Recruitment and Selection

CONTENTSChapter-1 Introduction

Industry profile

Company profile

Product profile

Chapter-2 Design of the study

Need of the study

Scope and period of the study

Objective of the study

Research methodology

Limitations

Chapter-3 Theoretical framework

Chapter-4 conceptual framework

Chapter-5 Findings & suggestions

Bibliography

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Industry profile

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INTRODUCTION:

Hydraulics is a topic of Science and engineering dealing with the

mechanical properties of liquids. Hydraulics is part of the more general

discipline of fluid power. Fluid machines provides the theoretical foundation

for hydraulics, which focuses on the engineering uses of fluid properties

The word "hydraulics" originates from the Greek word ‘hydraulikos’

which in turn originates from meaning ‘water organ’ which in turn comes

i.e., Hydraulic fluids are a large group of mineral oils, water-based or water

used as the medium in hydraulic systems.

INDUSTRY BACKGROUND

In the contemporary industrial world, fluid power particularly the

hydraulic branch of it is a magic world for energy transmission. The

application of fluid power is causing many positive changes in the world

around us. The application of hydraulic control & drive systems has resulted

in new designs & improved efficiency for machines & installations. The use

of fluid under pressure to transmit power & to central intricate motions is

relatively modern & has had its greatest development in recent years.

Industrial hydraulics in necessary it can move rapidly in one part of its

length & slowly in another. No other medium combines the same degree of

positive ness, accuracy & flexibility maintaining the ability to transmit a

maximum of power in a minimum of bulk & weight

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PRODUCTS COVERED UNDER THE STUDY:

1. Pumps (Fixed volumes, Variable volumes)

2. Actuators

liner (cylinders)

Rotary (motors)

3. Control elements (Valves, pressure, flow & directional)

4. Accessories (Reservoirs, coolers, filters, storage units, tanks,

accumulators)

APPLICATIONS OF HYDRAULIC COMPONENTS & SYSTEMS:

Broadly the hydraulic products from application angle are classified as

under.

1. Industrial

2. mobile

3. marine

4. aerospace

INDIAN HYDRAULIC INDUSTRY:

The Indian hydraulic industry started in early 60’s primarily with an

objective of import substitution of some of the hydraulic products being

used by the industry in various applications. Since most of the Indian

industries have been set up, based up on the variety of technological

sources, the range of their specifications is very wide. Due to this the range

of products in the oil hydraulic industry is also quite wide resulting in a very

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small batch for every product. It is therefore difficult to specify a minimum

economically viable capacity for the industry.

Indian hydraulic industry has to manufacture a large variety of products

with low volumes; the industry is not able to use the modern high

production lines. Most the manufacturing with exception to some are

currently using general purpose machines with special tools and some

special purpose machines for specialized metal cutting operations. Still the

Indian industry has to adopt many modern production methods.

HISTORICAL GROWTH OF INDUSTRY:

In terms of turnover the hydraulic industry seems to have grown

rapidly in the past ten years. While the growth of turnover figures, which

show a steep rise of average over 18% per annum, the actual growth in

terms of production has not increased beyond 6 to 7% from the turnover

figure, one may conclude that the drastic change is being occurred in

resulting from depreciation of Indian rupee against dollar. .

MANUFACTURERS OF HYDRAULIC COMPONENTS

Wipro Limited Bangalore

BEML, Bangalore

Escorts Harrison Limited, Finland

GL Research Industries Limited, Ahmadabad

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Dynamics Limited, Bangalore

L&T Limited (Earth Moving Machinery & Hydraulic Division)

Bangalore

Oscar equipment private limited, Calcutta

Poly Hydraulic private limited, Belgium

Sai indira limited Bangalore

Vickers systems industrial limited Bangalo

INTERNATIONAL SCENARIO:

In connection with oil hydraulic technologies, it is widely acknowledged

that it is undergoing changes mostly determining by the user sector that

have undergone revolutionary changes in their product designs in the

recent years. According to present indications some of the changes in

technology in respect of designing materials & manufacturing as under:

1. Increased powers/weight ratio

2. increased system pleasures

3. extensive use of manifold systems avoiding extensive piping & relative

leakage problems

4. reduced noise levels

5. Increased use of proportional valve technology, interfacing with

electronics & micro processor systems.

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COMPANY

PROFILE

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ABOUT WIPRO LIMITED

Wipro Limited is a multi-business corporation, headquartered in

Bangalore, India. For the year ending 31st March 2007, Wipro's revenues

were USD 3.5 Billion. Wipro is listed on the New York Stock Exchange and

the Bombay Stock Exchange.

Wipro Limited was incorporated in 1945 as Western India Vegetable

Products Limited under the Indian Companies Act, VII of 1913, which is

now superceded by the Companies Act, 1956. Over the years, Wipro ltd has

diversified into the areas of IT services, IT products and Consumer Care &

Lighting Products. In October 2000, Wipro ltd has raised gross aggregate

proceeds of approximately $131 million in U.S. public offering of ADSs on

the New York Stock Exchange.

Wipro incurred capital expenditure of Rs. 1,318 million, Rs. 2,626

million and Rs. 2,485 million ($ 50.89 million) during the fiscal years ended

March 31, 2000, 2001 and 01-02, respectively. These capital expenditures

were primarily incurred on new software development facilities for our

Global IT services business segment. These capital expenditures also

include Rs. 570 million incurred on the expansion of wipro ltd corporate

facilities in Bangalore over the course of the fiscal years ended March 31,

2000 and 2001.

WIPRO'S BUSINESSES

Besides Wipro Infrastructure Engineering, Wipro's businesses are:

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IT Service, Products and Business Process Outsourcing

Consumer Care and Lighting

Healthcare Solutions ( includes a JV with GE)

Wipro is committed to building an organization that thrives on a foundation

of Values - which we call the Spirit of Wipro.

COMPETITIVE STRENGTHS OF WIPRO:

The following are the principal competitive strengths:

Comprehensive range of IT services

World-class quality as measured by SEI-CMM and six sigma initiatives

Services offerings in emerging growth areas

Broad range of research and development services

Global delivery model

Established track record with premier international customer base

Ability to access, attract and retain skilled IT professionals

Robust systems and processes to support growth in business

Broad distribution network and strong sales force in India

Strong brand recognition in the Indian market

WIPRO BELIEFS (1971)

Respect the individual. People are our greatest asset.

Achieve & maintain a position of leadership in each of the businesses

we are in

Govern individual and company relationships with the highest

standard of conduct & integrity

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Serve our internal & external customers through Defect free

products,

services & processes.

WIPRO PROMISE STATEMENT (1998)

The brand positioning statement was ‘Applying Thought' and logo is

sunflower with Rainbow colors which indicate a fire brand. The flower

tells about the values of Wipro i.e. Human VALUES, INTEGRITY,

INNOVATIVE SOLUTIONS, VALUE FOR MONEY.

The statement ‘Applying Thought’ represented matter-of-fact domain,

where the Wiproites applied his/her mind on real world issues. It

communicated thinking for the customer, giving innovative solutions,

reflected a solid company looking for continuous solutions i.e., thinking

for the customer, Application of the thinking and Continuous application

of thinking

Share patter

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Foreign holdings 8.03

Govt/financial institution 1.81

Corporate bodies 2.45

Directors & their relatives 79.58

Other 7.59

Six sigma in Wipro:-

Wipro was the first Indian company to embrace Six Sigma in 1997.

Sigma is a statistical expression. It indicates the level at which the

process is performed. Higher the Sigma level, lower the number of

defects

Six Sigma is the methodology to get breakthrough improvements in

products and processes, thereby ensuring Customer Satisfaction,

Employee satisfaction and Business financial success.

