Gurdeep Project Report

8/4/2019 Gurdeep Project Report

http://slidepdf.com/reader/full/gurdeep-project-report 1/39

PROJECT REPORT

On

Recruitment &Selection

SUBMITTED TO College Name IN THE PARTIAL FULFILLMENT OF THE

REQUIREMENTS

In the year (2011)

At Global InnovSource Search Pvt Ltd

SUBMITTED BY:

GURDEEP SINGH

Roll No:

104292247337

Department:

HR



Acknowledgement

Gratitude is the hardest of emotions to express often one doesn’t find adequate

words to convey that entire one feels. There were many people whom I would

like to thank for their help. I sincerely feel that credit of this work could not be

narrowed down to any one individual, by which I achieve its completion.

Words will not suffice to express my deepest feeling of sincerest gratitude to my

revered Mentor NISHANT PANJWANI for his guidance, constructive criticism

and inspiring attitude resulting in the successful completion of my Project.

Some persons certainly have more capacity to help others and I should not loose

any opportunity to extend my feeling of profound gratitude to NISHANT

PAJNJWANI for unstinted encouragement which inspired me to do better.

I wish to acknowledge the sincere co-operation and moral support rendered to

me by my friends. In successful completion of this work.

In the end it would not be out of place to express sincere thanks to my

Father Mr. KULWANT SINGH, and my Mother Mrs. KULWINDER KAUR

for their moral support and encouragement.

(GURDEEP SINGH)



DECLARATION

I, Ms. GURDEEP SINGH do hereby declare that the project report

titled “A STUDY OF RECRUITMENT, SELECTION, PROCESS,

METHODS AND STEPS, ROLE OF RECRUITMENT CONSULTANT,

AND INDUCTION In Global InnovSource Solutions Pvt Ltd

Chandigarh” is a genuine research work undertaken by me and it

has not been published anywhere earlier.

An attempt has been made by me to provide all relevant and

important details regarding the topic to support the theoretical

edifice with concrete research evidence. This will be helpful to clean

the fog surrounding the various aspect of the topic.

I hope that this project will be beneficial for the Organization.

Date:



Table of Contents

1. Acknowledgement

2. Introduction

3. Management Team

4. Profile And History Of Global InnovSource Group

5. Presence Of Global InnovSource

6.Concept Of Recruitment

7. Recruitment Process

8. Aspect Of Recruitment

9. The Concept Of Selection

10. The Selection Process

11. Summary



INTRODUCTION

The Progress of any organisation depends upon quality of people who

work in it. Only a committed and qualified work force will be able to

achieve the goals & targets set by the organisation. Therefore it is very

important to place the right man in the right job so as to make optimum

utilization of his assets. This increases the importance of a strong systemof recruitment and selection.

Recruitment deals with finding the applicants, communicating

opportunities and information and generating interest. Selection is a

systematic process of choosing among the pool of candidates the best

qualified potential candidate who is most likely to perform the job

successfully. Both these processes are very important and must be carried

out systematically to achieve the goals set by organisation.



Staffing Solutions

Employee benefits | Why Temp staffing | Our Approach | Why Global Innov

Temp staffing is an employment relationship between an Outsourcing Client Company, an

HR Services provider, like Global Innov and an employee.

Under this arrangement, the HR Services Provider - Global Innov, enters into a master

agreement with the Outsourcing Client Company. This contract dictates the service levels

promised to the Client Company and benefits the Services provider will provide to the

employees. A separate contract is entered into between each employee and Global Innov.

This contract enumerates the compensation and benefits that an employee enjoys during

his tenure of his contract. This contract may be fixed term or open term depending on the

client requirement.

And based on the requirement request that a client raises, Global Innov sources the rightpeople, to take on these required roles. Training, induction, and necessary resources,

where required, are provided by Global Innov.

