Era Infrastructure & Pvt

7/27/2019 Era Infrastructure & Pvt

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Era Infrastructure & Pvt. Ltd.

Recruitment, Selection & InductionProcess

mrityunjay


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Introduction

The flagship company of the Era Group, Era InfraEngineering Ltd. is amongst one of the fastest growinginfrastructure companies in India with a wide sectoralpresence. The Company services reputed clientele in theprivate and public sector across the entire spectrum ofinfrastructure development -- from Power plants toIndustrial & Institutional segments, from Railways & Metrosto Roads, Highways and Aviation projects, from Healthcareto Urban Infrastructure segments.

Backed by three distinct business Divisions and two 100%subsidiaries, it is equipped with the ability to offer single-point turnkey solutions for contracts of all sizes and scale.


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RECRUITMENT

Successful recruitment is about attractingpeople of the right caliber to work in theorganization. It is also about attracting the

most appropriate individual for each post. Theprocedures should always aid this process andensure that candidate is handled fairly, swiftlyand professionally. Recruitment and Selection

for all positions should be seen from thecandidates perspective. Procedures shouldbe flexible but consistent.


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Objective

a) To determine the requirements of EIPL at regularintervals.

b) To increase the pool of candidates at minimum cost.

c)To increase the success rate of the selection processby reducing the number of visibly, under-qualified oroverqualified applicants.

d)To reduce the probability of applicants leaving the

organization only after a short period of time oncerecruited and selected.

e)To evaluate the effectiveness of recruiting techniqueand sources for all types of applicants.


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Recruitment Process

Step 1- a)Recruiting Plan

b)Define position needs

c)Create job description

d)Filling up Employee Requisition Form

Step 2- a)Find applicant source

b)Select advertising media

c)Campus recruitment

d)Advertisement at Era Group Website


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Step 3- Sourcing through placement agencies

Step 4- Selection Procedure-a) All the resumeswill have to be pre-screened by the FunctionalTeam.

b)People shall be called to HO for interview.

Step 5- Telephone screening (only for Managersand above)-HR Department conduct telephonicinterview prior to setting a personal interviewwith a candidate. This would be helpful in savingof time, man-hour and money. Shortlisted

applicants (who are coming from outside NCRonly) would be reimbursed TO and FRO expensesas per the TA/DA policy.


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Step 6- Interview Process

Step 7- Final Interview-Once the candidate hasbeen screened through the preliminaryselection round, he/she has to undergo thefinal Interview. The Department Head will

assess the candidate on various work-relatedabilities to ascertain his/her suitability for theposition. An evaluation sheet needs to befilled-in by the Interviewer to assess the abilityof the candidate on various grounds. Thecandidate will score marks on each parameter.


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Step 8- Reference check- The Reference checkmay include factors such as stability, process

orientation, achievements and otherpersonality characteristics.

Step 9-Issuing the letter of intent - Such offer

letter contains a date by which the appointeemust report on duty. The appointee must begiven reasonable time for reporting. This isparticularly necessary when he or she is

already in employment, in which case theappointee is required to obtain a relievingcertificate from the previous employer.


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Step- 10- Joining the Company- Every new employee joining the company is like anew born baby in the family Consequently, when they join, they should be greetedwith a warm smile and rendered with at most support and cooperation by theexisting employees of the Company

On the date of joining the candidate will be required to fill up the Joining Report.

The new employees will be briefed about the Company by HR department. Thecandidate will be informed about the rules and regulations of the Company, whichthey have to follow ultimately.

The photographs / testimonials / experience certificates are verified.

Besides the above mentioned forms, every employee is required to submit thefollowing documents to the HR department along with their joining report:

a) Bio Data

b) Experience Certificates

c) Relieving letter from the previous employer

d) Educational certificates

e) Proof of date of birth

f) Salary Slip for the last salary drawn g) Passport size photograph.

h) PAN/Annual Return Copy/Declaration for current year


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The employee is given an Employee Code by the HR Dept. and separate file of hisname is prepared.

Step 11- Appointment Letter-After completion of joining formalities HR dept. willissue an appointment letter to the new joinee. Issuing an appointment letter is notthe last step of the recruitment and selection process. The process continues tillthe new joinee satisfactorily completes his/her induction and orientation.

Step 12- At this stage HR department should create Database for timelyconfirmation on probation etc. will enclose the following documents.

i. Employment Form

ii. Interview evaluation sheet iii. Employment Agreement Form

iv. Joining Report

v. Salary fixation form

vi. Appointment Letter

vii. Reference check

viii. photographs ix. Copy of testimonials

x. PF Form


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Step 13- Induction /Orientation

Orientation, also called induction, is designed

to provide to new joinee the requisite

information about system and persons that

he/she needs to function comfortably and

effectively in the organization. Orientation isbasically planned introduction of employees

to their jobs, their co-workers and the

organization.

All d t t l i t t l i i d ti d i t ti f l Th ibilit h t f i


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All departments play an important role in induction and orientation of a new employee. The responsibility chart of variousdepartments is described in the table.

HR Department

Ensure that all the concerned departments are intimated three days before a new person joins so as to makearrangements accordingly.

Brief profile of new joinee (Manager & above) to be circulated to all by the Unit HR with in the unit and a copy to besend to Corp HR.

For GM & above, profile would be send to Corp HR for circulation across the group.

Administration Department

Ensure a suitable place for sitting for incumbent.

Ensure a chair and Table is available for him/her.

Place all necessary stationary items incl. Business cards (in case of senior positions) a day before he/she joins.

Ensure a computer is placed on the desk of incumbent.

Maintenance Department

Ensure a telephone is installed and functioning properly. Also provide a list of extension numbers.

Ensure all electrical points are working near the desk of the incumbent.

Ensure the Fan and AC is properly functioning at incumbents desk.

IT Department

Ensure a computer is installed with requisite software in it a day before a person joins.

Provide new person with an email id on the very first day of joining.

Give a 5 to 10 minutes briefing on various software installed in the computer and also check with him/her for any furtherrequirement.


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HR has developed an Orientation Feedback

Form as a tool to know whether his/herinduction is going as per the plan. It also acts

like a checklist where an individual can put a

tick mark after completion of each activity.

He/She is required to complete this form and

hand it over to HR Department on completion.


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Era Infrastructure & Pvt

Documents

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