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1. COMPANY PROFILE
ABOUT VFM
BOARD OF DIRECTORS
VFM STRENTH
TOTAL SERVICIES PROVIDED BY VFM
VFM AT A GLANCE
IMPORTANT POINTS ABOUT VFM
VFM GROWTH PORTFOLIO
2. INTRODUCTION TO PROJECT
RECRUITMENT AS A PROCESS
SELECTION AS A METHOD
DIFFERENCE BETWEEN RECRUITMENT &
SELECTION
GOALS OF RECRUITMENT AND SELECTION
DIFFERENT SOURCES OF RECRUITMENT
INTERVIEW & ITS PRINCIPLES
PLACEMENT & INDUCTION
5. RESEARCH METHODOLOGY
DEFINITION
DATA COLLECTION
TYPE OF DATA
SAMPLING TECHNIQUES
ABOUT QUESTIONNAIRE
LIMITATIONS
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6. FINDINGS AND ANALYSIS
7. CONCLUSION
9. ANNEXURE
QUESTIONNAIRE
BIBLIOGRAPHY
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RECRUITMENT AND SELECTION
RECRUITMENT
Manpower Planning
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SELECTION
GOALS OF RECRUITMENT
GOALS OF SELECTION
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To systematically collect information about to meet the
requirements of the advertised position.
To select a candidate that will be successful in performing the
tasks and meeting the responsibilities of the position.
To engage in hiring activities that will result in eliminating the
under utilization of women and minorities in particular
departments.
To emphasize active recruitment of traditionally under
represented groups, i.e. individuals with disabilities, minority
group members, women, and veterans.
Employee
E – Hiring Gate Hiring
recommendations
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1. Advertisement -: Advertisement is the most effective means to
search potential employees from outside the organization.
Employment advertisement in journals, newspaper, bulletins,
etc, is quite common in our country. An advertisement contains
brief statement of the nature of jobs, the type of people
required, and procedure for applying for these job
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4. Employee recommendations -: Employee recommendation
can be considered to the lower levels. The idea behind
employee recommendations as a source of potential applicants
is that the present employees may have specific knowledge of
the individuals who may be their friends, relatives, or
acquaintances. If the present employees are reasonably
satisfied with their jobs, they communicate these feelings to
many persons in their communities.
Selection process
Application Screening
Selection Tests
Interview
Reference Check
Physical Examination
Approval by
appropriate Authority
Placement
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2. Selection Tests -: Many organizations hold different kinds of
selection tests to know more about the candidates or to reject
the candidates who cannot be called for interview, etc.
Selection tests normally supplement the information provided in
the application forms. Such forms may contain factual
information about candidates. Selection tests may give
information about their aptitude, interest, personality, etc., which
cannot be known by application forms. Types of selection tests
areas follows: Achievement test, Intelligence test, Personality
test, Aptitude test, Interest test.
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process. This latter course is generally followed when there is
high demand for physical fitness.
INTERVIEW
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Stress interview is directed to create situations of stress to find
out whether the applicant can perform well in a condition of
stress.
Patterned interview is structured and questions asked are
decided in advance. This is done to maintain uniformity in
different boards of interviewers.
Depth interview, also known as non-directive interviewer, covers
the complete life history of the applicants and includes such
areas as the candidate’s work experience, academic
qualifications, health, interests, hobbies, etc. This method is
informal, conversational with freedom of expression to the
candidate
PRINCIPLES OF INTERVIEWING
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The interview of the candidate should close with pleasant
remarks. If possible, the interviewer should give an induction
about the likely end of interview. Saying ‘thanks’, ‘good wishes’
or similar things carries much better impression about the
interviewer.
Immediately after the interview is over, the interviewer should
make an evaluation of the candidate. At this stage, the things
are quite fresh mind. He can give remarks about the
characteristics of the candidate or give grade or mark as the
case may be. This will help the interviewer to make a
comparative evaluation of all candidates easily.
After the initial placement of the candidate on the job, his induction
is necessary. Induction is a technique by which a new employee is
rehabilitated into the changed surroundings and introduced to the
purposes, policies and practices of the organization, employee’s
job and working conditions, salary, perks, etc. In other words, it is
the process of introducing the employee to the organization and
vice versa. Induction is required because of following reasons:
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2. Effective induction can minimize the impact of reality shock
some new employees may undergo. Often, freshers join the
organization with very high expectations which may be far
beyond the reality. When they come across with reality, they
often feel shocked. By proper induction, the new comers can
be made to understand the reality of the situation.
