Post on 22-Jan-2017
1
Executive Summary
The human resource is the most important assets of an organization The
success or failure of an organization is largely dependent on the caliber of the
people working therein Without positive and creative contribute from people
organization cannot progress and prosper In order to achieve the goals of an
organization they need to recruit people with requisite skills qualification and
experience While doing so they have to keep the present as well as the future
requirement of the organization in mind
Recruitment is defined as lsquorsquoa process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employ effective measure
for attracting that manpower in adequate number to facilitate effective selection
of an efficient workforcersquo
Recruiters will work from resume or by selecting individuals qualified for position
A recruiterrsquos job includes reviewing candidatersquos job experiences negotiating
salaries and placing candidate in agreeable employment positions Recruitment
typically receives a fee from the hiring employers
2
INTRODUCTION
RECRUITMENT
3
INTRODUCTION
Recruitment and selection forms a core part of the central activities underlying human resource
management namely the acquisition development and reward of workers It frequently forms
an important part of the work of human resource managers ndash or designated specialists within
work organizations However and importantly recruitment and selection decisions are often for
good reason taken by non-specialists by the line managers There is therefore an important
sense in which it is the responsibility of all managers and where human resource departments
exist it may be that HR managers play more of a supporting advisory role to those people who
will supervise or in other ways work with the new employee bdquoIf the HRM function is to remain
effective there must be consistently good levels of teamwork plus ongoing co-operation and
consultation between line managers and the HR manager‟ This is most definitely the case in
recruitment and selection as specialist HR managers (or even external consultants) can be an
important repository of up-to-date knowledge and skills for example on the important legal
dimensions of this area Recruitment and selection is often presented as a planned rational
activity comprising certain sequentially-linked phases within a process of employee resourcing
which itself may be located within a wider HR management strategy Bratton and Gold
differentiate the two terms while establishing a clear link between them in the following way
bdquoRecruitment is the process of generating a pool of capable people to apply for employment to
an organization Selection is the process by which managers and others use specific
instruments to choose from a pool of applicants a person or persons more likely to succeed in
the job(s) given management goals and legal requirements‟ In setting out a similar distinction
in which recruitment activities provide a pool of people eligible for selection Foot and Hook
4
suggest that bdquoalthough the two functions are closely connected each requires a separate range
of skills and expertise and may in practice be fulfilled by different staff members The
recruitment activity but not normally the selection decision may be outsourced to an agency It
makes sense therefore to treat each activity separately‟
Recruitment plays a vital role in the organization in fulfilling its goals Recruitment acts as a
strategic lever and is ultimately linked to all other subsequent human resource activities It helps
to create a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool and expedite the selection process1
The recruitment and selection are the major functions of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations
Recruitment and selection as defined here can play a pivotally important role in shaping an
organization‟s effectiveness and performance if work organizations are able to acquire workers
who already possess relevant knowledge skills and aptitudes and are also able to make an
accurate prediction regarding their future abilities
5
RECRUITMENT
ldquoRecruitment according to Flippo is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organizationrdquo Recruitment is the activity that links the
employers and the job seekers
Recruitment is a process of finding and attracting capable applicants for employment The
process begins when new recruits are sought and ends when their applications are submitted
The result is a pool of applications from which new employees are selected
In the words of Yoder ldquoRecruitment is a process to discover the sources of manpower to meet
the requirements of staffing schedule and to employ effective measures for attracting the
manpower to facilitate effective selection of able workforcerdquo
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting the manpower in adequate numbers to facilitate
effective selection of an efficient working force
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist
Usually the recruitment process starts when a manager initiates an employee‟s requisition for a
specific vacancy or an anticipated vacancy The main objective of the recruitment process is to
expedite the selection process
6
Purpose And Importance Of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in
the organization
Creates a talent pool of candidates and enables selection of the best candidates
for the organization
Links the employers with the employees
Identifies the potential candidates
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
2
INTRODUCTION
RECRUITMENT
3
INTRODUCTION
Recruitment and selection forms a core part of the central activities underlying human resource
management namely the acquisition development and reward of workers It frequently forms
an important part of the work of human resource managers ndash or designated specialists within
work organizations However and importantly recruitment and selection decisions are often for
good reason taken by non-specialists by the line managers There is therefore an important
sense in which it is the responsibility of all managers and where human resource departments
exist it may be that HR managers play more of a supporting advisory role to those people who
will supervise or in other ways work with the new employee bdquoIf the HRM function is to remain
effective there must be consistently good levels of teamwork plus ongoing co-operation and
consultation between line managers and the HR manager‟ This is most definitely the case in
recruitment and selection as specialist HR managers (or even external consultants) can be an
important repository of up-to-date knowledge and skills for example on the important legal
dimensions of this area Recruitment and selection is often presented as a planned rational
activity comprising certain sequentially-linked phases within a process of employee resourcing
which itself may be located within a wider HR management strategy Bratton and Gold
differentiate the two terms while establishing a clear link between them in the following way
bdquoRecruitment is the process of generating a pool of capable people to apply for employment to
an organization Selection is the process by which managers and others use specific
instruments to choose from a pool of applicants a person or persons more likely to succeed in
the job(s) given management goals and legal requirements‟ In setting out a similar distinction
in which recruitment activities provide a pool of people eligible for selection Foot and Hook
4
suggest that bdquoalthough the two functions are closely connected each requires a separate range
of skills and expertise and may in practice be fulfilled by different staff members The
recruitment activity but not normally the selection decision may be outsourced to an agency It
makes sense therefore to treat each activity separately‟
Recruitment plays a vital role in the organization in fulfilling its goals Recruitment acts as a
strategic lever and is ultimately linked to all other subsequent human resource activities It helps
to create a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool and expedite the selection process1
The recruitment and selection are the major functions of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations
Recruitment and selection as defined here can play a pivotally important role in shaping an
organization‟s effectiveness and performance if work organizations are able to acquire workers
who already possess relevant knowledge skills and aptitudes and are also able to make an
accurate prediction regarding their future abilities
5
RECRUITMENT
ldquoRecruitment according to Flippo is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organizationrdquo Recruitment is the activity that links the
employers and the job seekers
Recruitment is a process of finding and attracting capable applicants for employment The
process begins when new recruits are sought and ends when their applications are submitted
The result is a pool of applications from which new employees are selected
In the words of Yoder ldquoRecruitment is a process to discover the sources of manpower to meet
the requirements of staffing schedule and to employ effective measures for attracting the
manpower to facilitate effective selection of able workforcerdquo
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting the manpower in adequate numbers to facilitate
effective selection of an efficient working force
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist
Usually the recruitment process starts when a manager initiates an employee‟s requisition for a
specific vacancy or an anticipated vacancy The main objective of the recruitment process is to
expedite the selection process
6
Purpose And Importance Of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in
the organization
Creates a talent pool of candidates and enables selection of the best candidates
for the organization
Links the employers with the employees
Identifies the potential candidates
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
3
INTRODUCTION
Recruitment and selection forms a core part of the central activities underlying human resource
management namely the acquisition development and reward of workers It frequently forms
an important part of the work of human resource managers ndash or designated specialists within
work organizations However and importantly recruitment and selection decisions are often for
good reason taken by non-specialists by the line managers There is therefore an important
sense in which it is the responsibility of all managers and where human resource departments
exist it may be that HR managers play more of a supporting advisory role to those people who
will supervise or in other ways work with the new employee bdquoIf the HRM function is to remain
effective there must be consistently good levels of teamwork plus ongoing co-operation and
consultation between line managers and the HR manager‟ This is most definitely the case in
recruitment and selection as specialist HR managers (or even external consultants) can be an
important repository of up-to-date knowledge and skills for example on the important legal
dimensions of this area Recruitment and selection is often presented as a planned rational
activity comprising certain sequentially-linked phases within a process of employee resourcing
which itself may be located within a wider HR management strategy Bratton and Gold
differentiate the two terms while establishing a clear link between them in the following way
bdquoRecruitment is the process of generating a pool of capable people to apply for employment to
an organization Selection is the process by which managers and others use specific
instruments to choose from a pool of applicants a person or persons more likely to succeed in
the job(s) given management goals and legal requirements‟ In setting out a similar distinction
in which recruitment activities provide a pool of people eligible for selection Foot and Hook
4
suggest that bdquoalthough the two functions are closely connected each requires a separate range
of skills and expertise and may in practice be fulfilled by different staff members The
recruitment activity but not normally the selection decision may be outsourced to an agency It
makes sense therefore to treat each activity separately‟
Recruitment plays a vital role in the organization in fulfilling its goals Recruitment acts as a
strategic lever and is ultimately linked to all other subsequent human resource activities It helps
to create a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool and expedite the selection process1
The recruitment and selection are the major functions of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations
Recruitment and selection as defined here can play a pivotally important role in shaping an
organization‟s effectiveness and performance if work organizations are able to acquire workers
who already possess relevant knowledge skills and aptitudes and are also able to make an
accurate prediction regarding their future abilities
5
RECRUITMENT
ldquoRecruitment according to Flippo is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organizationrdquo Recruitment is the activity that links the
employers and the job seekers
Recruitment is a process of finding and attracting capable applicants for employment The
process begins when new recruits are sought and ends when their applications are submitted
The result is a pool of applications from which new employees are selected
In the words of Yoder ldquoRecruitment is a process to discover the sources of manpower to meet
the requirements of staffing schedule and to employ effective measures for attracting the
manpower to facilitate effective selection of able workforcerdquo
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting the manpower in adequate numbers to facilitate
effective selection of an efficient working force
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist
Usually the recruitment process starts when a manager initiates an employee‟s requisition for a
specific vacancy or an anticipated vacancy The main objective of the recruitment process is to
expedite the selection process
6
Purpose And Importance Of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in
the organization
Creates a talent pool of candidates and enables selection of the best candidates
for the organization
Links the employers with the employees
Identifies the potential candidates
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
4
suggest that bdquoalthough the two functions are closely connected each requires a separate range
of skills and expertise and may in practice be fulfilled by different staff members The
recruitment activity but not normally the selection decision may be outsourced to an agency It
makes sense therefore to treat each activity separately‟
Recruitment plays a vital role in the organization in fulfilling its goals Recruitment acts as a
strategic lever and is ultimately linked to all other subsequent human resource activities It helps
to create a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool and expedite the selection process1
