PROJECT REPORT On Recruitment &Selection SUBMITTED TO College Name IN THE PARTIAL FULFILLMENT OF THE REQUIREMENTS In the year (2011)

At Global InnovSource Search Pvt Ltd

SUBMITTED BY:

GURDEEP SINGH
Roll No: 104292247337 Department: HR

Acknowledgement

Gratitude is the hardest of emotions to express often one doesnt find adequate words to convey that entire one feels. There were many people whom I would like to thank for their help. I sincerely feel that credit of this work could not be narrowed down to any one individual, by which I achieve its completion.

Words will not suffice to express my deepest feeling of sincerest gratitude to my revered Mentor NISHANT PANJWANI for his guidance, constructive criticism and inspiring attitude resulting in the successful completion of my Project.

Some persons certainly have more capacity to help others and I should not loose any opportunity to extend my feeling of profound gratitude to NISHANT PAJNJWANI for unstinted encouragement which inspired me to do better.

I wish to acknowledge the sincere co-operation and moral support rendered to me by my friends. In successful completion of this work.

In the end it would not be out of place to express sincere thanks to my Father Mr. KULWANT SINGH, and my Mother Mrs. KULWINDER KAUR for their moral support and encouragement.

(GURDEEP SINGH)

DECLARATION
I, Ms. GURDEEP SINGH do hereby declare that the project report titled A STUDY OF RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS, ROLE OF RECRUITMENT CONSULTANT, AND INDUCTION In Global InnovSource Solutions Pvt Ltd Chandigarh is a genuine research work undertaken by me and it has not been published anywhere earlier. An attempt has been made by me to provide all relevant and important details regarding the topic to support the theoretical edifice with concrete research evidence. This will be helpful to clean the fog surrounding the various aspect of the topic. I hope that this project will be beneficial for the Organization.

Date:

Table of Contents

1.
2. 3. 4. 5. 6.

Acknowledgement Introduction Management Team Profile And History Of Global InnovSource Group Presence Of Global InnovSource Concept Of Recruitment Recruitment Process Aspect Of Recruitment The Concept Of Selection The Selection Process Summary

7.
8. 9.

10. 11.

INTRODUCTION

The Progress of any organisation depends upon quality of people who work in it. Only a committed and qualified work force will be able to achieve the goals & targets set by the organisation. Therefore it is very important to place the right man in the right job so as to make optimum utilization of his assets. This increases the importance of a strong system of recruitment and selection.

Recruitment

deals

with

finding

the

applicants,

communicating

opportunities and information and generating interest. Selection is a systematic process of choosing among the pool of candidates the best qualified potential candidate who is most likely to perform the job successfully. Both these processes are very important and must be carried out systematically to achieve the goals set by organisation.

Staffing Solutions
Employee benefits | Why Temp staffing | Our Approach | Why Global Innov Temp staffing is an employment relationship between an Outsourcing Client Company, an HR Services provider, like Global Innov and an employee.

Under this arrangement, the HR Services Provider - Global Innov, enters into a master agreement with the Outsourcing Client Company. This contract dictates the service levels promised to the Client Company and benefits the Services provider will provide to the employees. A separate contract is entered into between each employee and Global Innov. This contract enumerates the compensation and benefits that an employee enjoys during his tenure of his contract. This contract may be fixed term or open term depending on the client requirement. And based on the requirement request that a client raises, Global Innov sources the right people, to take on these required roles. Training, induction, and necessary resources, where required, are provided by Global Innov. Roles & responsibilities

HR Service Provider Global Innov

Sourcing Selection process Joining formalities Bank Account opening Manage leave and attendance Manage reimbursements Manage salary payouts Manage statutory reports

