Professional Documents
Culture Documents
&
SELECTION PROCESS
AT HAVELLS
Submitted To
Submitted By
HR DEPARTMENT
KANDWAL
BUSINESS SCHOOL OF DELHI
Shalini.kandwal@yahoo.in
SHALINI
DECLARATION
This is to certify that present thesis titled Recruitment &
Selection Process at Havells India Ltd. is based on original
research and has not been submitted in part or whole for any
diploma or degree of any university. The works of other authors,
wherever they have been made use of in this study, have been
duly acknowledged at relevant places.
(SHALINI KANDWAL)
ACKNOWLEDGEMENT
One of the most pleasant aspects of writing an acknowledgement is the
opportunity to thank all those who have contributed to it.
Unfortunately, the list of expression of gratitude- no matter how
extensive is always incomplete and inadequate. This acknowledgement
is no exception.
First and foremost Id like to thanks my advisor, Professor Mr.
Rajesh, Mr. Puneet Kumar, Mr. Vijay Anand Dubey, Prof. Mrs. Yashpal
Kaur Rooprai for all the stimulating advices and consistently strong
support. It has been great pleasure of mine to work with and learn from
these extraordinary individuals. I wish to express my sincere gratitude
to my industry guide Mr. Ravi Chandran HR Head, Havells India Ltd.,
I owe my deepest thanks to my family- my mother and father
who have always stood by me and guided me through my career, and
have pulled me through against impossible odds at times.
It is impossible to remember all, and I apologize to those I have
inadvertently left out.
Lastly, thank you all and thank God!
SHALINI KANDWAL
EXECUTIVE SUMMARY
As in case of any other functional area like marketing, production or
finance, the work personnel department has also to be planned. Planning in
the personnel area is mainly concerned with crystallizing from where the
right type of people can be secured for future anticipated vacancies.
Manpower planning is the process by which management determines
how the organization should move from its current manpower position to
its desired manpower position. Through planning, management strives to
have the right number and the right kinds of people, at the right places, at
the right time, doing things, which result in the growth and success of
both- the organization and the individual. The manpower planning is one of
the basic steps in the recruitment and selection procedure.
Recruitment and Selection is the process wherein the organization finds
the best candidate among the vast array of candidates. The function that
locates the sources where from the required human resources can be
available and to attract them towards the organization is known as
recruitment.
Selection can be defined as the process wherein the organization has to
select a small lot of people who are useful to the organization in terms of
their capabilities and their qualifications. The main aim of organization at
this stage is to have a well-equipped manpower efficient enough to handle
all the tasks gracefully.
This project entitled "Recruitment and Selection in Havells India Ltd.
aims at studying the recruitment and selection procedure undertaken at
this ever growing organization. The project gives a brief idea as to how the
whole process works. Every organization has different policies, at times
4
unique and it is very rare that the policy of one organization matches to the
policies of another organization.
It is true that the success of any organization depends upon the old
dictum: right person for the right job. At the same time it is all the more
important to have right and tested combination of recruitment and
selection policies to attract, select and appoint a desired lot and replenish
it from time to time.
TABLE OF CONTENT
Acknowledgment
Executive Summary
Introduction to the topic
Introduction to the organization
Importance of the study
Scope of study
Literature Review
Research Methodology
Data Analysis & Interpretation
Conclusion
Recommendation & Suggestion
References
INTRODUCTION
OF
RECRUITMENT
AND
SELECTION
RECRUITMENT
Recruitment and selection are the most important functions in an
organization because with the help of these functions the management
selects the best available candidate from a batch of them. The
organizations, in this growing competitive world, need to have the best of
the manpower so as to have an edge over its competitive.
According to Flippo, "Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply for
jobs in an organization."
In the words of Yoder, Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ
effective measured for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force."
The recruitment needs can be classified into
Planned.
Anticipated.
Unexpected.
Planned need arise from changes in the organization and retirement policy.
These occur due the expected changes in the organization so the
management can make a proper policy for it.