The recruitment and selection are the major functions of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations
Recruitment and selection as defined here can play a pivotally important role in shaping an
organization‟s effectiveness and performance if work organizations are able to acquire workers
who already possess relevant knowledge skills and aptitudes and are also able to make an
accurate prediction regarding their future abilities
5
RECRUITMENT
ldquoRecruitment according to Flippo is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organizationrdquo Recruitment is the activity that links the
employers and the job seekers
Recruitment is a process of finding and attracting capable applicants for employment The
process begins when new recruits are sought and ends when their applications are submitted
The result is a pool of applications from which new employees are selected
In the words of Yoder ldquoRecruitment is a process to discover the sources of manpower to meet
the requirements of staffing schedule and to employ effective measures for attracting the
manpower to facilitate effective selection of able workforcerdquo
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting the manpower in adequate numbers to facilitate
effective selection of an efficient working force
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist
Usually the recruitment process starts when a manager initiates an employee‟s requisition for a
specific vacancy or an anticipated vacancy The main objective of the recruitment process is to
expedite the selection process
6
Purpose And Importance Of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in
the organization
Creates a talent pool of candidates and enables selection of the best candidates
for the organization
Links the employers with the employees
Identifies the potential candidates
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
5
RECRUITMENT
ldquoRecruitment according to Flippo is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organizationrdquo Recruitment is the activity that links the
employers and the job seekers
Recruitment is a process of finding and attracting capable applicants for employment The
process begins when new recruits are sought and ends when their applications are submitted
The result is a pool of applications from which new employees are selected
In the words of Yoder ldquoRecruitment is a process to discover the sources of manpower to meet
the requirements of staffing schedule and to employ effective measures for attracting the
manpower to facilitate effective selection of able workforcerdquo
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting the manpower in adequate numbers to facilitate
effective selection of an efficient working force
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist
Usually the recruitment process starts when a manager initiates an employee‟s requisition for a
specific vacancy or an anticipated vacancy The main objective of the recruitment process is to
expedite the selection process
6
Purpose And Importance Of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in
the organization
Creates a talent pool of candidates and enables selection of the best candidates
for the organization
Links the employers with the employees
Identifies the potential candidates
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
6
Purpose And Importance Of Recruitment
Attracts and encourages more and more candidates to apply for a job opening in
the organization
Creates a talent pool of candidates and enables selection of the best candidates
for the organization
Links the employers with the employees
Identifies the potential candidates
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
7
SEARCH FOR PROSPECTIVE EMPLOYEESSOURCES OF RECRUITMENT After understanding the company strategies and recruitment policy the HR manager has to
search for the candidates who can contribute for the achievement of the company‟s strategies
He has to search for the candidates in various sources viz traditional sources of recruitment
and modern sources of recruitment Now we shall discuss these sources
Traditional sources of recruitment
The sources are broadly divided into internal source and external sources Internal sources
within organization pursuits External sources are sources outside organization pursuits
Internal Sources Internal source include (i) present permanent employees (ii) present
temporarycasual employees (iii) retrenched or retired employees and (iv) dependents of
deceased disabled retired and present employees
(i) Present Permanent Employees Organization consider the candidates from this sources for
higher level job due to availability of most suitable for job relatively or equally to the external
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
8
source to meet the trade union demands and due to the policy of the organization to motivate
the present employees
(ii) Present Temporary Or Casual Employees Organization find this source to fill the
vacancies relatively at lower level owing to the availability of suitable candidates or trade union
pressure or in order to motivate them on the present job
Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment from the
retrenched employees due to obligation Trade union pressure and like Sometime the
organization prefers to reemploy their retired employees as a token of the loyalty to the
organization or to postpone some interpersonal conflicts for promotion etc
(iv) Dependents Of Deceased Disabled Retired And Present Employees Some
organization function with a view to developing the commitment and loyalty of not only the
employees but also his family members such organization find the sources as an effective
sources of recruitment
Why Do Organization Prefer Internal Sources
Organization prefer this sources to external sources to some extent for the following reason
i Internal recruitment can be used as a technique of motivation
ii Morale of the employees can be improved
iii Suitability of the internal candidates can be judged better than the external candidates
as bdquo‟known devils are better than unknown ange‟‟
iv Loyalty commitment a sense of belongingness and security of the present employees
can be enhanced
v Employees‟ psychological needs can be met by providing an opportunity for
advancement
vi Employees‟ economic needs for promotion higher income can be satisfied
vii Cost of selection can be minimized
viii Cost of training induction orientation period of adaptability to the organization can be
reduced
ix Trade union can be satisfied
x Social responsibility towards employees may be discharged
xi Stability of employment can be ensured
External Sources External sources are those sources which are outside the organization
pursuits
Organization search for the required candidates from these sources for the following reasons
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
9
(i) The suitable candidates with skill knowledge talent etc are generally available
(ii) Candidates can be selected without any pre-conceived notion or reservations
(iii) Cost of employees can be minimized because employees selected from this sources are
generally placed in the minimum pay scale
(iv) Expertise excellence and experience in other organization can be easily bought into the
organization
(v) Human resources mix can be balanced with different background experience skills etc
(vi) Latest knowledge skill innovation or creative talent can also be flowed into the
organization
(vii) Exiting sources will also broaden your personality
(viii) Long-run benefit to the organization in the sense that qualitative human resources can be
bought
External Sources Include (i) Campus Recruitment (Ii) Private Employment
AgenciesConsultants (Iii) Public Employment Exchanges (Iv) Professional Association (V)
Data Banks (Vi) Casual Application (Vii) Similar Organization And (Viii) Trade Union
1) Campus Recruitment Different types of organization like industries business firms
services organization social or religious organization can get inexperienced candidates of
different types from various educational institution like colleges and universities imparting
education in science commerce arts engineering and technology agriculture medicine
management studies etc and trained candidates in different discipline like vocational
engineering medicine from the training institutes like vocational training institution of state
governments in various trades national industrial training institutes of engineering etc
2) Private Employment AgenciesConsultants Public employment agencies or consultants
like abs consultants in India perform recruitment function on behalf of a client company by
charging fees Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions are entrusted to a private
agency or consultants But due to limitation of high cost ineffectiveness in performance
confidential nature of this function managements sometimes do not depend on this sources
However these agencies function effectively in the recruitment of executives search
agencies function most of the organization depends on this sources for highly specialized
positions and executive positions
3) Public Employment Exchanges The government set-up public employment exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates The employment exchanges (compulsory
notification or vacancies) act 1959 makes it obligatory for public sector and private sector
enterprise in India to fill certain types of vacancies through public employment exchanges
These industries have to depend on public employment exchanges for the specified
vacancies
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
10
4) Professional Organization Professional organization or association maintain complete bio
data of their members and provides the same to various organization on requisition They
also act as exchanges between their member and recruiting firms in exchanging information
clarifying doubt Organization finds this source more useful to recruit the experienced and
professional employees like executives managers engineers
5) Data Bank The management can collect the bio-data of the candidates from different
sources like employment exchanges educational training institute candidates etc And feed
them in the computer It will become another sources and the company can get the particular
as and when it needs to recruit
6) Casual Application Depending upon the images of the organization its prompt reponse
participation of the organization in the local activities level of unemployment candidates
apply casually for jobs through mail or hand over the application in the personal department
This would be a suitable sources for temporary and lower level jobs
7) Similar Organization Generally experienced candidates are available in organization
producing similar products or are engaged in similar business The management can get
potentially suitable candidates from this source This would be the most effective sources or
executive position and for newly established organization or diversified or expanded
organization
8) Trade Union Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting suitable
employment due to latter‟s intimacy with the management As such the trade union leaders
are of the availability of candidates In view of this fact in order to satisfy the trade union
leaders the management enquires trade unions for suitable candidates Management
decides about the sources depending upon the type of candidates needed time lapse period
etc It has to select the recruitment techniques after deciding upon the sources
Modern Sources of Recruitment
A number of modern recruitment sources are being used by the corporate sector in addition al
to traditional sources These sources are divided into internal and external Internal sources
include employee referrals
Employees Referrals
Present employees are well aware of the qualification attitudes experience and emotion of their
friends and relatives They are also aware of the job requirement and organizational culture of
their company As such they can make preliminary judgment regarding the match between the
job and their friends or relatives
Hence the HR managers of various companies depend on the present employees for reference
of the candidates for various jobs This source reduces the cost and time required for
recruitment Further this source enhances the effectiveness of the recruitment HR manager
offer various incentives rewards including cash incentives to the v=current employees for
referring the best candidates
The other category of modern sources is external sources‟
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
11
Modern External Sources Include Walk in and consult in head-hunting body-shopping
mergers and acquisitions tale-recruitment and outsourcing
(i) Walk ndashIn The busy organizations and the rapid changing companies do not find time to
perform various function of recruitment Therefore they advise the potential candidates to
attend for an interview directly and without a prior application on a specified date time and at a
specified place The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through test and interviews
(ii) Consult ndashIn The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs The companies select the
suitable candidates from among such candidates through the selection process
(iii) Body Shopping Professional organization and the hi-tech training institutes develop the
pool or human resources for the possible employment The prospective employers contract
these organization to recruit the candidates Otherwise the organization themselves approach
the prospective employers to place their human resources These professional and training
institution are called bdquobody shoppers‟ and these activities are known as body shopping
(v) Mergers amp Acquisitions business alliance like acquisition mergers and take over help in
getting human resources In addition the companies do also have alliance in sharing their
human resources on ad-hoc basis
It does mean that the company with surplus human resources offers the services of their
employees to other needy organization
(vI) E-Recruitment the technology revolution in telecommunication helped the organization to
use internet as a sources of recruitment Organization advertises the job vacancies through the
World Wide Web‟s (WWW) The job seeker sends their application through e-mail using the
interment Alternative job seekers place their (CV_) in the world wide webinternet which can
drawn by the prospective employers upon their requirement
Advantages of e-recruitment includes-
I Low cost recruitment per candidates
II Reduction in time or recruitment
III Increase in the selection ratio ie recruiting more candidates
IV HR professional can concentrate on strategic issues
V Increased rate of collaboration among the recruitment agencies and
VI Increased effectiveness and efficiency of recruitment
(viii) Outsourcing some organization recently started developing human resources pool by
employing the candidates for themselves These organization do not utilize the human
