India Pariwar. Currently, it has 210 guest rooms, 13 suites and 09 restaurants, which is expandable to 412 rooms and 13 saturates. It contains some of the best modern features like the World's biggest pillar-less Dome, World's first hemisphere-shaped Glass Elevators, Marine
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Aquarium, Lagoon area, Inward and Outward facing rooms, Glass Roof rooms, Spacious Parking and shall have amenities like Sahara Health & Wellness Centre, Multi-cuisine restaurants and Preview theatre.
Sahara Hospitals SAHARA HOSPITAL, LUCKNOW: A world-class tertiary care 550 bedded hospital at lucknow with more than 50 super specialties update emphasis on security & health gives us the latest generation equipments under one roof. Similar well-equipped hospitals coming up at Aamby Valley City and Gorakhpur, all of which shall be tele-linked with minihospitals at 217 Sahara City Homes.
Media & Entertainment INDIA'S LARGEST MEDIA & ENTERTAINMENT COMPANY
Entertainment Channel SAHARA ONE: 24 hours digitally encrypted Entertainment Channel spread over 66 countries globally.
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Movie Channel FILMY: 24 hours digitally encrypted Movie Channel
WORLD TELEVISION FIRANGI: India's First World Television Channel in Hindi.
Cinema Production Hindi Cinema Production House in India SAHARA ONE MOTION PICTURES: Has always provided a platform for unique and quality cinema and continues its quest to entertain all kind of audience.
Music Channels MEDIA WORLDWIDE PRIVATE LIMITED: Broadcasting 4 music channels - Music India, Sangeet Bangla, Music India-UK and Sangeet Bhojpuri.
Geon Studios :- Designs, develops and delivers cutting - edge digital visual effects for domestic and international feature film and television projects.
Cinema Halls Developing Largest Chain of Multiplexes in India Around 230x3 screens throughout the country .
Film City Developing world-class film city on around 100 acres of land with an investment of Rs. 180 crores (USD 41.74 million) approximately and with an Academy go over others.
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National News channel Round-the-clock free-to-air National Hindi news channel.
Regional News Channel
SAHARA SAMAY Round-the-clock 36 city specific Regional news channels.
English Weekly
SAHARA TIME 1 National Edition - 72 pages English Weekly
Urdu Weekly
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28 pages International Urdu Weekly.
Urdu Daily
ROZNAMA RASHTRIYA SAHARA 14 Editions of Urdu Daily Newspaper with 9 Printing Centers
Hindi Daily
RASHTRIYA SAHARA 36 Editions of Hindi Daily Newspaper with 6 Printing Centres News Section 50 bureaus, 100 correspondents across the globe & over 1600 V-SATs for news collection
Consumer Products
At present the organization’s Products Division offers a wide range of products of everyday use as well as objects of desire through a chain of showrooms called 'Unique' in various locations of India. The number of these showrooms is proposed to be increased to 6000. The products offered come under three categories: (I)Sahara Select –
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Fashion & Lifestyle
Personal & Beauty Care
Home Décor
Home Care
Clothing
House ware
Jewellery & Watches
Accessories
Kids Products
(II) Sahara Care - Food items (III) Sahara Sports -Fitness & Leisure, Sports Wear, Sports Accessories
Manufacturing
ARARIA JUTE PROJECT : Is engaged in creating self-employment to bring forth socioeconomic developments of the people of Araria, through its training cum R& D center and produces eco-friendly, bio degradable top export quality diversified jute products e.g. Blankets, Carpets, Floor covering, Handicrafts, Jute Chappals etc. and successfully creating high demands both in Domestic and International Market. Sahara India Jute Project and R & D Centre - a multi-faceted development initiative by Sahara India Pariwar, is an ambitious project with a very deep-rooted social foundation. Coming up at Araria, the birthplace of our Hon'ble Managing Worker & Chairman, Sahara India Pariwar, Shri Subrata Roy Sahara, the project will address critical social & developmental issues specific to the region, as also the larger concerns of the jute industry in India, with an aim of providing it a proper identity in India & abroad.
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SAHARA KASTURI HANDICRAFTS:
Endeavors to provide sustainable
employment to the artisans of the Handicraft Sector. The handicraft enterprise of Sahara India Pariwar is successfully marketing its products in the Domestic and European markets where established brands are already selling its dexterously manufactured high quality products. Firm plans are afoot to make an entry in the Middle East & in the leading retail chains of Indian market. The aforesaid are effectively realizing the objective of Sahara Kasturi Handicrafts by providing regular work to the beneficiary artisans in an ever increasing number.
Services and Trading
Providing IT Services, Outsourcing, Web Media and Mobile Interactivity & Application Solution Sahara Next is part of $ 50 Billion Group managing one of the Largest IT & Telecom Infrastructure in the country. Applied Innovation is the ability that Sahara Next uses to infuse newer ideas and newer ways of addressing objectives. A 360-degree business approach covering process, delivery, business and technology innovations that help Sahara Next to work collaboratively with clients for cost take-outs, speed to market and new business opportunities. They bring for their clients a credible and experienced global leadership team driving service delivery through the next generation global delivery model. The gamut of services offered by Sahara Next involves: 1. IT Services 2. Web Media 3. Business Process Outsourcing 4. Mobile Interactivity and Application solution Sahara Next is an ISO 9001:2000 certified organization
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India's Largest services and an online and offline product company Sahara India Pariwar, as an emotionally integrated family has been consistently offering new and unique range of products/ services to its valued customers. Sahara Care House is an offering exclusively for Indians Residing Overseas ( IRO's), who have strengthened India economically and earned great respect for the country and for all Indians across the world. To show gratitude and respect, Sahara India Pariwar has offered a "Single Window Service" for extending a caring hand to their families and friends back home in India through a bouquet of attractive eservices/benefits. Sahara Care House is a means to make loved ones living in India feel that it genuinely "Care" for their big and small needs of life, be it an emergency medical care for your dear ones or just a matter of bringing a smile to your parents by a "miss you" message or a "birthday greeting" to your brother or a "surprise gift" to your sister or any other emotion you want to express. We will help you do it and that too, instantly! It has dedicated Relationship Ambassadors who are sensitive and can be relied upon for going that extra mile, which only a family member would. The services of Sahara Care House are available through a 24x365 call centre committed to provide immediate support and assistance.
SAHARA GLOBAL Sahara Global is an integrated Tourism and Travel Management company that creates service excellence, trust, integrity, innovation and believes in building long term relationships. The front and back end service architecture is seamlessly integrated through cutting-edge technology and processes. Sahara Global has brought together a highly talented & dedicated team of
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professionals from the tourism industry to ensure you have a memorable experience and a long lasting relationship with us.
It consists of the following: Business travel Outbound travel Inbound travel Medical tourism Domestic travel Conference and exhibitions NRI travel services Travel portal
HUMAN RESOURCE MANAGEMENT INTRODUCTION: HRM is a management function that helps managers in recruiting, selecting, training and developing members for an organization. It is concerned with the people’s dimensions in organizations. The following constitute the core concept of HRM:-
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Organizations are people who staff and manage organizations. HRM involves the application of management functions and principles which are applied to acquisitioning, developing, maintaining and remunerating employees in organizations. Decisions relating to employees must be integrated as they on different aspects of employees must be consistent with other HR decisions. Decisions made must influence the effectiveness of an organization which must result in betterment of services to customers in the form of high quality products supplied at reasonable costs. HRM functions operate in business establishments as well as non-business organizations e.g. education, health-care, recreation, etc. HRM refers to a set of programmes, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness
Nature Nature
of of
HRM HRM Employee Employee
Prospects Prospects of of
Hiring Hiring
HRM HRM
Employee Employee
HUMAN HUMAN RESOURC RESOURC
and and
MANAGEME MANAGEME NT NT
Industrial Industrial Relations Relations
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Executive Executive remuneratio remuneratio nn
Employee Employee
Employee Employee
Maintenance Maintenance
Motivation Motivation
HRM: FUNCTIONS AND OBJECTIVES OBJECTIVES: The main principle of management is that all the work performed in an organization directly or indirectly contributes to the objectives of that organization, which makes the determination of
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objectives or goals primarily important. They are a pre-requisite to the solution of most management problems. Objectives are pre-determined ends or goals at which individuals or group activity in an organization is aimed. According to Ralph C. Davis, the objectives of an organization can be seen into two categories:
(a)Primary objectives: The goal of HRM function is the creation of a work force with the ability and motivation to accomplish the basic organizational goals. They are related to the satisfaction of personal objectives of the members of an organization through monetary or non-monetary devices.
(b) Secondary objectives:
They aim at achieving the primary objectives
economically, efficiently and effectively.
Objectives of HRM according to the professional personnel executives are: (a) To utilize human resources effectively. (b) To establish and maintain a productive and self-respecting relationship among all the members of an organization. (c) To bring about maximum individual development of the members of an organization .
FUNCTIONS According to Prof. Julius “The field of management which has to do with planning, organizing, directing and controlling various operating functions of procuring, developing, maintaining and utilizing a labor force, such that the: (a) objectives, for which the company is established are attained economically and effectively; (b) objectives of all levels of personnel are served to the highest possible degree; and (c) objectives of the community are duly considered and served.” According to this, HRM is concerned with two types of functions: (a)
Managerial functions
(b)
Operative functions
Managerial Functions can be further broken down into the following sub-functions: Planning Organizing Directing Controlling Operating Functions is further divided into the following sub-functions: Procurement
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Development Maintenance Utilization
ORGANIZATION OF HR DEPARTMENT: Two relevant issues in an HR department:Place of the HR department in the overall setup. Composition of the HR department itself. Status of HR department in the total organizational structure depends on the size of the unit (i.e. small or large). In most of the small organizations there is no separate department to coordinate the activities relating to personnel. Earlier, personnel, as an activity, were seen as a necessary but unimportant part of the organization. Now things have changed and the status of the personnel department has improved enormously over the years. Large scale unit will have a Manager/ Director heading the HR department. His/ her status will be equal to that of any executive. This arrangement is suitable for the company having a single unit.