Roles & responsibilities

HR Service Provider

Global Innov

Outsourcing Client

Company

Employee

• Sourcing

• Selection process

• Joining formalities

• Bank Account opening

• Selection • Documents for

verification & employment

• Manage leave and

attendance

• Manage reimbursements

• Manage salary payouts

• Work assignment

• Provide

attendancedetails

• Execute assigned

responsibilities

• Manage statutory reports - -

http://innovsource.com/benefits.htm

http://innovsource.com/whystaffing.htm

http://innovsource.com/approach.htm

http://innovsource.com/whyglobali.htm

http://innovsource.com/benefits.htm

http://innovsource.com/whystaffing.htm

http://innovsource.com/approach.htm




Recruitment Solutions

Executive Search | Our methodology | Why Global Innov

Hiring new recruits is a time-consuming and therefore an expensive process. But for a

growing business, making the right choices can be the difference between long-term

success or failure. The last thing you want is your relationship with customers, partners

and suppliers to suffer. Equally, a wrong person could knock morale, and cause disquiet in

the camp, whereas the right person can provide impetus, inspiration and fill the gaps in

your operation.

Recruitment is a very crucial aspect of Human Resource that is sometimes neglected. It is

very important for any Organisation to hire the right kind of resource for the right kind of

Job.

We offer the following recruitment services across industries and sectors.

Executive Search

We offer "C" Level Search services viz. CEO's, MD's, CFO's, CIO, CTO's, CAO's, President,

and Heads of Department. We are committed to providing the best leadership talent to

our partner clients to reinforce their bussines requirement. We have pedigree research

capabilites and our expert team, leverage our extensive network of relationships across

industries, sectors and geographies to place the appropriate leader in any organisation.

Recruitment Process Outsourcing

Large requirements or project ramp-ups are provided dedicated attention, even operating

from Client office, if required, so that clients can manage their ramp-up smoothly,

efficiently and cost-effectively. We manage this in partnership with the client where we

deploy our resources dedicatedly for an assignment.

Head-Hunting

Our unique JobEx platform extends our recruiter force to over 1000 recruiters. Our unique

software allows tracking of the recruitment process, step by step. This gives us a reach to

access candidates that may not be available on job portals. Our pre-screening ensures

that the right candidates reach you in a timely manner.

JobEx – Our referral partnership program

JobEx, a referral partnership program creates a recruiter out of you. You would typically

have several people as friends who may be looking for jobs. Here is a unique opportunity

to create their lives by referring them to the right jobs on our portal, and yet earn

handsome rewards. For more information visit www.jobexindia.in

http://innovsource.com/executives.htm

http://innovsource.com/methodology.htm


http://www.jobexindia.in/

http://innovsource.com/executives.htm

http://innovsource.com/methodology.htm


http://www.jobexindia.in/



Facilities Management

O&M Care taking services | Housekeeping Services | Why Global Innov

Facilities management is our new business initiative that we began one year ago. As a part of this

we have launched O&M Care taking services already, and plan to launch Housekeeping servicessoon.

O&M Care taking services – Operations & Maintenance care taking services is currently

offered for Telecom Tower companies.

Housekeeping Services – [To be launched soon] Housekeeping and administration services forCorporates and large buildings.

http://innovsource.com/oem.htm

http://innovsource.com/hks.htm


http://innovsource.com/oem.htm

http://innovsource.com/hks.htm




Management Team

Our Core Management team consists of experienced professionals that have variedexperience in the industry. Global InnovSourcespecializes in delivering innovative outsourcingsolutions to the fast paced world.

The management is headed by a team, with long-term expertise in various fields in Indianbusinesses. Outstanding customer performanceevaluations that approach and even achieveperfection are evidence of the success of GlobalInnovSource management team. Global GroupEnterprise provides vital strategic inputs in

business strategy, and expansion as well. TheExecutive Team includes:

Shishir Gorle, Director & CEOHas been actively involved in the areas of

Marketing, and expansion strategies of new and incubating ventures. Coming

from a background of the Indian AirForce, he brings in a rich experience of

Marketing and Management from his

exposure in management of BPOoperations for GTL limited, and as head of various telecom & IT business units. He

was an Independent Consultant tovarious mid-size Call Centres advising on

formation, technology, and businesspractices to various corporates. He was

also Director & COO of JasCall Connect, amid-sized call centre based at Mumbai.

Raja Sekhar Reddy, Director & COO

PGDM from IIM Ahmadabad, and B.Tech.in Computer Science & Engineering fromIIT Kanpur. With over 17 years of management, teaching and researchexperience, he has served in variouscapacities including Human Resources,Training, Organisation Development,Information Technology, StrategicPlanning, Project Management, andMarketing. His exclusive and eminent listof portfolios include: Chief LearningOfficer, Chief Knowledge Officer, VP -Organisation Development, VP - StrategicPlanning, etc. After his brief service in

teaching, he has worked with the GTLgroup in various capacities.