Anticipated need refer to the movements in personnel which an
organization can predict by studying the trends in the internal and external
environments.
factors affect it
SOURCES OF RECRUITMENT:
The various sources of recruitment are
Present
Employees
who
can
be
transferred
or
given
promotions.
Press advertisements.
Campus Interviews.
Placement Agencies.
Recommendations.
Employment Exchanges.
During my short stint at Havells India Ltd., it was observed that the
recruitment need of Havells India Ltd. is diversified. It needs persons
who have knowledge of use, processing of natural ingredients of
number of varied products, technical know-how of latest industrial
technical knowledge, and computer applications to pharmaceutical
industry to manual workers. Hence, the recruitment and selection
procedure should match the complexities of the need and at the same
should commensurate with the complex need of the organization.
10
SELECTION
Selection is the process of choosing the best candidate out of the all the
applicants. In this process, relevant information about the
applicants is collected through a series of steps so as to
evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the
job so that the candidate can be entrusted with the task that matches with
his credibility.
It is a process of weeding out unsuitable candidates and finally identifying
the most suitable candidates.
This process divides the candidates into two categories-the suitable ones
and the unsuitable ones. The suitable people prove to be the asset for the
organization. Selection is a negative process because in this process the
management tries to minimize the number of people at each step so that
the final decision can be in the light of all the factors and at the end of it
best candidate is selected. Selected candidate the has to pass through the
following stages
Preliminary Interview.
Application Form.
Selection Test.
Selection Interview.
Physical Examination.
Reference Check.
Final Approval.
Employment.
11
INTRODUCTION
TO
ORGANIZATION
14
INTRODUCTION TO ORGNIZATION
QRG is step towards integrating all our companies under one
common entity, one common vision. QRG is the holding
company of all erstwhile Havells group companies, which
includes Havells India, Crabtree India, Standard Electrical,
Duke Arnics, Crabtree Aquatech and TTL.
But then what is QRG?
QRG is Havells in its new avatar. With a new vision, new
purpose, new dynamism.
QRG is committed to meeting the challenges of the new
economy
through
business
ethics,
global reach
and
technological expertise.
GROUP OF COMPANIES OF QRG ENTERPRISES
TTL LIMITED
15
HAVELLS GROUP
Havell's
Group,
India's
leading
multi
product
electrical
with
latest
state
of-art
manufacturing
facilities
16
Company Structure:
Havell's Group came into being in 1958 with a small electrical
goods trading unit M/s Guptajee & Co. Manufacturing units
have been added from time to time viz. Havells Industries (HI)
in 1971. M/s Towers and Transformers (TTL) are a deemed
public limited Company belongs to the Havell's Group of
companies a renowned name in the field of electrical.
Havell's India Ltd (HIL) was floated in 1983 in collaboration with
M/s Christian Geyer A.G.of Germany, which has raised capital
through a public issue in 1993.
M/s
Havell's
Switchgears
Pvt
Ltd.
(HSPL),
new
group
mix
professionals
of
in
family
planning
control
and
vis-a-vis
management
delegation
process
to
with
SCHIELE Germany
AMPY UK
HAVELL'S NETWORK
Corporate office
Delhi.
Branches:
Bangalore, Baroda, Bhopal, Calcutta, Chennai, Cochin,
Hyderabad, Jaipur, Lucknow, Mumbai.
Representatives:
Ahmedabad, Bhubneshwar, Chandigarh, Dhanbad, Guwahati, Indore, Jamshedpur,
Jalandher, Ludhiana, Patiala, Pune, Sonebhadra, Varanasi
The Head Office of the group is based in Delhi. The office
consists of 8'employees who were involved in functions like
sales & marketing, Accounts, Personnel & HRD, and Commercial
etc. Over the years the head office has taken a multi-functional
role and has evolved into a decision making, policy formulating,
monitoring
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business
activities,
thereby
transforming
itself
into
the
company
&
all
the
subsidiary
company.