STEPS IN SIX SIGMA:

Define -------Step 0 Establish CTQ characteristics

Step 1 Define project

Measure-----Step 2 Establish performance parameters

Step 3 Validate measurement for Y

Analyze------Step 4 Establish process base line

Step 5 Define performance goals

Step 6 Identify variation sources11

Improve------Step 7 Explore potential causes

Step 8 Establish variable relationship

Step 9 Design operating limits

Control-------Step 10 Validate measurement system for X

Step 11 Verify process improvements

Step 12 Institutionalize new capability

Experience of implementing Six Sigma at Wipro is unique in all fields like

manufacturing locations, Services business, Transactional processes

(Non manufacturing / non technical) and Software development

SPIRIT OF WIPRO

Intensity to Win

Make customers successful

Team, Innovate, Excel

Act with Sensitivity

Respect for the individual

Thoughtful & Responsible

Unyielding Integrity

Delivering on commitments

Honesty and fairness in action

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WIPRO'S SUBSIDIARIES AND AFFILIATES

Spectra mind Limited Wipro Holding (Mauritius) Limited

Wipro Spectra mind Service Limited Wipro Holding (UK) Limited

Wipro Inc. Wipro Technologies UK Limited

Enthink Inc. Wipro HealthCare IT Limited

Wipro Japan KK Wipro Fluid Power Limited

Wipro Chandrika Limited WEP Peripherals Limited

Wipro Customer Care Limited Wipro GE Medical systems Pvt Limited

Wipro Travel Service Limited Wipro Trade marks Holding Limited

WIPRO INFRASTRUCTURE ENGINEERING

Wipro Infrastructure Engineering (formerly Wipro Fluid Power)

provides solutions ranging from Precision Engineered Products to value

added Services for customers in industries that serve the core

infrastructure sector - ranging from Construction, Mining, Agriculture and

Power to Steel Plants and Ports.

WIN product and service offerings include high precision hydraulic

cylinders, valves, PTO's, complete tipping solutions and system solutions for

a wide range of applications. WIN is the largest Indian provider of precision

engineered hydraulic components and solutions.

WIN Partnership with global players

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Kawasaki Precision Machinery, Japan - Pumps, Motors & Valves for a

range of applications.

Nabtesco Corporation, Japan - Motors & Valves for a range of

applications

Sun Hydraulics, USA - Screw-in cartridge valves & manifolds

Customer support & Distribution channel

Over 45 highly trained service personnel

28 customer support and distributor locations all across India

'State of the art' Diagnostic equipment

On the spot problem solving and complaint resolution

For customers outside India, WIN provide customized engineering & service.

Customer of WIN:

JCB TELCON CATERPILLAR L&T CASE TEREX

TEREX VECTRA THAI KOBELCO KUBOTA BEML

HIL PT KOMATSU TATA MOTORS ASHOK LEYLAND

KOMATSU FORKLIFT CARRARO CLAAS VOLTAS GODREJ

ATLAS COPCO INGERSOLL RAND REVATHI EIMCO ELECON TIL

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ESCORTS TRF JINDAL TATA STEEL SAIL MUKAND SIMPLEX FLAT

CONCAST SMS DEMAG NTPC L&T ECC L&T DEMAG AC

WIPRO INFRASTRUCTURE LTD:

In 1995 the second manufacturing facility started in Hindupur with the

area of 15 Ackers of land (80 kms from Bangalore) for cylinders and truck

hydraulic components and Commenced export of hydraulic cylinders to

construction majors in Japan and Thailand.

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Hindupur WIN manufactures the high precision hydraulic cylinders,

valves, PTO's, complete tipping solutions and system solutions for a wide

range of applications.

With the Deep commitment to Quality and Customer service Hindupur

WIN offer value; this has made the preferred source for hydraulic

components. Our expertise is built on a very good experience of serving a

wide range of customers.

Design of the study16

Need for the study17

An Organizational goal can be achieved when right people are recruited and placed

in the right position of the organization . This is the fundamental reason for

recruitment and selection to be consider as inevitable for the effective working

organization. By placement the company gets fulfill desired candidates for the specific

working condition. Induction is necessary to reduce reality shock and also it develops

a since of belongingness and commitment. So a need was felt to conduct a study on

recruitment selection and placement and induction which aim at finding the overall

process of the recruitment, selection, placement, and induction conducted at the Wipro

company.

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Objectives of the study

To know the perception of the employees about the recruitment and selection procedure.

TO study the various methods of recruitment and selection process in WIPRO.

TO know the factors which affect recruitment.

To find out the effect of recruitment and selection process on organization success.

TO study suitable techniques to attract the desirable candidates.

The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for un filled job.

TO assess the attitude of the employee towards the recruitment and selection procedure.

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SCOPE FOR THE STUDY

The present study aims at analyzing the recruitment, selection, placement, and

induction policy in WIPRO. The study has a wide scope in generating good awareness

levels, regarding recruitment, selection, placement and induction policy in both

management and employees which helps a lot in planning and implementing the right

and suitable policy in organization.

The explores the views expressed by the respondents about the adequacy of

existing system there by examine critically and providing solution in an attempt to

better the system.

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METHODOLOGY:

The design of research project specifies both the data that are needed and how they are to be obtained. The step in data collection process is to look for primary data as well as secondary data.

PRIMARY DATA:

Primary data are data that are collected to help solve a problem or take advantage of an opportunity on which a decision is pending. An important source of primary data is serving a research. The various types of surveys (personal, mail, computer and telephone).

Primary data is generated from :

Informal interviews:

The interviews that has been taken from the general manager,

HR manager and some of the executives have helped a lot in collecting the information.

SECONDARY DATA:

Secondary data are that were developed for some purpose other than helping to solve the problems at hand. The

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secondary data those are available to relatively quick and inspective to obtain. Internal sourceses can be classified in to for broad categories: Appraisal reports, training reports, miscellaneous records and internal expo

LIMITATIONS:

As project is prepared for academic purpose only its suffers from the limitations of time due to which analytical study of the organization was not possible. i.e, 6 weeks .

Accuracy of the study is purely based on the available information

theoretical framework

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RECRUITMENT

&23

SELECTION

RECRUITMENT AND SELECTION

RECRUITMENT:

EDWIN B FLIPPO

Defined recruitment as “process of searching for prospective employees and selection them to apply for jobs in the organization .”

Those definitions can be analyzed by discussing the processes of recruitment through systems approach.

Recruitment selection of is defined as, a process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ

effective measures for attracting that manpower in adequate numbers to

facilitate effective an efficient workforce.

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OBJECTIVES OF RECRUITMENT:

To attract people with multi-dimensional skills and experiences that suit

the present and future organization strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organization.

To develop an organization culture that attracts competent people to the

Company.

To search or head hunt pouch people whose skills fit the companies Values.

To devise methodologies for assessing psychological traits.

To seek out non convectional development grounds of talent.

To search for talent globally and not just within the company.

To design entry pay that competes on quality but not on quantum.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potential qualified job candidates . specifically the purposes are to:

Determine the present and future requirement of the organization in Conjunction with its personnel planning and job analysis activities.

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Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the number of visible under qualified or overqualified job applicants.

Help increase the probability that job applicants ,once recruited and selected , will leave the organization only after a short period of time.

Meet the organization ‘s legal and social obligations regarding the Compensation of its workforce

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organizational and individual effectiveness in the short term and long term.

Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

RECRUITMENT POLICY:

Recruitment policy of any organization is derived from

the personnel policy of the same organization. In other words the former

is a part of the latter. The factors should be taken into consideration in formulating recruitment policy:

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Government policies

Personnel policies of other competing organizations

Organization’s personnel policies

Recruitment sources

Recruitment needs

Selection criteria & preference etc.

Impact of personnel policies on Recruitment policies:

Recruitment policies are mostly drawn from personnel policies of

the organization. According to Dale Yoder & Paul D. Standohar general

Personnel policies provide a variety of guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies, the management has to decide whether the centralized the recruitment function.

Recruitment practices vary from one organization to another. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized recruitment practices.

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CENTRALIZED Vs DECENTRALIZED RECRUITMENT

Recruitment practices vary from one organization to

another. some organizations like commercial banks resort to centralized

recruitment while some organizations like the Indian railway resort to decentralized recruitment practices.

Merits of centralized recruitment:

Average cost of recruitment per candidate /unit should be relatively less due to economies of scale.

It would have more expertise available to it.

It can ensure broad uniformity among human resources of various.

Units/zones of education, skill, knowledge, talent etc

It should generally be above malpractices, abuse of powers.

Favoritism, bias etc.

It should facilitate interchangeability of staff among various units.

It enables the line managers of various units and zones to concentrate on their operational activities by relieving them from the recruitment functions.

It enables the organization to have centralized selection procedureo promotional and transfer procedure etc.

It ensures the most effective and suitable placement to candidates.

It enables centralized training programmers ,which further brings Uniformity and minimizes average cost of staff.

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Merits of decentralized recruitment:

The unit concerned concentrates only on those sources/places.

The unit gets most suitable candidates as it is well aware of the requirements of the jobs regarding cultural, traditional, family

background aspects, local factors, social factors etc

Units can recruit candidates as and when they are required Without any delay.

The units would enjoy freedom in finding out, developing the Sources, in selecting and employing the techniques to stimulate the candidates.

The unit would relatively enjoy advantage about the availabilityOf information, control and feedback and various functions of recruitment.

The unit would enjoy better familiarity and control over the employment it recruits rather than on employees selected by the

central recruitment agency.

FACTORS GOVERNING RECRUITMENT

Given its key role and external visibility, recruitment is naturally subject to influence factors. These include external as well as internal forces:

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SUB –SYSTEMS OF RECRUITMENT:

The recruitment consists of the following sub functions

Finding out and developing the sources where the required number and kind of employees will be available.

Developing suitable techniques to attract the desirable candidates employing the techniques to attract candidates.

Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required.

Management has to attract more candidates in order to increase selection ratio(i.e.number of applications per one job vacancy)in order to select the most suitable candidates out of the total candidates out of the total candidates. Recruitment is positive as it aims at increasing the number of applicants and selection some what negative as it selects the suitable candidates in which process the unsuitable are automatically eliminated. Though function of recruitment seems to be easy a number of factors make performance of recruitment a complex one.

RECRUITMENT STRATAGIES:

1.In sourcing or outsourcing :

Companies recruit the candidate employ them train and develop them and utilize the Human Resource of these candidates is called in sourcing.

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External Force:

Supply and Demand Un-Employment Rate Labor Market Political, Social & Sons

of Soil Images

Internal Forces

Recruitment Policy HRP Size of the Firm Cost Growth & Expansion

Recruitment

Some organizations employ and develop the candidates with a view to provide the human resources to other organization .Some companies depend for their human resource requirements on such external whose core business is to provide human resource. This strategy

is called out sourcing.

2. vast and fast source:

The fast developing IT industry and high technology oriented

Industry invariably require vast human resource within the short period.

The best strategy to get vast human resource immediately is interne

RECRUITMENT PROCESS:

Recruitment refers to the process of identifying and attracting job seekers so as to build a poll of qualified job applicants.The process comprises five interrelated stages,

Planning Strategy development Searching Screening Evaluations and control

The ideal recruitment programmer is the one that attracts arelatively larger number of qualified applicants who will survive theScreening process and accept positions with the organizations, when offered. Recruitment programmers can miss the ideal in many ways.

By failing to attract an adequate applicant pool. By under/over selling the organization. By inadequately screening applicants before they enter the Selection process

31Personal Planning

Employee Requisition

Job Analysis

SOURCES OF RECRUITMENT:

Sources of recruitment are broadly divided in to internal sources and external sources. Internal sources are the sources with in the organization pursuits. External sources are sources outside organization pursuits.

INTERNAL SOURCE: internal sources include

Present permanent employees Present temporary employees Retrenched or retired employees Dependents of deceased, disabled ,retired and present employees

Present permanent employees: Organizations consider the candidates from this sources for higher level jobs due to: 1 availability of most suitable candidates for jobs relatively or equally to the external sources,

2. To meet the trade union demands

3. To the policy of the organization to motivate the present employees.

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Searching

Activation

“Selling”

Job Vacancy

Recruitment

Planning

Numbers

Evaluation & Control

Strategy

Development

Where

Applicant Pool

Potential Hires

Applicant Population

To SelectionScreening

Present temporary employees: Organizations consider the candidates from this

Source to fill the vacancies relatively at the lower level owing to the availability

of suitable candidates or trade and pressures or in order to motivate them on the

Present job.`

Retrenched or retired employees: Generally a particular organization retrenches

The employees due to lay-off. The organization takes the candidates for employment from the retrenched employees due to obligation , trade union pressure and the like. Sometimes the organization prefer to reemploy their retired employees as a token of their loyalty to the organization or to postpone some inter-personal conflicts for promotion etc.

Dependents of deceased, disabled, retired and present employees: some Organizations with a view to developing the commitment and loyalty of not only the employees but also his family members and to build up a image provide employment to the dependents of deceased, disabled and present employees. Such organizations find this source as an effective source of recruitment.

Importance of internal source : Organizations prefer this source to extent for the following reasons:

Internal recruitment can be used as a technique of motivation. Morale of the employees can be improved. Suitability of the internal candidates can be judged better than the

external candidates as,” known devils are better than unknown angles”.

Loyalty, commitment, a sense of belongingness, and security of the present employees can be enhanced.

Employees psychological needs can be met by providing an opportunity for

Advancement.

Employee’s economic needs for promotion, higher income can be satisfied.

Cost of selection can be minimized.33

Cost of training , induction, orientation, period of adaptability to the Organization can be reduced.

Trade unions can be satisfied. Social responsibility towards employees may be discharged. Stability of employement can be ensured.

EXTERNAL SOURCE: External sources are those sources which are outside the

Organizational pursuits. Organizations search for the required candidates from

These sources for the following reasons.

The suitable candidates with skill, knowledge , talent etc are generally available.

Candidates can be selected without any pre-canceived notion or Reservations.

Cost of employees can be minimized because employees selected from this

Sources are generally placed in minimum pay scale.

Expertise, excellence and experience in other organizations can be easily brought

into the organization.

Human resources mix can be balanced with different background, experience, skills etLatest knowledge, skills, innovative or creative talent can also be flowed into the organizatioisting will also broadens their personalityLong-run benefit to the organization in the sense that qualitative human resources can be brought.

EXTERNAL SOURCES: External sources include

CAMPUS RECRUITMENT: companies realize that campus recruitment is one of the

Best sources for recruiting the cream of the new blood. The techniques of campus

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Recruitment includes:

Short listing the institutes based on the quality of students intake, faculty facilities and past record

Selecting the recruiting team carefully.

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From manpower addition plan

Identify campus to recruit on

Conduct pre-placement talks

Secure place in queue on each campus

Check application forms of candidates

Interview intensively for competence

Conduct written test for knowledge

Cross check for inconsistencies

Identify suitable candidates

Stay in touch with those who

Make job offers

Advise through final year’s specialization

Provide support to ease stress

Continue informal interaction

Offering the smart pay rather than high pay package.