HRM IN A SMALL-SCALE UNIT
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Owner/Man ager
Sales Production Manager
Manager
Marketing
Accountant
manager
HRM IN A LARGE-SCALE UNIT
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OUTSOURCING/SUBCONTRACTING Outsourcing/subcontracting is the process by which employers transfer routine or peripheral work to another organization that specializes in that work and can performs it more efficiently. The activities that are generally outsourced include: Employee hiring Training and development Statutory records maintenance Payroll preparation Benefits administration Triggers for outsourcing: Downsizing Rapid growth/ Decline of business Growing competition Globalization Restructuring
It is assumed that: Outsourcing can reduce costs. Can improve flexibility.
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And can permit the hiring of specialized expertise. 72% of Indian companies are outsourcing their HR activities
COMPOSITION OF A HR/PERSONNEL DEPARTMENT PARADOXES IN HRM: The old existence of arrangement of organizations has not proven itself to be helpful in maturing the HRM into a perfect profession. It has lent itself to vulnerability. Supporters of HRM claim that it can change fortunes of organizations. But the counter argument is that HRM is more theoretic than a reality. Supporters of HRM claim that the HR manager is a change agent and a transformational leader, and his/her function is panacea for all organizational ills and societal evils. Supporters of HRM claim that new organizational designs have been introduced to improve productivity and employee autonomy. Paradox is also observed in the role deemed to have been assigned to the HR manager. The HR manager is expected to play strategic roles. The reason that the subject is now called HRM instead of the earlier personnel management is because it denotes elevation of the status of people’s manager to strategic importance.
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Two things are common to all the best employers: They have built an inventory of people practices that are both unique and well-put for their firms.
PERSONNEL POLICIES AND PRINCIPLES Policy: - A policy is a plan of action. It is statement of intention committing the management to a general course of action.
Principles:
- It is the intention of the company to provide a safe plant and a healthy
working environment. Why should organizations adopt policies? Organizations should have personnel policies as they ensure the following benefits:Formulating personnel policies requires the management to give deep thought to the basic needs of both the organization and the employees. The management must examine its basic convictions as well as give full consideration to the prevailing practices in other organizations. Established policies ensure consistent treatment of all personnel throughout the organization as a result of which favoritism and discrimination are minimized.
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Action of continuity is assured but still top management personnel change. The CEO of a company may carry the policies of the organization in his/her head, and he/she may apply them in an entirely fair manner. But when he/she retires or resigns, then also the organization continues as the tenure of any manager is finite and policies promote stability. They serve as a standard of performance. Actual results can be compared with the policies to determine how well the members of the organization are satisfying the professed intentions. Sound policies help build employee motivation and loyalty. They help resolve intra-personnel, inter-personnel and inter-group conflicts.
Some specific personnel policies are: * Policy of hiring people with due respect to factors like reservation, sex, marital status, and the like. * Policy on terms and conditions of employment- compensation policy and methods, hours of work, overtime, promotion, transfer, lay-off, etc. * Policy with regard to medical assistance- sickness benefits, ESI and company medical benefits. * Policy regarding housing, transport, uniform and allowances. * Policy regarding training and development need for, methods of, and frequency of training and development. * Policy regarding industrial relations- trade-union recognition, collective bargaining, grievances procedure, participative management, and communication with workers.
PRINCIPLES: If policy is a guide for management decisions and actions, principle is the fundamental truth established by research, investigation and analysis. Many personnel principles have been established through practice, experience and observation. Principles guide managers in formulating policies, programmes, procedures and practices.
PERSONNEL PRINCIPLES Principle of team spirit Principle of contribution to national prosperity Principle of individual development Principle of scientific selection Principle of free flow of communication Principle of participation Principle of fair remuneration Principle of incentive
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Principle of dignity of labor Principle of labor management co-operation
HUMAN CAPITAL MANAGEMENT The term HRM is now likely to be replaced by human capital management (HCM). HCM refers to the task of measuring the cause and effect relationship of various HR programmes and policies on the bottom line of the organization. It seeks to obtain additional productivity.HR professionals must now become human capital developers. As capital developers, HR executives focus on the future, developing plans that offer each employee opportunities to develop future abilities, matching expectations with opportunities. The role also includes helping employees unlearn old skills and acquire new ones. HR professionals should invest resources to shape employees for the future and not the past. Often, these employees’ development plans may be carried out online through an employee portal where opportunities in the firm are listed and employees ascertain if they are prepared for such opportunities. At other times, employee development programmers are embedded in HR programmers like performance or career management. HRM is one concept that fits all approach. What one company follows can be replicated in another. In HCM, the professional seeks to identify what is best for his company. He/she seeks to fine tune HR policies and practices to fit the culture of his/her company. Secondly, HRM is the responsibility of a centralized or a decentralized department. HCM is the job of everyone in the business from, employees to executives.
JOBS AND CAREER IN HRM HR positions in organizations can be divided into three categories HR specialists, HR manager, and HR executive. In addition, there are numerous support positions (e.g. clerical and programming).
HR SPECIALIST The jobs regarding HR specialist are the entry level positions for an HRM career. Job scopes related to it include: Interviewer Compensation analyst Benefits coordinator Job analyst Trainer
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In large firms there may be scope of promotion within the specialized function, as for example, a new specialistbegins as an interviewer moves to coordinating campus recruitment and then can move up to a supervisor of all campus recruitment. Either this or he may work in a consulting firm that provides HR services.
HR MANAGER The HR manager is a generalist who administers and co-ordinates programmes across functional areas. He/she is a top-ranking person at a plant, and because of which is expected to know all areas of HRM. He has to overview the application of the HR policies at the facility and advice line managers on HR issues. Alternate role for the HR manager is to head a functional personnel activity at the corporate level. For example, the corporate headquarters may have a manager of affirmative action engaged to develop a comprehensive plan based on corporate objectives and commitments. The manager would then co-ordinate with the divisional HR managers to make sure that the plans at lower level are co-incising with the corporate objectives.
HR EXECUTIVE The top level HR executive, who is referred to ad the vice-president of an organization, has the responsibility of linking the firm’s corporate policies with HRM. He/she is also expected to give inputs into the organizational goals, especially if these goals affect or are affected by personnel activities.
HR FUNCTIONS IN SAHARA INDIA PARIWAR The various functions being performed in the HR Department of Sahara India Pariwar.:1.Manpower Planning 2.Recruitment 3.Training and Development 4.Payroll Management 5.IR & Legal 6.Statutory Compliances 7.Provident Fund 8.Full and Final Settlement 9.HR Initiative 1o.Dak and Dispatch
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11.Time Office 12.Welfare
I. MANPOWER PLANNING Manpower planning cell is the primary cell of Corporate HR. The activities being performed in this cell serve as a root to other activities of Corporate HR and also the end process activities are reported to this cell. So, in a way it is the starting and ending point in the cycle of different activities of Corporate HR. The major activities being performed in the Manpower Planning Cell of Sahara India Pariwar are as follows: Manpower Approval Confirmation of Services Employee Transfers Promotions/Increments Higher Studies Regularization of Service Employment Verification. Retirement Resignation acceptance Experience certificate Exit Feed-back
II. RECRUITMENT It is the process of finding and attracting applicants for employment, the process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected.
PROCESS OF RECRUITMENT IN SAHARA INDIA PARIWAR: There are 2 types of recruitment processes being followed in companies namely external and internal. And when a vacancy is generated it is decided by the management whether the recruitment is to be done by the external or internal method. The processes in each of the cases are as follows:
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(In case of external recruitment) Step #1: A vacancy is generated and approved by the MPP cell and forwarded to the Recruitment cell. Step #2: Recruitment cell has different selection processes to follow depending upon the preference, some of which are, campus selection, consultation, databank, advertisements, selection exams, job portals etc. Step #3: CVs are collected by the Corporate HR office after short-listing candidates from either of the above methods. Step #4: Collected CVs are matched to the corresponding vacancy with respect to job specifications and job qualifications and later they are sent to the concerned office/ division for screening. Step #5: Rest CVs are filed in the Data Bank of Resumes. Step #6: Interviews are scheduled by Corporate HR and the schedule is brought in knowledge of the concerned office/ division. Step #7: The approval of the CVs of the selected candidates, are sent to Hon’ble Dy. Managing Worker (PERSONNEL & WELFARE). Step #8: Offer letters are issued to the selected candidates specifying the joining date. Step #9: Medical reports of selected candidates are also verified by the recruitment cell. Step #10: After the candidate is approved for joining the organization, his/her posting is done in personal files which are made for keeping a record of their resumes, payroll, etc. Step #11: Candidates are given a unique employee code. Step #12: The posting letter is sent to different cells for the issuing of his/her I-card, maintaining attendance records and including his/her name in the salary list. Step #13: And finally the appointment letter (which is issued by the Corporate HR office) is sent for approval to the Hon’ble Dy. Managing Worker (CONTROLLING & ANALYSIS) or Humble Dy. Managing Worker (COMMERCIAL) who are the Appointing Authority.
(In case of internal recruitment (ISP) Step #1: Internally employees are selected by the consent of their respective HODs. Step #2: Legal formalities like job qualifications, quality experience, age limit, etc. are matched. Step #3: If they are approved and if they pass through the interviews, their transfer orders are passed from previous cell to the current cell, by the MPP cell.
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III. TRAINING AND DEVELOPMENT The objective of Training & Development function is to transform the employees for becoming more productive by enhancing their knowledge, skills and attitude in order to achieve performance excellence and creating the atmosphere of continuous learning and development. The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows: (1) Training needs identification/ assessment: From employees through interviews, questionnaires, etc. and secondly through HOD recommendation. (2) Training (Internal/External): Training depends upon its scope, whether needs of the training can be met within the organization or whether has to be taken to an environment outside the organization. (3) Certified corporate trainer: Certified corporate trainers are the employees of the company itself. It is their voluntary involvement. If they feel like in their service tenure that they can, for some time, train the employees of the company on the base of their experience, then send in their CVs and on approval by the respective authority, become certified corporate trainers. (4) Orientation programmes: These programmes are regularly held in the T&D department. They are informative as well as interactive in nature. These are generally held to provide with recent information about the company to the employees or trainees, and later are asked for feed-backs or personal suggestions. (5) Project training: Project trainings are the time-to-time held training sessions held by the organization and with the help of experienced and learned employees to train students outside the organizations, in various practical fields, for the accomplishments of their compulsory projects. [
IV. PAYROLL MANAGEMENT This particular section deals with all salary or payment to employee related matters. Payroll deals with 3 types of payments: (1) Salary Administration (2) Stipend (3) Daily wage
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STIPEND For payment of stipend, a format has been decided by the government. The set formula for calculating stipend is as follows: Stipend = (Basic + Others) In general, stipend is given for a maximum period of 12 months and a minimum period of 6 months. After that either the employee is appointed on permanent basis or his/her service tenure expires, it depends on his/her performance. If any stipend holder, is doing the absenting act without prior information to the organization the reason of his/her absence, then an intimation call is given after a period of 7 days. After that a notice is sent and on response, salary is released otherwise it is stopped. But salary is not stopped if there is a genuine reason behind his/her absence on the approval of considering authority. All the process takes place in accordance with the time office. Another leave is LWP which is Leave Without Pay. In this kind of pay, salary is deducted on leave.