resources instead they supply HRs to various companies based on their needs on temporary
or ad-hoc basis Various companies rather than employing HRs from these organization on
commission basis This arrangement is called out-sourcing
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
12
Factor Affecting Recruitment
The recruitment function of the organization is affected and governed by a mix of various
internal and external forces The internal forces or factors are the factors that can be controlled
by the organization And the external factors are those factors which cannot be controlled by the
organization
The internal and external forces affecting recruitment function of an organization are
A Internal Factors Affecting Recruitment
The internal forces ie the factors which can be controlled by the organization are
a) Recruitment Policy The recruitment policy of an organization provides a framework for
implementation of recruitment program by taking into consideration the following factors
a Factors Affecting Recruitment Policy
I Organizational objectives I Personnel policies of the organization and its competitors
Government policies on reservations II Preferred sources of recruitment
III Need of the organization IV Recruitment costs and financial implications
b) Human Resource Planning Effective human resource planning helps in determining the gaps
in the existing manpower of the organization It also helps in determining the number of
employees to be recruited and the qualifications they should possess
c) 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
d) Growth and Expansion Organization will employ or think of employing more personnel if it is
expanding its operations
B External Factors Affecting Recruitment
The external factors are the forces which cannot be controlled by the organization The major
external forces are
a) 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
b) Labour Market Employment conditions in the community where the organization is located
will influence the recruiting efforts of the organization If there is surplus manpower at the time of
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
13
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
c) ImageGoodwill Image of the employer can work as a potential constraint for recruitment An
organization with positive image and goodwill 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
d) Political Social and 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 an
important role in recruitment This restricts management‟s 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
e) Unemployment Rate One of the factors that influences the availability of applicants is the
growth of the economy (whether economy is growing or not and its rate)
f) 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
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
14
Components of recruitment policy
In today‟s rapidly changing business environment a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time Therefore it is
important to have a clear and concise recruitment policy in place which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly Creating a suitable recruitment policy is the first step in the efficient hiring process A
clear and concise recruitment policy helps to ensure a sound recruitment process It specifies
the objectives of recruitment and provides a framework for implementation of recruitment
programmed It may involve organizational system to be developed for implementing
recruitment programmers and procedures by filling up vacancies with best qualified people
A Components of the Recruitment Policymiddot
The general recruitment policies and terms of the organizationmiddot
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that it should focus on recruiting the
best
Potential people
To ensure that every applicant and employee is treated equally with dignity and respect
Unbiased policy
To aid and encourage employees in realizing their full potential
Transparent task oriented and merit based selection
Optimization of manpower at the time of selection process
Defining the competent authority to approve each selection
Abides by relevant public policy and legislation on hiring and employment relationship
Integrates employee needs with the organizational needs
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
15
Recent Trends of Recruitment
The following trends can be observed in recent times in the recruitment process
a) Outsourcing In India the HR processes are being outsourced from more than a decade now
A company may draw required personnel from outsourcing firms The outsourcing firms help the
organization by the initial screening of the candidates according to the needs of the organization
and creating a suitable pool of talent for the final selection by the organization Outsourcing
firms develop their human resource pool by employing people for them and make available
personnel to various companies as per their needs In turn the outsourcing firms or the
intermediaries charge the organizations for their services
b) PoachingRaiding This is the latest mantra being followed by the organizations today
Poaching means employing a competent and experienced person already working with another
reputed company in the same or different industry the organization might be a competitor in the
industry A company can attract talent from another firm by offering attractive pay packages and
other terms and conditions better than the current employer of the candidate But it is seen as
an unethical practice and not openly talked about Indian software and the retail sectors are the
sectors facing the most severe brunt of poaching today It has become a challenge for human
resource managers to face and tackle poaching as it weakens the competitive strength of the
firm
c) E-Recruitment E-Recruitment is the use of technology to assist the recruitment process
They advertise job vacancies through worldwide web The job seekers send their applications or
curriculum vitae (CV) through an e-mail using the Internet
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
16
Selection
One of the last stages in recruitment and selection is selection itself which includes the choice
of methods by which an employer reduces a short-listed group following the recruitment stage
leading to an employment decision For most people this is the only visible stage of the
resourcing cycle because their experience of it is likely to be as a subject ndash or candidate ndash rather
than involvement in planning the entire process While recruitment can be perceived as a
positive activity generating an optimum number of job-seekers selection is inherently negative
in that it will probably involve rejection of applicants
It would be prudent to argue that selection decisions should be based on a range of selection
tools as some have poor predictive job ability While it is almost inconceivable that employment
would be offered or accepted without a face-to-face encounter many organizations still rely
almost exclusively on the outcome of interviews to make selection decisions
To have any value interviews should be conducted or supervised by trained individuals be
structured to follow a previously agreed set of questions mirroring the person specification or job
profile and allow candidates the opportunity to ask questions The interview is more than a
selection device It is a mechanism that is capable of communicating information about the job
and the organization to the candidate with the aim of giving a realistic job preview providing
information about the process and thus can minimize the risk of job offers being rejected
Organizations seeking high performance in their selection processes should therefore give
considerable attention to maximizing the uses of the interview and ideally combine this method
with other psychometric measures where appropriate
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
17
Organization for Selection
Before designing a selection procedure the manner in which tasks and responsibilities for a
accepting or rejecting candidates should be shared by line ans staff executive must be laid
down The personnel department should eliminate all unsuccessful candidates so that the time
of the line executives need not be spent on sub people Secondly candidate who can meet job
requirement should be made available promptly Line executives ultimately vested with the
authority either to accept or to reject the candidate However the personnel officer satisfied in
this regard he should give his views to the superior and should avoid involving himself in
argument with the departmental head on the methods of selection
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
18
Selection Procedure
Selection procedure employs several methods of collecting information about the candidate‟s
qualification experience physical and mental ability nature and behavior knowledge aptitude
and the like for judging whether a given applicant is suitable or not for the job Therefore the
selection procedure is not a single act but is essentially a series of methods or stages by which
different types of information can be secured though various selection techniques At each steps
facts may come to light which are useful for comparision with the job requirement and employee
specification
Steps in scientific selection process
I job analysis ii recruitment (iii) Application (iv) Written Examination (v) Preliminary Interview
(vi) Business game (vii) Final interview (viii) Medical Examination Reference Checks(ix) Line
Manager‟s Decision (x) Job offers (xi) Employment
Job Analysis Job analysis is the basis for selecting the right candidate Every organization
should finalize the job analysis job description job specification and employee specification
before preceding the next step of selection
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
19
Human Reources Plan every company plans for the required number of and kind of
employees for a future date This is the basis for recruitment function
Recruitment recruitment refers to the process of searching for prospective employing and
stimulating them to apply for the job in an organization It is the basis for the remaining
techniques of the selection and the latter varies depending upon the former It is develops the
applicant pool
Development of bases for selection the company has to select the appropriate candidates from
the applicants pool The company develops or borrows the appropriate basestechniques for
screening the candidate in order to select the appropriate candidates for the jobs
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
20
Application Form Form is also known as application blank The technique of application blank
is traditional and widely accepted for securing information from the prospective candidates It
can also be used as a device to screen the candidates at the preliminary levels Many
companies formulate their own style of application forms depending upon the requirement of
information based on the size of the company nature of business activities type and level of the
job etc information is generally required on the following items in the application forms (i)
Personal Background Information (Ii) Education (Iii) Work Experiences (Iv) Salary (V) Personal
Detail And (Vi) References
CONFIDENTIAL RESUMECV OF ASIM SHER KHAN HNO 312 SHARDA NAGAR NARIYAL KHEDA BHOPAL (MP) 462008 Mob No 9179000490 CAREER OBJECTIVE In this fastest growing competitive edge i just want to contribute my self in your organization i promise to work hard for better result ACADEMIC QUALIFICATION
SNo Class Collage School University Boards Year Division
HOBBIES amp INTERESTS Listening To Music Making New Friends Watching Movies COMPUTER QUALIFICATION Basic Knowledge Of Internet DCA From Ambition Institute WORK EXPERIENCE Fresher PERSONAL PROFILE Father Name Habib Sher Khan Date Of Birth 01-09-1993 Sex Male Nationality Indian Language Hindi English Urdu Religion Muslim Marital Status Single Reference Furnished on request DECLARATION
A Model Of Resume Curriculum Vitae (CV)
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
21
I hardly declare that the above written particulars are true to the best of my knowledge and belief I am confident that I will perform according to your expectation which you want with me as your desire Date PLAC ASIM SHER KHAN
Written Examination The organization have to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in the arithmetical calculation to know the candidates bdquoattitude towards the
job to measure the candidates‟ aptitude reasoning general knowledge and English language
Preliminary Interview The preliminary interview is to solicit necessary information from the
prospective application and to assess the applicant‟s suitability to the job This may be
conducted by an assistant in the personnel department The information thus provided by the
candidate may be related to the job or personnel specification regarding education experience
salary aptitude towards the job age physical appearance and other physical requirement etc
thus preliminary interview is useful as a process of eliminating the undesirable and unsuitable
candidates If a candidate satisfied the job requirement regarding most of the area he may be
selected for the further process
Preliminary interview are short and know as stand-up interview or sizing-up of the application or
screening interview However certain required amount of care is to be taken to ensure that the
desirable workers are not eliminated This interview is also useful to provide the basis
information about the company to the candidate
Business Game Business games are widely used as a selection technique for selecting
management trainee executive trainee and managerial personnel at junior middle and top
position Business game help to evaluate the application in the area of decision-making identify
the potentialities handling the situation problem solving skill human relation etc participants
are placed in a hypothesis work situation and are required to play the role situation in the game
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
22
The hypothesis is that the most successful candidate in the game will be the most successful
one on the job
Business Game In The Selection Process
I Case study
II Role play
III In-basket methods
IV Sensitivity
V Simulation
VI Group discussion
Test Psychological test play a vital role in employee selection A psychological test essentially
an objective an standardized measure of sample of behavior from which inference about future
behavior and performance of the candidate can be draw
Objective of tests refers to the validity and reliability of the instrument in measuring the
ability of the individuals Objectivity provides equal opportunity to all the job seekers without any
discrimination against sex caste etc standardization of test refers to uniformity of procedure in
conducting the tests for all the candidate Sample behavior refers to the sample of the total
behavior of the prospective employee on the job
Types Of Tests Tests are classified into five types they are (i) Aptitude Tests Ii)
