ASSIGNMENT ON

RECRUITMENT

AND

SELECTION

POLICY

OF

HRM

VISION MOTORS LTD.

ADNAN AHMED SIDDIQUI 10MBA 02 ,1st semester, 1st year Aligarh Muslim University centre, Murshidabad. Submitted to Professor Musheer Ahmad.

ision motors ltd. is a new entrant in the automobile industry and has its Head Office at Delhi .the Vision motors already has a plant in haryana near gurgaon. Vision motors wants to set up a new plant at Singur at West Bengal. The company will manufacture motorcycles and cars for various segments of the Indian market .hence to look after the administratrative affairs of the new plant at singur, the company requires competent persons for the following postsposition senior general manager manager- operations Junior personnel manager number 1 3 3

I am the HR manger of the vision motors and have been given the responsibility to develop a HR policy regarding recruitment and selection for the SIngur plant of the company. To assess the requirement of the jobs for their proper execution I have done the JOB ANALYSIS.

JOB ANALYSIS
It is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. It has produced information which I have used to write JOB DESCRIPTION AND JOB SPECICATION.

Job descriptions provide information to guide many human resource applications. The amount of detail required depends on the intended use. The more detail provided, the greater the breadth and depth of human resource applications that may be addressed. I have gone through the organizational chart of the present plant located in Haryana to assess the division of work, how the jobs in the question relates to other jobs, and where the jobs fit in the overall organization. I have used some other data collection techniques like

Interviewing the employees and asking what the jobs entail.

Positional analysis questionnaire

Collecting data on job activities, required employee behaviors, working condition, human traits and abilities needed to perform the job.

The job description of jobs in question is as follows. Job specification has been merged with job specification.

After job analysis, the next logical step is to recruit and select employees. I have envisioned the recruitment and selection process as a series of hurdles. Identify what positions to fill. Build a pool of candidates for these jobs, by recruiting internal and external candidates. Have candidates complete application Do the necessary screening.

Use selection tools like tests, interviews and background investigations to identify viable candidates. Decide who to make an offer to, by having supervisor and managing director interview the candidates.

From experience, I have tried to calculate the number of applicants I must generate to hire the required number of new employees. I have the following data Six leads that come from all recruiting sources, only one applicant typically gets invited for an interview- a 6-to-1 ratio. The ratio of candidates invited for interviews to candidates actually interviewed is about 4 to 3. The ratio of candidates interviewed to offers made is 3 to 2.

The ratio of offers made to actual hires is 2 to 1.

The recruitment yield pyramid.

It has been prepared for recruiting junior and middle managers only. It is not considered for recruiting senior general manger.

SOURCES OF RECRUITMENT
I have recognized the merits and demerits of both the internal and external sources of recruitment. I have done Job posting to publicize the the open jobs to employees by posting it on intranets or bulletin boards of the company. I have considered recruitment; Rehiring Employee referrals. Promotion. And following external sources of recruitment; Campus recruitment Online job portals. Print advertising. Recruitment agencies. following internal sources of

Selection of sources of recruitment

As our company is a new company (only 2 years old) and could not offer a fat package as per the norms of the automobile industry for the position of Senior General Manager, I am not expecting a too many applications. Hence I have given preference to internal sources as it will be an economic since employees are eager for career advancement .it will also provide encouragement to the existing employees to work hard to be considered for promotion. However I have still put the opening on the well known job portals, as the chances always remain there to find a candidate to agree to the compensation package on offer. RehiringThose potential employees who have left the company for better opportunities have been contacted and informed about the vacancies. It is good source of recruitment as the company already knows the potential of the former employees and the former employees also know the work culture of the organization. Hence they are invited for the interview. Employee referralsThrough Job posting, all the employees are informed about the vacancies and asked to apply or give suitable recommendations. Employees whose referred candidates are selected will be rewarded.