SALARY For salary generation, government has defined a particular salary structure according to cadre. But, at the same time for a new account holder, a distinguished FA code is given in the company rules. The set formula for calculating salary is as follows: Salary = (Basic+ D.A. + H.R.A. + Conveyance + U.M.A. + P.I. + Special Allowance) All these specific categories come under earning. Hence the earnings in accordance with Sahara India Pariwar are as under:
(i) Basic: The Basic is given as per Cadre & Pay-Scale. (ii) D.A.: D.A. is of 2 types as under: Dearness Allowance (D.A.): as a percentage of Basic. Variable Dearness Allowance (D.A.): as per policies revised every 6 months by the government. (iii) H.R.A. (House Rent Allowance): is given as a percentage of Basic and DA. (iv) Conveyance: is given as a percentage of Basic and DA. (v) U.M.A. (Uniform Maintenance Allowance): It is a fixed amount given cadre-wise.. (vi) Special Allowance (vii) P.I. (Productivity Incentive): This is given to employees cadre-wise and it depends on performance appraisal of the employee. In case of employee before confirmation minimum P.I. is paid. Deductions in salary of employees in Sahara India Pariwar: P.F. deductions: @ 12 % of Basic +DA.
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Sahara Sankalp Welfare Fund: Each month a definite amount is deducted from the salaries of the employee of the company. This money is used in the better-ment and development of the nation in times of crisis and need. (iii) Sahara Welfare Fund: Each month an amount is deducted from the salaries of the employees of the company in favor of Sahara Welfare Fund. It is collected with an objective which is societal of for the benefit of the society. Ranges from Rs (5-30). (iv) Apna Pariwar Magazine: Collected money is used in the publication of the ‘Apna Pariwar Magazine’ which contains news of all the happenings and mis-happenings going on in the organization. (v) Insurance Premium (vi) Festival Advance: This refers to its recovery in 10 equal installments. (vii) Salary Advance (viii) T.D.S. (Tax Deduction from Salary): as per Income Tax Act. (ix) E.S.I. ( Employee State Insurance): As per ESI Act. (x) Professional Tax: Deducted from salaries of employees who serve the organization in capacity of professionals. (xi) Security Fund: Related to the welfare society. Ranges from Rs. (50-150) p.a. Those employees of the organization who are awarded the silver card or gold card membership have different schemes of deductions in favor of Security Fund. (xii) General Loan: Installment of General Loan given internally. (xiii)Cashless Medi-claim: Premium of group policy to cover all hospital/medical expenses through the TPA.
V. IR & LEGALS IR & Legal section is that section of organizations which deals in with all the disciplinary issues of the company. Some of the major issues in which IR Legal cell of Sahara India Pariwar deals with are as follows:
UNAUTHORISED ABSENCE: The policies of Unauthorized Absence being followed in Sahara India Pariwar are as follows: Continuous absence from duties for a minimum of 07 consecutive days, without prior permission from or information to the concerned authority is considered as unauthorized absence.
REASONS OF UNAUTHORISED ABSENCE: Medical Geographical location of home town. Overstaying after the sanctioned leave.
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Need for transfer near home town/at a preferred location. Harassment at office. Indulgence in any financial irregularity. Transfer to a location viz not of choice of the concerned. Maternity leave and subsequent absence without intimation. Double employment. Family disputes/problems. Demonization etc. [
MISCONDUCTS Every employee is bound to observe creation rules of conduct in the discharge of his duties. Any act or omission committed by an employee during the course of employment and which is against the prescribed rules and regulations of the company is known as MISCONDUCT. It is a violation of definite law, a forbidden act. Divided into two:
1.MINOR MISCONDUCTS In this misconduct the punishment is less severe in nature and kartavyogis who are proved to be indulged in such misconducts are counseled or given punishments of minor nature.
2. MAJOR MISCONDUCTS In this misconduct the punishment is much severe in nature and such misconducts result into punishment of greater gravity and impact on the service of the delinquent.
SUSPENSION Suspension is an action which places an employee for disciplinary reasons without duties pending enquiry .This is temporary deprivation of one’s office or position. During suspension, a person is prevented from discharging duties of his office till settlement of the case .
SUSPENDING AUTHORITIES The power of suspension should be exercised with due care . Normally ,a preliminary enquiry is gone through for ascertaining the prima – facie view of the matter and whether the circumstances impel recourse to suspension . When they do, the power may be exercised in accordance with the rules on the subject, In SIP the power to suspend are vested in :
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(a) Head of department (b) Head of division
CAUSES OF SUSPENSION Where continuance of employee may endanger industry peace and security or in the interest of industry peace and security. Where continuance of attendance to duties may prejudice investigation. Where continuance may affect general discipline at work place. Where fact finding /preliminary enquiry have revealed a prima facia case justifying criminal or departmental proceedings which are likely to lead to conviction of an employee and his/her subsequent dismissal etc. In respect of the following misconduct also-a worker may be placed under suspension.
VI. STATUTORY COMPLIANCES In the Statutory Cell the legal matters are looked into. By legal matters, we mean issues related to the workers of the organization, which are to be looked into, being under the governmental parameters. In short, statutory cell is made for all the law related problems and issues of the organization. The major activities being performed by the Statutory Cell of Sahara India Pariwar: (1) To ensure the compliances of labor laws: This means to act under the governmental parameters which is defined by a set of laws. (2) Policy Formulation: In this function it is decided, what benefits are given to whom of what cadre, keeping in mind the legal parameters. (3) Labor Court: This part of statutory deals with organization’s labors’ court cases, preparing their synopsis. The different Labor Laws used in Sahara India Pariwar are as follows: Industrial Employment (Standing Order) Act 1946: It governs the term of employment, working condition, etc. Workman Compensation Act 1923: It compensates to the employees if an accident arises in course of employment. Due to an accident resulted in death or injury, the employee is compensated as per the act. Payment of Wages Act 1936: This act governs/prohibits the employer for any exploitation. It shall govern timely payment wages, statutory reduction. Minimum Wages Act 1948: The minimum wages are fixed by the government for scheduled employment. It is decided by the scheduled government for following categories of employees: Unskilled
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Semiskilled Skilled And in some state clerical grade1, clerical grade2 type of workmen. The minimum wage based on consumer price index which is calculated on regular interval. Most of the states revise it twice a year. Payment of Gratuity Act 1972: Gratuity is a reward for elongated, meritorious service of an employee. The gratuity shall be payable to an employee after completion of 5 years of service. Payment of Bonus Act 1965: Bonus is a profit sharing amount. Bonus Act is applicable in every establishment where 10 or more employees are working; minimum bonus payable to employees is minimum 8.33% and maximum 20%, which is paid to the employee before 30 th November of every year. Equal Remuneration 1976: This describes that equal wages should be given to both male and female employees. Its objective is to validate fundamental rights. ESI Act 1948: It protects/provides help to employees in case of sickness, disablement, death, etc. The contribution are as follows: from employee side-1.75% from employer side-4.75%
VII. PROVIDENT FUND Provident Fund is a record maintained by the organization for its employees. It is now opened on the day of joining of the employee. Each month entry is made in the PF account of the employee by sacrificing a particular amount from his/her monthly salary. And on the day when the employee resigns/retires/dies, the maturity value is given to him/her or his/her family, whatever the case may. The formula for computing the PF is as follows: (Basic + D.A.) x 12% Since July 2007 it has been given by law that from the 12%, 8.33% goes to the government as pension and the rest 3.67% goes to the company’s share or the employer’s share. P.F. loan is given in the Sahara India Pariwar for the following reasons and with following provisions: For medical purpose For medical purpose P.F. loan is given irrespective of the period of the employer’s service in the organization. The formula for computing P.F. loan for this reason is as follows: (6 months basic + D.A.)X 6
or the employee’s share whichever is less.
Marriage loan/education loan
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In case of education loan P.F. loan is given only if the employee’s child/children want to pursue education above 12th standard. The loan is entitled to only those employees who have completed 7 years of service in the organization. The formula for marriage loan and education loan is the same, which is: (Employee’s share + voluntary share)/2 Land purchase/ house purchase/ construction of house This loan is sanctioned to only those employees who have been 5 years P.F. members. In case of land purchase the formula for computing loan is as follows: (Basic + D.A.) X 24 And in case of house purchase or construction: (Basic + D.A.) X 36 And in case of any natural calamity Rs. 5000/- is given in as compensation as a payment of house renovation.
VIII. FULL AND FINAL SETTLEMENT This cell deals with all the full and final settlement of the funds of the employees of the organization before any one kind of the following types of departing: (1) Resignation: Resignation means when an employee willingly leaves the company. (2) Termination: Termination is when an employee is expelled from the organization as a result of some mis-conduct or whatever the case may be. (3) Retirement: Each employee is offered a retirement after 60 years of age, so that he/she can discontinue from his/her services from the company. (4) Death: Any kind of death of an employee of the company is followed by verifications and various other processes. The process followed in Sahara India Pariwar regarding the above cases is given as follows: (1) Resignation: In case an employee resigns from the company, following issues are settled: (i) ‘No Dues’ is a claim form which is issued to the employee after his/her resignation is accepted only when he/she has no dues left to be paid against the company or vice-versa. (ii) Form 19 is another claim form which is issued to the employee after his/her resignation is accepted. It is given to the employee from his/her last place of posting. (iii) Gratuity is given to the employee in case he/she has served the organization for 5 years. (iv) P.F. account’s maturity value is paid off to the resigning employee on the day of resigning.