Achievement Tests (Iii) Situational Tests (Iv) Interest Tests (V) Personality Tests And (Vi)
Multidimensional Testing
(i) Aptitude Tests These tests measure whether individual has the capacity or talent
ability to learn a given job if given adequate training Aptitude can be divided into
general and mental ability or intelligence and specific aptitude such as mechanical
clerical manipulative capacity etc
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
23
(a) Intelligence Tests (IQ) These tests in general measure intelligennce quotient of a
candidate in detail these tests measure capacity for comprehension reasoning word fluency
verbal comprehensive number memory and space
The scope of the intelligence test is expressed in term of intelligence quotient (IQ) IQ is
calculated by using the following formula
IQ = Mental Age 100 Actual age Candidate with high level of intelligence quotient can learn the complicated issues easily and
fast therefore it would be easy for the company to train such candidates easily for the new job
and new technology
Emotional Quotient (EQ) Most of the organization realized that emotion involvement and
commitment of the employees determine their contribution to the company rather then their
intelligence quotient As such emotional quotient (EQ) is used as important criteria in the
employee selection process EQ is calculated by using the following formula
EQ = emotional age 100 Actual age
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
24
(B) Skill Tests These tests measure the candidate‟s ability to do job perfectly and intelligently
These tests are useful to select the candidates can be selected for assembly work testing and
inspection also
(c) Mechanical Aptitude Tests These tests measure the capacities of spatial visualization
perceptual speed and knowledge of mechanical matter These tests are useful for selecting
apprentices skilled mechanical employees technicians etc
(d) Psychomotor Tests these tests measure abilities like manual dexterity motor ability and
eye-hand coordination of candidates These tests are useful to select semi-skilled workers and
workers for repetitive operations like packing and watch assembly
(e) Clerical Aptitude Tests Measure specific capacities involved in office work Item of the this
test include spelling computation comprehensive copying word measuring etc
(ii) Achievement Test These tests are conducted when applicants claim to know something
as these tests are concerned with what one has accomplished These tests are not useful to
measure the value of a specific achievement when an organization wishes to employ
experienced candidates These tests are classified into (a) job knowledge tests and (b) work
sample test
(a)Job Knowledge Test Under this test a candidate is tested in the knowledge of a particular
job For example if a junior lecture applies for the job of a senior lecture in commerce he may
be tested in job knowledge where he is asked question about accountancy principalbanking
law business management etc
(b)Work Sample Test Under this test a portion of the actual work is given to the candidate as
a test and the candidate is asked to do it If a candidate applies for a post of lecturer in
management he may be asked to deliver a lecture on a management information system as
work sample test
Thus the candidate‟s achievement in his career is tested regarding his knowledge about the job
and actual work experience
(iii) Situation Test This test evaluates a candidate in a similar real life situation In this test the
candidate is asked either to cope with the situation or solve critical situations of the job
(a) Group Discussion This test is administered through the group discussion approach to
solve a problem under which candidates are observed in the areas of initiating leading
proposing valuable ideas conciliating skills oral communicating skills co-coordinating and
concluding skills
(B) In Basket Situational test is administered through in basket The candidate in this test is
supplied with actual letters telephone and telegraphic message report and requirement by
various officers of the organization adequate information about the job and organization The
candidate is asked to take decision on various items based on the in basket information
regarding requirement in the memoranda
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
25
(iv) Interest Tests These tests are inventories of the likes and dislikes of candidates in relation
to the work job occupations hobbies and recreational activities The purpose of this test is to
find out whether a candidate is interested or disinterested in the job for which he is a candidate
and to find out in which area of the job rangeoccupation the candidate is interested The
assumption of this test is that there is a high correlation between the interest a candidate in a
job and job success Interest inventories are less faked and they may not fluctuate after the age
of 30
(v) Personalities Tests These tests prove deeply to discover clues to an individual‟s value
system his emotional reaction and maturity and characteristic mood They are expressed in
such traits like self-confidence tact emotional control optimism decisiveness sociability
conformity objectivity patience fear distrust initiative judgment dominance or submission
impulsiveness sympathy integrity stability and self-confidence
(a) Thematic Apperception Test (TAT) Candidates are shown a series of picture and asked to
write a story based on theses picture This test measured candidate conceptual imaginative
projective and interpretive skills
(b) Ink-Blot Test The Rorschach inkblot test was first described in 1921 The candidates are
asked to see the ink-blots and make meaningful concepts out of them The examiner keeps a
record of the response time taken emotional expressions and other incidental behavior
(vi) Other Tests
(a) Cognitive Ability Tests These test measure mathematical and verbal abilities Popularly
knows tests of this category include Graduate record examination (GRE) and scholastic aptitude
test (SAT)
(b) Wechsler Adult Intelligence Scale This is a comprehensive test including general
informational arithmetic similarities vocabulary picture completion picture arrangement
object assembly and similar item
copy Wonderlic Personnel Test This test includes perceptual verbal and arithmetic
(d) Polygraph Tests This polygraph is an instrument that records changes in breathing blood
pressure plus and skin response associated with sweating of palms and plots these reaction on
paper The candidate is asked a series of simple complicated related unrelated and critical
question
(e) Honesty Tests The two types of pre-employment honesty tests are overt integrity tests and
personality based integrity tests Over integrity tests make direct questions to assess dishonest
behavior and gather a history of theft and illegal behavior Personality-based tests assess an
individual‟s predisposition towards deviant and disruptive behavior
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
26
Interview
Final interview is usually followed by testing This is the most essential step in the process of
selection In this step the interviewer matches obtained about the candidate through various
means to the job requirement and to the information obtained through his own observation
during the interview
Type Of Interview
The type of interview are 11
Informal interview
Formal interview
Planned interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Group interview
Panel interview
Types Of Employment Interviews
Preliminary Interview
(a) Informal Interview This is the interview which can be conducted at any place by any person
to secure the basic and non-job related information The interaction between the candidate and
the personnel manager when the former meets the letter to enquire about the vacancies or
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
27
additional particular in connection with the employment advertisement is an example of informal
interview
(b) Unstructured Interview In this interview the candidate is given the freedom to tell about
himself by revealing his knowledge on various itemsareas his background expectation interest
etc similarly the interview also provides information on various items required by the candidate
Core interview it is normally the interaction between the candidate and the line executive or
experts on various areas of the job knowledge skill talent etc this interview may take various
forms like
(i) Background Information Interview This interview is intended to collect the information which
is not available in the application blank and to check that information providers in the application
blank regarding education place of domicile family interests hobbies likes dislikes and
extracurricular activities of the applicant
(ii) Job and Probing Interview This interview aims at testing the candidate‟s job knowledge
about duties activities methods of doing the job critical area methods of handling those area
etc
(iii) Stress Interview This interview aims at testing the candidate‟s job behavior and level of
withstanding during the period of stress and strain The interviewer tests the candidate by
putting him under stress and strain areas keeping silent for unduly long periods after he has
finished speaking etc stress during the middle portion of the interview gives effectives result
(iv) Group Discussion Interview There are two methods of conduct-ing group discussion
interview viz group interview method and discussion interview method All the candidates are
bought into one room ie the interview room and are interviewed one by one under group
interview This method helps a busy executive to save valuable time and gives and gives a fair
account of the objectivity of the interview to the candidates
Under the discussion interview method one topic given for discussion to the candidates who
assemble in one room and they are asked to discuss the topic in detail This types of interview
helps the interviewer in appraising certain skills of the candidates like initiative skills dynamism
presentation leading comprehension collaboration
(v) Formal and Structured Interview In this type of interview all the formalities procedure like
fixing the value time panel of interviewers opening and closing intimating the candidates
officially etc are strictly followed in arranging and conducting the interview The course of the
interview is preplanned and structured in advance depending on job requirement The
questions for discussion are structured and experts are allotted different areas and questions to
be asked There will be very little room for the interviewers to deviate from the questions
prepared in advance in a sequence
(vi) Panel Interview A panel of experts interviews each candidate judges his performance
individually and prepares consolidated judgment This type of interview is known as panel
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
28
interview Interview for middle level and senior level managers are normally conducted by the
panel of experts
(vii) Depth Interview In this interview the candidate would be examined extensively in core
areas of job skill and knowledge Experts test the candidate‟s knowledge in depth Depth
interview are conducted the specialist jobs
Decision making interview after the candidates are examined by the experts including the line
managers of the organization in the core areas of the job the head of the departmentsection
concerned interview the candidates once again mostly through informal discussion The
interview examines the interest of the candidate in the job organization reaction adaptability to
the working condition career planning promotional opportunities work adjusted and allotment
etc the personnel manager the candidates with a view to find out his reactionacceptance
regarding salary allowance benefits promotional opportunities etc the head of the department
and the personnel manager exchange the views and then they jointly inform their decision to the
chairman of the interview board who finally makes the decision about the candidates
performance and their ranks in the interview
Most of the organization has realized recently that employees positive attitude matters much
rather than employees skill and knowledge Employees with positive attitude contribute much to
the organization hence the interviewers look for the candidates with the right attitude while
making final decision
Medical examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina tolerance of
the hardworking condition clear tone etc medical examination reveals whether or not a
candidate possesses these qualities
Medical examination can give the following information (i) Whether the applicant is medically
suited for the specific job (ii) Whether the applicant has health problem or psychological attitude
likely to interfere with work efficiency of future attendance(iii) whether the applicant suffers from
bad health which should be corrected before he can work satisfactorily(such as need for
spectacles) (iv) It reveals the applicant‟s physical measurements and (v) It is used to check the
special senses of the candidates
Reference checks
After completion of the final interview and medical examination the personnel department will
engage in checking reference Candidates are required to give the names of reference in their
application forms These reference may be form the individual who are familiar with the
candidate‟s academic achievement or form the applicant‟s previous employer who is well
versed with the applicant‟s job performance and sometime from co-worker
In case the reference check is from the previous employer pay and allowance gross
emoluments benefits provided rate of absence willingness of the previous employer to employ
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
29
the candidate again etc Further information regarding candidate‟s regularity at workcharacter
progress etc can be obtained
Final decision by the line manager concerned
The line manager concerned has to make final decision whether to select or reject a candidate
after soliciting the required information through discussed earlier The line manager has to take
much care in taking the final decision not only because of economic implications and of the
decisions but also because of behavioral and social implications A careless decision of
rejecting would impair the morale of the people and they would suspect the selection procedure
and the basis of selection of this organization A true understanding between line manager and
personnel managers should be established to take proper decision
Job offer
Thus after taking the final decision the organization has to intimate this decision to the
successful candidates The organization offers the job to the successful either immediately or
after sometime depending upon its time schedule The candidate after receiving job offer
communicates his acceptance to the offer or requests the company to modify the terms and
conditions of employment or rejects the offer
Employment
The company may modify the terms and conditions of employment as requested by the