Presenting a clear image of the company and the corporate culture.

Present the company but do not over sell the company.

Getting in early .Make an early bird offer. Focusing on career growth opportunities that the company

offers to the recruits.

Include young line managers and business school and engineering school alumniin the recruiting team.

Build the relationships with the faculty, administrators and students to grab them before the rivals do .

PRIVATE EMPLOYMENT AGENCIES: public employment agencies or consultants like ABC. Consultant in India performs the recruitment functions on behalf of a client company by charging fee. Line managers are relieved from recruitment function so that they can concentrate on their operational activities and recruitment functions is entrusted to a private agency or consultants .But due to limitations of high cost, ineffectiveness in performance ,confidential nature of this function ,managements sometimes do not depend on this source. However, these agencies function effectively in the recruitment of executives. Hence these are called executive search agencies.

PUBLIC EMPLOYMENT AGENCIES: The government set-up public employment exchanges in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. The employment exchange act, 1956 makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. These industries have to depend on public employment exchanges for specified vacancies.

PROFESSIONAL ORGANISATION: professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. They also act as an exchange between their members and recruiting firms in exchanging information, clarifying doubts etc. Organizations find this source more useful to recruit the experienced and professional employees like executives, managers, engineers.

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DATA BANKS: The management can collect the bio-data of the candidates from different sources like employment exchanges, educational training institutes, candidates etc and feed them in the computer. It will become other sources and the company can get the particulars as and when it needs to recruit.

CASUAL ALLICANTS: Depending up on the image of the organizations, its prompt response, participation of the organization in the local activities, level of unemployment candidates apply for the jobs through mail or hand over the applicants to the personneldepartment. This would be a suitable source foe temporary and lower level jobs.

SIMILAR ORGANISATION: Generally experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get suitable candidates from this source. This would be most effective source for executive positions and for newly established organizations or diversified or expanded organizations.

TRADE UNIONS: Generally, unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with view to getting suitable employment due to latter’s intimacy with management. As such the trade union leaders are aware of the availability of candidates .In the view of this fact and in order to satisfy the trade union leaders ,management enquire trade union for suitable candidates.

Management decides about the sources depending up on the types of the candidates needed, time lapse etc.

MODERN SOUCES OF RECRUITMENT:A number of modern recruitment sources and techniques are being are being used by the corporate sector in addition to traditional sources and techniques. These sources include techniques

WALK-IN: The busy organizations and the rapid changing companies do not find time to perform various functions of recruitment. They advice potential candidates to attend for an interview directly and with out any prior applications on a specified date ,time and at a specified place. The suitable

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candidates from among the interviewees will be selected for appointment after screening the candidates through tests and interviews.

CONSULT-IN: The busy and dynamic companies encourage the potential job seekers to approach them personally and consult them regarding the jobs .The companies select the suitable candidates from among such candidates through the selection process.

HEAD HUNTING: The companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice the company regarding the filling up of the positions. Head-hunters are also called search consultants.

BODY SHOPPING: Professional organizations and the hi -tech training institutions develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise the organizations themselves approach the prospective employees to place their human resources. These professional and training institutions are called body shoppers and these activities are called as body shopping.

BUSINESS ALLIANCES: Business alliances like acquisitions, mergers, and takeovers help in getting human resources. In addition , the companies do also have alliances in sharing their human resources on ad-hoc basis.

It does mean that , the company with surplus human resources offers the services of their employees to other needy organizations.

TELE –RECRUITMENT: The technological revolution in telecommunication helped the organization to use internet as source of recruitment. Organizations advertise the job vacancies through word wide internet. The job seekers send their applications through email or internet .Alternatively job seekers place their CVs in the world wide internet , which can be drawn by prospective employees depending upon their requirements.

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RECRUITMENT TECNIQUES: Recruitment techniques are the means or media by which management contracts prospective employees or provides necessary information or exchanges ideas or stimulates them to apply for the jobs. Management uses different types of techniques to stimulate internal and external candidates. Techniques useful to stimulate internal candidates are

Promotions

Transfers

Techniques useful to stimulate external candidates:

Present employees Advertising Scouting

PROMOTIONS: Most of the internal candidates would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if management gives them the assurance that they will be promoted to the next higher level.

TRANSFERS: Employees will be stimulated to work in the new sections or places if management wishes to transfers them to the places of their choice.

PRESENT EMPLOYEES: Management can contact, persuade the outsiders to apply for jobs in the organization through the recommendations to the candidates by the present employees, trade union leaders etc.

SCOUTING: Scouting means sending the representations of the organizations to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. The representatives provide information about the company and exchange information and ideas and clarify the doubts of the candidates.

ADVERTISING: Advertising is widely accepted technique of recruitment, though it mostly provides one way communication. It provides the candidates in different sources, the information about the job and company and stimulates them to apply for jobs. It includes advertising through different media like newspapers, magazines of all kinds, radio, television etc.

RECRUITMENT PRACTICES: Various surveys conducted in foreign countries reveal that various organizations use the following sources of recruitment in the order of the 39

relative practice : employment referrals, casual applicants ,advertising, local educational institutions, public employment exchanges and unions.Industries in India depend on the following source

Internal sources.

Lists of a central pool of candidates from which vacancies are filled.

Public employment exchange.

Casual labourers.

Labour contractors.

Candidates introduced by friends and relatives.

Private employment agencies/consultants.

Campus recruitment like Indian institutions of management, Indian institutes of technology, Indian institute of science, national institute for training industrial engineers.

Sons of soil. Specified communities and categories

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SELECTION

SelectionMEANING AND DEFINATION: After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in the organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for unfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates .the section procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates ,

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Specifications are matched with the job specifications and requirements or not. The selection procedure cannot be effective until and unless:

Requirements of the job to be filled have been clearly specified. Employee specifications have been clearly specified. Candidates for screening have been attracted.

Thus the development of job analysis, human resources planning and recruitment are necessary perquisites to the selection process. A break down in any of these processes can make even the best selection system ineffective.

ESSENTIAL OF SELECTION PROCEDURE: The selection process can be successful if the following requirements are satisfied:

Some one should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of work load and work force.

There must be some standard of personnel with which a prospective employee may be compared that is a comprehension job description and job specification should be available beforehand.

There must sufficient number of applicants from whom the required number of employees may be selected.

FACTORS AFFECTING SELECTION DECISION: The goal of selection is to sort out are eliminating those judged unqualified to meet the job and organizational requirements

Where as the goal of recruitment is to create a large pool of persons available and willing to work. That it is said that recruitment tends to be positive while selection tends to be positive.

A number of factors affect the selection decision of candidates. The important among them are:

Profile matchingOrganizational and social environment.Successive hurdles.Multiple correlations..

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PROFILE MATCHING: Tentative decision regarding the selection of candidates is taken in advance. The scores secured by these known candidates in various tests are taken as a standard to decide a success or failure of other candidates at each stage. Normally, the decision about the known candidates is taken at interview stage. Possible care is also taken to match the candidate’s bio date with the job specifications.

ORGANISATIONAL AND SOCIAL ENVIRONMENT: Some candidates who are eminently suitable for the job, may fail as successful employees due varying organizational and social environment. Hence candidates specifications must match with not only job specifications but also match with organizational and social environment.

SUCCESIVE HURDLES: In this method hurdles are created at every stage of selection

Process. Therefore, applicants must successfully each and every screening device in case of successive hurdles.