It
monitors
b). Legal:
The main function of the legal dept. is to coordinate &
streamline the realization of money due from various parties &
check out all legal compliance's applicable to Havell's as per
the Companies Act. To satisfy all correspondences & complaints
of shareholders. To correspond with stock exchange, RBI; &
other related dept.
c). Marketing
The marketing dept are responsible for overall formulation &
implementation of marketing strategies for their respective
product lines. They also monitor the sales targets periodically &
co-ordinate with the respective production dept. for timely
deliveries schedules, collection of sales proceeds, order status,
dispatch details stock availability etc.
19
implementing,
administering,
monitoring
&
conducive
to
the
overall
development
of
the
involves
attending
liasoner,
20
tender
attending,
&
Design,
creative
development,
Visualization,
editing,
Distribution of catalogue, mailer, price-lists, profiles.
proofing, printing, execution &
Arranging
Launches. an
execution
meets
Conferences,
seminars,
Requirement.
develops modules as per
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Boards, Switch
switches
breakers
DOMESTIC
Miniature
Circuit
Breakers,
Residual
Current
Circuit
Crabtree
Electrical
Wiring
Accessories
Switches)
KWh ENERGY METERS
POWER CABLES:
(Modular
Plate
Control Cables
JOINING FORMALITIES
(a) Submit the joining report.
(b) Submit copies of certificates supporting your educational
qualifications, Date of birth certificate and other testimonials,
passport -size photograph, clearance certificate from your
previous employer.
(c) Fill in the Provident Fund nomination form.
(d) Complete the ESIC requirement.
(e) Submit a copy of the vehicle registration form for claiming
conveyance allowance.
(f) Open a saving bank A/c with the prescribed bank for
crediting of your salary: All the above documents are to be
submitted to the HRD & Personnel dept.
EMPLOYMENT RULES.
(a) Timings
For Head Office:
23
24
PERSONNEL REGULATIONS.
(a) Probation /Confirmation
If you are newly appointed employee at the level of .Manager
or below you are normally required to serve a one-year
probationary period or as otherwise specifically prescribed. At
the end of the probation period - your performance will be
evaluated, and based on the assessment by your seniors, a
decision will be taken to either confirm you in the services of
the company to extend the period of probation or terminate
your services and the decision as it may be, of the
management, will, be intimated to you in writing. However it
may be noted that either due to unsatisfactory work
performance or for any other reason whatsoever. The services
of a probationer are liable to be terminated by the company by
giving 7 (seven) days notice during the probationary period &
one month notice after confirmation.
(b) Increments & Rewards:
Depending upon your performance you may be given graded
increments on the 1st April every year provided you had joined
the conil)any before 1st Oct of the preceding year. This practice
may somewhat vary from one unit / business location to the
other. You cannot however demand an increment as a matter of
right. It will be based purely on your performance of the
preceding year, as assessed and recommended by your
departmental head / unit head.
In case of very good performance, the management may decide
to give you further recognition either in status or in monetary
terms, or both in appreciation of your work, and contribution.
c) Promotion
These are decided on the basis of consistently good
performance over functional head, discussion with the HRD &
Personnel dept. or the unit head at the location.
(d) Leave Rules
At Head office: (as per Shops & Establishment act)
Casual leave
=
12
Privilege leave
=
15
Total
=
27
25
Privilege leave
The term privilege leave is synonymous with "Earned Leave" or
"Annual Leave" and is meant for an employee's rest &
recuperation. The company therefore expects that an employee
will avail of privilege leave at least once in each year & have
enjoyable holidays so that he returns to work fully refreshed.
1.25 leave after every 20 actual working days and total 15 days
for which one must have' actually worked for 240 days in the
previous year before his entitlement begins: Earned leave with
pay is allowed as under:
a) 3 leave after completion of first quarter,
b) Balance leave after completion of 4th quarter.
All unavailed earned leaves are encashable at the end of the
year. These shall not be carried over for accumulation in the
next year.
9. SOCIAL SECURITY MEASURES
ESI (Employee State Insurance):
ESI is a statutory social security scheme extended by the Govt
of India. All employees drawing a gross salary (excluding
conveyance allowance) up to Rs.6500/(Basic + HRA) per month
are covered under the scheme. They can avail of medical
facilities for self, spouse, children, & dependent parents at the
rate of 1.75% by the employee and 4.75% by the employer.
