METs Asian Management Development Centre

Human Resource Management

A study of Recruitment and Selection

Submitted to: Prof. Cabral

Pratiti Shah PGeMBA Insurance Roll No. 7081 2007-2009

METs Asian Management Development Centre

Human Resource Management

A study of Recruitment and Selection

Submitted to: Prof. Cabral

Pratiti Shah PGeMBA Insurance Roll No. 7081 2007-2009

INDEX RECRUITMENT AND SELECTION SYNOPSIS OBJECTIVE & METHOD ACKNOWLEDGEMENTS COMPANY INFORMATION (ACME) ACTUAL STUDY TABULATION GRAPHICS FINDINGS ANALYSIS CONCLUSION DOES MONEY MAKE YOU MOVE RECOMMENDATIONS BIBLOGRAPHY ANNEXURE (QUESTIONNAIRE) .. .................................. .................................. .................................. .................................. .................................. 4 5 6 7 8 9

.................................. 10 .................................. 12 .................................. 13 .................................. 14 .................................. 15 . 16 .................................. 17 .................................. 18 .................................. 19

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 specific sub-groups Administrative procedures Procedures should be acceptable and capable of implementation

SYNOPSIS
Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs - Edwin Flippo

Hiring and firing is an old game that the management has to play. Finding the right people is the most important and equally difficult job. Recruitment is an important part of every organization. Each point of placement demands a person with right qualities and qualifications. Once the human resource needs are ascertained and vacancies are created, the management had to undertake the task of recruitment and selection. The 5Ws and 1H play an important in the recruitment process too. An effective recruitment will be an advantage for the company as well as the HR Manager as well as the person to be recruited. Every organization has a different unique style as well as time as an when and whom to recruit. The purpose of this project is to study the recruitment strategy as well as selection structure of a construction company, ACME. This includes how is recruitment done at ACME and what do they do after the person is selected as well as his training, performance appraisal, and finally how is he retained if he wants to look for better pastures in the outside world.

OBJECTIVE AND METHOD THE main purpose was to cover all the aspects of recruitment and selection. Learning was in the form of visit to ACME and to meet different people from different backgrounds in the organization and find out what keeps them together and still together after the entry of a new face (employee) in their phase. For the same purpose questionnaire method was used. The purpose of using questionnaire was to have point to point feedback regarding the concepts and strategy of appointment of a candidate.

ACKNOWLEDGEMENTS The vote of thanks: I would like to thank all those who helped me in this project. Without their valuable cooperation this would not have been possible. They devoted their precious time in giving me an interview as well as filling up the questionnaire. Visiting Cards of all the 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

COMPANY PROFILE: ACME CONSTRUCTIONS

Mission Statement happy.

: Customer is God and we keep our God

Besides earning reasonable profit for its shareholders, is "To satisfy the customer" by executing quality work at competitive costs and in the given time period. The mission of the company is to ensure that the quality policy is 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 continuous training.

Since 1976, ACME Group has been studying Mumbai with landmarks in over fifty-eight projects, all colorful, sturdy, high-rise projects. A buyer can make his choice from a variety of locations, amenities, lifestyles and price options, which ranges from just over a half million rupees to fifteen million rupees. Besides offering variety like a one-stop-shop for homes, Acme operates as a veritable service oriented group. Acme offers all services under roof including choosing a property to Home Loans to Stamp Duty & Registration

Assistance. Every Acme flat is earthquake resistant, and designed as per Vaastu Shastra more often than not. Yet to add to Mumbai's grandeur are Acme's ongoing projects like Acme Mall 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 it maintains transparency in all its dealings, which is a commendable practice for any business house in this industry. The marketing team goes the extra mile to customize major deals as required by a client. The experienced customer service department is well versed with the entire process of mandatory paper work involved in buying and selling of flats. They provide customized solutions for every legal formality.

ACTUAL STUDY
Actual study was a visit to Acme. Proper appointment was granted by the concerned person. I wasnt kept waiting long. Everything was as per schedule. Later I met Mr. Vency Ferandes, Head HR. The atmosphere was very warm and the ambience was good. We had to remove our footwear outside...this shows the organizational culture. Then the actual discussion about recruitment and selection started. Knowledge was imparted on both the sides. The HR team in Acme consisted of 3 persons. Mr. Fernandes, Recruiter and Admin. Vency has been in this organization since a long time. HE started working in the field of HR since 1988. Later did LAW. 10 years after working he did part time MBA from ITM in New Bombay. Peoples opinion about Vency is that He does not market himself well enough. S0o He gets paid lesser than his counterparts. 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.

TABULATION

Acme What is Recruitment

Inducting manpower to fill up current and future vacant position on ensuring a right fit As required

Fairgrowth

Contactx

Choosing the Sourcing the best candidate right Candidate for the right job.

How often the process takes place

Twice in a year

As and when there is requirement of manpower

with a client.