Outsourcing Client Company

Selection

Employee

Documents for verification & employment

Work assignment Provide attendance details -

Execute assigned responsibilities

Recruitment Solutions
Executive Search | Our methodology | Why Global Innov Hiring new recruits is a time-consuming and therefore an expensive process. But for a growing business, making the right choices can be the difference between long-term success or failure. The last thing you want is your relationship with customers, partners and suppliers to suffer. Equally, a wrong person could knock morale, and cause disquiet in the camp, whereas the right person can provide impetus, inspiration and fill the gaps in your operation. Recruitment is a very crucial aspect of Human Resource that is sometimes neglected. It is very important for any Organisation to hire the right kind of resource for the right kind of Job. We offer the following recruitment services across industries and sectors. Executive Search We offer "C" Level Search services viz. CEO's, MD's, CFO's, CIO, CTO's, CAO's, President, and Heads of Department. We are committed to providing the best leadership talent to our partner clients to reinforce their bussines requirement. We have pedigree research capabilites and our expert team, leverage our extensive network of relationships across industries, sectors and geographies to place the appropriate leader in any organisation. Recruitment Process Outsourcing Large requirements or project ramp-ups are provided dedicated attention, even operating from Client office, if required, so that clients can manage their ramp-up smoothly, efficiently and cost-effectively. We manage this in partnership with the client where we deploy our resources dedicatedly for an assignment. Head-Hunting Our unique JobEx platform extends our recruiter force to over 1000 recruiters. Our unique software allows tracking of the recruitment process, step by step. This gives us a reach to access candidates that may not be available on job portals. Our pre-screening ensures that the right candidates reach you in a timely manner. JobEx Our referral partnership program JobEx, a referral partnership program creates a recruiter out of you. You would typically have several people as friends who may be looking for jobs. Here is a unique opportunity to create their lives by referring them to the right jobs on our portal, and yet earn handsome rewards. For more information visit www.jobexindia.in

Facilities Management
O&M Care taking services | Housekeeping Services | Why Global Innov Facilities management is our new business initiative that we began one year ago. As a part of this we have launched O&M Care taking services already, and plan to launch Housekeeping services soon. O&M Care taking services Operations & Maintenance care taking services is currently offered for Telecom Tower companies. Housekeeping Services [To be launched soon] Housekeeping and administration services for Corporates and large buildings.

Management Team
Our Core Management team consists of experienced professionals that have varied experience in the industry. Global InnovSource specializes in delivering innovative outsourcing solutions to the fast paced world. The management is headed by a team, with longterm expertise in various fields in Indian businesses. Outstanding customer performance evaluations that approach and even achieve perfection are evidence of the success of Global InnovSource management team. Global Group Enterprise provides vital strategic inputs in business strategy, and expansion as well. The Executive Team includes:

Shishir Gorle, Director & CEO Has been actively involved in the areas of Marketing, and expansion strategies of new and incubating ventures. Coming from a background of the Indian Air Force, he brings in a rich experience of Marketing and Management from his exposure in management of BPO operations for GTL limited, and as head of various telecom & IT business units. He was an Independent Consultant to various mid-size Call Centres advising on formation, technology, and business practices to various corporates. He was also Director & COO of JasCall Connect, a mid-sized call centre based at Mumbai.

Raja Sekhar Reddy, Director & COO PGDM from IIM Ahmadabad, and B.Tech. in Computer Science & Engineering from IIT Kanpur. With over 17 years of management, teaching and research experience, he has served in various capacities including Human Resources, Training, Organisation Development, Information Technology, Strategic Planning, Project Management, and Marketing. His exclusive and eminent list of portfolios include: Chief Learning Officer, Chief Knowledge Officer, VP Organisation Development, VP - Strategic Planning, etc. After his brief service in teaching, he has worked with the GTL group in various capacities.

