Recruitment & Selection 2011 Introduction of Birla Ericsson Optical Limited (BEOL)

Birla Ericsson Optical Limited (BEOL) began as a venture that combined the ethos & trust that the Birla name represents, with the vision to produce a product that was the need of a growing Telecom Industry. The MP Birla Group's association with Ericsson Cables realized this vision by combining Cutting Edge Technology and Local Infrastructure & Expertise. A partnership that would grow into a highly successful business, and an even stronger friendship.

In collaboration with Ericsson Network Technologies AB of Sweden, BEOL is engaged in the production of high quality fiber optic cables. A key part of the diverse MP Birla Groups; BEOL has, over time, emerged as a leader in optical communications, both in India as well as abroad. A significant contribution to our endeavors is made by our state-of-the-art manufacturing facility in Rewa (Madhya Pradesh), which gives BEOL an impressive installed capacity to cater to the needs of diverse customer base. Large production capacities, coupled with an exhaustive range of fiber optic cables, have made BEOL the choicest fiber optics provider.

The Research & Development Teams of BEOL ensure that the product line BEOL produces is both diverse and exhaustive. As a result, the cable solutions we provide find usage across a wide spectrum of Industries. Specialty cables that serve the Medical, IT & Local Area Networks and Cable TV Networks. Add to that a huge installed production capacity of jelly filled copper telephone cables that ranges from 1 pair to 2400 pair; BEOL offers a robust product portfolio that can meet the largest demand. With a simple but customer-obsessed product philosophy, our aim is to produce a customized world-class cable solution for any client. From ribbon type optic cables to really any kind of solution, BEOL is committed to

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meeting a varied customer need, through thorough R&D, executed through World class manufacturing.

Customer Satisfaction is the bedrock of BEOL's business philosophy. A philosophy that emanates from the Birla heritage and transcends product mix & capacity to become an integral part of each aspect of our company. In doing so, BEOL meets extremely stringent Quality Control Standards across Systems & Processes. Through our Human Resource Development, R & D Teams, Manufacturing Practices, and in our daily Management Processes; BEOL's penchant for excellence & efficiency is borne out by our ISO 9001:2008 and IS/ISO - 14001:2004 certification. The result is a permanently ongoing effort to improve all the facets of our business. BEOL's Quality Policy follows this precise 'customer-oriented' focus, fully implementing the Quality Management System under ISO9001:2008. To produce the highest quality products, at the best value possible, using the most effective manufacturing methods; all targeted at providing a customer experience unlike any other.

MP Birla Group is among the leading business houses in India and is involved in diverse business activities as cement, jute, carbide, power cables, power capacitors, guar gum & allied products, non-banking financial services, linoleum floor covering, copper & optical telecommunication cables, optical fibers, and many more. Birla Corporation Ltd. or Birla Corp, the flagship company of the MP Birla Group was established in the year 1919, the company was then known as Birla Jute Manufacturing. The Group has since come a long way and made successful forays into several other sectors under the dynamic and able leadership of its late chairman Madhav Prasad Birla. Over the years the Group established several companies in order handle its various diversified activities, these are:

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COMPANY BIRLA CORPORATION LIMITED BIRLA ERRICSON OPTICAL LIMITED VINDHYA TELELINKS LIMITED UNIVERSAL CABLES LIMITED BIRLA FURUKAWA FIBRES OPTICS LIMITED HINDUSTAN GUM AND CHEMICALS LIMITED BIRLA FINANCIAL CORPORATION LIMITED BIRLA DLW LIMITED PRODUCT Cement, Jute, Carbide, etc. Copper and Optical Telecommunication Cables, etc. Copper and Optical Telecommunication Cables, etc. EHV, HT and LT Power Cables and Capacitors, etc. Optical Fibers Guar Gum and Allied Products Non-Banking Financial Services Linoleum Floor Covering

The Group owes its success to its commitment to quality and customer satisfaction. All companies within the Group have ISO 9001:2000 certification for Quality Management Systems; the group companies have kept themselves abreast of changing needs of customers and advances in technologies and have continuously innovated. Over the years the MP Birla Group companies have been entering into tie-ups and collaborations with major players of international repute in order to develop new and innovative products for its customers both in India and the international market.