MULTIPLE CORRELATIONS: Multiple correlations are based on the assumption that a deficiency in factor can be counter balanced by an excessive amount of another. A candidate is routed through all selection steps before a decision is made. The composite text score index is taken in to accounting the selection tests. Hence for border lines cases multiple correlation method is useful and for other successive hurdles method is useful.

NEED FOR SEIENTIFIC SELECTION SYSTEM: Every organization has to follow a systematic selection procedure since the problems with the employee start after selection and employment. In other words, if an organization selects a wrong person, it has to face a number of problems with him. In addition to the cost of selection, training and other areas will become recurring expenditure to the company owing to employee turnover caused to improper selection technique. Every organization is influenced by the social factors as it is apart and parcel of the society. Hence it has to do justice to all sections of the people in providing employment oppurnities.Hence organization should objective system of selection that should be impartial and provide equal opportunity.

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SELECTION PROCEDURE:

Steps in selection procedure:

JOB ANALYSIS: Job analysis is the basis for selecting the right candidate. Every organization should finalize the job analysis, job description, job specification, and employee specifications before proceeding to the next step of selection.

RECRUITMENT: Reruitment refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization .It is the basis for remaining techniques of the selection and the latter varies depending upon the former.

APPLICATION FORM: Application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary levels. Many companies formulate their own style of their application forms depending up on the requirement of information based on the size of the company, nature of the business, type and level of the job etc.They also formulate different application forms for different jobs at different levels so as to solicit the required information for each job. Information is generally required on the following items in the application forms: personal background information, educational attainments, work experience, salary, personal details, and references.

WRITTEN EXAMINATION: The organizations have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidates ability in arithmetical calculations, to know the candidates attitude towards the job, to measures the candidates aptitude, reasoning, knowledge in various disciplines, general knowledge and English language.

PRILIMINARY INTERVIEW: The preliminary interview is to solicit necessary information from the prospective applicants and to assess the applicants suitability to the job. These may be conducted by an assistant in the personal department. The information thus provided by the candidate may be related to the job or personal specifications regarding education, experience, salary expected, aptitude towards the job, age, physical appearance and other physical requirements etc. thus, preliminary interview

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is useful as a process of eliminating the undesirable and suitable candidates. If a candidate satisfied the job requirements regarding mot of the areas, he may be selected for the further process.

BUSINESS GAMES: Business games are widely used as a selection technique for selecting management trainees, executive trainees, and managerial personnel at junior, middle and top management positions. Business games help to evaluate the applicants in the areas of decision making, identifying the potentials, handling the situations, problem solving skills etc. participants are placed in the a hypothetical work situation and are required to play the role situations in the game .The hypothesis is that the most successful candidate in the game will be the most successful one on the job.

GROUP DISCUSSION: The technique of group discussion is used in order to secure further information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful applicants are brought around a conference table and are asked to discuss either a case study or a subject matter. The

Candidates in the group are required to analyze, discuss, find alternative solutions and select the sound solution. A selection panel then observes the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information basing on the given information and using common sense, and mediating arguments among the participants and summarizing or concluding aptly.

TESTS: The most vital technique of selection which gained significance in the recent years is testing. It would be difficult for the organization to evaluate the candidate’s performance only on the basis of application blank and interviews. Employment tests help the management in evaluating the candidate’s suitability to the job. The test are called psychological tests because psychologists have contributed a lot in developing these tests.

GUIDES TO TESTING: Dale s.beach suggested the following guidelines for the employment test.

Tests should be in addition to other selection techniques as entire tests can only provide information about a part of total behavior of a candidate.

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Tests information should be taken into consideration to find out candidates weakness rather than strengths.

Tests are helpful in picking a most likely successful group from a large group rather than successful individuals.

A tests should be tested in ones own organization as a valid test in one that measures what it is supposed to measures.

Tests can be held only in case of failure of others selection devices in providing satisfactory information.

Test administrators should not heavily depend upon the test score in making decision regarding selection of a candidate.

CONCEPTSD OF TESTING: Testing concepts include job analysis, reliability and validity.

JOB ANALYSIS: One of the important testing concepts is job analysis as it provide basic information about the type of the candidate needed by the organization. Job specification and job requirements provide information about the demands made by a job on the incumbent, where as employee specification gives the information about the characteristics, qualities, behavior of the employee needed to perform a job successfully. Thus, employee specification is the basis to decide upon a particular test or tests and minimum acceptable score in order to test whether the candidates possessed the required amount and degree of behavior and qualities like intelligence, aptitude to perform the job successfully.

RELIABILITY: After identifying the tests the administrator of test should ensure the reliability of test .Reliability of a test refers to the level of consistency of score or results obtained throughout a series of measurements. If a person obtains same or similar score in the tests conducted in first , second and third time , under the same conditions, it is said that the test is reliable. The reliability of any selection technique

Refers to its freedom from systematic errors of measurement or its consistency under different conditions.

VALIDITY: Any selection device should aim at finding out whether a candidate possessed the skills or talents required by a particular job or not. Each selection test aims at finding out whether a candidate possessed that particular skill or not. Each

Selection test aims at finding out whether a candidate possessed that particular skill or not. Each test aims at finding out whether a candidate

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possessed the nature and level of intelligence essential to perform the job. If intelligence test is effective in measuring the level of intelligence, then it can be said that test is valid. After the tests reliability and validity are tested, the personal manager has to develop a testing programme. The following steps can be followed in installing a testing programme.

Formulation of the objectives of testing programme.

Analysis of jobs to identify those characteristics that appears necessary for job success.

Making of a tentative choice of test for a try-out.

Administering of that test to an experimental group of people.

Establishing of criteria for job success.

Analysis of results and making of decisions regarding test application.

TYPES OF TESTS: Tests are classified in to five types. There are:

APTITUDE TEST: These tests measures whether an individual has the capacity or talent ability to learn a given job if given adequate training. Aptitude can be divided in to general and mental ability or intelligence and specific aptitudes such as mechanical, clerical, manipulate capacity etc.

1. Intelligence test: These tests in general measure intelligence of a candidate. In detail these tests measure capacity for comprehension, reasoning, word fluency, verbal comprehension, numbers, memory and space. Other factors such as digit spans – both forward and backward, information known, comprehension, vocabulary, picture arrangement, and object assembly.

2. Mechanical aptitude test: These tests measure the capacities of spatial visualization, perceptual speed and knowledge of mechanical mater. These tests are useful for selecting apprentices, skilled, mechanical employees and technicians.

3. Psychomotor tests: These tests measure abilities like manual dexterity, motor ability and eye-hand coordinator of candidates. These tests are useful

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to select semi skilled workers and workers for repetitive operation like packing, watch assembly.

4. Clerical aptitude tests: Measure specific capacities involved in office work. Items of this include spelling, computation, compression, copying, word measuring etc.

ACHEIVEMENT TESTS: These tests are conducted when applicants claim to know something as these are concerned with what one has accomplished. These tests are more useful to measure the value of specific achievement when an organization wishes to employee experienced candidates. These tests are classified into:

1.Job knowledge test: under this test a candidate is tested in the knowledge of a particular job. For example a junior lecture applies for a job of a senior lecture in commerce, he may be tested in job knowledge where he is asked questions about accountancy principles , banking, law, business management etc.

2.Work sample test: Under this test a portion of actual is given to the candidate as a test and a candidate is asked to do it. If a candidate is applied for a post of lecture in a management he may be asked to deliver a lecture on management information system as a work sample test.

Thus the candidates achievements in his career is tested regarding his knowledge about the job and actual work experience.

SITUATIONAL TEST: This test evaluates a candidate in a similar real life situation .In this test a candidate is asked either to cope with a situation or solve critical situations of a job.