Sanjeev Paralikar, Director - Staffing Has been actively involved in the field of Human Resources and Training for 30 years. With experience in Hoechst, Nicholas Piramal, Cabot, and GTL Limited, he has conducted over 500 days of Management Development Workshops for Senior & Middle Level Managers and trained more than 4000 participants. Equipped with a Bachelors degree in Commerce from Mumbai University, he also has a diploma in PMIR from TISS, Mumbai. He has written several books on self development and parenting in local languages

PROFILE AND HISTORY OF Global InnovSource GROUP

About Global InnovSource Global InnovSource is a company committed to the advancement of HR solutions to growing companies. A venture of the Global Group Enterprise, Global InnovSource is the Group's HR venture. Among Global Group Enterprise's other listed flagship ventures are GTL Limited and GTL Infrastructure. The group has investments concentrated in the Telecom, Wireless, Infrastructure and Outsourcing spaces, and is fast diversifying into other areas. They offer the following services. 1. Staffing Solutionsaddressing your dynamic project staffing

requirement 2. Recruitment Solutions - addressing your quality manpower requirement 3. Facilities Management resourcing your facilities management Key strengths and values include: 1. 2. 3. 4. Respected company built on ethics, values and integrity Over 12000 staff across 317 deployment zones ISO 9000 Certified processes Professional Team of 370 HR professionals and recruiters with

50,000 active candidate database and PAN India Presence 5. 6. 7. Unique referral network of 300 JobEx recruiters across the country Strong financial backing of a 20 year old US$ 1.8 bn reputed group Full cover and benefits to our resources, including self-service and

1-800-helpline 8. Strong focus on key verticals IT, Telecom, Banking Financial

Services & Insurance, Engineering, Pharma, Construction, Retail, Education, etc.

Our Presence

West Location

Branch Address

Tel./Mob.

Mumbai (Corporate office) Mumbai

A2 Kailas Industrial Complex, Park Site, Vikhroli (W), Mumbai 400 079 G44 Kailas Vaibhav Complex, Park Site,

+91 22 4218 0000 info@globali.in +91 22 4218 0150 mumbai@globali.in +91 99877 53380 mumbai@globali.in

(Branch office) Vikhroli (W), Mumbai 400 079 C/o GTL limited, ES-2, TTC Industrial Area, Navi Mumbai MIDC, Mahape, Navi Mumbai, Mumbai 400 710 Pune Global House Lane no. 15, Prabhat Road Erandwane, Near Symbiosis School, Pune- 411 004 Oasis Business Center, Achraj Tower-3rd floor, Nagpur above Minerva Lounge, opp. Batuk Bhai jewellers W.H.C road Dharampeth, Nagpur 440 010 Ahmadabad 805 Kaiwana, Nr. Center Point, Panchwati, Ahmedabad 380 006 412, 4TH Floor, Kamat Tower, EDC Complex, Patto Plaza, Panjim, Goa 403 001 Indore Bhopal Baroda 302 Surya Sadhana, AB Road, Indore 452 001 AREA REP. AREA REP. 117, 1st Floor, Golden Arcade, Nr. Zero Point, Mudnra, Kutchh - 370 421 EN - 62 , 4 th Floor , Sector - V, Near Holly Trust School, Salt Lake, Kolkatta - 700 091 A/ 410, 5-C, 5th floor, Metro House, Vani Bhubhaneshw Vihar, ar Shaheed Nagar, Bhubhaneshwar 751 007 Guwahati 3rd Floor, Sanmati Plaza, Above Ashoka furnishing,

+91 20 4102 1111 pune@globali.in

+91 712 664 8811 nagpur@globali.in

+91 79 4023 8888 ahmedabad@globali.in +91 832 243 7616 goa@globali.in +91 731 4210 400 indore@globali.in +91 93032 11889 bhopal@globali.in +91 99090 05854baroda@globali.in +91 2838 223 101mundra@globali.in +91 33 4022 5000 kolkata@globali.in