MP Birla Group is also a responsible corporate citizen; the Group companies have consciously worked towards a secure environment. All group companies have ISO 14001:2004 certification for Environment Management System. The Group companies not only conform to statutory requirements but are committed to maintaining the ecological balance at its

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various campuses. Besides this the MP Birla group is also involved in various charitable and philanthropic activities in the field of education, healthcare, scientific research, as well as in the areas of literature and culture and are also involved in pure charitable activities.

History of Birla Erricson Optical Ltd

YEAR EVENTS 1992 - The Company was incorporated as a Public Limited Company on June 30, and obtained the certificate for commencement of business on January 8. The Company manufactures optical fibre cables. It was promoted by Ms. Priyamvada Birla.

- The Company undertook to set up a project for manufacture of 4,000 cable kilometers p.a. of optical fibre cables in technical and financial collaboration with Ericsson Cables AB Sweden.

1993 - 9 equity shares of Rs 10 each subscribed for by signatories to the Memorandum of Association. 249,99,991 shares of Rs 10 each were to be issued for cash at par as follows: As on firm allotment basis: (i) 75,00,000 shares to Ericsson Cables AB, Sweden; (ii) 87,49,991 to promoters, Indian promoter companies, their friends and associates; (iii) 27,50,000 shares each to Universal Cables Ltd. & Vindhya Telecoms Ltd., (iv) 7,50,000 shares to Punjab Produce & Trading Co. Ltd.; (v) 5,00,000 shares to East India Investment Co. Pvt. Ltd.; (vi) 7,50,000 shares to Hindustan Medical Institution; (vii) 12,49,991 shares to directors of the Company, their friends and associates; (viii) 4,37,500 shares to IDBL. Of the remaining, the following were issued on preferential basis. 4, 37,500 shares to employees of the Company and promoters Company (only 4, 21,600 shares taken up)

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8,75,000 shares to resident Indian shareholders (all were taken up). Balance 70,00,000 shares along with 15,900 shares not taken up by employees' were issued to the public (all were taken up).

1995 - 50, 00,000 No. of Equity shares allotted on Rights basis prop. 1:5, (Prem. Rs 40).

1996 - The Company entered into an agreement with Ericsson Cables AB, Sweden, for technical know-how, assistance in selection of plant, machinery and raw materials, assistance for start-up etc.

2003 - Mr. D. R. Bansal re-appointed as Managing Director of the Company

2004 - Delist from Madhya Pradesh Stock Exchanges w.e.f. August 05, 2004. - Delist equity shares from the Calcutta Stock Exchange Association Ltd (CSE) with effect from March 04, 2005.

2007 - Birla Ericsson Optical Ltd has appointed Mr. Dinesh Kumar Sonthalia, Dy. General Manager (Commercial) as whole time Company Secretary & Compliance Officer of the Company with effect from May 23, 2007 - Birla Ericsson Optical Ltd has appointed Mr. H V Lodha as a Director of the Company.

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2008 - Birla Ericsson Optical Ltd has appointed Mr. S K Daga and Mr. Dinesh Chanda as alternate Director(s) to act for Mr. Janne Sjoden and Mr. Magnus Kreuger respectively during their absence with effect from February 07, 2008.

2009 - Birla Ericsson Optical Ltd has informed that Board of Directors of the Company at its meeting held on January 29, 2009 has appointed Mr. Harsh V. Lodha as Chairman of the Company. - Birla Ericsson Optical Ltd has appointed Mr. K. Raghuraman as Director of the Company.

2010 - Birla Ericsson Optical Ltd has re-appointed Mr. D. R. Bansal as Managing Director of the Company for a further period of 3(three) years with effect from August 08, 2010, subject to the approval of the shareholders in the General Meeting. - Birla Ericsson Optical Limited has appointed Mr. Dinesh Chanda (DIN- 00939978 and PAN- ABZPC9841R), as alternate Director to act for Mr. Magnus Kreuger during his absence with effect from June 12, 2010

Recruitment & Selection 2011 Human Resource Management

Human Resource management or Personnel management is the organizational function that consists of practices that helps the organization to deal effectively with its people during the various phases of employment cycle.

Purpose of Human Resource Management

The human resources of most organizations are properly viewed as their most important asset. The successes and failure of the organization are largely determined by the caliber of its work force (starting with management) and by the efforts it exerts. The purpose of human resource management is to improve the productive contribution of people to the organization in way that are strategically ethically and socially responsible. The purpose guides the study and practice of HR management which is also commonly called Personnel management.