candidates The company employs those candidates who accept the job offer with out
modification of terms and conditions of employment and place them on the job
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
30
Barriers to Effective Recruitment and Selection
The main objective of selection process is to hire having competence towards the
given job profile But due to some reason the main purpose of effectively selecting candidates
is defeated These reasons are
Ineffective recruitment sometime selection process gets affected due to ineffective recruitment
initiatives If the recruiter ineffective recruitment initiatives
1) Ineffective Recruitment Sometimes selection process gets affected due to ineffective
recruitment initiatives If the recruiter fails to attract qualified candidates (in recruitment process)
then it is obvious that right candidate will not be selected (in selection process) Therefore
ineffective recruitment will definitely influence selection
2) Perception Our inability to understand others accurately is probably the most fundamental
barrier to select right candidate Selection demands an individual or a group to assess a
candidate comparing competencies of others in order to find out the right persons for the jobs
But our views are highly personalized We all perceive the world differently Our limited
perceptual ability is obviously a stumbling block to the objective and rational selection of people
3) Stereotyping This is one of the most common barrier to selection In stereotyping we
generally categorize the candidates such as
All professors and teachers are absent minded
All females are basically sincere and honest
All civil servants are boring
Candidates with Science background are intelligent etc
This leads to biased selection of candidates
4) Gender Issue Gender issue also hampers effective selection In early days men
predominately held managerial jobs and if those jobs are viewed as being primarily masculine in
nature such stereotyping may produce negative reaction in selecting right candidates
5) AgeRace Issue In many selections age and race of the candidates are considered rather
than their skills abilities or experiences This leads to bias selection
6) Halo Effect Another barrier to selection is halo effect which can be negative or positive In
hallo effect the personal characteristics influence or overwhelms the interviewers and this lead
to wrong selection
7) Quota System Quota system also influences effective selection
8) Fairness Selection requires that no individual should be discriminated based on religion
region race or gender But the less number of women and other less privileged sections of
society in the middle and senior management positions and open discrimination in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been very effective
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
31
9) Validity Validity refers to tests that help to predict job performance of an incumbent A test
that has been validated can differentiate between the employees who can perform well and
those who will not However a validated test does not predict job success accurately It can only
increase possibility of success
10) Reliability A reliable method is one which will produce consistent results every time it is
conducted Like a validated test a reliable test may fail to predict job performance with
precision
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
32
Important aspects of Recruitment
Types of job seekers
Quid Pro Que
These are the people who say that‟‟ I can do this for you what can you give me‟‟ These people value high responsibilities high risks and expect higher reward personnel development and company profiles doesn‟t matter to them
I Will Be With You
These people like to be with big brand Important is given to brands They are not bothered about work ethic culture mission etc
I Will Do You What You Want
These people are concerned about how meaningful the job is and they define meaning parameters criteria know by previous job
Where Do You Want Me To Come
These people observe things like where is your office What atmosphere do you offer Career prospects and exciting project don‟t entice them as much It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision A good decision will help cut down employee retention costs and future recruitment costs
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
33
Recruitment Vs Selection
People are busy finding a job Having a stable job boosts your ego since you gain the capability of providing for yourself and your family what you need However finding a job these days is not that easy Have you heard about the job recruitment and job selection in your area If you are not still lucky enough to land a job then you‟d better watch out for those terms Here are the differences between recruitment and selection
Recruitment and selection are both phases of the employment process ldquoRecruitmentrdquo sounds more positive than ldquoselectionrdquo because the Human Resources department encourages employees to apply And ldquoselectionrdquo is somewhat negative because it has the rejection process Nevertheless whether you are recruited you will still pass the process of selection Not all recruited persons are the best fit for the job
In the process of recruitment the company or the agency makes the move in searching for the candidates who would be appropriate for the job position but this does not guarantee you will be hired They are just amassing a pool of candidates wherein later on they can enter the next phase of the employment process which is the selection Though being recruited makes you feel like you‟re in heaven since someone wants you to work for them you might as well give it a go When you reach the selection phase you will be prompted for screening through taking exams and answering interviews If you have impressed them congratulations ndash you now have a job
When it comes to the purpose of job recruitment it aims to build a pool of candidates with the talent for the position In turn this process of job selection is choosing the right candidate for the job position If you are recruited you are playing as the reserve The Human Resources department gathers a lot of talented candidates but not all can be hired since there are not that many job openings If you are not selected right at first your resume will be put on the desk and they will possibly call you if there are new job openings which match your skills and experience In the process of selection you vigorously compete to become the candidate who will outshine the rest
When you are recruited you won‟t have to sign any contract or any promise of this and that Remember that you are only on the reserve bench You haven‟t played anything for the company yet unless you are called However when you are selected have your sigh of relief ndash you are going to sign that most-coveted job contract
On finding a job you just have to give it your best shot Do your best not just well in the exams and interviews But sometimes doing this is not enough Though you might have given it your best others might get ahead of you You know how someone is selected because of the shadows right Nevertheless don‟t lose hope Sooner or later you‟ll get the best job for you
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
34
Difference between Recruitment and Selection
Basis Recruitment Selection
Meaning It is an activity of establishing contact between employers and applicants
It is a process of picking up more competent and suitable employees
Objective It encourages large number of Candidates for a job
It attempts at rejecting unsuitable candidates
Process It is a simple process It is a complicated process
Hurdles The candidates have not to cross over many hurdles
Many hurdles have to be crossed
Approach It is a positive approach It is a negative approach
Sequence It proceeds selection It follows recruitment
Economy It is an economical method It is an expensive method
TimeConsuming Less time is required More time is required1
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
35
RESUME ESSENTIALS SUGGESTED BY MR VIVEK GOSWAMI
Try limiting resume to one page This is most important for people with less than ten
years experience
Use no less than 10 for letter size
Use a readable and clear font
Avoid flashy fonts
Print resume on a laser jet printer
Use Spell Check at the time of typing
Use Spell Check at the time of typing
TIPS AT TIME OF INTERVIEW
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
36
JOB INTERVIEW QUESTIONS SUGESSTED BY MRSHAIZAL BATRA
1 TELL ME ABOUT YOURSELF
2 ARE YOU WILLING TO RELOCATE
3 ARE YOU WILLING TO TRAVEL
4 WHAT ARE YOUR HOBBIES AND INTERESTS OUTSIDE YOUR WORK
5 WHAT IS YOUR GREATEST STRENGTH
6 WHAT IS YOUR GREATEST WEAKNESS
7 DO YOU WORK BETTER ALONE OR AS A PART OF A TEAM
8 WHY SHOULD WE HIRE YOU
9 HOW DO YOU REACT TO CRITICISM FROM YOUR SUPERVISOR
10 WHAT IS YOUR MOST SIGNIFICANT CAREER ACCOMPLISHMENT
11 WHY DO YOU WANT TO LEAVE YOUR PRESENT EMPLOYER
12 AREN‟T YOU OVER-QUALIFIED FOR THIS JOB
13 WHAT TYPE OF MANAGEMENT STYLE DO YOU BELIEVE IS MOST EFFECTIVE AND WHY
14 WHY DID YOU DECIDE TO ATTEND SISTEC FOR YOUR MBA
15 WHAT SALARY YOU ARE EXPECTING
16 WHY SHOULD WE PAY YOU THE SALARY YOU ARE REQUESTING
17 WHY DO YOU WANT TO WORK FOR THIS COMPANY
18 WHAT IS YOUR COMMITMENT TO THIS JOB
19 WHEN CAN YOU START
20 IS THERE ANYTHING ELSE I SHOULD KNOW ABOUT YOU
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
37
CRISP-Vision Mission amp Objective
Vision
To become a preferred destination for training and consultancy services in advanced
technologies with global outreach
Mission
To strive for our clients ensuring competitive business and in the wake of rapidly
changing economy professional careers demonstrating the benefits of responsive approach to technical education and skills development
To stand committed to the development of competent and efficient human resource with
the inclusion of weaker section of the society
To deliver a balanced array of training consultancy and appropriate services in areas of
advanced technology in its all extensions
To pursue excellence through performance based continuous improvement in all
endeavours at CRISP
Objective
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
38
The Society shall establish develop and sustainably operate CRISP with the aims of
a) Enhancing the technical competencies of the intended target groups eg polytechnic students and staff job seeking diploma holders and other technical personnel
b) providing consultancy and information resources to promote and encourage performance of technical personnel
In keeping with these aims the objectives for which the Society is established are as follows
1 to provide intensive training to the students of Production Engineering diploma programme of SV Polytechnic College Bhopal in Training-cum-Production Centre as per curricula needs It would also extend the facilities of the centre for training Mechanical Engineering students of Bhopal and other polytechnics
2 to provide training to women and people of weaker sections for their skill development to improve their employability
3 to assist in reducing unemployment under-employment of diploma holders in the disciplines of Mechanical Production Engineering and Electronics by providing opportunities to update technical skills in new emerging areas
4 to improve the quality of teaching in polytechnics and productivity in the industry by providing training facilitiesmaterials in new areas of technology to teachers industrial staff
5 to improve the technical skill of working personnel to enhance productivity as well as to enable their career advancement
6 to promote entrepreneurship development through training and try-out using the Training-cum-Production Centre facility
7 to enable development of new technologies particularly IT related services and application ICT and technical consultancy project and services to encompass the demand of the local and global market
8 to plan and extend the activities of CRISP with a view to enable accessibility of its activities and services in Madhya Pradesh other states and union territories of the county and to foreign countries as well to make it self-sustainable
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
39
Phone 0755-422370203
Company profile
Centre for Research and Industrial Staff Performance (CRISP) Bhopal has been established in
the year 1997 as a Society under the Indo ndashGerman Technical Cooperation agreement Ministry
of MSME Government of India was the line ministry for this project whereas the Department of
Technical Education amp Skill Development Government of Madhya Pradesh and German
Technical Cooperation agency (GTZ) were the implementation partners It is headquartered in
Bhopal with national amp international operations dedicated to human resource development amp
organizational development These activities are targeted at Government Industries Academic
Institutions Developmental Organizations as well as the Civil Society
The organization has excellent infrastructure in terms of sophisticated laboratories in the field of
Industrial Automation Mechatronics Production Technology Information amp Communication
Technology (ICT) Multimedia Technology etc CRISP is one of the most preferred service
providers in the areas of Technical Vocational Education amp Training (TVET) Training Institution
Management and Entrepreneurship development
FEATURES
a) A nodal Centre for Department of Technical Education amp Skill Development Government
of Madhya Pradesh for technical and management staff capacity building
b) More than 500 delighted clients from Industries Central amp State Government
Organizations Academia Developmental Organizations etc
c) A role model for German Technical Co-operation Agency (GTZ) for replicating CRISP
like successful Project in India and other countries
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
40
d) Practicing professional amp management principles in our operations E
e) Facilitating applications of e-Governance for State Govt of Madhya Pradesh
f) A strong team of qualified amp experienced employees (more than 150) capable of
handelling technical and educational projects within India amp overseas
AREA OF SPECIALIZATIONS
1 Manufacturing Technology (CNC Technology CAD CAM (Unigraphics Pro-E CATIA Solid
Works amp I- DEAS) AutoCAD
2 Industrial Automation (PLC Variable Frequency Drives Field Instrumentation MMI
Hydraulics Pneumatics)
3 Mechatronics Mechanical Electrical Electronics Instrumentation IT
4 Car Mechatronics
5 Behavioral Sciences and Management (Leadership Development Communication Skills
Team Building etc)
6 Information Technology (Application amp Software Development Hardware amp Networking
Training Web Designing etc)
7 Vocational Education amp Training (Design amp development of curriculum amp study materials
Train The Trainers Instructors Training Trade identification survey impact study etc)
8 Fashion Interior amp Graphic Designing
9 Multimedia (3D Animation Non-Linear video editing show reel development)
10 Entrepreneurship Development
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
41
Management System in CRISP