Main sources Placement of Recruitment agencies,

Selection Criteria

Newspaper Ads, Referral, Portals Domain knowledge, Competency, Family Background, Track Record, Etc.

Job Portals and Job Portals, Head Hunting referencing, networking, internal database. Confidence Communicatio and ability to n, commit Qualification, Job profile, employment history and most important his attitude. Very much Negotiation is very important on both fronts with the candidate and clients. Sourcing the right candidate for a technical position ,candidates not attending the interview ,lack of feedback from the clients

Openness to negotiate

NO

Problems during Recruitment and Selection

Cultural Background issues, Salary band problems,

Candidates not joining after offer acceptance

Does MONEY make you MOVE

Profile, Compensation and benefits along with money is important

Not so much but definitely a factor to be considered.

Job Scope and satisfaction, remuneration, growth makes me switch.

Note: The above table shows details about various companies Opinion about Recruitment and Selection on the basis of the mentioned criteria. They are highly subjective as they are personal opinion

GRAPHICS

MICHAEL, CONTACTX

FAIRGROWTH: DURING TRAINING OF A NEWLY RECRUITED CANDIDATE

CONTACTX: EMPLOYEES FROM VARIOUS BACKGROUNDS DURING DISCUSSION

FINDINGS According to Vency Fernandes,

Recruitment is inducting manpower to fill up current and future vacant positions and ensuring a right fit. A rightly said and a well defined concept. At Acme recruitment is done as per requirements and not on timely basis. The main sources they use for this purpose are Placement agencies, newspaper ads, referral i.e. internal as well as external sources, and finally job portals. The procedure takes time depending on the position vacant. If the position is that of a senior level employee then it takes a longer duration. And the position such as that of a driver can be decided on the day of interview itself. Criteria that they look for is domain knowledge, competency. Qualification, family background, tracks record and so on. There are certain problems or say hurdles that also occur during the process. There might be issues regarding salary bands, cultural background, and many a times the candidate does not join after committing. Then this process becomes time consuming. Negotiation is an important aspect of recruitment and selection. The company is not so keen in renegotiating. But still is the candidate is exclusive then they might consider. The next step after selection is training and placing on job. There are times when the job becomes monotonous and you feel like looking for a change. Then what do you do? Acme has a solution. These are called methods of retaining an employee. It is done by training and development, schemes, compensation survey, and employee satisfaction survey.

ANALYSIS On the basis of Findings

Before you go for recruitment you have to find out the details about a particular position. So how is it done? The gap comes through the concerned department. They in turn inform the HR. They also give the job description as well as the age limit and qualifications required along with other requirements. Today there is a lot of buzz about n term called competency. This is also mentioned by the department. The Head of Department of the concerned department takes active part in the recruitment and selection procedure. At times he/she is present right from stage 1. It might be possible that the CVs shortlisted by the HR are not accepted by the concerned HOD. So this is discussed further between them in a free flowing and detailed manner. It is difficult to retain an employee once he has made up his mind. Still efforts are made by the company with regards to his retention. It is very important to bridge the gap between the candidate and the job. Also today there are many environment friendly schemes.

CONCLUSION
Today the environment is very hostile. Every day new techniques of recruitment and selection are defined. Today the candidate had many options available in the market. As the economy is growing at around 8.4% and the opening of many avenues has always been an added advantage. The construction and real estate industry is growing at a very high speed. Infrastructure is improving and better technology is being made available day after day. By the end of the day you have to see what the cost of the candidate to the company is. He has to be selected in an orderly manner. One wrong step can lead to the loss to company as well as waste of time and skills of the candidate where it is not required.

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 be taken. Later you should not regret. Profile is very much an important factor. A generalist profile gives you more exposure to the entire concept of Human Resources. A profile which gives you an opportunity to grow and learn is the best. Rest all should be secondary. Money is highly subjective. Nisha(Raheja) NOT AT ALL

Michael (Contactx) Job Scope and satisfaction, remuneration, growth makes me switch.

Shubha(Fairgrowth) Not so much but definitely a factor to be considered, As there are many aspects along with monetary compensation to be considered,

RECOMMENDATIONS
There would be no recommendations as such. But the gestation period between the interview and selection should be reduced. A position kept vacant for a long time can lead to instability in an organization, especially in a construction industry which is growing considerably. Also there should be a facility of a suggestion box and direct 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 many prospective 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 the multinational culture today. The demand at least alternate Saturdays off. Finally, the HR Department. Since all the people in HR dont have a degree in management and hardly have any experience in the field. They have to either recruit

trained professionals, or people with proper degree and knowledge. HR here at ACME ...it needs to be stronger, and a bit bigger.

BIBLOGRAPHY
1. Fundamentals of Human Resource Management (Indian Edition)
-

Decenzo & Robbins K Smith &

2.

Human Resource Management Aswathappa The HR Answer Book Mazin

3.

ACME CONSTRUCTIONS QUESTIONNAIRE

NAME: DESIGNATION: DATE:

1. According to you what is recruitment?

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.