Recruitment Selection Final Assignment

8/2/2019 Recruitment Selection Final Assignment

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FINAL GROUP ASSIGNMENTS

GROUP 2 : FINAL ASSIGNMENT

RUCHIKA LATH, MRUNMAYEE GOKHALE, DIVYA NIGOTIA, MIRAL PATEL

ABC Engineering and the Scale up Dilemma

ABC Engineering was promoted by a first generation entrepreneur T. Ganeshan in 1978. It

was established to provide engineering and related technical services for petroleum

refineries and other industrial projects.

In addition to petroleum refineries, with which ABC started initially, later on towards 1985 it

diversified and excelled in other fields such as pipelines, petrochemicals, oil and gas

processing, offshore structures and platforms, fertilizers, metallurgy and power.

Besides its Head Office at Mumbai, ABC has branch offices at Delhi, Zonal office at Chennai,

regional offices at Calcutta and inspection offices at all major equipment manufacturinglocations in India. It also has overseas offices at London, Abu Dhabi, Kuwait, Qatar, Malaysia

and Australia. ABC has a large number of site offices in India and abroad. ABC is now poised

to become Indias leading design and engineering company.

The company has grown from its humble turnover of about 150 Crores in 1990 to over Rs.

800 Crores in 2007. Though the growth in the initial few years was faster, Ganeshan has

started getting a feeling in last two years that some how there is no linkage of the business

strategy to what happens at the ground level. All the units are seen to be focusing only on

numbers with no real attention to issues like sustained customer satisfaction, people

capability enhancement, legal implications and so an. He feels exasperated every time he

returns from the business reviews with his diversified and geographically diversified team.

He also has realized that the leadership styles of the new professional bandwidth he has

built during the ramp up phase, is not very well accepted by employees who have grown

with the company so far. Most of these senior members in the leadership are groping in dark

as to what is the ABC way of managing people issues. Ganeshan has observed consistent

leadership flaws typically in the areas like business acumen, strategic thinking, delegating

motivating, diversity comfort, dealing with ambiguity to name a few.

With poor handle on strategy linkage and people motivation issues, he is feeling sceptical to

go ahead with his further expansion plans. With diversifications, acquisitions and global

expansion plans on his agenda he fears that these issues would disintegrate the strong andcohesive group which ABC has always been.

The performance, communication and motivation issues have already seen to be trickling in

the system with his manpower becoming cross cultural (especially with the operations and

recent acquisitions at global locations). His current manpower has reached a zooming 1500

and the further recruitments are already on cards.

Mr. Ganeshan is particularly concerned about the expansion plans he has in the home city of

the company, Mumbai. He has recently received a long term exclusive contract to cater

technical services, structures and platforms for the Oil and Natural Gas Corporation.

Though he is elated on winning this huge contract in a tight and fierce competition with histraditional rival TechServe, he is now more concerned about the execution aspect of this


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huge project. TechServes manpower is reputed for being highly competitive, task oriented,

technically sound and especially famous for their abilities to achieve cost effective

operational excellence. They also have a leadership bandwidth deeply entrenched in the

values and people philosophy of TechServe. Mr. Ganeshan would like to take this

opportunity to impress the customer with similar or even better qualities of ABCs workforce

so that he can get a continuous revenue pipeline from this important customer.

With all the above mentioned organizational issues playing on his mind, he is worried about

the impending recruitment of about 300 people across various categories for this expansion

project. He definitely would not compromise on the competencies that are required for

making this expansion team a winning role model for his entire organization. He expressed

to Mr. Shivdasani that his need is a novel recruitment and selection process that would

provide him the manpower having requisite technical and behavioural competencies for this

expansion project. Mr. Shivdasani knows that once this model can be deployed successfully

on the current project, Mr. Ganeshan would gladly sanction him the necessary financial

resources to deploy the process globally.

The Manpower to be recruited for the project include the following positions-

President Technical Services Responsible for providing strategic and

execution level leadership for the entire

project team

1

Director Technical

(one each for technical services and

structural platforms design)

Responsible mainly for designing the

project plans, schedules, managing

technical/project staff, customer

interaction, project execution in

adherence to technical, statutory and

other necessary standards/criteria

2

Director Commercial Responsible mainly for the project

purchases, capex decisions, budgetary

and costing parameters of project

material, procurement, and other

vendor disbursements.

1

Manager Personnel & HRD Responsible for Overall people

management aspects including

workforce training, safety,

compensation and employee relations

aspects.

1

+ 2

Assts

Finance and Accounts staff Mainly for handling the costing, bookkeeping, banking and other accounting

transactions happening at the

expansion project unit. The basic

project financing is to be managed from

head office.

10

Technical Engineers Responsible for designing and

development work in the areas of

technical services and survey related

work. Also responsible for the technical

support and services needed at variousmanufacturing locations of the

100


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customers.

Project Engineers Responsible for execution of structural

platforms, piplelines, other mechanical

and civil engineering infrastructural

erection works at off shore locations.

170

Other administrative support staff Secretaries, office assistants, purchase/commercial assistants computer

operators etc.

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1. Considering the organizational situations at ABC design the appropriate recruitmentprocess complying to the following criteria-

a. Recruitment strategyi. How to attract required talent.ii. How should we communicate talent requirements to prospective

candidates

iii. What strategies would you plan to across various categories(advertisement, head hunters, placement agencies etc)

b. What competencies you would require (technical and behavioural) acrossvarious categories to address the key issues bothering Mr. Ganeshan.

c. Explain your recruitment and selection process, describing various stepsinvolved, panel of interview, selection method, criteria across categories with

process map and other details.

