Download - HRM Recruitment and Selection FINAL
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METs Asian ManagementDevelopment Centre
Human Resource Management
A study ofRecruitment and Selection
Submitted to: Prof. Cabral
Pratiti Shah
PGeMBA Insurance
Roll No. 7081
2007-2009
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METs Asian ManagementDevelopment Centre
Human Resource Management
A study ofRecruitment and Selection
Submitted to: Prof. Cabral
Pratiti Shah
PGeMBA Insurance
Roll No. 7081
2007-2009
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INDEX
RECRUITMENT AND SELECTION .. 4
SYNOPSIS .................................. 5
OBJECTIVE & METHOD .................................. 6
ACKNOWLEDGEMENTS .................................. 7
COMPANY INFORMATION (ACME) .................................. 8
ACTUAL STUDY .................................. 9
TABULATION .................................. 10
GRAPHICS .................................. 12
FINDINGS .................................. 13
ANALYSIS .................................. 14
CONCLUSION .................................. 15
DOES MONEY MAKE YOU MOVE . 16
RECOMMENDATIONS .................................. 17
BIBLOGRAPHY .................................. 18
ANNEXURE (QUESTIONNAIRE) .................................. 19
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Recruitment and Selection
The recruitment and selection process
Agree vacancy to be filled
Job analysis define knowledge, skills and aptitude needed
Attract a field of candidates
Sort candidates
Selection through interview and/or other methods Induction
The personnel specification
Represents the demands of the job translated into human terms
Involves differentiating criteria which are essential from those
which are desirable
Lists those which would exclude a candidate from consideration
Criteria to assess the value of selection procedures
Discrimination
Measurement procedures must provide for clear
discrimination between candidates
Fairness/adverse impact
Measures must not discriminate unfairly against specificsub-groups
Administrative procedures
Procedures should be acceptable and capable of
implementation
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SYNOPSIS
Recruitment is the process of searching for prospectiveemployees and stimulating them to apply for the jobs- Edwin Flippo
Hiring and firing is an old game that the managementhas to play. Finding the right people is the mostimportant and equally difficult job. Recruitment is an
important part of every organization. Each point ofplacement demands a person with right qualities andqualifications.
Once the human resource needs are ascertained andvacancies are created, the management had toundertake the task of recruitment and selection. The5Ws and 1H play an important in the recruitment
process too. An effective recruitment will be anadvantage for the company as well as the HR Manageras well as the person to be recruited.
Every organization has a different unique style as well astime as an when and whom to recruit. The purpose ofthis project is to study the recruitment strategy as wellas selection structure of a construction company, ACME.
This includes how is recruitment done at ACME and whatdo they do after the person is selected as well as histraining, performance appraisal, and finally how is heretained if he wants to look for better pastures in theoutside world.
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OBJECTIVE AND METHOD
THE main purpose was to cover all the aspects ofrecruitment and selection. Learning was in the form ofvisit to ACME and to meet different people from differentbackgrounds in the organization and find out what keepsthem together and still together after the entry of a newface (employee) in their phase.For the same purpose questionnaire method was used.
The purpose of using questionnaire was to have point topoint feedback regarding the concepts and strategy ofappointment of a candidate.
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ACKNOWLEDGEMENTS
The vote of thanks: I would like to thank all those whohelped me in this project. Without their valuablecooperation this would not have been possible. Theydevoted their precious time in giving me an interview as
well as filling up the questionnaire. Visiting Cards of allthe persons possible are attached.
My sincere thanks to the following:
1. Mr. Vency Fernandes, Head HR, Acme Constructions
2. Mr. Michael Coutinho, Resource Executive, Contactx
3. Ms Nisha Pushpavanam, HR Executive, K Raheja
Universal
4. Mrs Shubha Naik, Resource Executive, Fairgrowth
5. Mr. Deepak Mehra, Team Leader, Fairgrowth
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COMPANY PROFILE: ACME CONSTRUCTIONS
Mission Statement : Customer is God and we keep our Godhappy.
Besides earning reasonable profit for its shareholders, is "To satisfy thecustomer" by executing quality work at competitive costs and in the giventime period. The mission of the company is to ensure that the quality policyis understood, implemented and maintained at all levels in the organization.
QUALITY POLICY : We at ACME house happiness'
Providing value for money and excellent after sales service. Practicing continual improvement techniques. Being socially responsible by effectively utilizing resources.