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(v) One of the many things being given to the resigning employee is bonus. (vi) If he/she has leaves left to his/her credit, all the left leaves are encased. (vii) Last salary if not drawn, is given. (2) Termination: There can be 2 reasons for termination of an employee, which are: (a) Unauthorised Absence: If an employee doing to the disappearing act without prior notice he/she is booked under unauthorized absence and his/her full and final settlement proceeds in the following manner: (i) Gratuity if he/she has been a 5 year employee is paid to him/her. (ii) If he/she is entitled for a bonus in his/her salary, its given to the terminated employee. (iii) Leave encashment is done in case there are leaves left to the credit of the employee. (iv) Last salary if not drawn is given to the terminated employee. (v) P.F. account is matured on the day of termination. (b) Mis-conduct/theft: If the employee is terminated as a result of some ill-behavior, misconduct, theft or intentional mis-placement of important documents, then the full and final settlement of the employee involves the following: (i) Leave encashment of the left to employee’s credit leaves is done. (ii) Last salary if not drawn is paid off. (iii) P.F. account is matured on the day of termination. (3) Retirement: After 60 years of age employees are entitled for a retirement according to law. But if the employee, due to any specific reason, wishes to continue his/her then the P.F. deductions from his salary are stopped, rest processes are the same and are as follows: (i) No Dues is issued in favor of the retired employee by the company. (ii) Gratuity is given, if the employee served the organization for 5 years. (iii) Left over leaves are encased. (iv) And if not drawn, then last salary is given. (4) Death: In case of death of an employee of the company following documents are required for the full and final settlement: (i) Form 20: It is a claim form given to the family of the employee by the organization. (ii)Death Certificate: It is a very important document regarding the further proceedings of full and final settlement and verifications. (iii)No Dues :given to the family of the employee by the company on the clearance of all dues. (iv)Affidavit: It is a legal notice in favor of the employee for the company stating the name of the nominee who is legally entitled to receive all the dues of the employee.
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(v) Post Mortem: In case the death of the employee is not natural, if its a suicidal or a murder case then proper police records and post-mortem report is demanded by the company for further proceedings. The bonus in all the above cases is 8.33% if the (Basic & D.A.), the computation is done keeping in mind the financial year, and the LWPs are deducted while computing the bonus. The calculation for leave-encashment goes in the following manner: ((last salary’s Basic* D.A.) x E.L.)/30
IX. HR INITIATIVE This department takes care of all the initiatives taken by and in the HR department. It looks after all the policy formulation and changes in the policies of the organization. Besides this HR initiative conducts a couple of exams for the employees of the Sahara India Pariwar, which are as follows: MPIR (Maha Parva Interim Relief): This exam is conducted quarterly in a year across India. It is conducted both online and on interview basis, whatever may be the comfort level of the candidate. It is mandatory for all the new employees’ up to the level of Assistant Manager. The purpose of this exam is to make the newly appointed employees fully aware of culture of the organization, welfare facilities, ventures of the company and all the other basic information about the company. It is conducted with the co-ordination of SAHARA NEXT. The question bank is prepared by taking help by all the business ventures of SAHARA, in order to prepare a fully combined question bank which deals in with all the fields of Sahara. And on qualifying this exam a particular qualifying amount is given to the candidates cadre-wise. Promotional Exam: This exam is for all the IT employees. It is mandatory for them to attempt it unless they become programmers. The main purpose behind the conduction of this exam is to keep a check on the technical knowledge of the employee. The candidate can appear in this exam on the approval of the corresponding HOD.
X. DARK AND DISPATCH The dark and dispatch section of organizations deals with all the incoming and outgoing official mails. The process followed with the collection and dispatch of the mails in Sahara India Pariwar is as follows: Incoming Darks: The mails which are coming from other branches of the company are collected and brought to the Dark and Dispatch section. After that they are separated cell-wise, and sent to the honorable HOD-HR for his approval. And lastly these mails are distributed to their respective cells.
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Outgoing Darks: If any official body wishes to send mails to other official places of the company, he/she just gives his/her mail to this cell along with his/her dispatch number which is unique. The dispatch number is matched with that in the records. No authorized signatory is involved in the dispatch of the outgoing mails. The dark and dispatch cell of Sahara India Pariwar circulates the official mails all over the country. They facilitate and regulate easy and quick communication among all the branches of the organization.
XI. TIME OFFICE The objective of the function is to keep the record of employee attendance and leave management. The major activities which are being held under the Time Office cell of Sahara India Pariwar are as follows: (1).Preparing 203 (155 computerized and 48 manual) Attendance Register for confirmed and probation employees of different departments. (2).Distribution of attendance registers to all departments of Command Office. (3).Marking late attendance of regular workers of Command Office. (4).Updating late attendance and deducting leave from concerned employee. (5).Marking absent of all workers of command office on Saturdays and of daily wages workers on daily basis. (6).Daily updating the register by marking on duty. (7).Updating of allowed leave applications received from different departments. (8).In case of special or long leave a long leave note has to be put up before Hon’able Dy. Managing Worker (P & W) by the Time for approval. (9).Leave regularization of employees is done in this particular department. (10) Informing cash & bank department to stop the salary of the employees who have been absent for 7 continuous days without information. (11) And in the same way instructing cash & bank department to release the salary of those employees who have resumed their duties. (12) Proper monitoring of Daily Wages register and preparing & checking its payment sheet. (13) Informing I.R. & Legal Cell about any employee’s unauthorized absence. (14) Attend the worker to resolve their queries. And besides all this, Sahara India Pariwar has launched a new Attendance System which has known as Smart Card and Time Attendance System, and is in collaboration with Sahara Net.
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Today the world is processing towards a new millennium; people find that they have not been able to translate all their hopes and aspirations into reality. Keeping this in mind ‘SAHARA INDIA PARIWAR’ has revised the pay scale and incentive scheme for all its workers depending upon their cadre and responsibility shouldered by them. This would mean spending directly or indirectly towards even the lowest cadres of the organization. It serves the following purposes : Enables workers to have a richer and more satisfying life. Raises the standard of living of the workers by indirectly reducing the burden on their pocket. Absorbs the shocks injected by industrialization and urbanization on workers. Promotes the sense of belonging among workers, preventing them from resorting to unhealthy practices like absenteeism, labor turnover, strike etc. Prevents social evils like drinking, gambling etc. by improving the social, material and cultural conditions of work. Based on the quarterly results and the expenses ratio (for Para banking staff), the workers are entitled to for monthly incentives besides their regular salaries. Other facilities given to the workers are as follows: 1. Education facility 2. Leave travel allowance 3. Marriage help 4. Festival advance 5. Medical help 6. Security Fund Scheme
OBJECTIVES OF WELFARE SCHEMES IN SAHARA INDIA PARIWAR To describe different types of Welfare activities. To understand the nature of employee Welfare. To explore Welfare Schemes in the organization. Identify the types of Welfare Schemes in the organization. To assess awareness of Welfare Schemes among employees. To examine the satisfaction level of employees.
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RECRUITMENT Introduction The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working the-
rein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term “Recruitment” for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment. [
Acquiring and retaining high-quality talent is critical to an organisation’s success. As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term
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negative effects, among them high training and development costs to minimise the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods
and services and the retention of organisational memory. At worst, the
organisation can fail to achieve its objectives thereby losing its competitive edge and its share of the market. Traditionally, Public Service organisations have had little need to worry about market share and increasing competition since they operate in a monopolistic environment. But in recent time, the emphasis on New Public Management/ Public Sector Management approaches has forced public organisations to pay closer attention to their service delivery as consumers have begun to expect and demand more for their tax dollars. No longer are citizens content to grumble about poorly-produced goods and services and the under-qualified, untrained employees who provide them. As societies become more critical and litigious, public service organisations must seek all possible avenues for improving their output and providing the satisfaction their clients require and deserve. The provision of high-quality goods and services begins with the recruitment process. Recruitment is described as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organisation can select each other in their own best short and long term interests”. In other words, the recruitment process provides the organisation with a pool of potentially qualified job candidates from which judicious selection can be made to fill vacancies. Successful recruitment begins with proper employment planning and forecasting. In this phase of the staffing process, an organisation formulates plans to fill or eliminate future job openings based on an analysis of future needs, the talent available within and outside of the organisation, and the current and anticipated resources that can be expended to attract and retain such talent. Also related to the success of a recruitment process are the strategies an organisation is prepared to employ in order to identify and select the best candidates for its developing pool of human resources. Organisations seeking recruits for base-level entry positions often require minimum qualifications and experience. These applicants are usually recent high school or university/ technical college graduates many of whom have not yet made clear decisions about future careers or are contemplating engaging in advanced academic activity. At the middle levels, senior administrative, technical and junior executive positions are often filled internally. The push for scarce, high-quality talent, often recruited from external sources, has usually been at the senior executive levels. Most organisations utilise both mechanisms to effect recruitment to all levels.
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DEFINITIONS Recruitment is defined as, “a 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 workforce. Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” Recruitment is a ‘linking function’joining together those with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and largesize organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment,
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niche agencies which specialize in a particular area of staffing and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.
Agency types: The recruitment industry is based on the goal of providing a candidate to a client for a price. On one end of the spectrum there are agencies that are paid only if they deliver a candidate that successfully stays with the client beyond the agreed probationary period. On the other end of the spectrum there
are agencies that are paid a retainer to focus on a client's needs and achieve milestones in the search for the right candidate, and then again are paid a percentage of the candidate's salary when a candidate is placed and stays with the organization beyond the probationary period. Today's (June 2010) recruitment industry is fairly competitive, therefore agencies have sought out ways to differentiate themselves and add value by focusing on some area of the recruitment life cycle. Here are five types of typical agencies.
Traditional agency: Also known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a contract or direct basis. Compensation to agencies take several forms, the most popular are: A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% based and calculated on the candidates first-year base salary – though fees as low as 12.5% can be found online, which usually has some form of guarantee (30–90 days standard), should the candidate fail to perform and is terminated within a set period of time (refundable fully or prorated) An advance payment that serves as a retainer, also paid by the company, non-refundable paid in full depending on outcome and success (e.g. 30% up front, 30% in 90 days and the remainder once a search is completed). This form of compensation is generally reserved for high level executive search/headhunters
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Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in which the agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee.
Headhunters: A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits.
Niche recruiters: More and more we are seeing the emergence of specialized firms which only staff for a very narrow specialty. Because of their focus, these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from that specific demographic over time building large proprietary databases. These Niche firms tend to be more focused on building ongoing
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relationships with their candidates as is very common the same candidates are placed many times throughout their careers.