PromotionThrough employment database, it is known to me that there are potential candidates in the organization to fulfill the new vacancies. They are also invited for the interview process. Campus recruitmentI have considered it for the recruitment of junior managers. As the work experience for the position is not necessary, I could find potential candidates through it. Online job portalsThey have the merits of very wide coverage and being cost effective. I have posted the jobs on famous job portals like monster.com, naukri.com, shine.com, timesjobs.com. Recruitment agenciesAlthough they charge a fee, they often provide good candidates. Print advertisingIt is always good to have local employees so they rarely take leaves to visit their relatives. Apart from that, organization can create a good image of itself to the local people.

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Aftermath of applications.

pooling:

screening

of

Screening of applications is the next step in the recruitment and selection process. Not all applications fulfill the required criteria, hence it require screening and selecting only those candidates which fulfill the required criteria. Short listing: Invitation for the test For proper utilization of time available, I have invited suitable candidates for an aptitude test for the position of junior personnel manager. It will not only assess their knowledge but also will function as short listing tool.

Call for interview and group discussion.

The applicants for Senior General Manager will have interview with me (HR Manager) and the Managing Director. Other applicants will first appear for Group Discussion Next they will appear before a panel of experts consisting on the relevant area of the vacancy and a psychologist. Then I (HR Manager) will interview them. Those who have performed well in above process will have an interview with the Managing Director. Final step: selection. The candidates selected will be informed through phone, email and snail mail. They will be provided the offer letter.

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It will state all the benefits and the compensation package offered.

Appointment.
The candidates who accept the offer will be appointed to the concerned positions on a temporary basis. Induction and training. The appointed candidates will go through the Induction program. It will be a 2 5 day program. Employee induction should always start with HR's welcome from the appointed host from that department, who is responsible to guide newcomer through department in order to introduce him to the other. The agenda of Employee Induction program is tailor made to each position individually, so it is not necessary to cover all departments. The program will provide the big picture in front of the new employee. They will be provided the appropriate training to be fully ready for the job.

Probation period.
If the appointed employees perform as per the standards set by the organization they will become permanent employees after the probation period of 12 months. Now they will receive all the benefits of permanent employees.

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Appendix

JOB DESCRIPTION TITLE:SENIOR GENRAL MANAGER PRESENT JOB HOLDER: DEPARTMENT: ADMINISTRATION A. REPORTS TO: MANAGING DIRECTOR LOCATION:SINGUR BAND:

OVERALL JOB DESCRIPTION/KEY RESULT AREAS

PRIMARY RESPONSIBILITIES:

Direct and coordinate an organization's financial and budget activities to fund operations, maximize investments, and increase efficiency. Confer with board members, organization officials, and staff members to discuss issues, coordinate activities, and resolve problems. Analyze operations to evaluate performance of a company and its staff in meeting objectives, and to determine areas of potential cost reduction, program improvement, or policy change. Direct, plan, and implement policies, objectives, and activities of organizations or businesses to ensure continuing operations, to maximize returns on investments, and to increase productivity. Prepare budgets for approval, including those for funding and implementation of programs.

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Direct and coordinate activities of businesses or departments concerned with production, pricing, sales, or distribution of products. Negotiate or approve contracts and agreements with suppliers, distributors, federal and state agencies, and other organizational entities.

SECONDARY RESPONSIBILITY:

Review reports submitted by staff members to recommend approval or to suggest changes. Appoint department heads or managers and assign or delegate responsibilities to them. Direct human resources activities, including the approval of human resource plans and activities, the selection of directors and other high-level staff, and establishment and organization of major departments.

B.PRINCIPAL ACCOUNTABILITIES:

Establishing long-range objectives and specifying the strategies and actions to achieve them. Analyzing information and evaluating results to choose the best solution and solve problems. Encouraging and building mutual trust, respect, and cooperation among team members. Observing, receiving, and otherwise information from all relevant sources. obtaining

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Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. Developing constructive and cooperative working relationships with others, and maintaining them over time. Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. JOB SPECIFICATION

EDUCATION: A graduate degree.MBA preferred. WORK EXPERIENCE: More than five years of experience as a manager in automobile industry. ABILITIIES: The ability to listen to and understand information and ideas presented through spoken words and sentences. The ability to communicate information and ideas in speaking so others will understand. The ability to read and understand information and ideas presented in writing. The ability to tell when something is wrong or is likely to go

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wrong. It does not involve solving the problem, only recognizing there is a problem.