Sanjeev Paralikar, Director - StaffingHas been actively involved in the field of Human Resources and Training for 30years. With experience in Hoechst,Nicholas Piramal, Cabot, and GTL Limited,he has conducted over 500 days of Management Development Workshops forSenior & Middle Level Managers andtrained more than 4000 participants.Equipped with a Bachelors degree inCommerce from Mumbai University, healso has a diploma in PMIR from TISS,Mumbai. He has written several books on

self development and parenting in locallanguages



PROFILE AND HISTORY OF Global InnovSource GROUP

About Global InnovSource

Global InnovSource is a company committed to the advancement of HR solutionsto growing companies. A venture of the Global Group Enterprise, GlobalInnovSource is the Group's HR venture. Among Global Group Enterprise's otherlisted flagship ventures are GTL Limited and GTL Infrastructure. The group hasinvestments concentrated in the Telecom, Wireless, Infrastructure andOutsourcing spaces, and is fast diversifying into other areas.

They offer the following services.

1. Staffing Solutions- addressing your dynamic project staffing

requirement

2. Recruitment Solutions - addressing your quality manpower requirement

3. Facilities Management – resourcing your facilities management

Key strengths and values include:

1. Respected company built on ethics, values and integrity

2. Over 12000 staff across 317 deployment zones

3. ISO 9000 Certified processes

4. Professional Team of 370 HR professionals and recruiters with

50,000 active candidate database and PAN India Presence

5. Unique referral network of 300 JobEx recruiters across the country

6. Strong financial backing of a 20 year old US$ 1.8 bn reputed group

7. Full cover and benefits to our resources, including self-service and

1-800-helpline

8. Strong focus on key verticals – IT, Telecom, Banking Financial

Services & Insurance, Engineering, Pharma, Construction, Retail,

Education, etc.

http://www.globalgroupenterprise.com/

http://www.gtllimited.com/

http://www.gtlinfra.com/

http://www.globalgroupenterprise.com/

http://www.gtllimited.com/

http://www.gtlinfra.com/



Our Presence

West Location Branch Address Tel./Mob.

Mumbai

(Corporateoffice)

A2 Kailas Industrial Complex, Park Site,

Vikhroli (W), Mumbai 400 079

+91 22 4218 [email protected]

Mumbai

(Branch office)

G44 Kailas Vaibhav Complex, Park Site,

Vikhroli (W), Mumbai 400 079


Navi Mumbai

C/o GTL limited, ES-2, TTC Industrial Area,

MIDC, Mahape, Navi Mumbai, Mumbai 400

710

+91 99877 [email protected]

PuneGlobal House Lane no. 15, Prabhat RoadErandwane,Near Symbiosis School, Pune- 411 004


Nagpur

Oasis Business Center, Achraj Tower-3rdfloor,

above Minerva Lounge, opp. Batuk Bhai jewellers

W.H.C road Dharampeth, Nagpur 440 010


Ahmadabad805 Kaiwana, Nr. Center Point,

Panchwati, Ahmedabad 380 006

+91 79 4023 8888

[email protected]

Goa

412, 4TH Floor, Kamat Tower, EDCComplex,

Patto Plaza, Panjim, Goa 403 001


Indore 302 Surya Sadhana, AB Road, Indore 452001


Bhopal AREA REP.+91 93032 [email protected]

Baroda AREA REP.+91 99090

[email protected]

Mundra117, 1st Floor, Golden Arcade, Nr. ZeroPoint,Mudnra, Kutchh - 370 421


Kolkata

EN - 62 , 4 th Floor , Sector - V, Near Holly Trust

School, Salt Lake, Kolkatta - 700 091


Bhubhaneshwar

A/ 410, 5-C, 5th floor, Metro House, VaniVihar,

Shaheed Nagar, Bhubhaneshwar 751 007


Guwahati 3rd Floor, Sanmati Plaza, Above Ashokafurnishing,




ABC, G S road, Guwahati 781005

Ranchi

305 3rd Floor, Commerce House, AboveBargain Bajar,

Sharda Babu Street, Ranchi 834 001


Siliguri AREA REP. +91 98326 [email protected]