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ABOUT VFM
BOARD OF DIRECTORS
VFM STRENTH
TOTAL SERVICIES PROVIDED
BY VFM
VFM AT A GLANCE
IMPORTANT POINTS ABOUT
VFM
VFM GROWTH PORTFOLIO
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ABOUT VIPUL FACILITY MANAGEMENT
2000 – 2004
VFM since being conceptualized to be the services management arm
of Vipul Group moves beyond Vipul Group projects as strategic
partners to other leading MNC/ organizations primarily in Northern
Region owning to its strength on building management systems and
self employment of facility manpower.
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2005 – 2010
VFM draws its 3 years and 5 years business plan and invest
accordingly in quality process/ people/ technology support.
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VIPUL FACILITY MANAGEMENT - BUSINESS PARTNERS
Siemens
Aricent
HP
Laing O’Rourke
Essel Group
American Express
Dell
Unesco
Vertex
Bharti Teleservices
Facility Management
Property Management
Mall Management
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Township Management
Puneet Beriwala
( MD )
R.Krishnan
(Director & CEO)
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N. Malhotra Rahul Guha Gopa Kumar Pankaj Kejriwal Durga Karki Ashok Ghai
BD Human Process Dev Accounts & Commercial Operations
Resource & Quality Finance
VFM STRENGTH
VFM works as a part of it’s clients to drive increased
efficiencies, cost saving, more predictable costs and
optimization of asset. These factors arise of VFM Unique Service
proposition comprising:-
Human Resources
In VFM, FM Services commands the best engineers as Facility
Managers and Caring Soft Services team. VFM Strategically
out task it's activities for some Business Segments.
Service Culture
VFM serves expert team members/ employees. Customer
Satisfaction is a central focus point for each employ and reflects
in their daily activity.
IT Integration
In VFM, IT plays an important role for service delivery,
Operation and business contracts. In-house IT team at VFM
Continuously upgrades and develops customized IT Solutions
for its service delivery for VFM Clients for convenience of
reporting and data generation.
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SERVICES PROVIDED BY VFM
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We operate facilities 24*7*365 days
We Self Manage facilities with our own employees
We offer Comprehensive Management of services
Facility Management Services
Electro Mechanical Services
Preventive Management
Corrective Management
Fire Detection & Suppression
Systems & Safety Audits
Power Management IBMS
ETP / STP Access Control
Water Managements Material & Inventory
AMC Management Plumbing
Public Address Systems
Vertical Movement Civil Works
Soft Services
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Administration Services
Business Services
Office and Reprographic Management
Mail Management
Guest Relation Exec.
Help Desk Management
Travel Desk
Front Office/ Reception Management
Meeting Room Management
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VFM Project Management services includes :
Space
Planning Construction Management
Architecture
Interior Interior Fit-Outs
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VFM team of consulting, provides you with a single point of contact
to achieve clear
Asset Estimation
Contract Documentation
Resource Planning
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Consultancy Services
VFM AT A GLANCE
VFM has served the evolving Real Estate needs since 2000, VFM
today holds services leadership in India for its business services
offering of Integrated Facility Management, Project Management and
Facility related consultancy. Consolidated turnover exceeds INR 260
million in fiscal year 2005-2010.
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Delhi NCR, Ludhiana,
North Region -
Chandigarh
Bangalore, Chennai,
South Region -
Hyderabad, Kerala
West Region - Mumbai, Pune
East Region - Kolkata, Bhuvaneshwar
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Vipul Laing’O’Rourke: 50:50 JV providing RRC
(Remote Response Center) solution all across UK
PROCESS IN
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Activity Responsibility
OLD SITES
Selection & Offer NEW SITES
Human Resources
(BD)
(Operation)
NO
RECEPTIONIST CV COLLECTION
(CV DATABANK / DIFFERENT SOURCE)
YES
CV VALIDATION, SHORTLISTING AND INTERVIEW - CALL
TO CANDIDATE
THROUGH PHONE
THROUGH REFERENCES
NO
HR ROUND
YES
CANDIDATE RATING SHEET
NO
RECRUITMENT AND SELECTION
TEST
PROCESS FLOW
CHART OF VFM YES
NO
TECHNICAL HEAD TECHNICAL
INTERVIEW
YES
NO
GM-HR
INTERVIEW /
DOCUMENT
VERIFICATION
YES
GM HR
NO
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OFFER LETTER
YES
JOINING AND INDUCTION
Range of vacancies
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In VFM, the vacancy for any post created from two kinds of sites
Old Site: The old site is one where the VFM is operational and
the vacancy in this forwarded to HR by Operations Dept.
