Organization Industrial Profile
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Transcript of Organization Industrial Profile
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ORGANIZATION INDUSTRIAL PROFILE
HIND LAMPS LIMITED
Chairman:- Shekhar bajaj
Executive director :- A.P. Sharma
Address :- Hind lamps limited
Skd. Dist.Firozabad (u.p.)
Phone :- 05676-2234501-02-03
Fax :- 05676-2234300
E-mail :- [email protected]
Business :- manufacturing of GLS,electric-bulb,
Fluorescent,CFL,miniature lamps
And major aluminum components
Such as glass shells, miniature and
Caps,lead glass etc.
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hind lamp ltd(HLL) is a part of the us $ 3billion bajaj group which is in the business
of steel ,suger, two wheelers & three wheelers besides an impressive range of home
appliances, lighting & consumer electrical product . it is a 68 years old company with a
turnover of over Rs. 1111 crores aiming to be 2001 crore company in the next couple of
years.
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Bajaj group compreien 26 company and near founded in the year 1926.the companies in
the group are:-
1- bajaj auto ltd
2- hind lamps ltd
3- bajaj Hindustan ltd
4- mukand industrial ltd
5- mukand engineers ltd
6- mukand global finance ltd
7- bachhras factories pvt ltd
8- maharashtra scoters ltd
9- bajaj consumer ltd
10- bajaj auto finance ltd
11- bajaj auto holdings ltd
12- Hercules hoisets ltd
13- Jamnalal sons pvt ltd
14- Bajaj sevashrama pvt ltd
15- Bachhraj & company pvt ltd
16- Mukand ltd
17- Jeevan ltd
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BAJAJ LIGHTING
bajaj lighting spreads the grow of trust in every nook and corner of the country with a
comprehensive range of lamps. Most of lamps and tube lights are manufactured by bajaj
group company, hind lamps LTD. for many decades had a technical collaboration with
Philips ,N.V. of Holland. Each one of the products under goes hundreds of quality test
before reaching millions of homes in India.
Hind lamps LTD. has 19 branch offices. A chain of 600 distributors , 3000 authorized
dealers over 20,000 retail outlets and 200 services franchises spread across of country . it
is also in the business of manufacturing. Cretin and commissioning of transmission line
towers. Telecom towers, mobile telecom towers and wind energy towers .export of all
HLL,s products except of its engineering and projects business unit is taken care of by
group company bajaj international pvt ltd.
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In order to attract people for the jobs the organization. must communicate the position is
such a way that job seekers respond to, be cost effective , the recruitment process should
attract qualified applicants and provide enough information unqualified person to self
select themselves out.
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RECRUITMENT PROCESS
As was mentioned carrier recruitment refers to the process of identifying and attracting
job seekers so as to build a pool of qualified job applicants .
Process comparieses five inter related stages :-
1- Planning
2- Strategy development
3- Searching
4- Screening
5- Evaluation and control
According to famulrao, recruitment process consists of five eliments namely a
recruitment policy, a recruitment organization, developing sources of recruitment,
techniques used to tap these sources, and a method of assessing the recruitment
programme.
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SOURCES OF RECRUITMENT
Various sources of recruitment may be classified into board categories, namely :-
1- Internal sources
2- External sources
Recruitment
Internal sources External sources
(a) Transfers (a)Casual callers
(b) Promotions (b) Employment exchange
(c) Educational and training institution
(d) Executive search agencies
(e) Press advertisements
(f) Similar organisation
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INTERNAL SOURECES
Transfer :- Transfer is mainly one department to another department and one place
to another place but no change in job responsibilities .
Promotion :- In the promotion a person get higher responsibilities and higher
authorities and sit on the higher position
EXTERNAL SOURECES
Education and training institutions :-
Various institutions like IIMs, IITs, engineering colleges, medicals colleges, it is and
universities are a good source recruiting well qualified executive, engineers medical
staff, pharmacists, chemists, etc. They provides facilities for campus interviews and
placement. Good institutions have placement cells/officers to serve as liaison between
the employers and the students. This source is known as campus recruitment .
Executive search agencies :-
Several private consultancy firms, e.g., Ferguson Associates, price waterhouse, ABC
consultants, etc. perform recruiting function of behalf of clients companies by
charging fee. These agencies are particularly suitable for recruitment of executives
and specialists. They perform all the function of recruitment and selection so that the
clients is relieved of this burden. But the cost of recruitment through these agencies is
quite high.
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Employment exchange:-
Government of India has established public employment exchanges throughout the
country. These exchange provide information about job vacancies to the jobseekers
and help employers in identifying suitable candidate .
Casual callers :-
Due to widespread unemployment in the country. Many jobseekers visit the officers
of well known companies on their own. Such callers are generally considered a
nuisance to the daily work routine of the enterprise.