Recruitment & Selection 2011 Employment Cycle

There are three stages in the employment cycle these are as follows

Pre Selection

It consists of two things planning human resource and job analysis. Job analysis is very important as for as recruitment is concerned because the basic purpose of the recruitment is to fill the job position that are created during the job analysis. So the job analysis should be done carefully to make the recruitment and selection process successful

Selection

The second stage of the employment cycle is the selection. This selection is generally divided into recruitment and selection. This phase largely depends upon the first stage. Recruitment is done before selection but after recruitment it is not necessary that selection is done. Recruitment means to attract the applicants and selection is a process to choose the best candidate among the applicants

Post Selection

After selection post selection is started it consists of many things such as training and development, performance appraisal, compensation and productivity and improvement.

Recruitment & Selection 2011 Recruitment, Selection and job analysis

Recruitment strategies rely on job analysis information and human resource plan. When the job has been identified the recruiter learns what each job requires by reviewing the job analysis information particularly the job specification and job description. Recruitment plan is designed according to the job specification and job description and at the time of selection the people are selected according to the job specification.

Recruitment and selection refers to the chain and sequence of activities pertaining to recruitment and selection of employable candidates and job seekers for an organization. Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The human resources department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection.

Macro Human Resources Management Strategy

The HR department charts out the macro or long-term human resources development strategy of an organization. Keys to this strategy are the processes and initiatives related to recruitment and selection of new employees; these are carefully intertwined with the long-term corporate objectives and goals of the organization. Top management also gives valuable input and makes suggestions about expectations for the skills and qualities new employees need to have.

Recruitment & Selection 2011 Defining Job Openings and Available Positions
The first process of any recruitment and selection program is defining the needs and requirements for new workers and professionals for outlined job positions and openings. Carefully devised and developed roles, responsibilities, skill sets and qualifications are defined and the job postings placed in recruitment ads in various media. Large workforce organizations also work with staffing agencies, HR contractors and online job portals to outsource certain employee requirements.

Evaluation Period
A rigorous process of evaluation follows the recruitment ads placement phase. Curriculum vitas (CVs) and resumes of various candidates applying for the jobs are screened, classified and filtered. Interviews are scheduled with the earmarked candidates. As per specific organizational policies, written tests may be conducted. Face-to-face interviews are conducted and job seekers and candidates evaluated on various parameters and organizational metrics.

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Recruitment & Selection 2011 Introduction of Recruitment

Recruitment is the process of finding and attracting capable applicants for employment. The result is a pool of applicants from which new employees are selected.

Recruitment is one of the most important functions of the HR practices. The quality of an organizations human resource depends on the quality of its recruits. The basic purpose of the recruitment is to recruit the new people in the organization and whenever a company wants to hire new people in the organization recruitment is done. Recruitment starts when a company announces for a job.

Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing the sources of manpower to meet the requirements of the staffing schedule and employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective working force. Recruitments the process of searching for prospective employees and stimulating to apply for jobs in the organization.

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 objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs

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even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment Needs Are Of Three Types

PLANNED i.e. 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 needs.

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Recruitment & Selection 2011 Purpose & importance of recruitment

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 present and future requirements of the organization 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.

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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.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment & Selection Process

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. 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: a. Posts to be filled b. Number of persons c. Duties to be performed d. Qualifications required

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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

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1. Analyze the job

2. Obtain authorization to recruit

3. Advertisement

4. Composition of selection panel

5. Select candidate for interview & identify any test or presentation required

6. The selection interview Preparation The venue Welcoming the candidate The interview question Question type Taking notes

7. Appointment the successful candidate Making a selection decision Making an offer of successful candidates Probation period Completing the interview record and offer detailed form

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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 Process includes

1] Manpower Resource Planning Considering Job-Analysis Feedback 2] Specification of Job Requirements & Identification of Vacancies 3] Developing Employee Profile and Selection of Recruitment Method & sources: A] No New Recruitment: But Overtime, Job Redesign, and Prevention B] Recruitment Process

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 recruitment.

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SOURCES OF RECRUITMENT

Internal sources of recruitment

1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience.

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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.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

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Recruitment & Selection 2011 External Sources of Recruitment

1. PRESS ADVERTISEMENTS The 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.

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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 labor 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. 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.

8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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Recruitment & Selection 2011 Objectives of Recruitment

After analyzing the different job position described in the organizational chart they see what different requirements are needed for different jobs. And the purpose of the Recruitment is to locate and attract those applicants who fulfill these requirements.