In-house recruitment: Larger employers tend to undertake their own in-house recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. While job postings are common, networking is by far the most significant approach when reaching out to fill positions. Alternatively a large employer may choose to outsource all or some of their recruitment process (recruitment process outsourcing).
Passive candidate research firms and sourcing firms: These firms are the new hybrid firms in the recruitment world able to combine the research aspects (discovering passive candidates) of recruiting and combine them with the ability to make hires for their clients. These firms provide competitive passive candidate intelligence to support companies' recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. Many times this uncovers names that cannot be found with other methods and will allow internal recruiters the ability to focus their efforts
Process Job analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. [2]
Oftentimes a company will have job descriptions that represent a historical collection of tasks
performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting a recruitment with an accurate job analysis and job.
Sourcing: Sourcing involves
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1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened
Screening and selection: Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.
On boarding: "On boarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6.
Internet recruitment and websites: Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance.
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The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes.
Job search engines: The emergence of meta-search engines, allow job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index pages solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites.
RECRUITMENT PROCESS
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PURPOSE AND IMPORTANCE OF RECRUITMENT The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: •
Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities.
•
Increase the pool of job candidates at minimum cost.
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•
Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants.
•
Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.
•
Begin identifying and preparing potential job applicants who will be appropriate candidates.
•
Induct outsiders with a new perspective to lead the company.
•
Infuse fresh blood at all levels of the organization.
•
Develop an organizational culture that attracts competent people to the company.
•
Search or head hunt/head pouch people whose skills fit the company’s values.
•
Devise methodologies for assessing psychological traits.
•
Search for talent globally and not just within the company.
•
Design entry pay that competes on quality but not on quantum.
•
Anticipate and find people for positions that do not exist yet.
•
Increase organizational and individual effectiveness in the short term and long term.
•
Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. The negative consequences of a poor recruitment process speak volumes about its role in an organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. It can greatly complicate the selection process and may result in lowering of selection standards. The poor quality of selection means extra cost on training and supervision. Furthermore, when recruitment fails to meet the organizational needs for talent, a typical response is to raise entry-level pay scales. This can distort traditional wage and salary relationships in the organization, resulting in avoidable consequences. Thus, the effectiveness of
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a recruitment process can play a major role in determining the resources that must be expended on other HR activities and their ultimate success. Management has to attract more candidates in order to increase the selection ratio so that the most suitable candidate can be selected out of the total candidates available. Recruitment is positive as it aims at increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which process; the unsuitable candidates are automatically eliminated. Though, the function of recruitment seems to be easy, a number of factors make performance of recruitment a complex one.
FACTORS AFFECTING RECRUITMENT The following are the 2 important factors affecting Recruitment:-
A.INTERNAL FACTORS The internal factors or forces which affecting recruitment and can be controlled by the organisation are:
1. Recruitment Policy The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.
2. Human Resource Planning Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess .
3. Size of The Firm The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.
4. Cost Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.
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Organization will employ or think of employing more personnel if it is expanding its operations .
B.EXTERNAL FACTORS The external factors which affecting recruitment is the forces which cannot be controlled by the organization. The major external forces are:
1. Supply And Demand The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.
2. Labor Market Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.
3. Image / Goodwill Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBA’s when many finance companies were coming up.
4. Political-Social- Legal Environment Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources.
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5. Unemployment Rate One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.
6. Competitors The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.
SOURCES OF RECRUITMENT INTERNAL SOURCES OF RECRUITMENT:Internal sources of recruitment refer to obtaining people for job from inside the company. There are different methods of internal recruitment
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1.
Promotion :- Companies can give promotion to existing employees. This method of
recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers. 2. Departmental exam :- This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality. 3. Transfer :- Many companies adopt transfer as a method of recruitment. The idea is to select talented personnel from other branches of the company and transfer them to branches where there is shortage of people. 4. Retirement :- Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment selection and training cost. 5. Internal advertisement :- In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply or the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch. 6. Employee Referral :- In this method employees are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation. The company is benefited because it will obtain.
Merits of Internal Recruitment 1) Economical:
The cost of recruiting internal candidates is minimal. No expenses are
incurred on advertising.
2) Suitable: The organization can pick the right candidates having the requisite skills. The candidate can choose a right vacancy where their talents can be fully utilized .
3)
Reliable: It is a reliable source of recruitment because they are already aware of the
working of the company.
4) Satisfying:
A policy of preferring people from within offers regular promotional
avenues for employees. It motivates them to work hard and earn promotions. They will work with loyalty commitment and enthusiasm.
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Demerits of Internal Recruitment 1) Limited Choice: The organization is forced to select candidates from a limited pool. It may have to sacrifice quality and settle down for less qualified candidates.
2) Entry of talented people is restricted: It discourages entry for talented people, available outside an organization.
Existing
employees may fail to behave in innovative ways and with necessary enthusiasm to perform a job.
3) Inefficiency: Promotions based on length of service rather than merit, may prove to be a blessing for inefficient candidate. They do not work hard and prove their worth.
EXTERNAL SOURCES OF RECRUITMENT External sources of recruitment refer to methods of recruitment to obtain people from outside the company. These methods are:-
1.Management consultant :- Management consultant helps the company by providing them with managerial personnel, when the company is on the lookout for entry level management trainees and middle level managers. They generally approach management consultants.
2.Employment agencies :-Companies may give a contract to employment agencies that search, interview and obtain the required number of people. The method can be used to obtain lower level and middle level staff.
3.Campus recruitment :-When companies are in search of fresh graduates or new talent they opt for campus recruitment. Companies approach colleges, management, technical institutes, make a presentation about the company and the job and invite applications. Interested candidates who have applied are made to go through a series of selection test and interview before final selection.
1. News paper advertisement :-
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This is one of the oldest and most popular methods of recruitment. Advertisements for the job are given in leading news papers; the details of the job and salary are also mentioned. Candidates are given a contact address where their applications must be sent and are asked to send their applications within a specified time limit. The method has maximum reach and most preferred among all other methods of recruitment. Quality of Good Ad (AIDA model) •
It should attract the reader’s attention
•
It should Develop interest in the minds of the reader
•
It should create desire
•
It should urge action from the reader
2. E-Recruitment :With increasing importance to internet, companies and candidates have started using the internet as medium of advertisement and search for jobs. There are various job sites like Naukri.com and monster.com etc. candidates can also post their profiles on these sites. This method is growing in popularity.
3.Walk in interview :Another method of recruitment which is gaining importance is the walk in interview method. An advertisement about the location and time of walk in interview is given in the news paper. Candidates require to directly appearing for the interview and have to bring a copy of their C.V. with them. This method is very popular among B.P.O and call center.
Merits of External Recruitment 1)
Wide Choice: The organization has the freedom to select candidates from a large
pool. Persons with requisite qualifications could be picked up.
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2)
Infection of fresh blood: People with special skills and knowledge could be hired to stir up the existing employees and pave the way for innovative ways of working.
3) Motivational force: It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities.
4) Long term benefits: Talented people could join the ranks, new ideas could find meaningful expression, a competitive atmosphere would compel people to give out their best and earn rewards, etc.
Demerits of External Recruitment 1) Expenses: Hiring costs could go up substantially. Sources like advertisement in newspapers are very costly as compared to other sources of recruitment
2) Time consuming: It takes time to advertise, screen, to test and to select suitable employees. Where suitable ones are not available, the process has to be repeated.
3) Uncertainty: There is no guarantee that the organization ultimately will be able to hire the services of suitable candidates. It may end up hiring someone who does not fit and who may not be able to adjust in the new setup.
POSITIVE FEATURES AND BENEFITS OFFERED BY AN ORGANIZATION TO ATTRACT JOB APPLICANTS These are as follows:
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•
Compensation:
Starting salaries, frequency of pay increases, incentives and fringe
benefits can all serve as inducements to potential employees. •
Career Opportunities: These help the present employees to grow personally and professionally and also attract good people to the organization. The feeling that the company takes care of employee career aspirations serves as a powerful inducements to potential employees.
•
Image or Reputation: Factors that affect an organization’s reputation include its general treatment of employees, the nature and quality of its products and services and its participation in worthwhile social endeavours.
SELECTION 68 | P a g e
Introduction Selection is much more than just choosing the best candidate. It is an attempt to strike happy balance between what the applicant can and wants to do and what the organization requires. Various selection tools and techniques are used to find people with relevant concepts who are willing to accept the job offer and give satisfactory service and performance in the long run.
Definitions: Selection is defined as the process of differentiating 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.
Purpose The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process.
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SELECTION PROCESS
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STEP 1:Screening of Applications The process begins with the screening of applications. The applications received from job seekers are subject to scrutiny so as to eliminate unqualified applicants. This is usually followed by a preliminary interview, the purpose of which is more or less the same as scrutiny of application i.e., elimination of unqualified applicants.
STEP 2: Selection test : Job seekers who pass the screening and the preliminary interview are called for tests. Different types 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.
STEP 3: Interview : The next step in the selection process is an interview. Interview is formal, indepth conversation conducted to evaluate the applicant’s acceptability. It is considered to be an excellent selection device. It is face-to-face exchanging of views, ideas and opinion between the candidates and interviewers. Basically, interview is nothing but an oral examination of candidates.
STEP 4: Reference Check :Once the interview of the candidate is over, the personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms. These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s job performance.
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STEP 5: Medical Examination :After the selection decision and before the job offer is made, the candidate is required to undergo a Medical test. A job offer is, often, dependent upon the candidate being declared fit after the medical examination .
STEP 6:Approval by Appropriate Authority :On the basis of the above steps, suitable candidates are recommended for selection by the selection committee. The top level managers, board of directors may be the approving authority. If they find the candidates suitable, they give the approval for final selection.
STEP 7:Final Selection :The line manager has to make the final decision now – whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization.
STEP 8: Contract of Employment :After the job offer has been made and candidates have accepted the offer, certain documents need to be executed by the employer and the candidate. One such document is contact of employment; this document contains the Terms and Conditions of employment like designation, perks, term of job and so on. The information written in the contract may vary according to the level of the job.
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STEP 9: Evaluation of Selection Program :The broad test of the effectiveness of the selection process is the quality of the personnel hired. An organization must have competent and committed personnel. The selection process, if properly done, will ensure availability of such employees.
