Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Recruitment
And
Managing Older
Employees
01/03/2016
Distribution List :-
1. Programme Co-ordinator
Prof. Joyeeta Chaterjee
2. Librarian
Ms. Nandi Narwal
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LETTER OF TRANSMITTAL
7th September, 2015
To: Dr. Moni Mishra
Lecturer Managing People and Performances
LBSIM
New Delhi
From: Group 5
Maam,
We are pleased to submit our End Term Project on the topic of Issues Related to
Recruitment and Managing Older Employees.
We have arranged our superlative efforts in completing this project. We hope this report
will prove to be satisfactory.
Yours Sincerely,
Group 5
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PREFACE
Our group underwent a very unique and interesting journey while making this report.
There were lots of delegations to each other due to trimester end pressures. But finally
we gathered together and came up with our contributions and here we have our best
combined effort. In this report we want to emphasize on the issues faced by managers
in handling older employees and various recruitment process they follow while
recruiting new employees.
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ACKNOWLEDGEMENT
We have put our best efforts in this project. However, it would not have been possible
without the kind support and help of all group members.
We would like to express the deepest appreciation to our mentor Dr. Moni Mishra, for
her guidance and constant supervision as well as for providing necessary information
regarding the project and for her support in completing the project.
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TABLE OF CONTENTS
Chapter No.
Topic
Abstract
Page No
6
Objective
12
Appendix I
15
Appendix II
16
Appendix III
28
Appendix IV
29
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Abstract
Human resource is the basic need that of any work to be done.
According to ARTHUR LEWIS: There are great differences in development between
countries which seem to have roughly equal resources, so it is necessary to enquire into
the difference in human behaviors The project report is all about recruitment and
selection process thats an important part of any organization. Recruitment highlights
each applicants skills, talents and experience. Their selection involves developing a list
of qualified candidates, defining a selection strategy, identifying qualified candidates,
thoroughly evaluating qualified candidates and selecting the most qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
recruitment and selection process and have conducted a research study through a
questionnaire that we got filled.
This project also talks about various problems a manager face while handling an older
employee working under him, various things that the manager needs to keep in mind
while assigning work to him and how to overcome these challenges.
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Objective
Objective1: To study various practices followed by companies while hiring new
employees
Objective 2: To study various challenges a manager faces while managing an elder
employee
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During this process we interviewed recruitment managers of Genpact and Punj Lloyd
(address of the company is attached in the appendix). Each of the above were asked
some standard questions that we as a group designed (questionnaire attached in the
appendix).
Different criteria are followed for people with different working experience
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CV shortlisting
Hiring Cut
Technical
Round
Background
Check
Technical
Round
Background
Check
CV shortlisting
Written Exaam
&
Group
Discussion
Each of the candidate needs to go through the following process before getting
selected in the company.
First the candidates are shortlisted according to their CV. Then these CVs are
further cut down to smaller number by shortlisting them according to the job
requirement or are called for written exam and group discussion as in the case
of candidates without working experience. The final shortlisted candidates are
called for Personal interviews that includes an HR round and Director Round.
Finally, the profiles of selected are sent for background check to verify their
educational profile, address, and experience. A verification is also done to
check if the selected candidate has any criminal record or not.
There is no special quota for differently abled people but special preference is
given to them. Ex. There was a person who had some problem in his eyes
although had a sound technical background. He was chosen not because he was
differently abled but because of his technical expertise.
Different recruitment channels that the company uses are:
1. Referrals by employees
2. Campus recruitment
3. Walk-Ins (Contacts vendor for getting requisite profile and is only done
in case of need)
Qualities that they look for in any future employee:
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Punj Lloyd:
POC: Mr. Pradeep Kumar, Vice President & Head- Energy, Punj Lloyd.
Different criteria are followed for people with different working experience
Process followed for experienced candidates:
CV shortlisting
Hiring Cut
Technical
Round
Background
Check
Technical
Round
Background
Check
Written Exaam
Each of the candidate needs to go through the following process before getting
selected in the company.
First the candidates are shortlisted according to their CV. Then these CVs are
further cut down to smaller number by shortlisting them according to the job
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requirement or are called for aptitude exam as in the case of candidates without
working experience. The final shortlisted candidates are called for Personal
interviews that includes an HR round and interview round by their respective
head of concerned department. Finally, the profiles of selected are sent for
background check to verify their educational profile, address, and experience.
A verification is also done to check if the selected candidate has any criminal
record or not. All the processes except for personal interviews are outsourced
to other agencies
No special preference is given to any special categories and variable weightage
is given to technical expertise and managerial skills according to the post
applied for
The criteria are as below:
1. Fresher: 60% technical and 40% personality
2. Engineer to Deputy Manager: 90% technical and personality and 10%
managerial.
3. GM, SGM: 40% technical skill and 60% managerial skill
4. VP and above: 80% managerial skill and 20% technical skill
Different recruitment channels that the company uses are:
I. Referrals by employees (10% commission is given to referrer if the
candidate is selected)
II. Campus recruitment
III. Walk-Ins (Contacts vendor for getting requisite profile and is only done
in case of need)
IV. Off campus (similar to campus round)
Qualities that they look for in any future employee:
I. Technical Capability: The candidate needs to have a sound
knowledge of the domain he has applied for.
II. Team dynamics
III. Adaptability
IV. Integrity
In case of dire need of work force on site Crash Interviews are conducted to fill
the slots.
Also the recruitment of technicians and semi-skilled labors is outsourced to
sub-contracting firm.
Changes like 360-degree feedback of candidates by their past employer is
going to be incorporated in their process
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Employees who are low on value tend to become dead weights and
becomes liabilities to the company. They can be motivated by the
manager by giving personalized attention and by making them feel
important to the company.
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Appendix I
Questionnaire
Recruitment Policies of Companies
1. Details about the HR?
2. Is there a difference between your recruitment process for experienced
candidate and fresher?
3. What techniques of recruitment and selection do you generally use?
4. Do you give any preference to differently abled employees?
5. What is the difference in different recruitment procedure that you follow?
6. What qualities do you seek in your future employees?
7. What changes would you like to make in your current recruitment process?
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Appendix II
Interview Transcript
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Appendix III
Time Log
S.No
Name
Entry Time
Exit Time
Genpact
25/2/2016
(1630Hrs)
25/2/2016
(1800Hrs)
Punj Lloyd
25/2/2016
(1430Hrs)
25/2/2016
(1530Hrs)
Genpact
Headstrong
21/2/2016
(1700Hrs)
25/2/2016
(18300Hrs)
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Appendix IV
Companys Address
Genpact: DLF City - Phase V, Sector 53, Gurgaon - 122002, Haryana, India
Genpact Headstrong: D-4, Sector 59, Noida, Uttar Pradesh 201307
Punj Lloyd: Plot No.95, Institutional Area, Sector 32, Gurgaon, Haryana 122001
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