Ensuring professional growth of our employees through continuoustraining.
Since 1976, ACME Group has been studying Mumbai with landmarks in overfifty-eight projects, all colorful, sturdy, high-rise projects. A buyer can makehis choice from a variety of locations, amenities, lifestyles and priceoptions, which ranges from just over a half million rupees to fifteen millionrupees.
Besides offering variety like a one-stop-shop for homes, Acme operates as averitable service oriented group. Acme offers all services under roofincluding choosing a property to Home Loans to Stamp Duty & Registration
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Assistance. Every Acme flat is earthquake resistant, and designed as perVaastu Shastra more often than not.Yet to add to Mumbai's grandeur are Acme's ongoing projects like AcmeMall a Shopping Zone, besides residential projects like, Akshay Girikunj-4,Amartaru -VII, Acme Complex, Acme Amay in western suburbs. Also
introducing shortly, Acme Ozone in Thane and Acme Avenue in Kandivili.
Acme has been consistently handing over possession of flats in time and itmaintains transparency in all its dealings, which is a commendable practicefor any business house in this industry. The marketing team goes the extramile to customize major deals as required by a client. The experiencedcustomer service department is well versed with the entire process ofmandatory paper work involved in buying and selling of flats. They providecustomized solutions for every legal formality.
ACTUAL STUDY
Actual study was a visit to Acme. Proper appointmentwas granted by the concerned person. I wasnt kept
waiting long. Everything was as per schedule. Later Imet Mr. Vency Ferandes, Head HR. The atmosphere wasvery warm and the ambience was good. We had toremove our footwear outside...this shows theorganizational culture. Then the actual discussion aboutrecruitment and selection started. Knowledge wasimparted on both the sides.
The HR team in Acme consisted of 3 persons. Mr.Fernandes, Recruiter and Admin. Vency has been in thisorganization since a long time. HE started working in thefield of HR since 1988. Later did LAW. 10 years afterworking he did part time MBA from ITM in New Bombay.Peoples opinion about Vency is that He does not markethimself well enough. S0o He gets paid lesser than hiscounterparts. He works @ 50% of market rate. When
Vency was HR, it was not as glamorous as it looks today.Today HR is recognised and publicised.
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TABULATION
Acme Fairgrowth Contactx
What is
Recruitment
Inducting
manpower tofill up current
and futurevacant
position onensuring a
right fit
Choosing the
best candidate
Sourcing the
rightCandidate forthe right job.
How often the
process takes
place
As required Twice in ayear
As and whenthere is
requirement ofmanpower
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with a client.
Main sourcesof Recruitment
Placementagencies,NewspaperAds, Referral,Portals
Job Portals andHead Hunting
Job Portals,referencing,networking,internaldatabase.
Selection
Criteria
Domainknowledge,Competency,Family
Background,Track Record,Etc.
Confidenceand ability tocommit
Communication,Qualification,
Job profile,
employmenthistory andmostimportant hisattitude.
Openness to
negotiate
NO Very much Negotiation isvery importanton both fronts
with thecandidate andclients.
Problems
during
Recruitment
and Selection
CulturalBackgroundissues, Salarybandproblems,
Candidatesnot joiningafter offeracceptance
Sourcing therightcandidate for atechnicalposition
,candidatesnot attendingthe interview,lack offeedback fromthe clients
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Does MONEY
make you
MOVE
Profile,Compensationand benefitsalong with
money isimportant
Not so muchbut definitelya factor to beconsidered.
Job Scope andsatisfaction,remuneration,growth makes
me switch.
Note: The above table shows details about various companies
Opinion about Recruitment and Selection on the basis of thementioned criteria. They are highly subjective as they are
personal opinion
GRAPHICS
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MICHAEL, CONTACTX
FAIRGROWTH: DURING TRAINING OF A NEWLY RECRUITED
CANDIDATE
CONTACTX: EMPLOYEES FROM VARIOUS BACKGROUNDS DURING
DISCUSSION
FINDINGS
According to Vency Fernandes,
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Recruitment is inducting manpower to fill upcurrent and future vacant positions and ensuringa right fit.
A rightly said and a well defined concept. At Acmerecruitment is done as per requirements and not ontimely basis. The main sources they use for this purposeare Placement agencies, newspaper ads, referral i.e.internal as well as external sources, and finally jobportals. The procedure takes time depending on theposition vacant. If the position is that of a senior levelemployee then it takes a longer duration. And theposition such as that of a driver can be decided on theday of interview itself.