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Selection Tools & Techniques
74 | PDEPARTEMENTAL age HR HEAD HEAD
INITATORS HR RECUITER DEPT/TECHN INTERVIEW ’S ICAL DOCUMENT EXIT CV OFFER LETTER TEST INTERVIEW VERIFICATIO COLLECTION ROUND
RECURITMENT AND SELECTION IN SAHARA INDIA PARIWAR (INTERNAL) REQUITMENT
EPTIONIST
WALK IN
CV COLLECTION
RECUITER ’S ROUND
TEST DEPARTEMENTAL HEAD INITATORS DEPT/TECHN ICAL INTERVIEW
HR INTERVIEW DOCUMENT VERIFICATIO HR HEAD
N OFFER LETTER
EXIT
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EXTERNAL GENERATION MANPOWER DEMAND AT THE DIVISION
MANPOWER
REQUISITION
AT
THE COPRORATEN HR
FRESH
APPROVAL OF THE MANPOWER REQUISITION
REQUIRTMENT
REPLACEMENT REQUIREME
BUSINESS
SEPERATION
EXPANSION NEW
TRANSFER
TECHNOLOGYY ADDITIONAL
PROMOTION
RESPONSIBILITY Y
SOURCES OF RECRUITMENT
INTERNAL
EXTERNAL
SOURCES
SOURCES
ADVERTISMENT
CV DATA BANK
JOB FAIR
INTE RNA
PROMOTION JOB PORTAL TRANSFER
CONSULTA NTS
CTIO N PRO CESS REQUISITION DETAILS COLLATION OF CV
A
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HEAD HUNTING
L SELE
CAMPUS
A
SHORT LISTING OF RESUMES
GROUP DISCUSSION
INTERMISSION THE
PHYSICAL
TO
FINALISATION
CANDIDATES
INTERVIEW
FOR THE INTERVIEW
DATE,TIME &VENUE
FITNESS TEST PSYCHOLO
CANDIDATES
GICAL TEST
EVALUATION
INTERVIEW SHORT
LISTING
CANDIDATES WRITTEN TEST
CANDIDATES INDUCTION APPROVAL
ISSURANCE
OF
OFTEN LETTER
JOINING
OF
THE
CANDIDATES
POSTING
OF
CANDIDATES
B
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COMPLETION JOINING FORMALITIES
THE
OF
B b ISSURANCE
b
OF
EMPLOYEE CODE
b b b SALARY RELEASE
b b b b
ISSURANCE
b
APPOINTMENT LETTER
b b b
REQUISITION
b
FULFILLED
b b b b b b b B
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OF
EMERGING PRACTICES IN RECURITMENT Candidates are open to the idea of social networking as a recruitment tool Importantly, it’s not just employers who are keen to jump on the ‘networking bandwagon’ to revolutionize recruitment. Increasingly, both active job seekers and passive candidates are willing to publish career-based information about themselves on social networking sites, with a view to potential from head-hunters. A recent survey of computer users indicated that 87% of respondents think social. networking sites are useful for business purposes including networking, exchanging ideas, getting advice, recruitment, research and selling. RESEARCH conducted through various recruitment surveys over the past year indicates that up to 78% of companies are now using social networking and social media to find and attract candidates. A recent survey of recruiters & HR executives found that over 50% of companies were spending more on business networking sites such as LinkedIn, social networking sites such as Face book, and employee-referral programs in 2008 than in 2007, and less on print and traditional job boards.
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Video Conferencing:Video conferencing makes a live connection between 2 or more sites using ISDN lines or IP networks : it works like 2 way TV with real time audio and vision. The latest generation of video conference equipment is able to connect on high bandwidths using HD camera and screens. Video conferencing is now already well established within large corporations and SME's corporations.. With most video conferencing systems you can display papers using the electronic document camera, show information direct from your personal computer, you can also play a pre-recorded video, or record the candidate for later analysis.
Video Conferencing for Recruitment:Video conferencing is well suited for recruitment purposes, especially at a senior level where candidates maybe recruited worldwide. Instead of flying to meet the candidate or bring all of the shortlist over to one country, video conferencing allows to interview candidates one after the other, each in a different country. If you have invested in the equipment, use your own video conference system, if not book one of our video conference facilities. The candidates go to the nearest facility to them which in many instances will only be a couple of miles from their home or office. It is possible to interview up to 8 candidates in one day in this way, saving money on the costs of flights, and the cost of accommodation and other associated expenses. The candidates get the opportunity to present themselves, face to face, with the minimum of inconvenience.
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E- Recruitment :Human resource management or managing “people” includes several activities. Today acquiring and retaining the employees is the biggest challenge. Thus staffing is a vital activity. Staffing facilitates the supply of employees. These employees are needed to fulfill the Organizational goals and objectives by their effective and efficient performance. And recruitment is a logical step in this staffing process. Recruitment is the process of creating huge pool of potential candidates. It attracts the prospective employees and stimulates them to apply for job. The function of it mainly concentrates on two aspects. First is discovering the sources of manpower to match the job description and job specification. Another is to pull the application of potential candidates to make the selection process successful. The process is generally carried forward by the recruiters. In the era of globalization anyone who is interested in corporate world is aware of these sites. Using internet prospective applicants could search for positions in which they were interested. Contact with employers directly is viable. Feasibility of email overruled the use of telephone, fax or mail and the companies started accepting application through email. Today Organizations have their own sites or job postings are given in the placement sites. Again the candidates can visit the sites, post resume, contact the company directly without any delay. All these are just one ‘click’ away. E-recruitment is a tool for many employers to search for job candidates and for applicants to look for job. Recent trend of recruitment is e-recruitment or the internet recruitment or on-line recruitment, where the process of recruitment is automated. The automation began in 1980 but was systematized in 1990 with the release of Restart’s initial product. E-recruitment simply means the recruitment process through internet. Various methods can be used for it.
OTHER PRACTICES:1.Post In-house:- for promotions or transfers 2.Send a global email:- informing staff of the opening and ask them to share with family and friends 3.Post on website:- with a link to “Employee Testimonies.”
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4.Involve employees:- in the hiring process
5.Develop relations:- with high schools guidance counselors, college/university career centers and alumni offices 6.Delaware Job Link:- (Free service to all) 7.Web sites :-such as Careerbuilders.com, Monster.com, Yahoo.com, etc. Job Boards (jobseekers posting their resumes) 8.Web Hosting :- A web hosting service is a type of Internet hosting service that allows individuals and organizations to make their own website accessible via the World Wide Web. Web hosts are companies that provide space on a server they own or lease for use by their clients as well as providing Internet connectivity, typically in a data center. Web hosts can also provide data center space and connectivity to the Internet for servers they do not own to be located in their data center, called collocation 9.Host an Invitation Only Open House :-(provide lunch or dinner and the opportunity to network with targeted talent) 10.Word of Mouth:- Word of mouth is a reference to the passing of information from person to person. Originally the term referred specifically to oral communication (literally words from the mouth), but now includes any type of human communication, such as face-to-face, telephone, email, and text messaging. 11.Magazine ads :-geared and placed to specific degree or skill-set 12.Classified ads in newspapers:- (local, weekly, national, international)
HOW EFFECTIVE IS IT ????? Target Direct Cost Savings:- Total recruiting process expenses are the combined sum of external costs and internal labor costs. Most organizations can impact recruiting expenses with direct cost savings. While additional savings on indirect costs can be realized from process improvement and efficiency gains, there are direct cost savings and benefits readily available in three broad areas: sourcing, assessments, and green recruiting.
Sourcing: External Talent Pool Strategic recruiting requires identifying and matching people with a given set of skills to a particular job while efficiently allocating sourcing expenditures. Use an Recruiting system that powers external talent pool management with a candidate relationship database to automate pre
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screening and candidate matching while communicating with targeted candidates. Candidate relationship management (CRM) can lower sourcing costs by marketing new job opportunities to candidates sourced in the past. By mining the talent pool, each new requisition will not require sourcing a new pool of candidates. Managing and mining the corporate candidate database can reduce sourcing costs per candidate up to 50 percent.
Green Recruiting: Reduce Paper and Processing Costs:You can reduce recruiting costs by automating the process and also make a green difference starting at the online career site. If the process is automated without paper, candidates know you have taken the proper steps to enable green recruiting. In addition to the reputational benefits, it is possible to calculate direct cost savings. E- Recruiting reduces energy use and pollution associated with manufacturing, transporting, and recycling paper products. Process automation also saves energy in mailing, storage, handling, filing, and reporting tasks. Direct cost savings come from reducing paper work related to resumes, advertising, and on boarding. In addition, Software as a Service (SaaS) E-Recruiting software by subscription is greener than purchased software running on local servers that create redundant computing environments for a smaller carbon foot print. Improving the recruiting process through sourcing, assessments, and green recruiting does not just save costs. It also positions the company to improve the talent base during the recession while retaining the ability to grow appropriately in recovery .
The online hub for everything and everyone you need to know in Recruiting & Staffing.??????
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Research Methodology As the project involves “A Study on Selection Tools & Techniques”, therefore information was taken from various sources and utmost care has been taken in choosing the Research Methodology to make sure that the report becomes more relevant and close to reality.
RESEARCH INSTRUMENT
-
Questionnaire
RESEARCH METHOD
-
Survey
SAMPLE SIZE
-
37 people
TARGET SEGMENT
-
Corporate H.R.D., Sahara India
LOCATION
-
Lucknow
PRIMARY DATA
-
Questionnaire and Interaction with the Mentor
SECONDARY DATA
-
Website and Magazines
PRIMARY DATA COLLECTION Primary data are those, which are collected afresh and for the first time. Primary data was collected by means of Interaction with the mentor and questionnaire. Since the aim was to get a closer view of the Recruitment and Selection Process in Sahara India Pariwar, therefore, collecting the primary data by means of questionnaire method was the obvious choice. Apart from being versatile, this method also offers the advantages like economy, speed and reliability.
SECONDARY DATA COLLECTION Secondary data are those, which already exists and are easily accessible. This can be the data available on the internet or data available within the company in the printed form. Secondary data was collected by the information available on the internet and the material supplied by the company in the form of profiles and magazines.
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QUESTIONNARIE – A questionnaire is a list of questions to be asked from the respondents. It also contains a suitable space where the answers can be recorded .It is a self-administered process where by the respondents himself reads the questions and records his answers without the assistance of an interviewer.
