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In the partial fulfillment of the requirement of BBA program of FAIRFIELD INSTITUTE OF MANAGEMENT AND TECHNOLOGY D BY MOHAN VI SUBMITTE REMYA BBA-

The completion of any project is not complete without thanking the people behind the venture & this project is no exception. Racing against the time & fast approaching deadlines, the fact that we were able to successfully complete the project just in time would not have been possible without the help and support of many people. Their constant guidance & encouragement coupled with our commitment were the cornerstones for the successful completion of the project. It gives us immense pleasure to acknowledge the teachers whose help gave the needed confidence, enthusiasm, and perseverance. We express our gratitude to Mr.SONAM SAPRA for providing us the excellent guidance and Opportunities. I would also like to thank him for giving me an opportunity to have training in LADDER HR SOLUTIONS.

I would also like to owe my gratitude to my team members for their brilliant support.


I here by declare that the work which is being presented here is submitted in partial fulfillment of the requirement of BBA program of Fairfield Institute Of Management And Technology, Delhi. It is an authentic record of my work carried out during the period from 1st May 2010 to 15th June 2010 under the supervision of Mr. Sonam Sapra, Ladder HR Solutions, Gurgaon.

I hereby declare that the contents of this report are true and best to my knowledge.

1. 2. 3. 4. 5. 6. 7. INTRODUCTION COMPANY PROFILE OVERVIEW OF THE COMPANY HUMAN RESOURCE Introduction Origin of Human Resource Definition of Human Resource HUMAN RESOURCE DEVELOPMENT HUMAN RESOURCE MANAGEMENT Introduction Functions HR PHILOSOPHY Managing human resource RECRUITMENT

8. 9. 10. 11.

Introduction Types Purpose Process Strategies Sources Factors affecting recruitment SELECTION Steps in selection process Recruitment & selection procedures INDUCTION AND ORIENTATION CONCLUSION BIBLIOGRAPHY

TRAINING AT LADDER HR SOLUTIONS Objectives of the summer internship:

To complete internship with full efficacy and efficiency.

To understand working of whole of the organization and to seek opportunity that will stimulate me and provide experience. To generate attitude towards profession in corporate sector. To study process flows of different departments in an organization.

The primary objective of the Summer Internship Program is to provide student interested in the field of Human Resource Management some experience and

knowledge on the management and operations of an organization. To accomplish the objective the student is expected to participate in a variety of activities in the organization. The duties require significant involvement in management activities and ability to work effectively with coworkers . To achieve the organizational goals the appropriate integration of 6M- man, money, material, machine, method and minute is required. METHODOLOGY The time of two months spent at Ladder HR Solutions gave me an experience that was diverse and exhilarating, as it gave me opportunity to actually learn and understand the various aspects of human resource management. Departmental study and project report prepared during the tenure was developed using following methodologies of data collection, generation and analysis:

Our Search Methodology for Recruitments

Our selection process is based on a structured and systematic approach, which is proactive, detailed and target oriented. This process begins with understanding the clients needs and goes all the way to post recruitment follow-up with both client and candidate. The key principles of our search methodology focus on UNDERSTANDING: The client organization with regard to existing business activities, organization structure, culture and future growth plans. MAPPING: Position specific competencies including job title, deliverables, principal accountabilities and other relevant details. DEVELOPING A SOURCING STRATEGY:

That draws up a target list of appropriate industries and/or companies from which to recruit and utilising our network, along with our database to develop a list of most promising candidates within these companies. This is presented to the client as a comprehensive list of people we intend to approach.

ESTABLISHING CONTACT: Once we have determined a mutual interest in pursuing specific candidates. Candidates are contacted and apprised of the opportunity for eliciting their interest in the position. EVALUATING: Candidates with the aim of determining a profile match with the job, their career aspirations and suitability in the context and culture of client organisation. In addition to personal interviews, we selectively use psychometric assessment tools such as Thomas Profiling & SHL Testing. DETAILED REFERANCE CHECKS: On candidate(s) who have been selected for hire, before the offer is formally extended. If required, we could also help conduct a background check on these candidates, through appropriate agencies. NEGOTIATIONS:

For the final candidates compensation requirements and if required, assist in completing the hiring arrangements.

