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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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