PREPARTION OF QUESTIONNARIE:•
Determine what information is wanted
•
Determine the type of questionnaire to use
•
Determine the content of individual question
•
Determine the type of questions to be used
•
Deciding on wordings of questions
•
Decide on question sequence
•
Decide the length of questionnaire
•
Decide on layout and reproduction
•
Check questions
•
Pretest
•
Revision and final draft
LIMITATIONS •
The project was taken as a part of summer training. As the time was limited, so the survey was confined to a limited study.
•
The sample was also limited to 37 people only.
•
The project is entirely based on the questionnaire method and the assumptions might not be free from errors.
OBJECTIVE OF RESEARCH In general the purpose of the project is to have in-depth analysis and knowledge about the recruitment and selection procedure. In a larger perspective the project is aimed at studying the Selection Tools & Techniques that are being used today by the human resource managers and finding out which new techniques can be implemented in the organization.
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Q-1 DO YOR AGREE HAVING RECRUITMENT DEPARTMENT IN AN ORAGNISATION ? RESPONSE:YES 35
NO 2
INTERPRETATION:-According to the analysis 35% people believe that there was a need of recruitment department in an organization for the smooth functioning and effective control it helps in providing the accurate candidates suited for the post through different channels were an organization receives the accurate and effective candidates which could serve the organization to its fullest and could provide with reliable and best possible returns were on the other side 2% do not agree with it statement that there is a need for recruitment department in an organization. 86 | P a g e
Q-2 WHAT DOES RECRUITMENT MEAN TO YOU ? RESPONSE:JUST ARIGHT
HIRING
ALL THE
PROCESS PERSONAT
PEOPLE
ABOVE
1
17
0
RIGHT JOB 19
INTERPRETATION:-According to the analysis different opinions was been noted differently regarding meaning of recruitment. Some people hold different view and it cannot be matched up some as the result to this query 0% people believed that it only just a process been left it more beyond a process ,19% people believed it is right person at right job, 1% people believed that it says that it is what for hiring people, and lastly 87 | P a g e
17% went for all the above were they though it is a complete circle which forms the entire recruitment process.
Q-3 ARE YOU AWARE OF THE RECURITMENT PROCESS IN CORPORATE HR IN SAHARA INDIA PARIWAR ? RESPONSE :YES 35
NO 2
INTERPRETATION;- 35% of people are aware
about the recruitment
process in Corporate HR regarding their terms and conditions necessarily been required for working over there they were equally aware about the culture and traditions been followed in the organization for its smooth working and 2% of people are not aware about the process.
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Q-4
DOES
RECRUITMENT
PROGRAMME
CONTRIBUTE
TO
STABILITY OF EMPLOYEES IN THE ORGANISATION ? RESPONSE:YES
NO
36
1
INTERPRETATION:- Yes
36%
believe that recruitment programme
contribute to stability of employment in the organization and makes everything uniform and easy to work with it makes the environment healthy to work in and 1% do not agree with such form.
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Q-5 ARE YOU AWARE OF YOUR EMPLOYMENT TERMS AND CONDITIONS IN SAHARA INDIA PARIWAR ? RESPONSE:-
YES 34
NO 3
INTERPRETATION;- YES 34% people were aware about the employment terms & conditions in SAHARA INDIA PARIWAR & 3% people do not have an idea of such terms & conditions.
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Q-6 WHAT DO YOU THINK ABOUT THE RECRUITMENT PROCESS IN CONTEXT TO SAHARA INDIA PARIWAR ? RESPONSE:FLEXIBLE 18
STRAIGHT 9
INTERPRETATION:-
EASY
RIGID
3
According
3
to
this
VERY COMPLICATED 4
analysis
different
conclusions was been drawn of recruitment process in SAHARA INDIA PARIWAR. It gave really a twisted answer were different conclusions was been drawn were 18% people believed that is was flexible ,9% people believed it is been straight to face it, and equally likely answers was been seen for easy and rigid as 3% some faced it it to be a difficult task tom cope up with and made it easy to face it, and their were 4% people who thought that it is very complicated task to think about the recruitment process.
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Q-7 IS THERE ANY NEED OF IMPROVMENT REGARDING PRESENT RECRUITMENT PROCEDURE ? RESPONSE:YES 23
INTERPRETATION:-
NO 14
CHANGE IS A PART OF LIFE AND ONE HAS
TO ADOPT CHANGES FOR NEW FORTHCOMING FUTURE Yes 23% people believe there was a need of improvement regarding present recruitment procedure because they realize the need of change in this competitive scenario and work accordingly with respect to that change & 14 % people don’t agree with the change.
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Q-8 THROUGH CHANGE IN RECRUITMENT
PROCEDURE
CAN
COMPANY SAVES ITS RESOURCES ?
RESPONSE:YES 34
NO 3
INTERPRETATION:- Yes 34% people believe that changes in recruitment procedure saves its resources an effective recruitment saves its powers from being wasted an use of term green recruitment has started been practiced were the resources are been managed and are been saved through different sources the paper work has been reduced through the use of email in the form of soft copies been submitted thus it has brought changes in culture and society & 3% don’t agree with this change they believe what was been practiced earlier should continue to remain the same .
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Q-8 (1) IF YES, DOES IT PROVIDE EFFECTIVE CANDIDATES THROUGH RECRUITMENT ?
RESPONSE:YES 36
NO 1
INTERPRETATION:- IF YES TO PREVIOUS ANSWER THEN 36% people believe that it provides effective candidates through recruitment & 1% don’t agree with this statement.
Q-9 WHICH ARE THE BEST RECURITMENT CHANNEL? ( RATE 1 TO 6) 94 | P a g e
• • • • • •
ADS IN SPECIALIST NEWSPAPERS THROUGH CONSULTANTS JOB FAIRS MAGZINES JOB-PORTALS BLOGGING
RESPONSE:-
INTERPRETATION:- Through this analysis different answers was been noted regarding the recruitment channel regarding their personal choices. Majority went for blogs which are been displayed & most of them are easily connected, then it went for job portals the next preferred ones easy doing same with the magazines equally preferred as job portals then next least preferred was newspapers difficult to connect from as compared to use of computerization & most least preferred is through consultants and old practiced or tradition.
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Q-10 WHAT IS THE LATEST PREFERRED SOURCES OF RECRUITMENT ?
RESPONSE:SOCIAL
EMPLOYMENT
PRESS
JOB
NETWORKING
AGENCIES
ADVERTISMENT
PORTALS
8
8
9
12
INTERPRETATION:-According to the analysis of the question different sources of recruitment are been preferred according to individual choices. It gave us a mixed opinions regarding the choices with change to culture some believed that we should prefer for social networking as it is been commonly been used, others preferred for employment agencies as
they
believed
it
is
more
reliable, others preferred for press advertisement the most common channel to transmit the information from one person to another & the majority went for job portals the most effective and accurate and generally been used in every organization.
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Q-11 HOW IS NEW RECRUITMENT SOURCE HELPFUL ? RESPONSE:COST
TIME
EFFECTIVE SAVING
EFFICENCY
IN RECURITING
RECRUITMENT
RIGHT
PROCESS
PERSON
ALL
THE
TYPE ABOVE AT
RIGHT JOB
5
0
1
5
26
INTERPRETATION:- According to the analysis of the question different choices was been noted from the employees that how is new recruitment source helpful. Its has made the work easy for people in different ways as some believe its helped in cost effectiveness , some gained benefits through saving their time as it holds a book value, some made an attempt in believing that it would increase their efficiency some opinions was been noted that they believed all the above points are helpful in recruitment.
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Q-12 DOES VARIATIONS IN RECRUITMENT PROCEDURE EFFECT THE WORK CULTURE IN AN ORGANISATION ?
RESPONSE;YES 25
NO 12
INTERPRETATION:- Yes 25% employees agree that variations in recruitment procedure effect the work culture in an organization its true new culture will bring more advanced thought & ideas would change the way of work & would lead to new heights. Some hold different opinions & 12% don’t agree with such change as new would hamper their work process.
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Q-12 (1) IF YES, ACCORDING TO YOU WHICH OF FOLLOWING EFFECT THE WORK CULTURE ?
RESPONSE:YOUTH TECHNOCRATS PROFESSIONALS
3 7 18
YOUTH TECHNOCRATS PROFESSIONALS
INTERPRETATION:- With list to previous question if YES then which one effect the work culture most. According to the analysis 3% employees believe that youth effect the work culture, 7% employees believe that technocrats effect the work culture, 18% employees believe that professionals affect the work culture.
Q-13 HOW DO YOU CAME TO KNOW THAT THERE IS A VACANCY IN THE SAHARA INDIA PARIWAR ? 99 | P a g e
RESPONSE:ISP 16
JOB PORTALS 7
WORD MOUTH 7
OF ADERTISMENTS 7
INTERPRETATIONS:-According to the analysis of the question employees seek different opinions of knowing , how they came to know about that there is a vacancy in the SAHARA INDIA PARIWAR. But it had an mixed approach were they feet equally both the terms could taken by the same hand side by side, & 16% employees agree for ISP,7% employees go for job portals,7% employees prefer for word of mouth & 7% employees prefer for advertisements.
Q-14 WHAT ARE THE STRATEGIES USE IN THE ORGANISATIONS TO ATTRACT CANDIDATES? 100 | P a g e
RESPONSE:-
MONETARY 26
NON-MONETARY 11
INTERPRETATION:- 26% employees are been attracted towards monetary benefits to retain them in the organization as organization feels that is the best source concerned in this competitive era to retain their candidates & 11% employees are attracted towards non-monetary benefits some feel apart monetary benefits they should be provided by some discount vouchers so that they could avail some of their facilities for them & their family.
Q-15 DO YOU WISH TO OUTSOURCE YOUR RECURITMENT? RESPONSE:101 | P a g e
YES 11
NO 26
INTERPRETATION:- NO 26% don’t agree to outsource their recruitment as majority of people feel that outsourcing recruitment would hamper their culture and organization so they prefer not to outsource their recruitment & 11% employees agree to outsource their recruitment so that new competitive candidates could been entered to face the upcoming challenges.
Q-16 DOES CHANGE IN GLOBAL ECONOMIC SCENARIO ALTER YOURS RECURITMENT CHANNEL ? 102 | P a g e
RESPONSE: YES 22
NO 15
INTERPRETATION:-Yes 22% employees agree that changes in global economic scenario alter your recruitment channel due to change in diversity & culture so majority of people for changes in global economic scenario & 15% employees don’t agree about the change in recruitment channel.