POST JOINING FOLLOW-UPS WITH: The client and candidate ensuring smooth transition Ladder is working across multiple domains such as Financial Services, FMCG, Office Automation,Educational Institutions, BPO,KPO, Retail, IT,Real Estate, Power,Pharma,Hospitality ,Mining, Heavy Enginering,Healthcare ,Manufacturing companies, Energy, Logistics, Telecom and Media Organizations today are looking at solutions that are cost effective, and more important- time saving. As an organization looking for relevant resources, you probably would want highly filtered direct interactions with candidates and timely access to resources.

Ladder HR Solutions is a top-rated human resource company started by experienced professionals from Industry having diversified experience . By outsourcing your human resources functions to us, you free your time to focus on your core business. Our offerings allow for the greatest flexibility possible, providing each client the opportunity to custom-tailor the service packages to meet their specific business needs. As a resource for employers, our services include human resource consultation and training, managing and administering benefits, temporary staffing, payroll, payroll taxes, and risk management. We ensure that you stay current and up to date with all applicable state and federal regulations. Our team also provides in-depth safety programs to make the work place safe and secure. For over a decade, our exceptional team of professionals has created a reputation of exceeding expectation and seamless collaboration across the globe through innovative

solutions that have created unique experiences and built long-lasting relationships. Ladder has an extensive database, of professionals across categories. We utilize all effective mediums for sourcing- Newspaper adverts, Online Recruitments, Head hunting, and other unique mediums.We have designed our search methodology after doing market research over a decade.

Human resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance management, Employee Relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions. The objective of Human Resources is to maximize the return on investment from the organization's human

capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner.



Modern analysis emphasizes that human beings are not "commodities" or "resources", but are creative and social beings that make class contributions beyond 'labor' to a society and to civilization. The broad term human capital has evolved to contain some of this complexity, and in micro-economics the term "firm-specific human capital" has come to represent a meaning of the term "human resources."Advocating the central role of "human resources" or human capital in enterprises and societies has been a traditional role of Human Resource socialist parties, who claim that value is primarily created by their activity,and accordingly justify a larger claim of profits or relief from these enterprises or societies. Critics say this is just a bargaining tactic which grew out of various practices

of medieval European guilds into the modern trade union and collective bargaining unit. A contrary view, common to capitalist parties, is that it is the infrastructural capital and (what they call)intellectual capital owned and fused by "management" that provides most value in financial capital terms. This likewise justifies a bargaining position and a general view that "human resources" are interchangeable.A sign of consensus on this latter point was the ISO 9000 series of standards which in its 1994 revision could be understood to require procedures or a "job description" of every participant in a productive enterprise. The 2000 revision of ISO 9001 in contrast requires to identify the processes, their sequence and interaction, and to define and communicate responsibilities and authorities.In general, heavily unionized nations such as France and Germany have adopted and encouraged such job descriptions especially within trade unions. One view of this trend is that a strong social consensus on political economy and a good social welfare system facilitates labor mobility and tends to make the entire economy more productive, as labor can move from one enterprise to another with little controversy or difficulty in adapting.An important controversy regarding labor mobility illustrates the broader philosophical issue with usage of the phrase "human resources": governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is rightfully part of the developing nation and required to

further its growth as a civilization. They argue that this appropriation is similar to colonial commodity fiat wherein a colonizing European power would define an arbitrary price for natural resources, extracting which diminished national natural capital. The debate regarding "human resources" versus human capital thus in many ways echoes the debate regarding natural resources versus natural capital. Over time the United Nations have come to more generally support the developing nations point of view, and have requested significant offsetting "foreign aid" contributions so that a developing nation losing human capital does not lose the capacity to continue to train new people in trades, professions, and the arts. An extreme version of this view is that historical inequities such as African slavery must be compensated by current developed nations, which benefited from stolen "human resources" as they were developing. This is an extremely controversial view, but it echoes the general theme of converting human capital to "human resources" and thus greatly diminishing its value to the host society, i.e. "Africa", as it is put to narrow imitative use as "labor" in the using society. In the very narrow context of corporate "human resources", there is a contrasting pull to reflect and require workplace diversity that echoes the diversity of a global customer bar