New Site: The new site is one where VFM have to start the
new business. The vacancy may be forwarded by Business
Development Dept
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In VFM, the HR department gets the description of the vacancy either
through the E-mail or through the telephonic call.
As soon as the HR receives the initial intimation of vacancy, the HR
sends the Manpower Requisition Form which needs to be filled by the
concerned person to explain the details about the position. This form
gives the whole description related to position such as job
description, salary details, desired qualification, shift timings,
experience etc.
E – RECRUITMENT
CONSULTANTS
EMPLOYEE REFERRALS
INTERNAL JOB POSTING
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NETWORK RECRUITMENT– THROUGH AGENTS
EXTERNAL AD – PAMPHLETS
INTERNAL ADVERTISEMENT
WALK – IN
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Third round- GM / HR Round
GM/ HR round are taken by General Manager HR manager of the
VFM, Which is the final and deciding round for the candidate.
The ideal turn around time to close a position for different levels is
mentioned as under:
Operator Grade: 3-4 days
Lower Management grade: 15-20 day
Middle Management: 30 days
Senior Management: 45-55 days
And induction process will be start, to give the full information about
the Vipul facility management. After this the employee site will be
given for joining the post. Detail explanation given below about
Interview rounds, Selection process, and Induction process.
INTERVIEW PROCESS
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DOCUMENTS
CV
Candidate carries with him of interview
Interview Rounds
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Rounds Junior Mgt & Middle Mgt Senior Mgt
Ground Staff
I HR HR HR
(Initial Screening & VFM
(initial Screening & VFM (initial Screening &
intro)
Intro) VFM Intro)
II CEO/Technical
Technical Technical
(sharing of Job profile) (sharing of Job profile)
III HR CEO
(Salary negotiation & offer HR
roll out) (salary negotiation &
offer Roll out)
VI HR
(salary negotiation &
offer Roll out)
SELECTION PROCESS
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Last salary slip
Last appointment letter
Joining& Induction
Joining; the candidate joins on the date mentioned in the offer letter
and he has to submit the following documents.
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1. Recent Passport size colored photograph: 6nos
2. Educational certificate/professional certificate
3. Release letter/resignation letter from previous employer
4. Last drawn pay slip
5. Appointment letter/experience certificate of all previous employers
6. Copy of passport.
7. Identity proof.
8. Residence Proof.
9. Medical Certificate.
10. Postcard photos
INDUCTION PROCESS
Distribution of stationery
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1 Account opening form
2 PF Form No.2
3 ESI Form no.1
4 Mediclaim Form
5 Personal Accident form
6. Gratuity Form F
Welcome Address by GM – HR
Round at HO
APPOINTMENT LETTER
(Annexure no. 2)
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Candidate Residence
Name Location
Position Total
Applied for Experience
Posting at Current
Company &
Designation
FACTORS 1st Round 2nd Round 3rd Round 4th Round 5Th Round
Educational Background
Academic/ Professional//Technical background
Work/Related Exp:
Total experience in relevant area.
Communication:
Clarity of verbal communication and method & manner
of speech.
Potential
Ability to meet job expectations and develop within the
organization.
Grooming
Suitably and neatly dressed. Maintaining the required
poise, posture and grooming necessary for the job.
FACTORS 1st Round 2nd Round 3rd Round 4th Round 5Th Round
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Leadership Ability
Ability to take responsibility, set directions take
initiative and inspire team members to produce
desired results and lead to team development
Analytical Ability
Ability to analysis information and respond with
workable decisions
Creativity
Involvement in extra-curricular activity.
Whether having a creative bent of mind
System Orientation
Computer literacy. Exposure to any related software
usage. Exposure in ERP
Column Total
OVERALL COMMENT
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Round 4 (HR Head) Date:
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Nature of Employment
Permanent Probation
Contractual Others Specify
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(Annexure no. 1)
Candidate Background
Name
Present Address
Permanent Address
Contact Numbers (Mobile &
Landline)
E mail id
DOB
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Current CTC
Expected CTC
Other Details
Your Hobbies
Computer Proficiency
Are you open to relocation
Family Members
Mother
Father
Brother
Sister
Date:
Signature of the candidate
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(Annexure no. 5)
Feedback on Recruitment
48
(Annexure no. 4)
APPOINTMENT LETTER
Ref.No.HR/VFM/APP/……………/0607
Date…………………
Mr………………..
