Adnan Siddiqui-HR Assignment

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    ADNAN AHMED SIDDIQUI10MBA 02 ,1st semester, 1st year

    Aligarh Muslim University centre, Murshidabad.Submitted to

    Professor Musheer Ahmad.

    ASSIGNMENTON HRM

    RECRUITMENT AND SELECTION POLICY OFVISION MOTORS LTD.

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    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 neargurgaon. 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 posts-

    V

    position numbersenior general manager 1manager- operations 3

    Junior personnelmanager

    3

    I am the HR manger of the vision motors and have been

    given the responsibility to develop a HR policy regardingrecruitment 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.

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    JOB ANALYSIS

    It is the procedure for determining the duties and skillrequirements 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.

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    The job description of jobs in question is as follows. Job

    specification has been merged with job specification.

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    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.

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

    The recruitment yield pyramid.

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    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 following internal sources of

    recruitment;

    Rehiring

    Employee referrals.

    Promotion.

    And following external sources of recruitment;

    Campus recruitment

    Online job portals.

    Print advertising.

    Recruitment agencies.

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    Selection of sources of recruitment

    As our company is a new company (only 2 years old) andcould 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.

    Rehiring-

    Those 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 referrals-Through 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.

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    Promotion-

    Through 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 recruitment-

    I 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 portals-

    They have the merits of very wide coverage and being cost

    effective. I have posted the jobs on famous job portals likemonster.com, naukri.com, shine.com, timesjobs.com.

    Recruitment agencies-

    Although they charge a fee, they often provide good

    candidates.

    Print advertising-

    It 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 pooling: screening of

    applications.

    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 GENRALMANAGER

    REPORTS TO: MANAGINGDIRECTOR

    PRESENT JOB HOLDER: LOCATION:SINGURDEPARTMENT:ADMINISTRATION

    BAND:

    A. OVERALL JOB DESCRIPTION/KEY RESULT AREAS

    PRIMARY RESPONSIBILITIES:

    Direct and coordinate an organization's financial andbudget activities to fund operations, maximizeinvestments, and increase efficiency.

    Confer with board members, organization officials,and staff members to discuss issues, coordinateactivities, and resolve problems.

    Analyze operations to evaluate performance of acompany and its staff in meeting objectives, and todetermine areas of potential cost reduction, programimprovement, or policy change.

    Direct, plan, and implement policies, objectives, andactivities of organizations or businesses to ensurecontinuing operations, to maximize returns oninvestments, and to increase productivity.

    Prepare budgets for approval, including those forfunding and implementation of programs.

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    Direct and coordinate activities of businesses ordepartments concerned with production, pricing,sales, or distribution of products.

    Negotiate or approve contracts and agreements withsuppliers, distributors, federal and state agencies, andother 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 theapproval of human resource plans and activities, theselection of directors and other high-level staff, andestablishment 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, andcooperation among team members.

    Observing, receiving, and otherwise obtaining

    information from all relevant sources.

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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 beexchanged 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 andideas presented through spoken words and sentences.

    The ability to communicate information and ideas inspeaking so others will understand.

    The ability to read and understand information and ideaspresented 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, onlyrecognizing there is a problem.

    JOB DESCRIPTION

    TITLE:MANAGER-OPERATIONS

    REPORTS TO: GENERALMANGER

    PRESENT JOB HOLDER: LOCATION:SINGURDEPARTMENT: OPEARIONS BAND:

    A.OVERALL JOB DESCRIPTION/KEY RESULT AREAS

    PRIMARY RESPONSIBILITIES

    Oversee activities directly related to making products.

    Direct and coordinate activities of businesses ordepartments concerned with the production, pricing,sales, or distribution of products.

    Review financial statements, sales and activityreports, and other performance data to measureproductivity and goal achievement and to determineareas needing cost reduction and programimprovement.

    Manage staff, preparing work schedules and assigningspecific duties.

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    Direct and coordinate organization's financial andbudget activities to fund operations, maximizeinvestments, and increase efficiency.

    Establish and implement departmental policies, goals,objectives, and procedures, conferring with boardmembers, organization officials, and staff members asnecessary.

    Determine staffing requirements, and interview, hireand train new employees, or oversee those personnelprocesses.

    SECONDARY RESPONSIBILITY:

    Plan and direct activities such as sales promotions,coordinating with other department heads asrequired.

    Determine goods and services to be sold, and setprices and credit terms, based on forecasts ofcustomer 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 assessproblems.

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    Monitoring and controlling resources and overseeingthe spending of money.

    Providing information to supervisors, co-workers, andsubordinates by telephone, in written form, e-mail, orin person.

    Analyzing information and evaluating results to

    choose the best solution and solve problems.

    Getting members of a group to work together to

    accomplish tasks.

    JOB SPECIFICATION

    EDUCATION:

    BTECH orBE.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 certainorder 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 PERSONNELMANAGER REPORTS TO: HR MANAGER

    PRESENT JOB HOLDER: LOCATION:SINGURDEPARTMENT: PERSONNEL BAND:

    A.OVERALL JOB DESCRIPTION/KEY RESULT AREAS

    PRIMARY RESPONSIBILITIES:

    Interview applicants to obtain information on workhistory, training, education, and job skills.

    Review and evaluate applicant qualifications oreligibility for specified licensing, according toestablished guidelines and designated licensingcodes.

    Screen and refer applicants to hiring personnel in the

    organization, making hiring recommendations whenappropriate.

    Contact applicants to inform them of employmentpossibilities, consideration, and selection.

    Conduct reference and background checks onapplicants.

    Advise managers and employees on staffing policies

    and procedures. Inform potential applicants about facilities, operations,

    benefits, and job or career opportunities inorganizations.

    Perform searches for qualified candidates according torelevant 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 assigningthem to positions.

    B.PRINCIPAL ACCOUNTABILITIES

    Recruiting, interviewing, selecting, hiring, andpromoting employees in an organization

    Communicating with people outside the organization,representing the organization to customers, thepublic, government, and other external sources. Thisinformation can be exchanged in person, in writing, orby telephone or e-mail.

    Using computers and computer systems (includinghardware and software) to program, write software,set up functions, enter data, or process information.

    Entering, transcribing, recording, storing, ormaintaining information in written orelectronic/magnetic form.

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    JOB SPECIFICATION

    EDUCATION:

    MBA (HR) or any degree relevant to personnelmanagement.

    WORK EXPERIENCE:

    Not necessary but preferred.

    Abilities: The ability to listen to and understand

    information and ideas presented through spokenwords and sentences.

    The ability to communicate information and ideasin speaking so others will understand.

    The ability to see details at close range (within afew feet of the observer).

    The ability to read and understand informationand ideas presented in writing.

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    Advertisement in print for the jobs.

    Come fly with us.

    VISIONMOTORSNEEDSSPIRITEDPEOPLE.

    SENIOR GENERAL MANAGER SHOULDBEWORKINGASAMIDDLEMANAGERIN

    THEAUTOMOBILEINDUSTRY. SHOULDHAVEMINIMUM 5 YEARSOFWORK

    EXPERIENCE. SHOULDNOTBEOLDERTHAN 45 YEARSANDYOUNGERTHAN

    35 YEARS. MBA PREFERRED

    MANGER-OPERATIONS-SHOULDBEA BTECHOR BE DEGREEHOLDER. HAVEAT

    LEAST

    3YEARS

    OF

    WORK

    EXPERIENCE

    IN

    THE

    AUTOMOBILE

    INDUSTRY

    . MBAPREFERRED

    JUNIORPERSONNELMANAGER-SHOULDBEGRADUATE.MBA PREFERRED.