Foreign language and culture skills, ingenuity, humor, and careful listening, are examples of traits that such programs typically require. It would appear that these evidence a general shift to the human capital point of view, and an acknowledgment that human beings do contribute much more to a productive enterprise than "work": they bring their character, their ethics, their creativity, their social connections, and in some cases even their pets and children, and alter the character of a workplace. The term corporate culture is used to characterize such processes. The traditional but extremely narrow context of hiring, firing, and job description is considered a 20th century anachronism. Most corporate organizations that compete in the modern global economy have adopted a view of human capital that mirrors the modern consensus as above. Some of these, in turn,deprecate the term "human resources" as useless.

Organization are made up of people and function through people.Without people organisation cannot exit.The resources of men ,money ,material and machinery are collected ,coordinates and utilized through people..All activities of an organisation are initiated and completed by person who make up the organisation.Therefore people are the most significant resource of an organisation.This resourse is called HUMAN RESORCES and it is the most important factors of production. According to L.F. URWICK BUSINESS HOUSES ARE MADE UP OR BROKEN IN THE LONG NOT BY MARKET CAPITAL ,PATENTS OR EQUIPMENTS BUT BY MAN. From the national point of view, human resources are may be defined as THE KNOWLEDGE, SKILLS, CREATIVE ABILITY , TALENTS AND APTITUDE OBTAINED IN THE POPULATION


In terms of recruitment and selection it is important to consider carrying out a thorough job analysis to determine the level of skills/technical abilities, competencies, flexibility of the employee required etc. At this point it is important to consider both the internal and external factors that can have an effect on the recruitment of employees. The external factors are those out-with the powers of the organization and include issues such as current and future trends of the labor market e.g. skills, education level, government investment into industries etc. On the other hand internal influences are easier to control, predict and monitor,for example management styles or even the organizational culture. .

Human resource management serves these key functions:

Recruitment Strategy Planning Hiring Processes(recruitment) Selection Training and Development Performance Evaluation and Management Promotions Redundancy Industrial and Employee Relations Record keeping of all personal data. Compensation, pensions, bonuses etc in liaison with Payroll Confidential advice to internal 'customers' in relation to problems at work. Career develop

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues,






management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies.

Functions of Human Resource Management:

Following are the various functions of Human Resource Management that are essential for the effective functioning of the organization:

Functions Recruitment employees, (recruit review prospective provide


applications, schedule interviews, conduct and attend job fairs) Selection Job description and job analysis Induction and Orientation Training & development program Wage & Salary Performance Evaluation and Management Employee Engagement

Promotions Record keeping of all personal data Maintenance of employee files Appraisal system Employee PF and insurance Policy formulation Compensation, pensions, bonuses etc in liaison with Payroll

HR Philosophy Recruit the best of the talent Develop an environment of trust and respect for each other Empower resources Recognize and appreciate innovation employees with adequate

,effort and accomplishments Facilitate fun at work place and ensure employees efficiency

Treat all employees uniformly, honestly and with dignity







dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Also with the increase of global job mobility, recruiting competent people is also increasingly become difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower. A look at the trends in managing people in this dynamic industry reflects that attracting, managing, nurturing talent and retaining people has emerged to be the most single critical issue in lieu of the enormous opportunities spun off by the market

The market place for talented, skilled people is becoming competitive and expensive. Also, it takes time to develop cultural awareness, product / process / organization knowledge and experience for new staff members. Theres also, cost to organization of getting it wrong and selecting the wrong person. An employee is an expensive investment and every appointment is a risk. A wrong

appointment is not just waste of money, it affects productivity of other people and it affects the morale of other people, and it cost immense amount of time and effort to correct the mistake. Also, it takes time to develop cultural awareness, product / process /

organization knowledge and experience for new staff members. So its vital for an organization that it gets recruitment and selection right first time.