1.Group discussions: This test is administered through group discussion approach to solve a problem under which candidates are observed in the areas of initiating, proposing valuable ideas, conciliating skills, oral communicating skills, co-ordinating and concluding skills.

2. In basket: situational test is administered through basket. The candidate in this test is supplied with actual letters, telephone and telegraphic message, reports and requirements by various officers, adequate information

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about job and organization. The candidate is asked to take decisions on various items based on the in basket information regarding requirements in the memorandum.

INTEREST TEST: These tests are inventories of likes and dislikes of candidates in relation to work, job, occupations, hobbies are recreational activities. The purposes of this test is to find out whether a candidate is interested or disinterested in a job for which he is a candidate and to find out in which area of the job the candidate is interested. The assumption of these tests is that there is high correlation between interest of a candidate in a job and job success. Interest inventories are less faked and they may not fluctuate after the age of 30.

PERSONALITY TEST: These tests prove deeply to discover clues to an individual value system , his emotional reactions and maturity and characteristic mood. They are expressed in such traits like self –confidence, tact, emotional control, optimism, decisiveness etc.

1. Objective tests: Most personality tests are objective test as are suitable for group testing and can be scored objectively.

2. Projective test :candidates are asked to project their own interpretation of certain standard stimulus situations basing on ambiguous pictures , figures etc. under these test

FINAL INTERVIEW: Final interview is usually followed by testing .This is most essential step in the process of selection. In this test the interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his observation during interview.

TYPES OF INTERVIEWS: The types of interviews are as follows :

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Informal interview: This is the interview which can be conducted at any place by any person to secure the basic and non-job related information .The interaction between the candidate and the personal manager when former meets the latter to enquire about vacancies or additional particulars in connection with the employment advertisement is an example of informal interview.

Unstructured interview: In this interview the candidate is given the freedom to tell about himself by revealing his knowledge on various items , his background, expectations, interest etc. Similarly the interviewer also provides information on various items required by the candidate.

CORE INTERVIEW: It is normally between the candidate and the line executive or experts on various areas of job knowledge, skill, talent etc. This interview may take various forms like:

1.Back ground information interview: This interview is intended to collect the information which is not available in the application blank and to check that information provided in the application blank regarding education, place of domicile, family, health, interests, hobbies, likes, dislikes, extracurricular activities of the applicant.

2.Job and probing interview: This interview aims at testing the candidates job knowledge about duties, activities, methods of doing the job, problematic areas, methods of handling those areas etc.

3.Stress interview: This interview aims at testing the candidates job behavior and level of withstanding during the period of stress and strain. Interviews tests the candidates by putting him under stress and strain by interrupting the applicant from answering, criticizing his opinions, asking questions pertaining to unrelated areas, keeping silent for unduly long period after he has finished speaking etc.

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4.Group discussions interview: There are two methods of conducting group discussions interviews. They are:

A. Group interview method B. Discussion interview method

All the candidates are brought together into one room that is interview room and are interviewed one by one under group interview. This method helps a busy executive to save valuable time and gives a fair account of the objectivity of the interview the candidates.

Under the discussion interview method one topic is given for discussion to the candidates who assemble in one room and they are asked to discuss the topic in detail. This type of interview helps the interviewer in appraising, certain skills of the candidates like initiative, inter personal skills, dynamism, presentation, leading, comprehension, collaboration etc.

5. Formal and structured interview: In this type of interview, all the formalities, procedures like fixing the value, time panel of interviewers , opening and closing, intimating the candidates officially etc are strictly followed in arranging and conducting interview. The course of the interview is preplanned and structured , in advance, depending on job requirements. The questions items for discussion are structured and experts are allotted different areas and questions to be asked. There will be very little room for the interviews to deviate from the questions prepared in advance in a sequence.

6. Panel Interview : Interviewing of candidates by one person may not be effective as he cannot judge the candidates indifferent areas owing to lack of knowledge and competence in multiple areas and disciplines. Hence most organizations invite a panel of experts, specialized in different areas to interview the candidate. A panel of experts interviews the each candidate, judges individual and prepares consolidated judgment based on experts judgment and weightage of each factor. This type of interview is known as panel interview. This type of interview is more effective as each candidate is prepared by an expert in relevant areas. Experts should be cautioned against 51

over accuracy, excessive weightage to a particular factor, domination of other experts etc.

7. Depth interview: In this type of interview, the candidate would be examined extensively in core areas of knowledge and skills of the job. Experts in that particular field examine the candidates by posing relevant questions as to extract critical answers from them, initiating discussions regarding critical areas of the job, and by asking the candidates to explain even minute operation of the job performance. Thus the candidate is examined thoroughly in critical areas in the interview.

DECISION-MAKING INTERVIEW: After the candidates are examined by the experts including the line managers of the organization in the core areas of the job, the head of the department concerned interviews the candidates once again, mostly through informal discussion. The interviewer examines the interest of the candidate in the job, organization, o the working conditions, career planning, promotional opportunities, work adjustment and allotment etc. The personal manager also interviews the candidates with a view to find out their reaction regarding salary, allowances, benefits, promotions, opportunities etc. The head of the department and the personal manager exchange the views and then they jointly inform their decision to the chairman of the interview board, who finally makes the decision about the candidates performance and their ranks in the interview.

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INTERVIEW PROCESS: Interview is not a single step. It is a process consisting of several steps. The major steps are grouped in to four categories. They are

(a)Preparation for the interview Appropriate type of interview

The areas to be tested

Type of and No. of Interviews

Review the Information

(b)Conduct the interview Open the Interview

Get Complete & accurate information

Record Observation & impression

Guide the Interview

Check the Success of the Interview

© Close the interview

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(d) Evaluate interview results

(a)PREPARATION FOR THE INTERVIEW: Advance preparation for interview is essential as it permits focusing its coverage on the vital aspects and it helps the interviewer to remember and absorb many impressions and facts. The following preparations have to be made by the organization before starting an interview.

Choose the appropriate types of interviews based on the job requirements and the nature of the interviews discussed earlier.

Identify the knowledge, skill areas to be examined through interviews based on job requirements.

Determine the type and number of interviews :interviews should be selected based on personnel characteristics , technical competence, initiative, common sense, general smartness, ability to inspire confidence, capacity to work in a team and potential for growth.

Interviews may be drawn from personal specialists, line managers concerned, experts in the discipline concerned , from academics, practitioners and psychologist.

Review of the information collected in advance through other selection methods, finding out the validity of those methods, the scores obtained etc. The information available in the application blank should be thoroughly checking regarding.

Decide up on the administrative arrangements. Finalize the physical setting including time which would be

convenient to interviewees and interviewers. Determine the coverage of the interview: Generally the interview

should cover the areas like relevance of qualifications and experience to job requirements, gaps in employment history and causes therefore, reasons for choosing course , school, occupation etc., likes and dislikes, sense of humor, quickness of reaction, ability to recognize thoughts, manner and poise, cultural level etc.

Find out the conditions under which the interview technique is effective. this includes1. consistency in the results of various selection techniques.

2. use the interview technique to test the candidate on those areas where other techniques are ineffective.

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3. When the purpose of the interview is to find out the most suitable position to the applicant.

(b)CONDUCTING THE INTERVIEW: The next major step in the interview process is conducting the interview. To conduct the interview effectively is difficult and hence most of the line managers avoid this task.