Press advertisements:-
Advertisement in newspapers and journals is a widely used source of recruitment.
The advantage of this method is that it has a very wide reach. One advertisement in a
leading daily can cover millions of
persons throughout the country. Cost per person is very low. This method can be used
for clerical, technical and managerial jobs.
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STEPS IN SELECTION PROCESS
The selection process consists of the series of steps. At each stage, facts may come
to light which an applicant. It is a series
of successive hurdles or barriers which an applicant must cross.
preliminary interview:-
First of all, initial screening is done to weed out totally undesirably/unqualified
candidates at the outset. Preliminary interview is essentially a sorting process in
which prospective candidates are given the necessary information about the nature of
the job and the organization. Necessary is also elicited from the candidates about their
education, skills, experience, salary, expected, etc.
application bank:-
application form is a traditional and widely used device for collection information
from candidates. Small firms design no application form and ask the candidates to
writes details about their age, marital status, education, work experience, etc. on a
plain sheet paper. But big companies use different types of application forms of
different jobs.
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(a) Identifying information:- Name, Address, Telephone number, etc.
(b) Personal information:- Age, Sex, Place of birth, Marital status,
Dependents, etc.
(c) Physical characteristic:- Height, Weight, Eyesight, etc.
(d) Family background.
(e) Education:- Academic, Technical & Professional.
(f) Experience:- Job held, Employers, Duties performed, Salary drawn, etc.
(g) Reference .
(h) Miscellaneous:- Extra curricular activities, Hobbies, Games & sports,
Membership of professional bodies, etc.
Selection test:-
Psychological tests are being increasingly used in employees selection. A test is a sample
of some aspect of an individuals attitudes, behavior and performance. It also provides a
systematic basis for comparing the behavior, performance and attitudes of two more
persons. Tests are based on the assumption that individual differ in their job related traits
which can be measured. Test help to reduce bias in selection by serving as a
supplementary screening device. Test is helpful in better matching of candidate and the
job. Tests may also reveal qualifications which remain covered in application form and
interview
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TYPES OF TESTS
ATTITUDE OR POTENTIAL ABILITY TESTS:-
These tests measure the latent ability or potential of a candidate to learn a new job or
skill. Peculiarities or defects in a persons sensory or intellectual can be detected through
these tests.
Intelligence tests:-
These tests measure the overall intellectual capacity [intelligence quotient (I.Q.)]of a
person. These reveal whether an individual has the capacity to deal with new problems.
These help to determine a persons word fluency, memory, inductive reasoning,
comprehension, speed of perception and spatial visualization.
Aptitude tests:-
These tests measure a persons capacity to learn a particular type of mechanical work.
Capacity for spatial visualization, perceptual speed, manual dexterity, visual insights,
specialized knowledge for techniques, problem-solving ability, technical vocabulary, etc
are judged in these tests.
Personality test:-
These are pen paper used to judge the psychological make up of person. These probe
deeply to discover clues to an individuals value system, emotional reactions and
maturity, and his characteristic mood.
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Interest tests:-
These tests are inventories of candidates likes and dislikes in relation to works. These
are used to discover a persons areas of interest and to identify the kind of work. That will
satisfy him.
EMPLOYMENT INTERVIEW
An interview is a conversation between two persons. In selection, it involves a personal,
observation and face-to-face appraisal of candidates employment. Interview is an
essential element of selection and no selection procedure is complete without one or more
person interviews. The information collected through application and test can be cross
checked in the interview.
MEDICAL EXAMINATION
Applicant who has crossed the above stages are sent for a physical examination either
to the companys physician or to a medical officer approved for the purpose.
REFERENCE CHECKS
The applicant is asked to mention in his application form, the names and addresses of
two or more persons who know him well. These may be his previous employers,
heads of educational institutions or public figures. The organization contacts them by
mail or telephone. They are requested to provides their frank opinion about the
candidate without incurring any liability.
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SELECTION
INTRODUCTION:-
The size of the labour market the image of the company. The place of posting the
nature of job. The compensation package and a host of other factory influence the
matter of aspirants are likely to respond to the recruiting efforts of the company
.through the process of recruitment the company tries to locate prospective employees
and encourage them to apply for vacancies at various levels. Recruiting thus provides
a pool of applicants for selection .
Definition :-
To select mean to choose . selection is the process of picking individuals who have
relevant qualification to fill the jobs in an organization . the basis purpose is to choose
the individual who can most successfully perform the job from the pool of qualified
candidates.
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4- Selection test
5- Selection interview /GD
6- Medical test
7- Reference cheeks
8- Hiring decision
Every candidates for . the job has to clear a number of hurdles before getting selected
for the job . If he is not found further stages .Thus he will be reselected .For instance
if a candidates particulars in the application are not found suitable .He while not be
called for the test , is a candidates fails in the test .He will net be called for the
interview.
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