Introduction Recruitment is the process of identifying the prospective employees, stimulating and encouraging them to apply for a particular job or jobs in an organization. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization objectives. recruitment to With helps achieve the to its same create a goals pool and of objective,

prospective employees for the organization so that the management can select the right candidate for the right job from this pool.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main is objective to of the the recruitment process expedite

selection process. It is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources vacancies needs do not even though specific the exist. Usually,

recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.


PLANNED The needs arising from changes in organization and retirement policy.

ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected need.

II.Purpose & Importance of Recruitment The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine requirements present of the and future in


conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost Help increase the success rate of

selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates.


organization of


individual recruiting



techniques and sources for all types of job applicant.

Recruitment Process Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Recruitment Strategies Recruitment is of the most crucial roles of the human resource professionals. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy

should be well planned and practical to attract more and good talent to apply in the organization For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:


Identifying and prioritizing jobs

Recruitment keeps arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2.Candidates to target The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience

can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.


Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment


Trained recruiters The recruitment professionals conducting the interviews and the other recruitment

activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

Sources of Recruitment Every organization has the option of choosing the candidates for its recruitment processes

from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment SOURCES OF RECRUITMENT

There are two sources of recruitment Internal source External source


Some Internal Sources Of Recruitments are given below: 1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures


Some Internal Sources Of Recruitments are given below:

1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES: Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 5. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 7. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal

agreements to give priority in recruitment to the candidates recommended by the trade union. Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:


A. Internal Factors Affecting Recruitment

The internal factors or forces which affecting recruitment and can be controlled by the organization are:

RECRUITMENT POLICY The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.


GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.

B. External Factors Affecting Recruitment The external factors which affecting recruitment are the forces which cannot be

controlled by the organization. The major external forces are: 1. SUPPLY AND DEMAND If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. LABOUR MARKET If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.



IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image.


POLITICAL-SOCIAL- LEGAL ENVIRONMENT: Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. UNEMPLOYMENT RATE; One of the factors that influence the


availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORS The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors

Selection: Selection is a process by which an

organization chooses from a list of applicants the person or persons who best meet the selection criteria for the position available, considering current environmental conditions. All selection programs attempt to identify the applicants who have the highest chance of meeting or exceeding the organizations standards of performance.

STEPS OF SELECTION PROCESS 1.Initial screening or preliminary

interview This is a sorting process in which prospective applicants are given the necessary information about the nature of the job and also, necessary information is elicited from the candidate about their education, experience ,skill, salary expected etc.If the candidate is found to be suitable, he/she is selected for further process and ,if not, he/she is eliminated. 2.Application form When a candidate is found suitable, an application form is given to him/her to fill in and submit.

The applicant is asked to give details about age, marital status, educational qualifications, work experience and references. 3.Selection tests A test is a sample of an aspect of an individuals behavior, performance or attitude. It can also be a systematic procedure for comparing the behavior of two or more persons. Purpose of test: the basic assumption underlying the use of test in personnel selection is that individuals are different in their job-related abilities and skills and that these skills can be adequately and accurately measured. Test seek to eliminate the possibility of prejudice on the part of the interviewer .other

advantage is that the tests may uncover qualifications and talents that would not be detected by interviews or by listing of education and job experience.

4.Final Interview An interview serves three purposes:

Obtaining information Giving information And motivation

It should provide an appraisal of personality by obtaining relevant information about the prospective employees background, training work history, education and interests.