The interviewers should take much care in the process of conducting interview in view of the scope for committing mistakes at various levels. Adequate information from the candidate can be obtained by listening to and observing rather than talking too much. Further, interviewers very often commit the following mistakes:

Indulging in discourtesy and rudeness. Arriving at conclusions before the interview is over. Asking questions mechanically. Feeling shyness in asking questions. Failing to observe the behavior and tap the unexplored areas. However, such mistakes by interviewer can be avoided by selecting competent interviewers, training and developing them.

The various sub-activities of conducting the interview are:

(a)Open the interview: The interviewer has to open the interview with a conscious effort and with conducive voice, speech and appearance during the first few minutes of the interview. This helps the interviewer to establish a rapport with and gain the confidence of the interviewee.

(b)Get complete and accurate information: The interviewer should get full information relating to skill, knowledge, aptitude, traits of the candidate. The best way of getting full information is by structured interview.

(c)Recording of observations and impressions: The interviewer has to record his observations and impressions in the course of interview with a view to manage the information system for evaluating the candidates suitability at the later stage.

(d)Guide the interview: Guiding the interview is essential as:

To have sufficient discussion on a topic. To lead the applicant tactfully and surely towards the interview

goals.

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Some applicants are talkative and some are intelligent in giving information which they know and in avoiding others areas.

Applicant sometimes is reticent.

(e)Check the success of the interviewer: The success of the interviewer in conducting the interview can be checked through the following items:

Making favorable impression on the candidate on the beginning of the interview. Refraining from making judgement at the beginning. Putting the candidate at ease. Giving chance for further discussion. Asking questions at right time, clearly and in appropriate language. Avoiding unnecessary interference. Avoiding expression of approval or disapproval of any attitude. Talking to a minimum. Guiding the interview. Obtaining relevant and adequate information.

(C)CLOSING THE INTERVIEW: Closing of interview is as important as its commencement and it should end pleasantly. The interviewer may show some signs of the close of the interview at an appropriate time. Interview results should be evaluated after closing the interview.

(D)EVALUATION OF INTERVIEW RESULTS: The interviewers of interviewers evaluate the candidate’s strengths and weakness against the job and organizational requirements. The evaluation is generally based on the observations, impressions and information collected during the course of interview. However, the final decision about the suitability of candidate to the job is made on the basis of the results of all selection techniques. But the interview results influence the selection decision much more than any other technique. The evaluation may be in descriptive from or regarding from or rating form. The interviewer has to strike a fine balance between the job requirements and employee values skills, knowledge etc.

MEDICAL EXAMINATION: Certain jobs require certain physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc. Medical examination reveals whether or not a candidate posses these qualities

Medical examination can give the following information.56

Whether the applicant is medically suited for the specific job Whether the applicant is medically suited for the specific job Whether the applicant has health problems are psychological

attitude likely to interfere with work efficiency or future attendance.

Whether the applicant suffers from bad health which should be corrected before he can work satisfactory.

It reveals the applicants physical measurements And it is used to check the special senses of the candidates.

REFERENCE CHECKS: After completion of final interview and medical examination, the personal department will engage in checking references. Candidates are required to give the names of references in their application forms. This references may be from the individuals who are familiar with the candidate’s academic achievement or from the applicant’s previous employer, who is well versed with the applicant’s job performance , and some times from co-workers. In case the reference check is from the previous employer, information for the following areas may be obtained . reference checks are taken as a mater of routine and treated casually are omitted entirely in many organizations, but a good reference check used sincerely with fetch a useful and reliable information to the organization.

FINAL DECESION BY THE LINE MANAGER CONCERNED: The line manger concerned has to make the final decision whether to select or reject the candidate after soliciting the required information through different techniques. The line manager has to take much care in taking the final decision not only because of economic implications and of the decisions but also because of behavioural and social implication. A careless decision of rejecting would impair the morale of the people and they suspect the selection procedure and the basis of selection of this organization. A true understanding between line manager and personal manager should be establish to take proper decisions.

EMPLOYMENT: Thus, after taking the final decision the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization sends the appointment orders to the successful candidates either immediately or after sometime depending upon its time schedule.

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PLACEMENT58

placement

INTRODUCTION:

When once the candidate reports for duty, the organization has to place him initially in that job for which he is selected. Immediately the candidate will be trained in various related jobs during the period of probation of training or trail. The organization, generally, decides the final placement after the initial training is over on the basis of candidates aptitude and performance during the training period. Probation period generally ranges between six months and two years. If the performance is not satisfactory, the organization may extend the probation or ask the candidate to quit the job. If the employees performance during the probation period satisfactory, his services will be regularized and he will be placed permanently on a job.

DEFINATION: Placement is “the determination of the job to which an accepted candidates is to be assigned and his assignment to that job. It is a matching of what the supervisor has reason to think he can do with the job demands, it is a matching of what he imposes and what he offers in the form

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of payroll, companionship with others, promotional possibilities etc. It is not easy to match all the factors to the new employee who is still unknown to many. So the new employee is placed as a probationer until the trail period is over.

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Collect details about the employee

Construct the employees profile

Match between subgroup profile and individuals profile

Compare sub group profile to job family profile

Induction

INDUCTION Introducing the new employee who is designated as a probationary to the job, job location, surroundings, organizational surroundings, various employees is the final step of employment process. Some of the companies do not lay emphasis on this function as they view that this function will automatically performed by the colleagues of the new employees. This is more so in educational institutions. This process gain more significance as the rate of turnover is very high among new employees compared to senior employees. This is mainly because of the problem of adjustment and adoptability to the new surroundings and environment. Further induction is essential as the newcomer may feel insecure, shy,

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nervousness and disturbing. This situation leads to instability and turnover. Hence induction plays pivotal role in acquainting the new employee to new environment, company rules and regulations.

DEFINATION: “Induction is the process of receiving and welcoming of employee when he first joins a company and giving the basic information he needs to settle down quickly and happily and start work.

Lecture, handbook, film, group seminar, are used to impart the information to new employees about the environment of the job and the organization on order to make the new employee acquaint himself with the following heads.

About the companies history, objectives, policies, procedures, rules and regulations, codes etc.

About the department. About the superiors, subordinates etc.

ABOUT THE COMPANY:

History, growth, organization, products, market, customers, etc of the company.

Basic conditions of employment- hours of work, shift, holidays, retirement benefits.

Pay, allowances, deductions. Sickness rules, information – pay-sick leave. Leave rules –casual, special, earned, -holidays, vacation. Work rules, work load, use of materials, equipment, machine. Disciplinary rules and procedure. Grievance procedure. Career path, promotion channel. Unions negotiating machinery. Education, training and development facilities. Health, safety, medical care arrangements.

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Canteen and restaurant facilities. Social benefits and welfare measures. Telephone calls and correspondence. Traveling and subsistence expenses. Uniforms, clothing.

ABOUT THE DEPARTMENT: The departmental head concerned introduces the new employee to the important employees and describes briefly about the department and the job. Then the supervisor concerned introduced the employee in the section describes in detail the job or work, material, machine, equipment with which the worker has to work, process of the production, his position in the departmental organization structure, work distribution, assignment, working hours, shift, quality to be maintained, customers/users of the product or service etc.

ABOUT THE SUPERIORS, SUBORDINATES ETC:

Introduce the new employee to the superior to whom he should report.

Introduce to other superiors with whom his work is indirectly related.

Introduce the new employee to his subordinates with whom he has to work.

Introduce the new employee to the subordinates who will report to him.

Introduce the new employee to his colleagues.

OBJECTIVES OF INTRODUCTION: While introducing the new employee, the supervisor or manager should aim at:

Putting the new employee at his ease. Creating interest in his job and the company. Providing basic information about working arrangements. Indicating the standards of performance and behavior expected of

him. Information him about training facilities. Creating the feeling of social security. Minimizing the reality shock which would be caused due to

incompatibility caused between the employee expectations and

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actually what the company provides regarding pay, benefits, status, working conditions, responsibility etc.

