hrm recruitment and selection final

8/2/2019 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.

hrm recruitment and selection final

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