Goa

Mundra

Kolkata

+91 674 254 2901bhubaneshwar@globali.in +91 361 246 5174 guwahati@globali.in

ABC, G S road, Guwahati 781005 Ranchi 305 3rd Floor, Commerce House, Above Bargain Bajar, Sharda Babu Street, Ranchi 834 001 Siliguri AREA REP. 409, 4th floor, Magneto Mall, Labhandi Road, Opp. to City Mall, Raipur, Chhattisgarh 492 011 G.G.R. Towers, 18/2B, Amblipura Main Road, Sarjapur Road, Bangalore 560 013 Chennai 129, Dr. Nair Road, 2nd Floor, Landmark Above Ezone Showroom, T Nagar, Chennai 600 017 White House, Block No. 3, West Wing, 9th Floor, Kundan Bagh, Begumpet, Hyderabad - 500 016 44, Balasundaram Road, Kovai Tower, Coimbatore 641 018 +91 98326 53055ta siliguri@globali.in +91 771 225 9151 raipur@globali.in +91 651 221 2550 ranchi@globali.in

Raipur

Bangalore

+91 80 4299 3100 bangalore@globali.in +91 44 4343 9000 chennai@globali.in +91 40 4032 1111 hyderabad@globali.in +91 422 427 5760 coimbatore@globali.in + 91 891 255 5175 visakhapatnam@globali.in + 91 484 409 9901 cochin@globali.in +91 89794 92055 rudrapure@globali.in +91 124 484 8484 gurgaon@globali.in +91 172 436 7000chandigarh@globali.in +91 522 405 5555 lucknow@globali.in +91 135 276 3170 dehradun@globali.in

Hyderabad

Coimbatore

Visakhapatna C-9, 2nd floor, Pavan palace Dwarakanagar, m Opp. TSR complex, Vizag 530 016 No:39/1805, 1st Floor, KETA Tower, Chittoor Road, Ernakulam South, Kochi, Kerala 682 016 Rudrapur AREA REP. 401, 4th Floor, Tower B, Global business park, M G Road, Gurgaon 122 002 Chandigarh SCO 6, 1st floor, Sector 41D, Chandigarh 160 036 4th Floor, Nikhilesh Palace, 17/4 B, Ashok Marg, Lucknow 226 001 Top Floor Vasundhra Trade Complex, 1- Maharani Bagh Road, Ballupur Chowk, Dehradun 248 001 603, 6th Floor, Evershine Tower, Amarapali Circle, Vaishali Nagar, Jaipur - 302 021 Patna Jammu 401, 4th floor, grand plaza, Frazer road, Dakbunglow crossing, Patna 800 001 AREA REP.

Cochin

Gurgaon

Lucknow

Dehradun

Jaipur

+91 141 408 6000 jaipur@globali.in +91 612 221 6331 patna@globali.in +91 96220 19810 jammu@globali.in

Agra

AREA REP.

+91 93197 53000 agra@globali.in

RECRUITMENT, SELECTION, PROCESS, METHODS AND STEPS, ROLE OF RECRUITMENT CONSULTANT, AND INDUCTION Recruitment is the process of identifying and attracting the right candidates for a job. It must follow the manpower planning process. Before starting the recruitment activity, we must consider Whether the vacancies should be filled up from within or outside the organisation. Whether recruitment should be done locally, nationally and internationally. The method and media to used for attracting applicants. The recruitment activity is affected by the following factors: 1. The Organisation Policy: If the organisation have a policy of

promotion from within, employee morale and retention is high. The organisation also prefers people who look for long term association with the company. However promotion from within reduces the flow of new people and ideas in the organization. 2. The Wages and compensation structure: The company wage

and compensation structure acts as a constraint in recruiting a suitable candidates who expect a high pay packet. 3. Government Policies: Government rules and regulation can affect

recruitment. For eg: Quota of Recruitment of person belonging to certain castes/classes. 4. Labour Market: The condition prevailing in the labour market

availability of labour affects the recruitment process to certain extends.

5.