The purpose or objectives of Advertisement that they use for recruitment procedure is to locate and attract rather than improving the image of the company.

Recruitment policy of a company

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for Implementing recruitment programs and procedures by filling up vacancies with best qualified people.

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Recruitment & Selection 2011 Components of the Recruitment Policy

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

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Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.

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Recruitment & Selection 2011 Factors Affecting Recruitment Policy

o Organizational objectives

o Personnel policies of the organization and its competitors.

o Government policies on reservations.

o Preferred sources of recruitment.

o Need of the organization.

o Recruitment costs and financial implications.

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Recruitment & Selection 2011 Recruitment, selection and training

Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organization to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organization is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organization. 3. Internal promotion acts as an incentive to all staff to work harder within the organization. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.

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Recruitment & Selection 2011 External recruitment

External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation.

There are a number of stages, which can be used to define and set out the nature of particular jobs for recruitment purposes:

Job analysis is the process of examining jobs in order to identify the key requirements of each job. A number of important questions need to be explored: the title of the job to which the employee is responsible for whom the employee is responsible a simple description of the role and duties of the employee within the organization. Job analysis is used in order to: 1. Choose employees either from the ranks of your existing staff or from the recruitment of new staff. 2. Set out the training requirements of a particular job. 3. Provide information which will help in decision making about the type of equipment and materials to be employed with the job. 4. Identify and profile the experiences of employees in their work tasks (information which can be used as evidence for staff development and promotion). 5. Identify areas of risk and danger at work. 6. Help in setting rates of pay for job tasks.

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Job analysis can be carried out by direct observation of employees at work, by finding out information from interviewing job holders, or by referring to documents such as training manuals. Information can be gleaned directly from the person carrying out a task and/or from their supervisory staff. Some large organizations specifically employ 'job analysts'. In most companies, however, job analysis is expected to be part of the general skills of a training or personnel officer.

Job Description
A job description will set out how a particular employee will fit into the organization. It will therefore need to set out: the title of the job to whom the employee is responsible for whom the employee is responsible a simple description of the role and duties of the employee within the organization. A job description could be used as a job indicator for applicants for a job. Alternatively, it could be used as a guideline for an employee and/or his or her line manager as to his or her role and responsibility within the organization.

Job Specification
A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job specification for a trainee manager's post in a retail store included the following:

'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business; know how to sell, and to work in a team.'

Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments.

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For example, staff appraisal is a means of monitoring staff performance and is a feature of promotion in modern companies. In some companies, for example, employees and their immediate line managers discuss personal goals and targets for the coming time period (e.g. the next six months). The appraisal will then involve a review of performance during the previous six months, and setting new targets. Job details can serve as a useful basis for establishing dialogue and targets. Job descriptions can be used as reference points for arbitrating in disputes as to who does what' in a business. Selection involves procedures to identify the most appropriate candidates to fill posts. An effective selection procedure will therefore take into consideration the following: keeping the costs of selection down making sure that the skills and qualities being sought have been identified, developing a process for identifying them in candidates making sure that the candidates selected, will want the job, and will stay with the company.

Keeping the costs of selection down will involve such factors as holding the interviews in a location, which is accessible to the interviewing panel, and to those being interviewed. The interviewing panel must have available to them all the necessary documentations, such as application forms available to study before the interviews take place. A short list must be made up of suitable candidates, so that the interviews do not have to take place a second time, with new job advertisements being placed. The skills required should have been identified through the process of job analysis, description and specification. It is important then to identify ways of testing whether candidates meet these requirements. Testing this out may involve: interviewing candidates asking them to get involved in simulated work scenarios asking them to provide samples of previous work getting them to fill in personality and intelligence tests giving them real work simulations to test their abilities.

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Recruitment & Selection 2011 Introduction of Selection

Selection is a process to choose the best candidate among the applicants who have applied for job. Selection is conducted to verify an applicant can fulfill job demands.

Marc says that Before they hire, employers want to be sure applicants can handle the demands.

Sara says that Labor shortages, which are predicted to last in to the next century, are expected to increase the importance of applicants attraction for organizations.

Most of the cost depend upon the selection and can be important for both cost and quality differentiation. So it is an important function and legal requirements. Selection should be there to check age more than 12 years equal employment opportunity is also a legal.