2. Design and present selection tools, simulation exercises, micro case studies, testbatteries etc. especially for recruiting Technical /Project Engineers and the first 3

leadership positions.

3. Explain your rationale behind this system narrating how and what concerns of MrGaneshan your system plans to address and remove.

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Radhika Molala / Parineetha / Shreya Khamar/ Aneri Shah

GoodHealth Hospitals .... Standardized Selection Process

GoodHealth is a 250 bedded hospital that wishes to recruit Front Desk and other

customer facing positions (around 30) in various departments of their hospital. The

hospital is situated near the largest Industrial area and township which is surrounded by

smaller villages within the radius of some 25 to 30 kilometres. The hospital premises is

some 30 Kms distance from the largest Industrial Metro town of Maharashtra.

GoodHealth requires inducting young and energetic candidates having a pleasing

personality, fluency in English, Hindi and Marathi language, good grasping ability,

patience and resilience, team spirit and high level of service orientation with extremely

high emotional balance. The candidates need to be graduates with a degree/diploma in

hospital administration with 1 year experience or graduates with about 4 years of

experience in service industry (healthcare/hospitality). The selected candidates would

be placed in roles such as

Front desk officers/Receptionists

OPD (Out Patient Billing) /IPD (In Patient Billing),

OPD Floor Managers,

Customer Care Executives

In past hospital authorities have used ineffective interviewing and selection techniques

and have not been able to select talented people. There were two reasons for it : 1)

Interviewing Capabilities of the recruiting officials of GoodHealth and 2) the political

interference in recruitment.

Interviewing Capabilities of the recruiting officials of GoodHealth

The hospital authorities cant blame the officials for this aspect because most of the

people responsible for recruitment are from medical /Technical background(Cardiologists, Neurologists, and Radiologists) or then retired military officials working at

Hospital administration levels who have lesser grasp of socio economic status of the

young civilians working in and around villages. The medical officials are Heads of their

departments hence they have a first say on whom they recruit in their departments to

serve as Customer care, OPD clerk, billing clerk etc. The second interview is done by the

Administrative staff that is equally untrained interview /selection process. Candidates

often feel that they are asked gender biased, community biased, irrelevant questions.

Many good candidates have lost their interest after first two rounds and report that they

dont think the selection process is relevant for the job advertised.


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Political Interference:

The small villages within the 25/30 kms radius of the hospital is the vote bank for various

opposing political groups. Hence to generate employment within own vote banks,

display of power and capture vote bank some disruptive political tendencies are pushing

their own average candidates for recruitment in the hospital. Apart from the poor

competency levels of such candidates the hospital is also worried about their nuisance

value owing to their political connections.

The inconsistencies in selection process have given the local political trouble mongers an

opportunity to criticise the hospital authorities for discrimination against candidates

from local villages community. They have petrified the hospital officials with

demoralizing activities such as stone pelting at hospitals, Dharna Morcha processions

etc. The CEO of the hospital understands that GoodHealth officials need to be trained in

interview methodologies and there should be standardized process of interviewing. Maybe these officials can be given a set of interview questions per position and a template

to scale the answers from good to average response. The CEO thinks will make the

interview procedure standardized, unbiased and fair. He is aware that even then the

political nuisance wont subside but at least in such situation he is free to take help of

media /news papers/judiciary to prove that his hospital exercises fair selection practices.

The CEO has approached you to do the following:

Define recruitment strategy to ensure better talent without disturbing the politicalelements and yet protecting GoodHealth from controversies.

Create brief JD for the above positions (Job summary, key responsibilities,knowledge/skills, your suggestions on around 3 to 4 behavioural competencies)

Create a standardized template of BEI questions (2 questions per competency) foreach position with a rating scale comprising typical answers.

Narrate key points of your Interviewing training module that you would develop fortraining the GoodHealth officials on Interviewing skills and the Selection Process.

Explain your rationale behind this recruitment and selection methodology.


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Shweta Vetal, Darshni Sanghavi, Niraj Baua, Kinjal Mehta, Parag Singhvi

EcoSystems is a company engaged in providing Waste Water Management related

engineering services to various industries. These Waste Water Processing Systems have

proven to be a breakthrough product of the most creative and intelligent EcoSystems

core team. These are 3 IIT Engineers who passionately believe the importance of

environment friendly technologies. The Core Team has realized that these systems are

highly capital intensive and require not less than Rs. 2 to 3 crores of capital investment

for their customers. Hence over and above the technical excellence they need to have a

passionate Marketing Director who would effectively communicate the strategic

advantages of this product concept to customers and convince them to buy their

product. This person will have about 7 marketing managers reporting to him. This

marketing will be responsible for market research to find out potential clients, meeting

them, understanding their requirements/concerns, working out broad conceptual

implementation plan to meet those concerns and make the client attracted to the

system. Once this is done the Marketing Director would pitch in to convince the client on

investment for the project and close the deal. Hence it can be observed that he needs to

be a real good leader for the marketing team. There are chances that even in spite of

huge efforts of the marketing team the project may skip. In such situations the director

will have to boost their moral and provide them some more leads to keep them

energetic and keep them motivated. EcoSystems Promoters have asked your advice and

are keen to know :

How would you define in brief the roles and responsibilities of this position aswell as the marketing manager position

What would be the critical competencies for these positions What interview methodology or precisely what questions would unearth the

passion and competence of the candidates in promoting environment friendly

high cost solutions.

Will it be good for them to use any psychometric test? What test would bebetter? Guide the EcoSystem Core Team on complete strategy and selection

plan for recruiting this talent. Explain the rationale behind your plan.

Recruitment Selection Final Assignment

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