Image & reputation of organisation: It is easier for an

organisation with a positive corporate image to attract and retain employee than an organisation with negative image. 6. Candidates preferences: Generally new recruits prefer large well

establish companies with a good corporate image to smaller ones. Recruitment Process: The process of recruitment consists of the following steps: 1. Manpower Planning: Its defines what resource the organisation needs to meet its objective. it must specify the quality of manpower needed at a particular date in future. 2. Job Analysis: It consists of I. Job Description-Its is statement of component tasks, duties, objectives and standard of performance expected from employee. II. Job Specification-Its include Skills, knowledge and qualities required to perform job. III. Personal specification-A reworking of job specification in terms of the kind of person needed to perform the job. 3. Identification of vacancies. 4. Preparation of Budget: The Company must decide the amount it wishes to spend on recruitment. 5. Preparation and publication of Information: (i) Advertisement: It is an effective way of seeking recruits. It must be clearly worded, mentioned all the requirements and must appear in the right newspaper that is likely to be read by the potential applicant. (ii) Internet: It has become popular method of recruiting people.

Many organisations have their own web pages where prospective applicants can obtain data about the company, Its products and Services, employment opportunities and applicants procedure.

6. Receipt of Application form-Once the application forms are received, they must be screened for eligibility criterion. Those forms which do not meet the minimum, required standard of age: qualification, experience etc.must be rejected. A formal interview must be conducted for the remaining student by properly communicating to them the date, the day, time and place of the interview.

7.

Other Method of recruitment:

Employment agencies and head hunter Recruitment through outside agencies is generally undertaken

I.

When the company does not have the time or human resources to spend on the process.

II. III.

When the company wishes to maintain confidentiality. When the company feels that they would be able to attaract a wider range of people. Employment agencies and head hunting firms are retained by the organisation to identify the suitable candidates for their company. Employment agencies normally recruit at lower and middle management levels whereas head-hunter concentrates their efforts on higher level managerial level position. The recruitment agencies are paid certain Percentage of the incumbent salary as recruitment fee. It is mandatory in some states to inform the employment exchange of vacancies at workman level Campus Recruitment-Organisation visit campus to recruit

for entry-level position. The procedure is to give brief talk about company to interested candidates and the hold group discussion and personal interview.

 Walk in interview-If the company wishes to recruit locally does not have very specification and require a person urgently, recruitment may be conducted by walking interviews. The date and time is specified in the local newspaper and candidates asked for the interview along with their documents.

Employee referrals-If the company feels that they can obtain candidates by word of mouth, they place an advertisement on company notice board stating their requirements. Employee of the company can people known to them who are suitable for the job and get their biodata. Aspects of recruitment A. While the personal plan may suggest that additional employees are

needed, It might not be possible and practical to recruit because of the cost and performance of recruitment. Overtime-Its alternative recruitment on a short term basis. Whenever there is pressure of achieving targets and the organisation wishes to avoid cost of recruitment and additional employee, existing employee are asked to work overtime. Outsourcing-Outsourcing is good solution for small and medium corporate that do not have full work for the employee. These companies can outsource the activities for e.g. pay roll and other routine function of personnel department and pay fixed fee for the service provided. Temporary Employment-When the work does not require high skills and is temporary and non repetitive nature, temporary or part time employee may be recruited to perform the job. In this case the labour cost remains low, accessibility of such personnel is good and the company has flexibility in the period for which the are employed. A. eg: Cost effective of Recruitment: Some aspects of the recruitment

process provided information on the cost effective of the methods used for

B.

Sources of recruits-For campus recruitment, the organisation can

divide the number of job acceptance by the number of campus interview to arrive at the success rate of hire for each institute. C. Method of Recruitment-The organisation can calculate the total

cost of each method e.g.advertisment, travel, administrative and other and divide it by the benefit e.g. the number of acceptance offer. This method would indicate which method is more cost effective than the other.

Internal & External Recruitment-There are number of factors which determine whether to promote people from within or recruit from outside. Internal placement is desirable when There is a large talent pool. Internal development is key personnel issue. Business condition is stable. Building cross functional capabilities is strategic objective of the

organisation. Skill required to perform the job can e developed in house. External Placement is desirable when There is limited talent pool. Perform one capability is key personnel issue. Business condition is radically changing. There is an urgent need to upgrade the managerial cadre

RECRUITMENT PROCESS FOR FRESHER WRITTEN /APPTITUDE. GROUP DISCUSSION. PSYCHOMETRIC TEST(CONDITIONAL). TECHNICAL INTERVIEWS(CONDITIONAL). HR INTERVIEWS.