The candidate should be given information about the company, the specific job and the personnel policies. Interview rating Important aspects of personality can be categorized under the following seven main headings:

Physical make up: health, physique, age, appearance, bearing, speech

Attainments: education, occupational training and experience

Intelligence: basic and effective Special aptitude: written and oral fluency skill of expression, ability, numeracy, organizational administrator




physically active, social, artistic




motivation, acceptability

Circumstances: prospects.



background and experience, future

The importance of each of these points will vary from organization to organization and fro job to job. On the basis of information gathered through an interview, each candidate should be rated in respect of each point given above as

Outstanding Good Above average Below average


4.Physical examination Selected candidate are sent for a physical examination either to organizational physician or to a medical officer approved for the purpose Purpose:





following purposes:

It gives an indication regarding fitness of a candidate for the job concerned






obtains a record thereof, which may be helpful later in deciding the companys responsibility in the event of compensation claim

It helps in preventing employment of those suffering from some type of contagious diseases

It helps in placing those who are otherwise employable but whose physical handicaps may necessitate assignment only to specified jobs.

5.Reference checks and final decision The applicant is asked to mention in his/her application the names and addresses of, usually .three such persons who know him/her well. These may be pervious employers, friends or professional colleagues. They are approached by mail or telephone and requested to furnish their frank opinion,

without incurring any liability, about the candidate either on specified points or in general Applicants who cross all the hurdles are finally considered, Induction It is an introduction of an employee to the job and the organization. Good induction ensures new starters are retained, and then settled in quickly and happily to a productive role. An employee has to work with fellow employees and his/her supervisor. For this he/she must know them well, the way they work and also the policies and practices of the organization so that he/she may integrate themselves with the enterprise. Induction programme

A good induction programme should cover the following The company, its history and products, process of production and major operation involved in his /her job The significance of the job with all important information about it including job training and job hazards Structure of the organization and the functions of various departments Employees own department and job, and how he/she fits in to the organization Personnel information Company policies, practices, objectives and regulations rules and regulations governing hours of work and overtime, policies and source of

safety and accident [prevention, holidays and vacations, methods of reporting etc Grievances handling procedure and discipline

Recruitment and selection procedures I. OBJECTIVE

To predict which applicant would be

the most successful if selected for the job.

To sell the organization and the job to right person

II. Procedure: Its the shared responsibility of HR and concerned departments to recruit the best candidate, at minimum cost. Functional head drives the recruitment process, while the HR department will act as facilitator to identify and select the right candidate I. Recruitment is done against the vacancy arising out of Resignation Termination Retirement

Demise of employee Or against a new vacancy Candidate profile and job description are made for each position to be recruited and HR consults the concerned functional head II. HR department initiates the recruitment process through following steps There are many ways to find potential candidates which should be used in the order of cost effectiveness. Some of these resources include: a)Internal Sources

i. Employee Referral Scheme

In AHI employees are encouraged to become part of the recruitment process by referring prospective candidate to HR. In case an employee refers a candidate against search vacancy and that candidate gets selected, employee would be eligible for Rs 3000.Payment become due to an employee only after six months from date of joining of the referred employee. Scheme would not apply to employees of HRD and those working at responsibility level of division Head and above. Scheme is applicable only for recruitment to team leader and above

ii. Internal Data Bank

iii. AHI maintains candidate data bank for future use as per organizational requirement iv. Job Portals- Have agreements with job portals like Naukri to source candidates from portals and also to post existing vacancies b) External Sources:

Placement agencies: placement agencies work on mutually agreed terms. They are responsible for:

Briefing the candidate about job description Preliminary interview of candidate either telephonic or in person

ii. Ads in leading newspaper

iii. Campus Recruitment- visit to various institute for recruitment at different levels depending on requirement

HR will shortlist candidates from the resumes received through placement agencies or ads and call for preliminary interview

Induction and orientation Process of induction for new employees will be done to familiarize him/her with the culture, policies and various functional inter linkages of organization for smooth integration into the new environment Training department will conduct an orientation programs which would be of 4days duration for new employees. After induction program new employee would be required to undergo final induction which would be given by functional head

Probation period: All new employees (except trainees and contractual employment) on joining shall be on

probation for initial period of 6months from date of joining In case performance of employees during probation period has not been satisfactory, either the probation period will be extended for another three months or his/her services will be terminated. During probation period, if employee decides to resign he/she can do so without giving any notice At end of probation period, if performance of the employees is considered satisfactory, he/she will be issued written confirmation of services by HRD.


