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SOMANY CERAMICS: Aa ka sh C h a u h a n ( 0 1 )
Am it Sh a r m a ( 0 3 )
RECRUITMENT CHALLENGES R ish a b Sin g h ( 2 3 )
Sa n ya D u g g a l ( 2 7 )
Smr iti Ar or a ( 29)
1 Case Background
2
Somany Ceramics
Indian Promoters bought all equity H.L Somany – Chairman Emeritus
shares from their UK Partners Shreekand Somany–Chairman &MD
Abhishek Somany-JMD
1969 2007
1994 2016
V
I
To be the most sought-after tile and allied products in India and best employer in
S Tile Industry
I Aimed at customer delight with business innovation and cost effectiveness while
O pursuing latest fashion trends
N
3
2 Recruitment Dilemmas
4
RECRUITMENT DILEMMAS
Failure to attract talented candidates
1 In the candidate driven market where candidates are approached by
multiple recruiters it becomes very difficult for recruiters to attract talented
candidates
5
RECRUITMENT DILEMMAS
Balancing speed and quality of hire
4 Although you want to recruit a candidate as soon as possible, there is
always an urge to get the best talent possible which usually takes time.
Increasing the recruitment speed is perhaps one of the hardest tasks for the
recruiters.
6
3 Human Resource Challenges in SCL
7
Human Resource challenges - SCL
Following challenges were faced by SCL:
02
industry as they typically hired freshers irrespective of their
specialization and provide them with three months to one year
of training to prepare them. On the other hand ceramics
industry needed very specific technical skill
03
IT employees earned much better salaries, they had much better career
prospects, work environment, lifestyle, status and transferable skills
compared to ceramics industry which required more workers
8
4 What are the human resources
challenges facing SCL
9
2 Modes Of Recruitment – Make Vs Buy
• Cheap and quick to recruit Advantages
• People already familiar with the business and how it operates
M • Provides opportunities for promotion with in the business – can be motivating
A • Business already knows the strengths and weaknesses of candidates
K
• Limits the number of potential applicants Disadvantages
E
• No new ideas can be introduced from outside
• May cause resentment amongst candidates not appointed
• Creates another vacancy which needs to be filled
Advantages
• Outside people bring in new ideas
• Larger pool of workers from which to find the best candidate
B • People have a wider range of experience
U
Y Disadvantages
• Longer process
• More expensive process due to advertising and interviews required
• Selection process may not be effective enough to reveal the best candidate
10
Make Vs Buy
L
A
MAKE
with right employees+
R
G infrastructure otherwise
BUY
E
Talent
BUY
Gap
S
M
A MAKE MAKE
but develop contingency plan
L
L
Low High
Urgency
11
In this situation, how should SCL
address its labour concerns? What
5 would be an appropriate recruitment
process to suit the company’s
requirements
12
Addressing Labour concerns
The human resource policy should establish a comfortable work environment for its
Work people and ample opportunities should be made available to them to learn and
Environment grow within the organization
The ‘Samwad’ Programme aimed to prevent hierarchy from becoming a barrier and
allowing a channel of conversation between juniors and seniors in the organization
Samwad
Employees should be kept motivated through various initiatives and rewards while
Rewards & gaps in performance should be analyzed, adequate training should be undertaken to
Recognition ensure progress
13
Recommendations for recruitment
They should go for both Make and Buy recruitment modes as well as hire a third party for recruitment
process. In addition to the above, the below points should be included in the process:
Include new methods for interviewing a candidate like group discussion, video
conferencing and stress interview 1
A proper background check should be done while recruiting because where money is
involved the integrity level has to be high 2
The company should follow good advertisement process about the job vacancies 3
Communication skill and relevant market knowledge should be given importance while
selecting a candidate 4
14
Recommendations for recruitment
Remuneration part should be explained by HR department prior to joining, in order to
avoid further confusion 5
Candidates should be placed based upon their knowledge and experience for better
fitment of vacancies in the organization 7
15
Any Questions?
16