RECRUITMENT PROCESS FOR HIGHER POST PSYCHOMETRIC TEST. BUSINESS GAME. HR INTERVIEWS. Difficulties in Recruitment process Talent Acquisition. Expensive. Time Constraint. Retention of employees. Managing low attrition rate. Budget. Challenges in Recruitent & Selection: Talent Shortage Attrition Rate Reservations and other Gov. Policies Remoteness of Job Scrutinity of employees credentials

Types of Interviews Structured Unstructured Mixed Behavioral Stressful

Role of recruitment consultants What is Consultant

Recruitment consultants work with companies to help them find the right people for their positions. They also work for candidates to find a role that is suitable for them. The key skill of a recruitment consultant is to meet the needs of both the client and the candidate to ensure the best mutual fit; this is not simply a case of skills matching but of truly understanding the business and its culture, as well as the aspirations of the candidate."

Recruitment Consultant Activities

A recruitment consultant is responsible for helping employer clients

to recruit staff for job vacancies. These vacancies can be permanent or temporary roles. Recruitment consultants develop an understanding of their client's

requirements, and then identify potential staff (candidates) through existing contacts or by advertising roles/headhunting (executive search). They assess candidates' skills through interviews, tests and background checks, then make recommendations to their client. Consultants also provide advice to both clients and candidates on salary levels, training

requirements and career opportunities. Developing solid relationships with clients is integral to the role.

Typical work activities A recruitment consultant's role is demanding and diverse. Using marketing and business knowledge to extend company

contacts. Identifying and evaluating employers' recruitment needs. Negotiating terms of employment. interviewing potential candidates Clarifying and negotiating salary and benefits relating to the role. Headhunting - identifying and approaching suitable candidates. Monitoring candidates once placed. Collecting feedback from employers on the performance of

candidates who have previously been placed with them.

Maintaining current records and personal statistics for review

against performance targets. Documenting clients' details and vacancy requirements in a brief.

What makes a Good Recruitment Consultant To be successful in the recruitment industry you must: be ambitious and confident be goal orientated have good interpersonal and communications skills be a good team player be able to handle multiple priorities be tenacious be a problem solver be able to work to deadlines and targets enjoy responsibility and working in a high-pressure

environment have a good sense of humour

Opportunity as a Recruitment Consultant

 of

A chance to work with a large successful organization. An opportunity to develop within the Recruitment Industry with one the most supportive and resourceful organizations. A role that could provide you with a solid future within Recruitment. A competitive annual salary and excellent commission packages Fantastic training and mentoring opportunities

Challenges Faced By Recruitment Consultant

Develop expertise in those strategic areas, where the consultants

have not developed expertise when firm is focused and the consultant is a generalist. Reinforce and update knowledge and skills in the areas of focus of

the firm when the firm is focused and the consultant is an expert. Provide the consultants exposure to areas where they do not have

expertise in a non focused firm with expert consultant. Here, the long-term objectives of the consulting firm are to operate in a wide range of sections/functions. Expose the consultants to all upcoming sectors/functions in a non-

focused firm with generalist consultant. Three key areas which every consultant should be well conversant

1) Knowledge and skills related to Manmanagement. 2) Business development, and Quality assurance. 3) Evaluation technique.