Q-17 HOW IS THE PERFORMANCE ON RECURITMENT EFFECT RETURN ON INVESTMENTS?
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RESPONSE:-
INTERPRETATION:-According to the analysis of the question given above different view points was been noted regarding the performance on recruitment on overall return on investment, which accordingly the GOOD performance was selected by majority of people. They believe that it has worked according to their expectations and they prefer it as a good rate of return.
FINDINGS 104 | P a g e
1. The unique thing found was that organisation is changing adaptability according to the needs. 2. The new channels of recruitments are been practised and quickly been adopted seeing the needs in the near future. 3. Employees here are aware about the latest concepts like Head hunting, Recruitment process outsourcing etc. 4. The organization prefers to use internal sources of recruitment because it offers certain advantages like Cost Effectiveness and Reliability. 5. The external sources of recruitment used by the organization mainly include Data Bank and Job Portals. 6.
The organization uses selection tools like Group Discussions, Written Tests and Interviews to select the prospective candidates.
7. Recent implementation of HRIS in the recruitment and selection process has made the process more effective and smoother.
SUGGESTIONS 105 | P a g e
1. Employee Referral schemes should be implemented in the organization. 2. Selection Tests should be conducted online so that it saves time thereby making the process more effective. 3. Recruitment for lower level position can be outsourced as it will save time and money. 4. Formal training should be provided to the employees participating in the interview panel. 5. The organization should frequently participate in the job fairs in order to get more candidates. 6. The organization may use Social/Business Networking sites to create a pool of candidates.
CONCLUSIONS 106 | P a g e
In today's rapidly changing business environment, organizations have to respond quickly to requirements of people. Hence, it is important to have a well-defined Recruitment & Selection Process, which can be executed effectively to get the best candidates for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be a costly mistake for the organization, thus, to avoid this, utmost care should be taken in designing the Recruitment & Selection Policy. It is important for an organization to continuously develop and bring out innovations in all its activities because only then the organization is recognized for its quality and it will be able to stand out in the crowd. In the case of Sahara India Pariwar, the selection procedure can be made more effective by combining the traditional interviewing methods with the modern versions of selection like psychometric tests, Micro Presentations etc. Since these Selection Techniques have not yet been implemented in the Selection procedure of Sahara India Pariwar, its introduction in the organization would definitely yield better results which will be beneficial to the organization.
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VOTE OF THANKS
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‘...the beauty of the destination is half veiled and the fragrance of the success half dull until the traces of all those enlightening the path are left to fly with the winds spreading word of thankfulness.............’ “ perhaps it takes a purer faith to praise god for unrealized blessings than for those we once enjoyed now”. I DEEPIKA would like to thank every member of SAHARA INDIA PARIWAR for making me realized that I am being blessed by god. It is a moment to express happiness and experience which I felt and gained till date I was there in SAHARA INDIA PARIWAR . As the name so as the culture and environment, like a pariwar. Keeping this in view ; i would like to mention the few : firstly , I would like to express my sincere gratitude and thanks to Mr.Anuraj Awasthi (Deputy Manager), Mrs. Aparna Sarkar Bhowmick (Senior Executive) for being there on every single step that i was stepping towards the completion of the project . She was always there to answer my every question with proper explanation and with his own valuable suggestion. She had not only guided me herself but also helped me to explore more and for that she had taken initiative to letting me and interaction with almost every cell of Corporate HR in SAHARA SHAHER, so that i can easily understand the working of various cells & could have interaction with different people belonging to different cells. She also helped me and guided in all the way she can for her i can:-“: A trainer ‘s purpose is not to create a trainee in his own image ,but to develop trainee who can create their image-like a candle that the consumes itself to light the way for the others.” For other RECURITMENT cell members that include Miss. Mridu Singh, Mr D.D Dubey, Mr. Brijendra Awasthi , Miss Ruby Gupta, Mr Jagat Singh Bisht this is the cell where i have spend most of my training time and therefore i had a close interaction with every member of this cell and they all guided me their own working in RECURITMENT cell and also given time to time suggestion how to make project report more valuable. I would be unfair on my part if I would not mention the name of the training and development members:-
Mr Manoj Kumar
Srivastava, Mr.Nitin Saxena, Mrs Roma Bal, Mr Arvind Awasthi.They all were likely inspirational spirits who can even make a dead men alive or all of them I can say whenever I saw there faces I realizes: “ a smile is light in your window that tells others that there is a caring , sharing person inside” For every one in corporate HR I had tried to gain from every one‘s experience and knowledge . Meeting and interacting with them provided me with the basic concept of relationship management as how to maintain and manage long term, enduring relationship with people.
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A hearty thanks to all persons who directly or indirectly helped me reach at the stage of the completion of my report............ The life of every man is a diary in which he writes his own story. Many such lives come and go but the echo’s of some remain , to touch our souls in unforeseen ways Lives of these heroes speak to our hearts and give us strength for finding the inspiration within ourselves to write the story of our own life.
(that was a gift , being a trainee I had received from this family)
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BIBLIOGRAPHY Websites: http://www.sahara.in/ http://hrmba.blogspot.com http://www.citehr.com http://www.managementparadise.com http://www.wikipedia.com http://www.superjobsonline.com/interview/preperation_for_interview/types_of_group_discussio n.html http://www.groupdiscussion.org/ http://www.erictb.info/typeideas.html http://mycareerguide.net/2009/02/the-importance-of-recruitment-and-selection/
Books: Human Resource Management (page no 105- 120) - V.S.P. RAO Human Resource Management(page no 88-100) - L.M. Prasad Human Resource Management Practice (49-60) - Michael Armstrong
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ANNEXURE
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QUESTIONNAIRE Topic: Emerging practices in recruitment & their effect on business / culture & profitability. I am seeking your views on the above mentioned topic. Your views will help me to analyze and draw a fair conclusion of the study. GENDER
:
MALE / FEMALE
AGE GROUP
:
25 TO 35 YEARS / 35 TO 45 YEARS / 45 YEARS AND ABOVE
DESIGNATION
:
_____________________________________
1. DO YOU AGREE HAVING RECRUITMENT DEPARTMENT IN AN ORGANISATION ? YES 2.
NO
WHAT DOES RECRUITMENT MEAN TO YOU ? *JUST A PROCESS
*RIGHT PERSON AT THE RIGHT JOB
*HIRING PEOPLE
*ALL THE ABOVE
3. ARE YOU AWARE OF THE RECRUITMENT PROCESS IN COPORATE HR IN SAHARA INDIA PARIWAR ? YES
NO
4. DOES RECRUITMENT PROGRAMME CONTRIBUTE TO STABILITY OF EMPLOYMENT IN THE ORGANISATION ? YES
NO
5. ARE YOU AWARE OF YOUR EMPLOYMENT TERMS AND CONDITION IN SAHARA INDIA PARIWAR ? YES
NO
6.WHAT DO YOU THINK ABOUT THE RECRUITMENT PROCESS IN CONTEXT TO SAHARA INDIA PARIWAR? *FLEXIBLE 7.
*STRAIGHT
* EASY
* RIGID
*VERY COMPLICATED
IS THERE ANY NEED OF IMPROVEMENT REGARDING PRESENT RECRUITMENT PROCEDURE? YES
NO
8. THROUGH CHANGE IN RECRUITMENT PROCEDURE CAN COMPANY SAVES ITS RESOURCES? YES (8.1)
NO
IF YES, DOES IT PROVIDE EFFECTIVE CANDIDATES THROUGH RECRUITMENT ? YES
NO
9. WHICH ARE THE BEST RECRUITMENT CHANNELS ? (RATE 1 TO 6 AS 1 THE LOWEST & 6 HIGHEST ) A – ADS IN SPECIALIST NEWSPAPERS
B- THROUGH CONSULTANTS
C- JOB FAIRS
D- JOB- PORTALS
E- JOB- PORTALS
F- BLOGGING
10 .WHAT IS THE LATEST PREFERRED SOURCE OF RECRUITMENT ? (SINGLE TICK) *SOCIAL NETWORKING
* EMPLOYMENT AGENCIES
*PRESS ADVERTISEMENT
* JOB PORTALS
----DISCLAIMER ( RESPONSE TO QUESTIONNAIRE WILL BE KEPT STRICTLY CONFIDENTIAL & WILL BE USED FOR GENERATION OF SUMMER TRAINING REPORT ONLY )
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11. HOW IS NEW RECRUITMENT SOURCE HELPFUL ? A-COST EFFECTIVE
B-TIME SAVING
C-EFFICIENCY IN RECRUITMENT PROCESS
D-RECRUITING RIGHT TYPE OF PERSON AT RIGHT JOB
E-ALL THE ABOVE 12. DOES VARIATIONS IN RECRUITMENT PROCEDURE EFFECT THE WORK CULTURE IN AN ORGANISATION ? YES
NO
12.(1). IF YES, ACCORDING TO YOU WHICH OF FOLLOWING EFFECT THE WORK CULTURE? •
YOUTH
•
TECHNOCRATS
•
PROFESSIONALS
13 .HOW DO YOU COME TO KNOW THAT THERE WAS A VACANCY IN THE SAHARA INDIA PARIWAR ? * INTERNAL SELECTION PROCESS (ISP)
*JOB PORTALS
*WORD OF MOUTH
*ADVERTISEMENTS
*IF ANY OTHER RESOURCES PLEASE MENTION
14.WHAT ARE THE STRATEGIES USE IN THE ORGANISATION TO ATTRACT CANDIDATES ? * MONETARY BENEFITS (BONUS , INCENTIVES ETC) * NON-MONETARY BENEFITS ( VOUCHERS, DISCOUNT-COUPONS , SHOPPING CARDS ) 15. DO YOU WISH TO OUTSOURCE YOUR RECRUITMENT? YES
NO
` 16. DOES CHANGE IN GLOBAL ECONOMIC SCENARIO ALTER YOUR RECRUITMENT CHANNEL? YES
NO
17. HOW IS THE PERFORMANCE ON RECRUITMENT EFFECT THE OVERALL RETURN ON INVESTMENT?
Cost
Time
Technology
Very Good Good Average poor
THANK YOU SAHARA PRANAM
----DISCLAIMER ( RESPONSE TO QUESTIONNAIRE WILL BE KEPT STRICTLY CONFIDENTIAL & WILL BE USED FOR GENERATION OF SUMMER TRAINING REPORT ONLY )
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