Recruitment from the first stage is the process which continues with selection ceases with placement of candidates. Recruitment and selection are the two crucial steps in the H.R PROCESS and are often used interchangeable .This is however a fine distinction between the two steps ,while recruitment refer to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right person from a pool of applicants .



The vacancies first come to the H.R DEPARTMENT than H.R. department taken application according to the requirements. Human resource is responsible for coordinating all recruiting efforts both internal and external for all vacant position .The recruitment of employee for comanaged hotel is the first joint responsibility of respective general manager and regional human resources.Addition to the authorizes head count are permitted only with the approval of the regional office and in casa of above HOD level divisional office THE H.R DEPARTMENT SELECTED ITS APPLICATIONS BY THESE PROCESS DATA BANK ADVERTISEMENT WALK IN INTERVIEW CONSULTANT

DATA BANK The first stage in the recruitment is the data bank. It involve the translation of likely job vacancies and information about the nature of job.

The H.R manager collects the data from the fax ,mail ,courier and post .The H.R MANAGER has to collect full information about the applicants.

Data bank/application blank it is WEEDING OUT DEVICE IN the selection procedure. The application blank are supplied successful candidates in preliminary interviews.

THE DATA BANK IS GIVEN A WRITTEN RECORD OF THE FOLLOWING INFORMATION : IDENTIFICATION: Such as family background ,data and place of birth ,age ,sex ,citizen ,martial Status e.g.

EDUCATION It include information about academic carrier ,subject taken at various school certificate and degree level ,grade ,division or place awarded in school and college technical qualification etc. EXPERIENCE Giving full details about past jobs such as nature of work ,job responsibility ,period involved ,designation salary with allowances reasons for leaving the present assignment e.t.c EXPECTED SALARY Allowances and other fringe benefits COMMUNITY ACTIVITIES These consist of details regarding extra curricular activities ,hobbies and positive held social organization such as club management association etc

REFERENCE These may be gathered from the reliable person.

Selection process through data bank

After receiving the data the H.R MANAGER short listing the applicants .He has to select the skilled qualified and appropriate for the job .

Thus to approach the idea , individual responsible for the recruitment process must know how many and what type of candidates are needed ,where and how to look for individual with the appropriate qualification and interest what inducement to use for various type of applicants ,group ,how to distinguish applicants who are unqualified from those who have a reasonable chance of success and, how to evaluate their work.

After short listing the candidate the HR MANAGER calls candidates for interview through phone ,fax ,mails etc.

This is the most COMPLEX AND DIFFICULT to determine the suitable of applicants for the job and the job for the applicants. They are always trying to make candidate to feel ease. The question ,which are asked by the manager are on the basis job specification .The candidates should giving chance to ask question to satisfy himself regarding the history of the organization .,further prospect ,salary offered and nature of the job.

ADVERTISING Advertising in news paper and journal is popular source of recruiting staff. Through employees resort to advertising for all type of vacancies ,but it is a the most source for filling the vacancies of technique and senior personnel. ALL such advertising will effect a professional image consist with company position as marker leader.

WALK INN INTERVIEW The cost common least expensive approach for candidates is direct application in which jobs sectors submit unsolicited application letter or resumes. A Direct application is also a pool of potential employees to must future needs. From employee viewpoint walks inn are preferable as they are free from the hassles association with other method of recruitment. CONSULTANTS They are useful as they have national wide .Contact and lend professionalism to the hiring process they also keep prospective employees and the employees anonymous But the cast be determined factor most consultant charged fees ranging from 20 to 50 percent of the first yearly salaries of the individual placed




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