Criteria that they look for is domain knowledge,competency. Qualification, family background, tracksrecord and so on. There are certain problems or sayhurdles that also occur during the process. There mightbe issues regarding salary bands, cultural background,and many a times the candidate does not join aftercommitting. Then this process becomes time consuming.Negotiation is an important aspect of recruitment andselection. The company is not so keen in renegotiating.But still is the candidate is exclusive then they mightconsider.
The next step after selection is training and placing onjob. There are times when the job becomes monotonousand you feel like looking for a change. Then what do youdo? Acme has a solution. These are called methods ofretaining an employee. It is done by training anddevelopment, schemes, compensation survey, andemployee satisfaction survey.
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ANALYSIS On the basis of Findings
Before you go for recruitment you have to find out thedetails about a particular position. So how is it done?
The gap comes through the concerned department. Theyin turn inform the HR. They also give the job descriptionas well as the age limit and qualifications required alongwith other requirements. Today there is a lot of buzzabout n term called competency. This is alsomentioned by the department. The Head of Departmentof the concerned department takes active part in therecruitment and selection procedure. At times he/she ispresent right from stage 1. It might be possible that theCVs shortlisted by the HR are not accepted by theconcerned HOD. So this is discussed further betweenthem in a free flowing and detailed manner.
It is difficult to retain an employee once he has made uphis mind. Still efforts are made by the company withregards to his retention. It is very important to bridgethe gap between the candidate and the job. Also todaythere are many environment friendly schemes.
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CONCLUSION
Today the environment is very hostile. Every day newtechniques of recruitment and selection are defined.
Today the candidate had many options available in themarket. As the economy is growing at around 8.4% andthe opening of many avenues has always been an addedadvantage. The construction and real estate industry isgrowing at a very high speed.
Infrastructure is improving and better technology isbeing made available day after day. By the end of theday you have to see what the cost of the candidate tothe company is. He has to be selected in an orderlymanner. One wrong step can lead to the loss tocompany as well as waste of time and skills of thecandidate where it is not required.
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Does money make you move you move or it is
something else?
Vency(ACME) :The answer to this question can be yes as well as No.Depending upon the circumstances a call has to betaken. Later you should not regret. Profile is very much
an important factor. A generalist profile gives you moreexposure to the entire concept of Human Resources. Aprofile which gives you an opportunity to grow and learnis the best. Rest all should be secondary. Money is highlysubjective.
Nisha(Raheja)NOT AT ALL
Michael (Contactx)Job Scope and satisfaction, remuneration, growth makesme switch.
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Shubha(Fairgrowth)Not so much but definitely a factor to be considered, Asthere are many aspects along with monetarycompensation to be considered,
RECOMMENDATIONS
There would be no recommendations as such. But thegestation period between the interview and selection
should be reduced. A position kept vacant for a longtime can lead to instability in an organization, especiallyin a construction industry which is growing considerably.Also there should be a facility of a suggestion box anddirect interaction with the senior most executives,directors, etc.
The office timings are too long that is morning 9:30 am
till evening 7:00 pm. This may turn away manyprospective candidates coming for the vacant positions.
To top it all they do not have any of the Saturdays off.You can always have rotating Saturdays off.We have themultinational culture today. The demand at leastalternate Saturdays off.
Finally, the HR Department. Since all the people in HR
dont have a degree in management and hardly haveany experience in the field. They have to either recruit
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trained professionals, or people with proper degree andknowledge. HR here at ACME ...it needs to be stronger,and a bit bigger.
BIBLOGRAPHY
1. Fundamentals of Human Resource Management
(Indian Edition)
- Decenzo &
Robbins
2. Human Resource Management - K
Aswathappa
3. The HR Answer Book - Smith &
Mazin
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ACME CONSTRUCTIONS
QUESTIONNAIRE
NAME:
DESIGNATION:
DATE:
1. According to you what is recruitment?
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2. How often do you recruit?
3. Which sources do you use to recruit?
4. How long does it take for you to recruit an employee?
5. What do you look for when you are interviewing a
candidate?
6. What are the problems faced during the recruiting
process?
7. How free are you towards candidates further negotiation?
8. What is the next step after selection?
9. How do you retain an employee?
10.Does money makes you move or it is something else? Please specify.