INDUCTION PROCESS: The induction process is as follows:

Reporting for duty at a certain place to the head of the department concerned.

The head of the department welcomes the new employees. Introduction to the organizational/branch head by the head of

the department. Organizational/branch head introduces to important employees

and describes about the organization. Department head introduces to all employees of the

department, describes the department, total work of the department etc.

Supervisor concerned introduces to his co-workers in that section to the work/job, material, machine.

Providing information about the duties, responsibilities, rights, facilities, provisions welfare measures etc.

Supervisor clarifies the doubts of the new employee about the work.

ADVANTAGES OF INDUCTION: The advantages of induction are :

First impression matters a good deal and results is less turnover.

New comer adjusts himself to the work quickly, and it saves the time of the supervisor.

Reduces employee dissatisfaction and grievances. Develops a sense of belongingness and commitment.

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Conceptual framework

RECRUITMENT AND SELECTION PROCEDURE FOLLOWED AT WIPRO:

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RECRUITMENT AND SELECTION PROCEDURE FOLLOWED AT WIPRO:

The recruitment procedure followed at wipro is as follows.

Direct stream

Indirect stream

PRESENT EMPLOYEES: Usually organizations consider the candidates from this source for higher level jobs due to:

Availability of most suitable candidates for jobs relatively or equally to the external sources.

To meet the policy of the organization to motivate the present employees. Due to utilize the above benefits Wipro also consider this sources of recruitment for recruiting the candidates for higher level jobs at the company.

RETRENCHED OR RETIRED EMPLOYEES: The retirement age of the employees at Wipro is 58 years. If the retired employees are most efficient the Wipro Company will appoint them as a consultant for the company. It will utilize them as a source of company. It will utilize them as a source of recruitment.

DEPENDENTS OF DECEASED, DISABLED, RETIRED AND PRESENT EMPLOYEES: The organizations with a view to developing the commitment and loyalty of not only the employee but also his family members and to build up image provide employment to the dependents of deceased, disabled and present employees.

This source of recruitment is also implemented at wipro company that is if due to some reasons if the employee of the company dies it will not only provides a monetary benefits to the employee but also it will provide a unique facility that is job for one person of that family.

CAMPUS RECRUITMENT: Companies realize that campus recruitment is one of the best sources for recruiting the cream of the new blood.

Wipro Company will also recruit the candidates at campus under indirect stream in order to encourage the fresh blood and also creative knowledge at all the levels of the organization.

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PRIVATE EMPLOYMENT AGENCIES: Consultants perform the recruitment functions on behalf of a client company by charging fee. Line managers are relieved from recruitment functions so that they can concentrate on their operational activities and recruitment functions is entrusted to a private agency or consultants.

Wipro will utilize this sources of recruitment for recruiting the candidates under indirect stream. It will also recruit the candidates from training institutes like BHL, HAL etc.

PUBLIC EMPLOYMENT EXCHANGES: The Government set up public employment exchanges in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. The employment exchanges act 1959 makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges.

At Wipro this source of recruitment is used under direct stream for recruiting the candidates for non-management.

CASUAL APPLICANTS: Depending up on the image of the organization, its prompt response, participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or hand over the applications in personnel department.

Wipro also utilize this source of recruitment depending up on its vacancies and future requirements of the organization.

SIMILAR ORGANISATIONS: Generally, experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get most suitable candidates from this source. This would be the most effective source for executive positions and for newly established organization or diversified or expanded organizations.

Wipro will utilize this sources of recruitment depending up on the employee efficiency and also considering his personnel information, salary expectations and other benefits expected by him.

WALK –IN: The busy organizations and the rapid changing companies do not find time to perform various functions of recruitment. Therefore, they advice the potential candidates to attend for an interview directly and with out a prior application on a specified date, time and at s specified place. The suitable candidates from among the interviewees will be selected for appointment after screening the candidates through tests and interviews.

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Wipro will utilize this source of recruitment by giving advertisements through famous newspapers to attend the interviews.

HEAD HUNTING: The companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advise the company regarding the filling up of the position.

Wipro will utilize this source of recruitment under indirect stream for recruiting the candidates for management posts.

BODY SHOPING: Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise, the organizations themselves approach the prospective employees to place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping.

Wipro will get the information about the candidates from professional organizations and training institutions like BHL, HAL for recruiting the candidates under indirect stream.

BUSINESS ALLAINCES: Business alliances like acquisitions, mergers and takeovers help in getting human resources.

If any alliances take place at Wipro it will get the human resources depending up on the goals of organizations and also efficiency of the persons.

E-RECRUITMENT: The technological revolution in E-recruitment helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the World Wide Web internet. The job seekers send their applications through E-mail or internet.

Wipro will utilize this source of recruitment only under indirect stream that is recruiting the candidates for management posts in the company.

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SELECTION PROCEDURE FOLLOWED WIPRO

The selection procedure followed at WIPRO as follows

Direct stream

Indirect stream

DIRECT STREAM

LEVEL1:In level one they will conduct the technical test for the period of 60min to the fitter,Weldor,electrician, machanist etc. according to their requirements they will set bench mark for the selection of the candidates.

LEVEL2: The candidates who are selected in level 1 for them personal interview will be conducted by the HR manager for the time period of 5to 10 minutes to know about the candidates expections regarding company and their job etc.

LEVEL3: The candidates who are selected in the personal interview for them placement will be alloted in the company after this induction program will be conducted according to the candidates job requirtments.

LEVEL4: Probation period for the candidates in direct streem will be for the period of 6 months. On the job training will be conducted for the period of 21 months. For every 6, 12, and 18 months appraisal will be conducted

INDIRECT STREEM:

LEVEL 1: In level 1 the resumes will be get from the job consultans and these will be initialy checked by the HR manager to know about the qualification, background and experience of the candidates.

LEVEL2: The candidates who was delected in level 1 for them second round interview will be conducted by the HR manager of the company to discuss about compensation rolls and responsibilities etc.

LEVEL 3: In level 3 for the selected candidates medical test will be conducted in Bangalore at APOLLO. After medical test internal check will be conducted

LEVEL4: After the candidates are placed in their post they will send to Bangalore unit to understand the industrial culture. Probation and training period will be conducted for the period of one year.

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Findings

&

Suggestions

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FINDINGS:

Recruitment and selection requires understanding the clients business requirements and parameters.

It was noticed that the recruiters are looking for the experience candidates only.

The recruiter will use technical test for selection procedure to select the candidates.

The recruiters will source the resumes through portals and screen the resumes according to the client requirement.

It was also found that job portals are using as a major source for recruiting the candidates.

The recruiter will inform the interview date and time to the candidate through making calls to the candidate.

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SUGGESTIONS:

Information regarding any interviews and other openings at various platforms should be disclosed to the candidates earlier.

It is better to maintain the update record of candidates whom do they come to You and drop their CV.

Response is to be given to the candidates as early as possible.

Candidates are to be perfectly routed while they have been attending the interviews in companies.

You are supposed to receive their calls with out any failure in working hours.

They should ask about the candidates expecting pay package in the initial screening itself.

The recruiters will also consider the fresher and skilled persons.

Train the employee to understand the client business.

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Bibliography

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Bibilography

Personnel management lathanair and NG nair

Organizational behaviour k. Ashwathappa Human resource management p. subbarao

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WEBILOGRAPHY

www.sarelog.com www.wipro infrastructure engineering ltd www.gooogle com www.yahoo.com

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