Raipur

409, 4th floor, Magneto Mall, LabhandiRoad,

Opp. to City Mall, Raipur, Chhattisgarh 492011


Bangalore

G.G.R. Towers, 18/2B, Amblipura Main

Road,

Sarjapur Road, Bangalore 560 013


Chennai

129, Dr. Nair Road, 2nd Floor, LandmarkAbove Ezone Showroom, T Nagar, Chennai600 017


Hyderabad

White House, Block No. 3, West Wing, 9th

Floor, Kundan Bagh, Begumpet, Hyderabad- 500 016


Coimbatore44, Balasundaram Road, Kovai Tower,

Coimbatore 641 018


Visakhapatnam

C-9, 2nd floor, Pavan palace Dwarakanagar,

Opp. TSR complex, Vizag 530 016

+ 91 891 255 [email protected]

Cochin

No:39/1805, 1st Floor, KETA Tower, Chittoor

Road,

Ernakulam South, Kochi, Kerala 682 016

+ 91 484 409 9901

[email protected]

Rudrapur AREA REP.+91 89794 92055

[email protected]

Gurgaon

401, 4th Floor, Tower B, Global businesspark,

M G Road, Gurgaon 122 002


Chandigarh SCO 6, 1st floor, Sector 41D, Chandigarh160 036


Lucknow

4th Floor, Nikhilesh Palace, 17/4 B,

Ashok Marg, Lucknow 226 001

+91 522 405 5555

[email protected]

Dehradun

Top Floor Vasundhra Trade Complex,

1- Maharani Bagh Road, Ballupur Chowk,

Dehradun 248 001


Jaipur

603, 6th Floor, Evershine Tower, AmarapaliCircle,

Vaishali Nagar, Jaipur - 302 021

+91 141 408 6000 [email protected]

Patna401, 4th floor, grand plaza, Frazer road,

Dakbunglow crossing, Patna 800 001


Jammu AREA REP. +91 96220 19810 [email protected]



Agra AREA REP.+91 93197 [email protected]



RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS,

ROLE OF RECRUITMENT CONSULTANT, AND INDUCTION

Recruitment is the process of identifying and attracting the right

candidates for a job. It must follow the manpower planning process.

Before starting the recruitment activity, we must consider

• Whether the vacancies should be filled up from within or outside the

organisation.

• Whether recruitment should be done locally, nationally and

internationally.

• The method and media to used for attracting applicants.

The recruitment activity is affected by the following factors:

1. The Organisation Policy: If the organisation have a policy of

promotion from within, employee morale and retention is high. The

organisation also prefers people who look for long term association with

the company. However promotion from within reduces the flow of new

people and ideas in the organization.

2. The Wages and compensation structure: The company wage

and compensation structure acts as a constraint in recruiting a suitable

candidates who expect a high pay packet.

3. Government Policies: Government rules and regulation can affect

recruitment. For eg: Quota of Recruitment of person belonging to certain

castes/classes.

4. Labour Market: The condition prevailing in the labour market

availability of labour affects the recruitment process to certain extends.



5. Image & reputation of organisation: It is easier for an

organisation with a positive corporate image to attract and retain

employee than an organisation with negative image.

6. Candidate’s preferences: Generally new recruits prefer large wellestablish companies with a good corporate image to smaller ones.

Recruitment Process:

The process of recruitment consists of the following steps:

1. Manpower Planning: Its defines what resource the organisation

needs to meet its objective. it must specify the quality of manpower

needed at a particular date in future.

2. Job Analysis: It consists of

I. Job Description-Its is statement of component tasks, duties,

objectives and standard of performance expected from employee.

II. Job Specification-Its include Skills, knowledge and qualities

required to perform job.

III. Personal specification-A reworking of job specification in terms of

the kind of person needed to perform the job.

3. Identification of vacancies.

4. Preparation of Budget: The Company must decide the amount it

wishes to spend on recruitment.

5. Preparation and publication of Information:

(i) Advertisement: It is an effective way of seeking recruits. It must

be clearly worded, mentioned all the requirements and must appear in

the right newspaper that is likely to be read by the potential applicant.

(ii) Internet: It has become popular method of recruiting people.

Many organisations have their own web pages where prospective

applicants can obtain data about the company, Its products and

Services, employment opportunities and applicants procedure.