In CRISP Management system has been divide into two group
CRISP SOCIETY MEMBERS amp
Management Structure
LIST OF CRISP SOCIETY MEMBERS
Sr No Name amp Address
1 Honrsquoble Shri Umashankar Gupta
Chairman
CRISP Society
BHOPAL
2 Shri Sanjay Singh IAS
Vice-Chairman-CRISP Society amp Principal Secretary
Govt of Madhya Pradesh
Department of Technical Education
and Skill Development
Mantralaya BHOPAL
3 Shri Ajay Nath IAS Additional Chief Secretary Govt of Madhya Pradesh
Department of Finance Room No 212 (Second Floor) Vallabh Bhawan Mantralaya BHOPAL
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
42
4 Shri VLKantha Rao IAS
Commissioner
Department of Industries
Govt of Madhya Pradesh
4th Floor Vindhyachal Bhavan
BHOPAL - 462 004
5 Shri SR Prasad
Executive Director
Bharat Heavy Electricals Ltd
Administrative Block BHEL
BHOPAL
6 Mr R K Rai
Director (Tool Room)
Office of the Development Commissioner (MSME)
Ministry of Small Scale Industries
Government of India Nirman Bhawan 7th Floor
Maulana Azad Road NEW DELHI ndash 110011
7 Prof Vijay K Agrawal
Director
National Institute of Technical Teachersrsquo
Training amp Research
Shanti Marg Shyamla Hills
BHOPAL
8 Mr CE Fernandes
Chairman
CII Madhya Pradesh State Council amp
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
43
MPState Office
E-2109 Arera Colony
BHOPAL ndash 16
9 Dr Ashish Dongre
Director
Government of Madhya Pradesh
Directorate of Technical Education
4th Floor Satpura Bhawan
BHOPAL
10 Mr S S Choudhari
Managing Director
Maya Spinners
217 18 Manas Bhawan
HSS Compound 11 RNT Marg
INDORE ndash 452 001
11 Dr Sandeep Salodkar
Regional Director
AICTE Central Region
Tagore Hostel Shyamla Hills
BHOPAL ndash 462013
12 Mr Vishwas Bhave
General Manager (MM)
Bharat Heavy Electricals Ltd(BHEL)
Administrative Block Piplani
BHOPAL
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
44
13 Mr Kuldeep Puri
B-94 Shahpura
Bhopal ndash 462039
14 Dr Appukuttan KK
Director
Maulana Azad National Institute of Technology
111 MANIT Campus
BHOPAL ndash 462007
15 Ms Sangeeta Patra
Head
MPState Office
Confederation of Indian Industry ndash CII
E-2109 Arera Colony BHOPAL ndash 16
16 Prof Sudhir S Bhadauria
Director
SHRI GS Institute of Technology amp Science
23 Shri M Visvesvaraya Marg (Park Road)
Indore ndash 452 003
17 Shri TK Shrivastava
Principal
SV Polytechnic College
Shyamla Hills BHOPAL ndash 462 002
18 DrHKMittal
Head
Deptt of Science and Technology
Entrepreneurship Innovation Division
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
45
Hall No A7 Govt of India
Technology Bhawan New Mehrauli Road
New Delhi ndash 110 016
19 The Managing Director
Eicher Motors Ltd
102 Industrial Area No ndash1
Pithampur Dist Dhar
Madhya Pradesh ndash 454775
20 Dr Shrikant Bansal
Head-Technical
CRISP BHOPAL
21 The Chief Executive Officer
CRISP BHOPAL
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
46
Management Structure of CRISP
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
47
Academics
CRISP has extended their quality training services at various locations in Madhya Pradesh
Bhopal
CRISP Academy Bhopal
73 Shanti Niketan Colony
Near Chetak Bridge
Bhopal (MP)
Phone 4252503 9425301122
Email crispacademybplgmailcom
C-Net
5 Ravishankar Market Bittan Market
Opp Habibganj Police Station
Bhopal (MP)
Phone 0755- 4291348
Jabalpur
CRISP Academy Jabalpur
Plot no 422423 Beside RIMT College
Jai nagar road Labour chowk
Jabalpur (MP)
Phone 9203914346
E-mail crispacademyjblgmailcom
Indore
CRISP Academy Indore
11 - C Ratlam Kothi Near Airtel Office Indore (MP) - 452010 Phone 0731 3930222 E-mail crispacademyindgmailcom
Vidisha
CRISP Academy Vidisha
2nd Floor Jalori Complex Durga Nagar Chauraha National Highway ndash 86 Vidisha (MP) Phone +91 9981025810 E-mail crispacademyvdsgmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
48
CCCLLLIIIEEENNNTTT
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
49
Industrial Services Network (ISN)
a ISN is a society having 18 members which includes reputed organizations like CRISP
CETE CTTC CTR IGTR IDEMI IDTR CVAT etc spread throughout the country
b ISN has nationwide network provides training amp consulting services to the industries amp
Government bodies in the field of Engineering Management TVET Quality systems etc
c ISN members conduct more than 1300 courses every year with approximately 15000
participants
d The network has close interaction with more than 1000 industries including large and
SMEs throughout India
e The prime focus is to capitalize on the know-how experience and strength of these
network institutions in capacity building of institutions and employable skills development
for industries
f The TVET cell at one of ISN institutions provides entire gamut of services like skill
identification study Development of curriculum amp study materials training of trainers
impact monitoring skills assessment Tracer studies etc
g The network under Indus Child Labor Project of ILO has trained assessed employed and
monitored 1000 adolescents‟ children in Jabalpur (MP) Similarly 150 rural youth multi-
skilled in three vocational trades ie Plumbing house wiring and motor winding under
UNDP supported Project
h ISN has excellent resources in terms of infrastructure equipment experts processes amp
outreach
ISN Member Institutions
1 Centre for Electronic Test Engineering (CETE) Bangalore
2 Centre for Electronic Test Engineering (CETE) Hyderabad
3 Centre for Electronic Test Engineering (CETE) Kolkata
4 Centre for Electronic Test Engineering (CETE) Pune
5 Centre for Electronic Test Engineering (CETE) Noida
6 Centre for Research and Industrial Staff Performance (CRISP) Bhopal
7 Central Institute of Tool Design (CITD) Hyderabad
8 Central Tool Room and Training Centre (CTTC)Bhubaneswar
9 Central Tool Room (CTR) Ludhiana
10 Centre for Vocational and Advanced Training (CVAT) Chennai
11 Electronics Service amp Training Centre (ESTC) Ramnagar
12 Institute for Design of Electrical Measuring Instruments (IDEMI) Mumbai
13 Indo-Danish Tool Room (IDTR) Jamshedpur
14 Indo-German Tool Room (IGTR) Aurangabad
15 Indo-German Institute of Advanced Technology (IGIAT)Visakhapatnam
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
50
16 Indian Institute of Quality Management (IIQM) Jaipur
17 Industrial Automation Training Centre (IATC) Panchkula
18 Laures Edutech Pvt Ltd Chennai
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
51
RECRUITMENT PROCESS OF CONSULTANTS STAFF FACULTITIES (SHORT TERMS amp
LONG TERMS)
1 Prepare your personnel Requisition (Attached)
2 Get the personnel requisition recommended by HOD and approved by CEO by the
following authorities-
3 On receipt of the requisition in HRD we will decide about the candidates to be arranged
whether through Advertisement Data Bank Consultants If it is through advertisement
we will prepare the advertisement matter get it finalized through the requisitioner and
approved by the CEO
4 The approved matter will be handed over to marketing department for publication in the
desired dailies
5 Applications received will be screened short-listed and finalized for interview by HRD
6 Applications received will be finalized by HR in consultation with the requisitioner
Recommending authority
7 Candidates will be called for interview with revenue time and date will be intimated to the
authorities under Sr No6
8 Arrangement for the interview including venue seating arrangement for the candidates
to amp Fro fare of required to be paid etc will be taken care of by the HRD
9 Selection committee for the Staff-ConsultantsFaculties will consist of the Department
HeadRequisitioner of his expert staff along with the HR Manager Final interview will be
held in the presence of the Recommending authority and approval for the appointment
will be done by CEO
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
52
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
53
1) Identify Vacancy
When a supervisor in the particular unit of the individual companies finds need to hire a new employee Or whether to replace a terminating employee or because of an increase or change in workload the first step will be to complete a Human Resources Requisition from (HRRF) This from basically tells the detail of the requirement to be met by the candidate These requirements differ from company to company position to position A job description detailing all essential position functions required education and experience as well the experience criteria of the candidate
If either of the above is significantly different from the current position description and level Human Resources may recommend a more appropriate description and title be selected from those presently available Or if the duties to be performed are not consistent with any current position description the supervisor with the assistance of the HR Analyst with draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager Once the new position description and level are approved a new Position Requisition will be filled out and necessary approval obtained
2) Approvals
Whenever a vacancy is identify HR head freezes manpower and the organization structure along with respective directors Department heads draw out a vacancy list from the organization chart and get these duly approved by the directors HRRF on prescribed from are sent to HR head by departmental forms based on the duly approved vacancies by the directors divisional heads and plan as well as on educational experience parameters They job responsibility and reporting relationships are also checked by them They categorize the vacancies based on the criticalityHR head is the certifying authority for the replacement vacanciesMDDirectorsPresidentHR approve new position as per the organization chart
3) Sources of Recruitment
Organizations choose the candidates for its recruitment purposes from two kinds of sources internal and external sources The sources within the organization itself (like transfer of employees from one department to other promotions) to fill a position are known as the internal sources of recruitment Recruitment of candidates from all the other sources (like outsourcing agencies etc) is known as the external sources of recruitment
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
54
Sources Of Recruitment
A Internal Sources of Recruitment
I Transfers The employees are transferred from one department to another according to
their efficiency and experience
II Promotions The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience
III Upgrading
IV Demotion To reduce to lower rank
V Retrenched Or Retired Employees Generally a particular organization retrenches the
employees due to lack of work The organization takes the candidates for employment
from the retrenched employees due to obligation Trade union pressure and like
Sometime the organization prefers to reemploy their retired employees as a token of the
loyalty to the organization or to postpone some interpersonal conflicts for promotion etc
VI Dependents and relatives of deceased employees Some organization function with a
view to developing the commitment and loyalty of not only the employees but also his
family members such organization find the sources as an effective sources of
recruitment
B External Sources of Recruitment
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
55
a) Press Advertisements Advertisements of the vacancy in newspapers and journals
are a widely used source of recruitment The main advantage of this method is that
it has a wide reach
b) Educational Institutes Various management institutes engineering colleges
medical Colleges etc are a good source of recruiting well qualified executives
engineers medical staff etc They provide facilities for campus interviews and
placements This source is known as Campus Recruitment
c) Placement Agencies Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee These agencies are
particularly suitable for recruitment of executives and specialists It is also known as
RPO (Recruitment Process Outsourcing)
d) Employment Exchanges Government establishes public employment exchanges
throughout the country These exchanges provide job information to job seekers and
help employers in identifying suitable candidates
e) Labour Contractors Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers This source is used to
recruit labour for construction jobs
f) Unsolicited Applicants Many job seekers visit the office of well-known companies
on their own Such callers are considered nuisance to the daily work routine of the
enterprise but can help in creating the talent pool or the database of the probable
candidates for the organization
Employee Referrals Recommendations Many organizations have structured
system where the current employees of the organization can refer their friends and
relatives for some position in their organization Also the office bearers of trade
unions are often aware of the suitability of candidates Management can inquire
these leaders for suitable jobs In some organizations these are formal agreements
to give priority in recruitment to the candidates recommended by the trade union
g) Recruitment at Factory Gate Unskilled workers may be recruited at the factory
gate these may be employed whenever a permanent worker is absent More efficient
among these may be recruited to fill permanent vacancies
h) Job Fairs Job fairs are conducted by different companies to attract candidates for
entry level jobs
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
56
4) Screening of the Candidates
The process of screening candidates takes time and effort The objective is to a big pile of candidates a little pile There are no real shortcuts There is however some techniques and pointers that make the process go quicker and reveal the better candidates faster There are 4 steps in the screening candidate‟s process reviewing resumes and cover letters the phone interview and sorting for the top candidates and then the final step is personal interview
Each step has a number of dependencies and tradeoffs For example When reviewing resume many use a scanning process some just use a keyword search others still read the full resume cover letter and supporting material
The Benefits or Features of the Screening
It is legitimate and reliable
It control the flow of the interview
It address the employee‟s particular concern
It makes the interview the same for every interview and this ensure equal opportunity
Similar competencies are evaluated in each meeting which control reliability
Question are pre-written reducing nervousness for the interviewer
It maximizes the interview time and company expenses
41) Reviewing
Reviewing is to evaluate the resume and cover letters This is the major step in
recognizing the caliber of the candidate One has to go through the following procedure
for reviewing the cover letter
Read the customized cover letters
One needs to look especially for a flawless presentation correct spelling and grammar
and the applicant‟s attention to detail One thing to note is that receiving countless
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
57
usually unqualified applicant resumes occurs following every job posting usually