Address…………….
…………………………
………………………….
Letter of Appointment
Dear Mr………………..
3. GRADE: You will be placed in Grade ………. as per the structure of the
company.
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Apart from the above, you shall be entitled reimbursements of Medical,
Telephone, Conveyance as applicable to your grade and as per the rules
prevailing of the company.Other annual benefits/perquisites like Leaves,
Provident Fund, LTC, Bonus etc. will be admissible as per your grade and
company policy. Your remuneration will be revised from time to time at the
sole discretion of the Management. All promotions also shall be at the sole
discretion of the Management and will be based on performance and
results.
6. PROBATION: You will be on probation for a period of six months from the
date of joining service. Based on your performance and conduct, this
period may be increased or decreased at the sole discretion of the
Management and unless an order in writing is given to you, you shall not
be deemed to have been confirmed.
You are expected to discharge the duties assigned to you from time to time
with due diligence, integrity and responsibility to the entire satisfaction of
the management and also maintain high standard of work expected of you
by the Company.
Your appointment in the Company is full time and you shall devote yourself
exclusively to the business of the Company. You will not engage yourself in
any other gain full employment or business (part-time or full time) as long
as you are employed in the Company. Any action contrary to this shall
render your services liable for termination without any notice or payment in
lieu thereof.
You are required to deal with the Company’s money, materials and
documents with utmost honesty. If at any time you are found of moral
turpitude or of any dishonesty in dealing with the Company’s money,
materials and documents, you shall render yourself liable for termination
without any notice or payment in lieu thereof.
You will not divulge or make public any information related to any aspect of
the Company to anyone not employed by the Company, indulging in such
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activity shall render you liable for termination without any notice or payment
in lieu thereof. If any declaration given or information furnished by you to
the Company are found to be false or if you are found to have willfully
suppressed any material information at any point of time during your
services with us, your services are liable to be terminated immediately
without any notice or payment in lieu thereof.
In all matters not mentioned herein you will be governed by the rules and
regulations of the company in effect from time to time.
At the time of joining the Company, you are required to produce the
following certificates/documents:
Any disputes arising out of this contract would be settled in the court of law under
Delhi jurisdiction.
Please sign the copy of this letter as a token of your having accepted the same.
We welcome you once again to VIPUL Family and trust your association with us
would be a long and meaningful one.
Rahul Guha
General Manager - HR
Received & Accepted
………………………………
.
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(Annexure no. 3)
OFFER LETTER
Date……………..
Mr………………….
Address…………….
……………………...
……………………..
Dear Mr. ……
With reference to your application and subsequent discussions you had with us,
we are hereby pleased to offer you the position of “………………….” in our
organization.
The terms & conditions of your employment will be in line with those discussed
and a detailed letter of appointment will be given to you after you join us. As
informed to you, your place of posting would be at in NCR and it is transferable
within and / or outside NCR to any of our sites / sister concerns in India.
mentioned below, after which our offer stands withdrawn, unless otherwise
extended by the Management. Please report at the following address on the date
of joining
Please bring the following documents (along with originals for verification) at the
time of joining:
1. Recent passport size colored photographs: 6 nos.
2. Testimonials of all educational / professional qualifications.
3. Release letter / resignation letter from previous employer.
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4. Last drawn pay-slip.
5. Appointment letter / experience certificate of all previous employers.
6. Copy of passport.
7. Identity proof.
8. Residence proof.
9. Medical Certificate.
Please return the copy of this letter duly signed as a token of your having
accepted the same.
Yours faithfully,
For Vipul Facility Management Pvt.Ltd
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PROJECT OBJECTIVES
AND SCOPE
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PROJECT OBJECTIVES
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PROJECT SCOPE
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RESEARCH
METHODOLOGY
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RESEARCH METHOLOGY
DEFINITION
According to Clifford Woody: -“Research comprises of defining and
redefining problems, formulating hypothesis (suggested solutions),
collecting, organizing, and evaluating data making deductions and
reaching conclusions and at last carefully testing the conclusions to
determine whether they fit the formulated hypothesis”.