6. Receipt of Application form-Once the application forms are

received, they must be screened for eligibility criterion. Those forms

which do not meet the minimum, required standard of age:

qualification, experience etc.must be rejected. A formal interview must

be conducted for the remaining student by properly communicating to

them the date, the day, time and place of the interview.



7. Other Method of recruitment:

• Employment agencies and head hunter

Recruitment through outside agencies is generally undertaken

I. When the company does not have the time or human resources to

spend on the process.

II. When the company wishes to maintain confidentiality.

III. When the company feels that they would be able to attaract a wider

range of people.

Employment agencies and head hunting firms are retained by the

organisation to identify the suitable candidates for their company.

Employment agencies normally recruit at lower and middle

management levels whereas head-hunter concentrates their efforts

on higher level managerial level position.

The recruitment agencies are paid certain Percentage of theincumbent ‘salary as recruitment fee.

It is mandatory in some states to inform the employment exchange

of vacancies at workman level

• Campus Recruitment-Organisation visit campus to recruit

for entry-level position. The procedure is to give brief talk about

company to interested candidates and the hold group discussion

and personal interview.



•Walk in interview-If the company wishes to recruit locally does

not have very specification and require a person urgently,

recruitment may be conducted by walking interviews. The date and

time is specified in the local newspaper and candidates asked for

the interview along with their documents.

•Employee referrals-If the company feels that they can obtain

candidates by word of mouth, they place an advertisement on

company notice board stating their requirements. Employee of the

company can people known to them who are suitable for the job

and get their biodata.

Aspects of recruitment

A. While the personal plan may suggest that additional employees are

needed, It might not be possible and practical to recruit because of the

cost and performance of recruitment.

• Overtime-Its alternative recruitment on a short term basis.

Whenever there is pressure of achieving targets and the organisation

wishes to avoid cost of recruitment and additional employee, existing

employee are asked to work overtime.

• Outsourcing-Outsourcing is good solution for small and medium

corporate that do not have full work for the employee. These

companies can outsource the activities for e.g. pay roll and other

routine function of personnel department and pay fixed fee for the

service provided.

• Temporary Employment-When the work does not require high

skills and is temporary and non repetitive nature, temporary or part

time employee may be recruited to perform the job. In this case the

labour cost remains low, accessibility of such personnel is good and

the company has flexibility in the period for which the are employed.

A. Cost effective of Recruitment: Some aspects of the recruitment

process provided information on the cost effective of the methods used foreg:



B. Sources of recruits-For campus recruitment, the organisation can

divide the number of job acceptance by the number of campus interview

to arrive at the success rate of hire for each institute.

C. Method of Recruitment-The organisation can calculate the totalcost of each method e.g.advertisment, travel, administrative and other

and divide it by the benefit e.g. the number of acceptance offer. This

method would indicate which method is more cost effective than the

other.

Internal & External Recruitment-There are number of factors which

determine whether to promote people from within or recruit from

outside.

Internal placement is desirable when

• There is a large talent pool.

• Internal development is key personnel issue.

•

Business condition is stable.

• Building cross functional capabilities is strategic objective of the

organisation.

• Skill required to perform the job can e developed in house.

External Placement is desirable when

• There is limited talent pool.

• Perform one capability is key personnel issue.

• Business condition is radically changing.

• There is an urgent need to upgrade the managerial cadre



RECRUITMENT PROCESS FOR FRESHER

WRITTEN /APPTITUDE.

GROUP DISCUSSION.

PSYCHOMETRIC TEST(CONDITIONAL).

TECHNICAL INTERVIEWS(CONDITIONAL).

HR INTERVIEWS.

RECRUITMENT PROCESS FOR HIGHER POST

PSYCHOMETRIC TEST.

BUSINESS GAME.

HR INTERVIEWS.

Difficulties in Recruitment process

T alent Acquisition.

Expensive.

Time Constraint.

Retention of employees. Managing low attrition rate.

Budget.

Challenges in Recruitent & Selection:

Talent Shortage

Attrition Rate

Reservations and other Gov. Policies

Remoteness of Job

Scrutinity of employee’s credentials



Types of Interviews

Structured

Unstructured

Mixed

Behavioral Stressful

Role of recruitment consultants

What is Consultant

Recruitment consultants work with companies to help them find the

right people for their positions. They also work for candidates to find

a role that is suitable for them. The key skill of a recruitment

consultant is to meet the needs of both the client and the candidate

to ensure the best mutual fit; this is not simply a case of skills

matching but of truly understanding the business and its culture, as

well as the aspirations of the candidate."