Objectives of Selection
The objectives of selection is same as that of Recruitment but here the main purpose is not only to select the candidate but also to validate their skills and knowledge required by job through testing criteria.

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Recruitment & Selection 2011 Selection Process

Reference checks and detailed background checks are carried out to verify facts and matters presented in resumes and CVs. Follow-ups are done with certain selected candidates to firm up the hiring process. A thorough evaluation of the defined skill sets and qualifications of shortlisted candidates, their written materials and work samples is done again in a transparent and objective manner. Additional interviews or final interviews are conducted during this last stage of recruitment and the hiring decision is finalized.

To analyze the selection process in the BEOL we will divide it in to difference steps. And we will explore each step one by one and see how each step is implemented in BEOL.

Realistic Job Previews

Supervisory Interviews

Medical Evaluation

Reference and background checking

Selection interview

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Employment Tests

Preliminary reception

Selection Process includes:

1) Initial screening interview 2) Application blank or application form 3) Written examination & other selection tests 4) Comprehensive interview 5) Medical examination 6) Checking the references 7) Final employment decision Placement

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Recruitment & Selection 2011 Induction and training

New workers in a firm are usually given an induction program in which they meet other workers and are shown the skills they must learn. Generally, the first few days at work will simply involve observation, with an experienced worker showing the 'new hand' the ropes. Many large firms will have a detailed training scheme, which is done on an 'in-house' basis. This is particularly true of larger public companies such as banks and insurance companies. In conjunction with this, staff may be encouraged to attend college courses to learn new skills and get new qualifications. Training thus takes place in the following ways: 1. On the job - learning skills through experience at work 2. off the job - learning through attending courses. Promotion within a firm depends on acquiring qualifications to do a more advanced job. In accountancy for example, trainee accountants will be expected to pass exams set by the Association of Chartered Certified Accountants (ACCA).

At the same time, a candidate for promotion must show a flair for the job. It is the responsibility of the training department within a business to make sure that staff with the right skills are coming up through the firm or being recruited from outside.

The Association of Chartered Certified Accountants has 300,000 members and students throughout the world. It is a professional body setting standards for the accountancy profession. To be properly qualified, accountants must have passed examinations that make them eligible for membership of one or more professional accounting bodies, such as ACCA. Typically accountants will improve their knowledge and experience by taking courses run and organized by ACCA during their professional training enabling them to develop and enhance their careers. Induction is the process of introducing new employees to an organization and to their work responsibilities in that organization.

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Recruitment & Selection 2011 Induction Process

Once the chosen candidates have been informed of their selection for the job postings, they are granted offer letters and apprised briefly about their roles and responsibilities. During this process, the chosen candidates are encouraged to ask questions about organization philosophies, work culture and employee practices. They are the informed about start dates, induction programs, compensation packages and other details about their jobs.

Difference between Recruitment & Selection

Both recruitment and selection are the two phases of the employment process. The differences between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

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3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

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Recruitment & Selection 2011 Strengths and Weakness

Accessing internal strengths and weaknesses enables manager to identify their organizations core competencies. This assessment covers the organization relative competitive position human resource skills, technological capabilities financial resources and managerial depth and the values and background of its key employees. At least three tests can be applied to identify core competence in a company.

A core competence should provide potential access to a side variety of markets.

A core competence should make a major contribution to customers processed benefits from the goods and service.

A core competency should be difficult for competitors to copy

Most individuals find it easier to access strength than to access weaknesses. They are integrated as the fault of management and employees. Some managers perceive statement of organizational weakness as personal threat to their position influence and self-esteem. But weaknesses are not self-correcting and are likely to become worse if not dealt with as part of strategic planning

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Recruitment & Selection 2011 Summary

Recruitment and selection is one of the most functions that the Personnel Department performs. Recruitment is done both internally and externally in the organization. In the organization mostly print media is used as the source of recruitment. It takes about three to four months to complete to recruitment and selection procedure

After the recruitment is done selection procedure is started. For the selecting the candidate there is testing procedure tests are both oral and written types but the tests are not so much complicated. After the tests there is an interview. Interviews are held by the group of trained people. Interviews are planned before they are conducted. Also the existing candidates are not preferred over the other candidates. There is also reference and background checking for the selected candidates. The hired candidates are hired on contract basis after certain period usually after one year they are permanently hired

Selected candidates are also given on the job training and generally it is assumed that the people who are selected are trained enough and they know how to perform their job

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