DATA COLLECTION
Data collection is one of the important tasks of the research, which is
based on PRIMARY and SECONDARY DATA
Primary data: - The primary data are those data, which are
collected afresh and for the first time and thus happen to be
original in character. There are some important methods :
Observation method
Interview method
Through questionnaires
Through Schedules
Secondary data: - It means data that are already available i.e.,
they refer to the data, which have already been collected and
analyzed by someone else. There are some important methods:
Books, magazines and newspaper
Reports prepared by
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TYPE OF DATA
SAMPLING TECHNIQUES
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ABOUT QUESTIONNAIRE
QUESTIONNAIRE: - A Questionnaire consists of a number of
questions printed or typed in a definite order on a form or set of
forms.
The Questionnaire:
The questionnaire consisted of 13 questions, which were
combinations of Multiple, Open- Ended questions and on the
basis of 5 Likerts Rating Scales (Strongly Agree, Agree, Neutral,
Disagree, and Strongly Disagree).
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LIMITATIONS
The topic was such that it required vast and thorough study
necessitating complete enumeration of the organization
and analysis of several issues.
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FINDINGS AND ANALYSIS
HIGHER LEVEL 3 5%
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63
B) EMPLOYEE FEEL ABOUT RECRUITMENT PROCESS ?
GOOD 9 30%
AVERAGE 5 16%
NOT SATISFIED 2 7%
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50%
45%
40%
35%
30%
MANAGEMENT
25% HR MANAGER
DEPT. HEAD
20% SUPERVISOR
15%
10%
5%
0%
%
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C) WHAT TYPES OF SOURCES USED IN
RECRUITING LOWER LEVEL MANAGEMENT?
WALK IN 85
NAUKRI 2
CONSULTANT 3
EMPLOYEE 10
REFERAL
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ON THE JOB
OFF THE JOB
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D) WHAT TYPES OF SOURCES USED IN RECRUITING
MIDDLE LEVEL MANAGEMENT?
20
NAUKRI
10
EMPLOYEE REFERAL
CONSULTANT 70
68
40%
35%
30%
25% 16 HOURS
24HOURS
20%
36HOURS
15% ABOVE 36
HOURS
10%
5%
0%
%
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E) WHAT TYPES OF SOURCES USED FOR RECRUITING
HIGHER LEVEL MANAGEMENT?
CONSULTANT 24 95%
EMPLOYEE 6 5
REFERAL
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YES
NO
STRONGL 8 27%
Y AGREE
AGREE 15 50%
NEUTRAL 3 10%
DISAGREE 3 10%
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STRONGL 1 3%
Y
DISAGREE
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50%
45%
40%
35% STRONGLY
AGREE
30% AGREE
25% NEUTRAL
20% DISAGREE
15%
STRONGLY
DISAGREE
10%
5%
0%
%
G) EMPLOYEES SATISFACTION
73
OPTIONS RESPONSE PERCENTAG
S E
SATISFIED 27 90%
UNSATISFIED 3 10%
SATISFIED
UNSATISFIED
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CONCLUSION
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Here are some conclusions drawn from the graphical
presentation.
Most of the employees’ think that their training needs are well
aligned with their job profile.
Still some employees feel that the time taken to complete the
interview process is more and should be reduced.
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RECOMMENDATIONS AND SUGGESTIONS
77
Although employees at Vipul Facility Management Pvt. Ltd are quite
satisfied with the recruitment and selection process held at the
company but according to the project, the company should work in
the following areas for making their Recruitment and Selection more
effective.
78
QUESTIONNAIRE
1) Type of industry
* Manufacturing
* Service
* Any other
2) Sector
* Public
* Private
* Government
* Any other
3) Do you know what is training?
*Yes * No
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* 16 hours * 24 hours
* 36 hours * Above 36
7) Do you feel that company takes training quite
seriously?
*Yes * No
8) Do you feel restricted by rules, policies and procedures while undergoing
training?
* Yes * No
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10) Training which have been imparted till now, was directly helpful to your job
and you acquired expertise in the subject(s)? Yes/No,
Please elaborate your views:
…………………………………………………………………………..
…………………………………………………………………………………..
…………………
11) In your opinion whether in House or outside the house training were more
result oriented or beneficial and why: …………………………………….
……………………………………………………………………………………
………………………………………………
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BIBLIOGRAPHY
BOOKS
WEBSITES
www.vipulfacility.com
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