Recruitment Consultant Activities

• A recruitment consultant is responsible for helping employer clients

to recruit staff for job vacancies. These vacancies can be permanent ortemporary roles.

• Recruitment consultants develop an understanding of their client's

requirements, and then identify potential staff (candidates) through

existing contacts or by advertising roles/headhunting (executive search).

They assess candidates' skills through interviews, tests and background

checks, then make recommendations to their client. Consultants also

provide advice to both clients and candidates on salary levels, training



requirements and career opportunities. Developing solid relationships with

clients is integral to the role.

Typical work activities

A recruitment consultant's role is demanding and diverse.

Using marketing and business knowledge to extend company

contacts.

Identifying and evaluating employers' recruitment needs.

Negotiating terms of employment.

interviewing potential candidates

Clarifying and negotiating salary and benefits relating to the role.

Headhunting - identifying and approaching suitable candidates.

Monitoring candidates once placed.

Collecting feedback from employers on the performance of

candidates who have previously been placed with them.



Maintaining current records and personal statistics for review

against performance targets.

Documenting clients' details and vacancy requirements in a brief.

What makes a Good Recruitment Consultant

To be successful in the recruitment industry you must:

be ambitious and confident

be goal orientated

have good interpersonal and communications skills

be a good team player

be able to handle multiple priorities

be tenacious

be a problem solver

be able to work to deadlines and targets

enjoy responsibility and working in a high-pressure

environment

have a good sense of humour

Opportunity as a Recruitment Consultant



A chance to work with a large successful organization.

An opportunity to develop within the Recruitment Industry with one

of the most supportive and resourceful organizations.

A role that could provide you with a solid future within Recruitment.

A competitive annual salary and excellent commission packages

Fantastic training and mentoring opportunities

Challenges Faced By Recruitment Consultant

Develop expertise in those strategic areas, where the consultants

have not developed expertise when firm is focused and the consultant is a

generalist.

Reinforce and update knowledge and skills in the areas of focus of

the firm when the firm is focused and the consultant is an expert.

Provide the consultants exposure to areas where they do not have

expertise in a non focused firm with expert consultant. Here, the long-term

objectives of the consulting firm are to operate in a wide range of

sections/functions.

Expose the consultants to all upcoming sectors/functions in a non-

focused firm with generalist consultant.

Three key areas which every consultant should be well conversant



1) Knowledge and skills related to Man-

management.

2) Business development, and Quality assurance.

3) Evaluation technique.

Selection Process - Choosing the Right Candidate

Selecting a suitable candidate can be the biggest challenge for anyorganisation. According to Dale Yoder - "Selection is the process in whichcandidates for employment are divided into 2 classes - those who are to beoffered employment and those who are not."

The success of a sales organisation largely depends on its staff. Selection of the right candidate builds the foundation of any organization's success andhelps in reducing turnovers.

Though there is no fool proof selection procedure that will ensure lowturnover and high profits, the following steps generally make up theselection process for the right sales personnel -

Pre Interview Screening & Preliminary Interview: This is generally the

starting point of any employee selection process. Pre Interview Screening

eliminates unqualified applicants and helps save time. Applications received

from various sources are scrutinized and irrelevant ones are discarded. A

preliminary Interview may be conducted as well

•

Application Form An candidate who passes the preliminary interviewand is found to be eligible for the job is asked to fill in a formal



application form. Such a form is designed in a way that it records thepersonal as well professional details of the prospective sales employee.

• Personal Interview Most sales managers believe that the personalinterview is an absolute 'MUST'. It helps them in obtaining moreinformation about the prospective employee. It also helps them ininteracting with the candidate and judging his communication abilities, hisease of handling pressure etc. In some Companies, the selection processcomprises only of the Interview.

Checking References: Most application forms include a section that requiresprospective candidates to put down names of a few references.

References can be classified into - former employer, former customers,

business references, reputable persons. Such references are contacted to

get a feedback on the person in question including his behaviour, skills,

conduct etc.