Provident fund (PF)
The Provident Fund Act of 1952 came into being to provide
compulsory contribution on the employer & that of the
employee as an old age benefit to the employee.
26
(ii)
In the event of the employee's death (amount will be paid
to the nominee / nominees).
(iii) If the employee retires due to permanent or
disablement.
total
Director /Executive
Directors
President
/ Vice President
General Manager
AGM / DGMs
Managers
Dy. Manager/Asst.
Managers
Rs.6,00,000/
Rs.4,00,000/
Rs.4,00,000/
Rs.3,00,000/
Rs.2,00,000/
Rs.,1,00,000
/
Notice of Termination
On Probation :
During the probation period, the company may terminate the services of the
employee at any time by giving 7days notice with or without assigning any reason
whatsoever. Similarly the employee would also be at liberty to leave the services of
the company at any time upon giving 7days prescribed notice.
On Confirmation
During the confirmed period, the company may terminate, the services
of the employee at any time by giving one-month notice with or without
assigning any reason whatsoever. Similarly the employee would also be
at liberty to leave. The services of the company at any time giving one
month's prescribed notice.
Full And Final Settlement
In case employee decides to leave the organization he will have to
submit his letter of resignation to the Departmental head / Reporting
manager.
Once accepted he will fill in a clearance form & get it signed from his
departmental head. The-relieving letter would be issued. Only after
the acceptance of his resignation & when the clearance form reaches
the HRp & personnel dept. The full & final settlement of dues would be
initiated as soon as the relieving letter is issued.
Marketing & Sales dept.
The marketing and sales department has to submit No due certificate
from all the dealers, before leaving the company.
29
Service Certificate:
At the time of discharge, dismissal, termination of service, resignation
superannuation, an employee shall be furnished with a service
certificate in the prescribed form.
30
Performance Appraisal.
Security.
Public Relations.
Industrial Relations.
31
Unit Head
Head
Deputy Manager-HR
Senior ExecutiveH
R
Assistant HR
Officer
SupervisorAdministration
Executive
Assistant-HR
Housekeeping
General
Administration
32
IMPORTANCE
OF
STUDY
33
IMPORTANCE OF STUDY
organization
in
Help reduces the probability that job applicant once recruited and
selected will leave the organization only a short period of time.
34
SCOPE OF STUDY
35
LITERATURE REVIEW
RECRUITMENT PROCESS
DETERMINING MANPOWER REQUIREMENT
36
E
VALUATING
+
SELECTING
A Recruitment analysis is conducted depending on the job profile. A welldesigned and comprehensive recruitment analysis is invaluable to an
organizations well being. Recruitment analysis basically ensures the
availability of the right resources in the right place to match the future
organizational needs. Recruitment analysis can be defined as the process
of ensuring the right number of qualified people, into the right job at the
right time to deliver the results in an efficient and effective manner.
Recruitment is the process of searching for and attracting qualified
candidates to apply for the positions that are available. Whether your
company is heavily recruiting or in the midst of a hiring freeze, you should
always have a recruiting plan. Plans will vary based on hiring volume and
type of position, but you should articulate a standard strategy of how you
recruit and fill positions. A well-defined recruiting strategy will help ensure
that the right employees are in place when needed.
37
SOURCING RESUMES:
There various methods of recruiting are given below:
1. INTERNAL SOURCES: Many organizations try and identify employees
from within the organization to be groomed to take on higher
responsibilities. Internal recruiting is beneficial, as workers know the
firm culture; managers already know the workers and the internal
advancement can motivate the employees. In todays technologically
advanced world many organizations depend on their HRIS. Some of the
internal sources are:
a. Job Postings: Openings are published on bulletin boards
(electronic or hard copy) or in lists available to all
employees. Interested employees must reply within a
specified number of days and they may or may not have to
obtain the consent of their immediate supervisors. This is
the process used by managers to provide information about
job openings to employees.
b. Employee
Referrals:
Employees
working
with
an
Employees:
Organizations
can
recruit
their
know
about
the
organization
policies
and
Employment
agencies
now
provide
Sites:
Various
job
sites
like
Naukri.com,Times
40
SHORT LISTING:
Short listing is the transition phase between recruitment
and selection. It is the stage where the total number of
applicants is reduced to select the group the employer
wishes to carry on to the selection phase. Short listing may
comprise of several stages depending on the number of
application
received,
the
complexity
of
the
job
Employment History
Experience
Education
Languages
unexplained gaps).