JOB DESCRIPTION TITLE:MANAGEROPERATIONS PRESENT JOB HOLDER: DEPARTMENT: OPEARIONS REPORTS TO: GENERAL MANGER LOCATION:SINGUR BAND:

A.OVERALL JOB DESCRIPTION/KEY RESULT AREAS PRIMARY RESPONSIBILITIES

Oversee activities directly related to making products. Direct and coordinate activities of businesses or departments concerned with the production, pricing, sales, or distribution of products. Review financial statements, sales and activity reports, and other performance data to measure productivity and goal achievement and to determine areas needing cost reduction and program improvement. Manage staff, preparing work schedules and assigning specific duties.

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Direct and coordinate organization's financial and budget activities to fund operations, maximize investments, and increase efficiency. Establish and implement departmental policies, goals, objectives, and procedures, conferring with board members, organization officials, and staff members as necessary. Determine staffing requirements, and interview, hire and train new employees, or oversee those personnel processes.

SECONDARY RESPONSIBILITY:

Plan and direct activities such as sales promotions, coordinating with other department heads as required. Determine goods and services to be sold, and set prices and credit terms, based on forecasts of customer demand. Locate, select, and procure merchandise for resale, representing management in purchase negotiations.

B.PRINCIPAL ACCOUNTABILITIES

Scheduling events, programs, and activities, as well as the work of others. Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.

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Monitoring and controlling resources and overseeing the spending of money. Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. Analyzing information and evaluating results choose the best solution and solve problems. to

Getting members of a group to work together to accomplish tasks. JOB SPECIFICATION

EDUCATION: BTECH or BE.MBA preferred. WORK EXPERIENCE: Minimum 3 years of work experience in the automobile industry. ABILITIES:

The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).

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The ability to apply general rules to specific problems to produce answers that make sense.

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JOB DESCRIPTION TITLE:JUNIOR PERSONNEL REPORTS TO: HR MANAGER MANAGER PRESENT JOB HOLDER: LOCATION:SINGUR DEPARTMENT: PERSONNEL BAND: A.OVERALL JOB DESCRIPTION/KEY RESULT AREAS PRIMARY RESPONSIBILITIES:

Interview applicants to obtain information on work history, training, education, and job skills. Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate. Contact applicants to inform them of employment possibilities, consideration, and selection. Conduct reference and background checks on applicants. Advise managers and employees on staffing policies and procedures. Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations. Perform searches for qualified candidates according to relevant job criteria, using computer databases,

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networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals.

SECONDARY RESPONSIBILITIES:

Prepare and maintain employment records. Hire applicants and authorize paperwork assigning them to positions.

B.PRINCIPAL ACCOUNTABILITIES

Recruiting, interviewing, selecting, hiring, and promoting employees in an organization Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.

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JOB SPECIFICATION EDUCATION: MBA (HR) or any degree relevant to personnel management. WORK EXPERIENCE: Not necessary but preferred. Abilities:

The ability to listen to and understand information and ideas presented through spoken words and sentences. The ability to communicate information and ideas in speaking so others will understand. The ability to see details at close range (within a few feet of the observer). The ability to read and understand information and ideas presented in writing.

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Advertisement in print for the jobs.

Come fly with us.

VISION

MOTORS NEEDS SPIRITED PEOPLE.

SENIOR GENERAL MANAGER SHOULD BE WORKING AS A MIDDLE MANAGER IN THE AUTOMOBILE INDUSTRY. SHOULD HAVE MINIMUM 5 YEARS OF WORK EXPERIENCE. SHOULD NOT BE OLDER THAN 45 YEARS AND YOUNGER THAN 35 YEARS. MBA PREFERRED MANGER-OPERATIONS-SHOULD BE A BTECH OR BE DEGREE HOLDER. HAVE AT LEAST 3 YEARS OF WORK EXPERIENCE IN THE AUTOMOBILE INDUSTRY. MBA
PREFERRED

JUNIOR

PERSONNEL MANAGER-SHOULD BE GRADUATE.MBA PREFERRED.