Credit Checks: Many Companies check the financial condition of a prospective

employee. If a person faces the burden of heavy loan or debt, a

prospective employer would want to know that.

Tests: Different types of tests are conducted to evaluate the capabilities of an

applicant, his behaviour, special qualities etc. Separate tests are

conducted for various types of jobs.

• Physical Examination: If all goes well, then at this stage, a physical

examination is conducted to make sure that the candidate enjoys sound

health and does not suffer from any serious ailment.

• Job Offer: A candidate who clears all the steps is finally considered right

for a particular job and is presented with the job offer. An applicant can be

dropped at any given stage if considered unfit for the job. Only after

successfully clearing all the hurdles, an applicant can enjoy the feeling of

being selected for a particular job.



Selection Process Flow Chart



BARRIERS TO EFFECTIVE SELECTION

Perception

Fairness

Validity

Reliability

Pressure

Basic Diff. Between Recruitment and Selection:



Recruitment- searching for and attracting applicants qualified

to fill vacant positions

Selection- Analyzing the qualifications of applicants and

deciding upon those who show the most potential

Induction

What is induction?

Induction is process meant to help the new employee to settle down

quickly into the job by becoming familiar with the people, the

surroundings, the job, the firm and the industry.

Induction is the process of acquainting the new employees with the

existing Culture and practices of the new organization.

What is induction for?



To sort out all anxiety of recruited person.

To ensure the effective integration of staff.

History and introduction of founders.

Understand the standards and rules (written and unwritten) of the

organisation.

Introduction to the company/department and its personnel

structure.

Induction Programme

Before designing induction programme firm need to decide four

strategic choice.



IndiviualIndiviual

Who is responsible for the induction process?

HR manager

Health and safety advisor

Training officer

Department or line manager

Supervisor



Trade union or employee representative

Points while implementing Induction

Identify the business objectives and desired benefits.

Secure early commitment

Agree roles and responsibilities of different players in the

process

Think of induction as a journey

Engage staff prior to joining



Have clear learning objectives for training sessions

Respect the induction needs of different audiences

Keep induction material up to date

Trends in Induction

Chalk and talk session

Questionnaire

From practicalities to discussion about culture

Using technologies like e-learning

Team building exercise

Problem in induction

• To keep it simple

• Supervisor is not trained enough

• Employee get so much of information in short span of

time



• Large no. of forms

• Employee is thrown into action too soon

•Wrong perception develop in short span

In absence of Induction

Uneasiness of new employee in the environment of the org.

Poor integration in team

Low morale

Loss of productivity



Failure to work with their highest potential

Company image goes down

Leads to Early leaving. It leads many problems like:-

a) High employee turnover

b) Lowering the morale of remaining staff

c) Additional cost for re-recruiting

d) Damage the company reputation

e) Affect new recruitment

f) Leaver’s record is affected

Advantages of Good Induction

Employee retention.

Create good impression

It creates good adhesion

It take less time to familiarise

Less turnover ratio



Increase productivity

No chaos

Cost reduction

BIBLIOGRAPHY

1. www.globali.in

2. www.jobex.in

3. www.citehr.com

4. www.google.com

5. Indian journal of industrial relations

http://www.globali.in/

http://www.jobex.in/

http://www.citehr.com/

http://www.google.com/

http://books.google.co.in/books?id=BW3tAAAAMAAJ&q=book+related+to+employee+induction&dq=book+related+to+employee+induction&hl=en&ei=ACU4TOj-N8K0rAe1uJG3CA&sa=X&oi=book_result&ct=result&resnum=2&ved=0CDMQ6AEwAQ

http://www.globali.in/

http://www.jobex.in/

http://www.citehr.com/

http://www.google.com/

http://books.google.co.in/books?id=BW3tAAAAMAAJ&q=book+related+to+employee+induction&dq=book+related+to+employee+induction&hl=en&ei=ACU4TOj-N8K0rAe1uJG3CA&sa=X&oi=book_result&ct=result&resnum=2&ved=0CDMQ6AEwAQ



6. Human Resource Management –A Managerial Perspective

(Nelarine Cornelius.

7. HUMAN RESOURCE MANAGEMENT PRACTICE BY MICHAELARMSTRONG

Gurdeep Project Report

Documents

Transcript of Gurdeep Project Report