unqualified applicant fail to write a cover letter Therefore a person having a cover letter
has an added advantage against the person who does not have a cover letter
The resume is scanned in order to obtain an overall impression of the applicant One
has to look especially for a flawless presentation correct spelling and grammar and their
attention to detail Paper resumes must pass the bdquo‟feel‟‟ test That is in the first skim one
has to look for the easy-to-find qualification As an example if you are requiring a
college degree does the applicant have one If not then the resume is either rejected or
it is placed it in the‟‟ may be‟‟ meets qualification pile or electronic folder
Then one reads the description of what the candidate says they are looking for in their
next job One sees whether the statement is customized to our job or does it describe
any job in the world this gives us more insight of how focused the candidate is This
help in narrowing down the selection list
One looks for a summary statement of qualification and experience If the candidate has
taken the time and customized their summary for our job This enables us to quickly find
the characteristics one seeks from the role profile One more pointer to select the right
candidate for the correct job profile
Next one has to review the most recent employers and contribution As this point one
must have found significant cross-over between the applicant‟s resume and the
requirements in the particular job profile Place the resume in your bdquo‟ to be reviewed
further‟‟ folder unless you have encountered problem
Some pointers to guide in recognizing that are generally unexplained on the resume or
in the cover letter include
Employment gaps
Evidence of decreasing responsibility
Evidence of a career that has reached a plateau or gone backwards
Short terms employment at several jobs multiple shifts in career path
Review you selected resume against you criteria and each other
42) Sorting
Sorting is basically the technique of grouping the possible from the probable Now in this
once the HRRF from is received one know what kind of a candidate one is looking for
The resume is taken into consideration and the telephone interview has been done This
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
58
given a clearer picture on the section of candidates who are or likely to be applicable for
the correct job profile
The resume is sorted in basically three different sections
Pile A=appears to meet all or most qualification
Pile B=missing one or more important qualification
Pile C=clearly not qualified
The pile bdquo‟A‟‟ pile is taken and sorted into two piles-a bdquo‟top candidates‟‟ pile for those who
appear to fail on less important criteria or for whom the information isn‟t complete about one
important criterion (if they fail on two or more criteria put them back on the bdquo‟B‟‟ pile) These
qualification differ from one job profile to other job profile
For each candidate notes are made of area in which one needs additional information After
the in-depth review one should have a group of probably 6to 10 fianlists These people will
be given further consideration
The remainder will only be considered if the first group doesn‟t end up satisfying the criteria
43) Telephonic Panel Interview
Once the sorting has taken place one has list of candidates to whom a telephonic panel
interview is placed These interviews are conducted by telephone to narrow a field of
candidates This serves two purpose first you can use it to verify the candidate is active
and available for new position The second purpose is to find out how the candidate
presents themselves to the outside world and gauge verbal communication skills
Telephone interview may also be used as a preliminary interview for candidates who live
far away from the jobsite It is important to treat this interview a face to face connection
A quiet space and time to schedule the conversation is arranged The work surface is
cleared to minimize distraction The focus is on the conversation The copy of the
resume is kept nearby to use it as a ready reference As far as possible there should not
be any interruption during an interview Always a landline phone is used so as to avoid
dropping call
Each interview will ask separate set of question to see how and when the candidate
replies Based on his reply one gets to know his knowledge in the required field along
with the skill and education gained in the preview year that are mentioned on the
resume Also one can have a fair outlook whether the candidate is suitable for the job
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
59
44) Personal Interview
Once the panel shortlisted the candidates suitable for the recruitment process those
candidates are brought about to have a face to face conversation
Before the interview a set of factor on which a decision will be made is prepared
Factors such as experience education specific job skill and evidence of communication
or management skills are all valid business reasons that are considered along with the
factors mentioned by the clientele
At the start of the interview the candidate is made sure that he understands as much as
possible about the opening that is the duties the responsibility and necessary skills
required Also the interview is focused on what‟s required for the job and how good a
match the candidate is The factors selected helps in this process to choose the
candidate for the mentioned job profile
5) SelectionRejection
Once the best candidate is identified for the job the hiring workflow ends However the
finalization of the Job Application Process result in a new employee which then initiates
a new Employee on ndashboarding process The hiring process can be designed to
automatically trigger a new Employee on-boarding process with that applicant‟s personal
data
The next step is to evaluate their qualification qualities experiences candidates etc
and make the selection A particular process is not formulated for rejecting a person
since it is said that the most difficult approach in all the HR activities is rejection
6) Reference Check
This is mainly done to validate the information provided by the prospective candidates in
the process of recruitment with regards to his previous employers educational
qualification code of conduct in previous companies etc these checks are to be done
so as to make sure the authenticity of the candidate selected and his information
provided
This policy shall be applicable to all candidates who are being considered for lateral
selection in the company
o This is done by the following procedure
o The candidate shall be given an Employment Application Form
o The candidates shall fill in the form amp provide two professional reference
o The HR department will verify the reference on a random basis
o The reference shall cover areas such as professional expertise performance
level and competencies
o The feedback received from the reference shall not be shared with the candidate
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
60
o
7) Fixation Of Salary
Salary is fixed once the reference check is done The candidate and the HOD will
negotiate for the remuneration on the basis of the education and experience of the
candidate Also the grade in which the vacancy was available plays an important role in
deciding the salary to be given to the appropriate candidate
8) Offers of Appointment
On being found suitable for the position amp also If the candidate accept the salary
package offered to him the candidate shall be issued an offer of appointment the
duplicate of which shall be sent by himher duly acknowledged through e-mail (soft
Copy) amp courier (hard copy) The offer will be valid for a period as stipulated and shall
mention only the position which has been offered The appointment letter shall be issued
once the candidate report for joining The copy of the offer letter is enclosed as an
annexure
Refer offer of appointment in the Annexure
9) Joining formalities
There is a certain procedure in order to join the company The new appointee shall
report for joining to the HR Department
91) Medical Examination
Certain jobs physical qualities like clear vision perfect hearing unusual stamina
tolerance of the hardworking condition clear tone etc medical examination reveals
whether or not a candidate possesses these qualities
Medical examination can give the following information (i) whether the applicant is
medically suited for the specific job (ii) whether the applicant has health problem or
psychological attitude likely to interfere with work efficiency of future attendance(iii)
whether the applicant suffers from bad health which should be corrected before he can
work satisfactorily(such as need for spectacles) (iv) it reveals the applicant‟s physical
measurements and(v) it is used to check the special senses of the candidates
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
61
10) Employee Conformation
All employees recruited in grades E-24 below shall be on probation for a period
of six months and they shall be confirmed subject to their round performance
being adjudged satidfactory
As deemed fit the period of probation shall be extended for 3 month at a time and
not more than two times
In case the employee on probation is not confirmed even after second extension
heshe shall be removed from these services of the company
11) Closure
This basically represents the closing of the whole process with the joining of the new
candidate
111) Inception Data
Inception data indicates date of joining Once all the formalities and procedure is
completed the candidate become a full term employee of the company commencing his
duties from this date
112) Induction
Induction shall be held immediately on joining It is mandatory for all the new joiner to
attend it Inputs are provided to the new joiners on
o Knowledge of the company
o Vision and mission amp values
o Achievement amp history of the company
o Organization structure and introduction with key role Executives
o New initiatives
o Organization of the culture
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
62
RESEARCH METHODOLOGY
In order to cope up with the emerging challenges due to tough global competitions the way out
for this is to produce quality products at reasonable prices This is possible only through an
organization culture of quality consciousness and enhanced productivity Optimal utilization of
resources especially the human resources are one sure way of meeting this objective That‟s
why proper induction of an employee is very important
RESEARCH DESIGN
Research design means a specified framework for controlling the data collection The research
is of descriptive in nature which could provide an accurate picture of induction procedure
conducted in the organization Descriptive research includes surveys and fact-finding inquiries
of different kinds The research is of Ex post facto nature in which researcher has no control
over the variables Statistical method lay stress on objectivity rather than rely on intuition and
judgment and average amp percentages can easily be calculated
The following methodology was adopted in project
Comprises of understanding the theoretical concepts in general
Questionnaire study
Analysis of the primary data
Analysis of the secondary data
The statically method needs the collection of data in two forms
1 Primary data
2 Secondary data
1 PRIMARY DATA
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
63
The primary data are those which are collected afresh and for the first time and thus happen to
be original in character The data on the required information is collected from actual persons
using the product services This data is more suited for the objectives of the project
2 SECONDARY DATA
The data which have already been collected by someone else or taken from published or
unpublished sources and which have been already been passed through the statistical process
MODE OF DATA COLLECTION
The study is based on Secondary data which includes
Secondary Data
Secondary Data will be gathered from books and Internet on HR Practices and Policies in
Central For Research Institute Staff and Performance
FINDINGS OF THE STUDY
INDUCTION PROGRAM
Does the company provide induction for new employees
yes93
no7
INDUCTION PRACTICES
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
64
GRAPH
The graph shows the age of companies which undergo some standard
methods of induction
o The graph shows that almost all the companies are following induction practices
o Near about 93 of the companies follow induction practices while 7 of them don‟t
follow it
o Induction is although inseparable part for HR practices Yet there are companies which
don‟t follow a standard procedure of induction but make it just through personal
explanation of working strategy of the dept
o Induction could be done through Diaries Manuals or through Company CDs or even by
standard power point presentations given to the employees to make them familiar to the
policies of the company
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
65
Who participates in delivering Induction
GRAPH
The graph shows the involvement of different departments in delivering induction
According to the survey approximately 40 of the companies follow induction practice
through related dept which explains the working of respective dept to the employees
Compared to 40 of induction done by related dept 35 is been done by HR dept and
only 25 is performed by all dept
HR Dept
Related Dept
All Dept
0
5
10
15
20
25
30
35
40
45
ag
e
Departments involved
INVOLVEMENT IN INDUCTION
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
66
Does the company provide any retirement benefit
GRAPH
The
graph shows retirement benefits been received by the employees
As per government rule providing provident funds (PF) and gratuity is the rule thus it is
provided by all the organizations
Apart from these organizations provide other benefits too 15 of the organizations
provide age relaxation so that the employees could serve a little more to the organization
and appx 40 provide pensions to retired employees
10
11
6
2
0 2 4 6 8 10 12
gratuity
PF
Pension
Age relaxation
No of companies
Schem
es
RETIREMENT BENEFITS
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
67
What are the welfare activities taken up by the organizations
GRAPH
The graph shows the welfare activities taking place in the manufacturing organizations
Most of the organizations provide all the major welfare activities to their employees
Almost 100 of the companies provide first aid facilities and cafeteria
Almost 98 of them the organizations provide uniforms to their employees Although the
maintenance of these uniforms may be taken by either the HR dept or the employees by
themselves
Almost 54 of the organizations provide the transportation facility It may be company
bus or the company vehicles in some cases the company provides traveling allowance
54
98
100
100
90 95 100 105
transportation facility
uniforms
cafeteria
first aid
age
Ac
tivit
ies
WELFARE ACTIVITIES
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
68
Does the organization adopt any on job safety measures
GRAPH
The graph shows safety measures adopted by various organizations as a part of their