Selection Process - Choosing the Right Candidate Selecting a suitable candidate can be the biggest challenge for any organisation. According to Dale Yoder - "Selection is the process in which candidates for employment are divided into 2 classes - those who are to be offered employment and those who are not." The success of a sales organisation largely depends on its staff. Selection of the right candidate builds the foundation of any organization's success and helps in reducing turnovers. Though there is no fool proof selection procedure that will ensure low turnover and high profits, the following steps generally make up the selection process for the right sales personnel Pre Interview Screening & Preliminary Interview: This is generally the starting point of any employee selection process. Pre Interview Screening eliminates unqualified applicants and helps save time. Applications received from various sources are scrutinized and irrelevant ones are discarded. A preliminary Interview may be conducted as well

Application Form An candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal

application form. Such a form is designed in a way that it records the personal as well professional details of the prospective sales employee.

Personal Interview Most sales managers believe that the personal interview is an absolute 'MUST'. It helps them in obtaining more information about the prospective employee. It also helps them in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc. In some Companies, the selection process comprises only of the Interview.

Checking References: Most application forms include a section that requires prospective candidates to put down names of a few references. References can be classified into - former employer, former customers, business references, reputable persons. Such references are contacted to get a feedback on the person in question including his behaviour, skills, conduct etc. Credit Checks: Many Companies check the financial condition of a prospective employee. If a person faces the burden of heavy loan or debt, a prospective employer would want to know that. Tests: Different types of tests are conducted to evaluate the capabilities of an applicant, his behaviour, special qualities etc. Separate tests are conducted for various types of jobs.

Physical Examination: If all goes well, then at this stage, a physical examination is conducted to make sure that the candidate enjoys sound health and does not suffer from any serious ailment.

Job Offer: A candidate who clears all the steps is finally considered right
for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if considered unfit for the job. Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job.

Selection Process Flow Chart

BARRIERS TO EFFECTIVE SELECTION

Perception Fairness Validity Reliability Pressure

Basic Diff. Between Recruitment and Selection:

Recruitment- searching for and attracting applicants qualified

to fill vacant positions Selection- Analyzing the qualifications of applicants and

deciding upon those who show the most potential

Induction
What is induction? Induction is process meant to help the new employee to settle down quickly into the job by becoming familiar with the people, the surroundings, the job, the firm and the industry. Induction is the process of acquainting the new employees with the existing Culture and practices of the new organization.

What is induction for?

To sort out all anxiety of recruited person. To ensure the effective integration of staff. History and introduction of founders. Understand the standards and rules (written and unwritten) of the

organisation. Introduction to the company/department and its personnel

structure.

Induction Programme
Before designing induction programme firm need to decide four strategic choice.

Indivi ual Indivi ual

Who is responsible for the induction process? HR manager Health and safety advisor Training officer Department or line manager Supervisor

Trade union or employee representative

Points while implementing Induction Identify the business objectives and desired benefits. Secure early commitment Agree roles and responsibilities of different players in the

process Think of induction as a journey Engage staff prior to joining

Have clear learning objectives for training sessions Respect the induction needs of different audiences Keep induction material up to date

Trends in Induction Chalk and talk session Questionnaire From practicalities to discussion about culture Using technologies like e-learning Team building exercise

Problem in induction time To keep it simple Supervisor is not trained enough Employee get so much of information in short span of

Large no. of forms Employee is thrown into action too soon Wrong perception develop in short span

In absence of Induction Uneasiness of new employee in the environment of the org. Poor integration in team Low morale Loss of productivity

Failure to work with their highest potential Company image goes down Leads to Early leaving. It leads many problems like:a) High employee turnover b) Lowering the morale of remaining staff c) Additional cost for re-recruiting d) Damage the company reputation e) Affect new recruitment f) Leavers record is affected

Advantages of Good Induction Employee retention. Create good impression It creates good adhesion It take less time to familiarise Less turnover ratio

Increase productivity No chaos Cost reduction

BIBLIOGRAPHY 1. 2. 3. 4.

www.globali.in www.jobex.in www.citehr.com www.google.com

Indian journal of industrial relations

5.

6.

Human Resource Management A Managerial Perspective (Nelarine Cornelius. HUMAN RESOURCE MANAGEMENT PRACTICE BY MICHAEL ARMSTRONG

7.