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7/31/2019 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.