welfare scheme
Various safety measures which could be adopted by the organizations could be from
fire shock and electricity safety while handling machinery and operational health and
safety measures(OHampS facility)
According to the survey almost all the organizations adopt all these safety measures
The result is 100 implementation of these practices
0
20
40
60
80
100
OH amp S facility
Fire Safety Electric safety
Machinery safety
age
Methods
SAFETY MEASURES
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
69
What appreciation scheme is followed by the organization
GRAPH
The graph shows the appreciation schemes adopted by organizations to reward the
employees
The organization may provide perks promotions monetary rewards increments
incentives or even an appreciation in public matters a lot
According to the survey the most common adopted and preferred one is increments for
better work performance then comes the promotions amp monetary incentives
Almost 100 of the organizations prefer to go for increments and 94 provide
promotions amp monetary incentives
Least preferred one is public appreciation count to 67
0 50 100
Appreciate publicly
Promotion
Increaments
Incentives
67
94
100
94
age
Me
tho
ds
APPRECIATION SCHEME
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
70
What are various reward amp recognition schemes of the organization
GRAPH
The graph shows the basis to give rewards
There are various methods to reward an employee for his outstanding performance The
organization may provide them with paid vacations additional pay for additional work
overtime monetary rewards perks etc
According to the survey perks are the most preferred means of rewarding the
employees then is paying overtime and least preferred is paid vacations
Perks counts to 67 of the choice and paid vacations the least to 34
0
20
40
60
80
Paid vacationsAdditional payOvertimeMonetary rewardsPerks
34
4754
47
67
age
Methods
REWARD BASIS
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
71
After the data analysis and interpretation the finding are
Both internal as well as external sources of recruitment used
Consultancies (40) and advertisement (25) are the two external sources of
recruitment
The recruitment and selection process is decentralized
About 80 of the employees are satisfied with recruitment and selection process
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
72
SUGGESTIONS
As in the competitive world where the need for every organization to prove itself the best and
make an outstanding and remarkable progress is the need no fact could be left ignored Every
organization must know the shortcomings and must try to go for building up the shortcomings
An ethical practice in any organization could only be achieved if the organization works for the
well being of its employees Every organization must possess a basic structure and the
organization must be capable enough to reward its outstanding performers and must appreciate
the initiative works
According to the survey been conducted with various HR heads of various organizations here
are few suggestions from their side
INDUCTION PRACTICES
Induction is must in every organization for all level of employees to make them well known of
the industry they are working in
The best ways to perform induction may be through
o Lectures
o Power point presentations prepared explaining company‟s policies
o Through SOPs (Standard operating procedures)
o Manuals
o Diaries
o But the most adopted one is through personal induction
The induction program must follow a proper feed back from employees been put into the
program which is again an ethical practice and is achieved by
o induction scheduling
o opinions from supervisors
o feedback forms
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
73
BEHAVIORAL TRAINING
Behavioral training is boon for any organization
The organization could provide on the job training which is quite common and most
adopted The organization may also go for outdoor training
Job rotation could be preferred which could make the employee skilled in overall working
of an organization
The organization may provide a basic training for FIRST AID amp SAFETY OR FIRE
SAFETY TRAINING
The organization may have tie ups with the training organizations which could organize
courses and the organization may take up the best course as per requirements of their
staff
A proper feedback must be taken to grasp the extent the employees have versed
themselves with knowledge
Proper Feed-back could be taken through
o evaluation
o questionnaire
o feedback forms
o submission of report through trainee
o feed back through trainers
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
74
MOTIVATIONAL TOOLS
Motivating for work is inseparable to continue productivity But work when itself serves as
motivation then progress is inevitable The organization must take great care to motivate its
employees through various methods
Promotion may be one of the best motivational factors Promotional basis could be
o work performance
o qualification
o performance evaluation
o skill enhancements
o initiative steps taken
organization may also provide fringe benefits such as
o leave traveling allowance
o medical
o free transportation
o ESI (Employee State Insurance)
o Furnishing scheme
o House lease
o hospitalization
WELFARE ACTIVITIES
The organization may adopt welfare policies such as
o Transportation facility
o Canteen facility with breakfast lunch and dinner facility along with refreshments
o Canteen could be free subsidized paid But the most preferred one is through
subsidized mode
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
75
o The organization must also possess first aid facilities for its staff A well-versed
rehabilitation of injured staff and an on duty doctor or an ambulance should be
always provided
o The organization must also possess a grievance handling committee despite a
union to take an action for their problems It could be a three tier of four-tier
grievance committee
REWARD AND RECOGNITION SCHEME
Rewarding the best work not only provide the candidate with appreciation but also provide
enthusiasm to do better A competitive spirit is also developed to perform the best
Some of the practices of rewarding the employees practiced in organizations are
o Award after completion of 10 years of service
o Company‟s well furnished housing amp hotels for officers
o Paid vacations to foreign countries
o Yearly reward scheme
o Overall equipment efficiency reward
o Quality man of the year award
o Best man of the year
o Best kaizen award
o Increments
o Promotions
o Incentives
o Monetary rewards
o Public appreciation
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
76
CONCLUSION
The sources of recruitment in the organization is totally based on both the factor ie
internal and external
The recruitment of the prospective candidate for a particular post is based on experience
age qualification and by reference
The selection process is totally based on skill communication and technical qualities
The formal interview is conducted by the HRD
After the selection the employees are inducted for 1-5 days or more than 15 days
The study concluded at CENTRAL FOR RESEARCH AND INDUSTRIAL STAFF
PERFORMANCE ON EMPLOYEE PERCEPTION TOWARDS HR RECRUITMENT AND
SELECTION PROCESS has collect and the opinion of the employee has been analyzed and
find the merits and demerits in the process and restructured the some of the process and it is
following in the organization
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
77
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
78
ANNEXURE
Respected MamSir
This questionnaire is to study the ldquoCENTER FOR RESEARCH amp INDUSTRIAL STAFF
PERFORMANCE rdquo You are requested to please give few minutes to fill the questionnaire and
provide us with valuable information All the information provided by you will be treated as
confidential We will be glad to share the summary of the survey with you hellip
Instructions
You may mark more than one options if relevant
You are free to put your remarks in every blank provided
1) Name of the company_______________________________________
2) Complete address__________________________________________
3) Name of HR head__________________________________________
4) E-mail address_____________________________________________
5) Telephone no_____________________________________________
INDUCTION PROGRAM
1) Does the company provide induction for new employees
o Yes
o No
2) What are ways of induction
o Diaries
o Manuals
o Brochures
o Company cd‟s
o Any other please specify_______________________________________
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
79
3) Who participates in delivering the function
o HR Department
o Related department
o All departments
o Any other please specify___________________________________
4) Does induction is
o Same for all
o Different for different levels
5) Induction related to which areas are provided_________________________
6) What is the duration of induction program `___________________________
7) How does the company evaluates the effectiveness of induction program being
conducted
o Feedback method
o 0pinion from supervisor
o Employee satisfaction surveys
o Performance evaluation
o Any other please specify___________________________________
8) Do the organization follow any induction scheduling____________________
_____________________________________________________________
9) Any other best induction practices you would like to share ______________
__________________________________________________________
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
80
BEHAVIORAL TRAINING
1) HOW does the company recognize the need for training
o Through questionnaires
o Performance monitoring
o Reference from supervisor
o Absence in pride
o Defective quality product
o Unsatisfactory promotions
o Any others please specify_________________________________
____________________________________________________________
2) What type of training is conducted
o On the job training
o Class room sessions
o Online training
o Apprentice Training
o Outdoor training
o Any other please specify____________________________________
3) Who gives the training
o Internal trainer
o External trainer
o Any other please specify____________________________________
4) What is the percentage of employee involved in training________________________ 5) What is the annual budget for training______________________________________ 6) What is the module duration of training_____________________________________ 7) How do you take feedback of training program_______________________________
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
81
8) Please provide us any other information to help us understand the measurement of
training effectiveness_____________________________
9) Any best practice in training you would like to
share_______________________________________________________
MOTIVATIONAL TOOLS
1) Does the company provide any recreational activities( you can mark more
than one option in case applicable)
o Picnics
o Tours
o Family outings
o None
o Any other please specify _____________________
2) Does the company provide any profit sharing policy
o ESOP‟S
o Bonus
o Shares
o None
o If any other please specify___________________________
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
82
3) Does the company take up initiative for improving interpersonal relationship
o Parties
o Functions
o Get together
o Community meetings
o Any other please specify
4) Does the company provide any retirement benefits
o Gratuity
o VRS( voluntary retirement scheme)
o PF (Provident fund)
o Pension
o Old age security
o Any other please specify__________________________
5) What is the promotional basis adopted by the organization
__________________________________________________________
6) What are the fringe benefits provided by an organization____________
____________________________________________________________
7) Any other motivational initiative you would like to share with
us_________________________________________________________
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
83
WELFARE ACTIVITIES
1) Does the company provide any transportation facilities
o Yes
o No
2) If yes what type of facilities have been provided____________
____________________________________________________
3) Does the company provide uniform for its employees
o Yes
o No
4) If yes
o Who is responsible for providing these uniforms
o Who take care of their maintenance
5) Does the company has well established cafeteriacanteen (yesno)
If yes
6) What facilities are provided
o Lunch
o Breakfast
o Dinner
o Snacks
7) Payment Mode
o Free
o Subsidized
o Paid
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
84
8) Does the company has any special aid facility (you can mark more than
one option if applicable)
o On duty doctors
o Any collaboration with hospitals
o Ambulance for emergency
o First aid kit
o None
o Any other please specify_____________________________ 9) Does the company adopt any on job safety measures
o Fire safety
o Electric shock safety
o Radiation safety (if any)
o Any harm while handling the machinery
o None
o If any other please specify_____________________________
10) What policy do the company has for rehabilitation of injured
staff_____________________________________________________________
11) What are the grievance handling procedures of the organization ______
_____________________________________________________________
12) Any other welfare related initiative you would like to share____________
_____________________________________________________________
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
85
REWARDS AND RECOGNITION
1) What appreciation schemes are being followed by your organization
o Appreciate publicly
o Incentives
o Increments
o Promotions
o Any other please specify ________________________________________________________
2) What are various rewards and recognition schemes for the organization
o Additional pay for extra work
o Paid vacations
o Overtime
o Monetary rewards
o Perks
o Any other please specify______________________________
3) How do you recognize outstanding performer
o Regularity
o Punctuality
o Initiative
o Extra work
o Productivity
o Any other please specify______________________________
__________________________________________________
4) Any other medical benefits provided__________________________________
_________________________________________________________________
5) Any other recognition schemes you would like to share___________________
_________________________________________________________________
THANKS FOR YOUR VALUEABLE HELP
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom
86
ANNEXURE 2
BIBLIOGRAPHY-
Personnel and Human Resources Management ndash P Subba Rao
Personnel and Human Resource Management-Robert L Mathis amp John
H Jackson
HUMAN RESOURCE MANAGEMENT -DEEPAK BHATTACHARYA
People Management
India Today
WEBSITES-
wwwgooglecom
wwwslidesharecom
wwwCrispIndicom
wwwhrhubcom
wwwhrsummitexpocom
wwwnationalhrdorg
Kind Regards
Asim Khan
Mob No-9179000490
Email id - asimkhan401gmailcom