42
o
given.
o
Previous employer.
FILTERING:
Filtering techniques are used to reduce the number of applicants and also
gather relevant information needed before conducting the interview.
Filtering techniques involve different methods, such as:
43
Group
exercises:
Group
exercises
are
timed
INTERVIEWING:
An interview is a procedure designed to obtain information from a persons
oral responses to oral enquiries. Interview is by far the most widely used
personnel selection procedure. The interview is the focal point of the
recruiting process. Part of the selection process, usually the final portion of
an examination, for the purpose of evaluating education, experience, and
personal qualifications of the candidates, also known as oral interview. It is a
meeting between an eligible and an appointing power in order to discuss
appointment to a specific vacancy.
An interview is a conversation between two or more people where questions
are asked to obtain information from the interviewee. Interviews can be
divided into two rough types, interviews of assessment and interviews for
information.
45
ASSESSMENT
Proper preparation.
Identifying
the
candidates
abilities
Asking
series
of
open
questions.
ended
Determine
the
competencies
rank them
respectively.
the results.
47
48
levels for new staff vis - a vis the job requirements for fully
effective performance.
Use
other
tests
and
provided by the
the
panel
of
designed
to
provide
the
maximum
possible
significant
information.
When interview boards are
held, discuss and agree the objectives, criteria, the coverage plan
and the areas that each board member will cover.
49
THE INTERVIEW:
The interview process should:
Concentrate
initially
on
the
broad
50
In
general
avoid
hypothetical
assess
the
assessing
evidence
51
52
53
Recruitment Procedure
Step1.The first round of interview is conducted by a panel comprising of 23 members, this is mainly the technical round where the candidates overall
knowledge and expertise are judged.
Step4.After the salary negotiation, the Noida Office sends the candidate
details to the Corporate Office Noida for reference check and for generation
of appointment letters.
54
human
resources,
personnel
characteristics.
55
activities,
and
organization
unit
2.
3.
4.
5.
Objectives of HRIS :
1.
2.
3.
4.
5.
HRIS is designed to monitor, control the movement of people from the time
they join the organization till the time they decide to leave the organization.
It actually provides the support for the following sub systems:
1. Recruitment Information
2. Leave, transfer, promotion, increment Information
3. Manpower planning Information
57
4. Training Information
5. Performance appraisal Information
6. Payroll Information
Components of an HRIS
An HRIS is a system with 6 basic components:
1.
Database
2.
Data Entry/Input
3.
Data Maintenance
4.
Information Retrieval
5.
6.
Output
Database
Database is one of the major components of an HRIS. It refers to the
centralized system which stores, manages and maintains the information
related o various elements such as maintaining the employee profile,
keeping the track of all human resource related activities or maintaining the
record of day to day activities to facilitate the transfer access to data,
integration of data.
Input
58
The input function enters the personnel information into the HRIS. In the
past data entry was often the only way. Today, scanning technology allows
computers to scan and store the actual image of an original document,
including signatures and handwritten notes.
Data Maintenance
After the data has been entered into the information system, the data
maintenance function updates and adds the new data to the database. In
the traditional way of data entry and maintenance, clerks do this manually;
they file paper documents and make the appropriate entries in the files.
Computerized systems accomplish this function accurately and rapidly,
often making the new data available only seconds after being input. This
area is going rapidly to allow for electronic storage and workflow
management.
Information Retrieval
One of the most important uses of the centralized system of HRIS is the
faster access to the information. An information system always helps in an
accurate and the faster retrieval of the information as desired by the user.
The information stored can be retrieved at any point of time as and when
need arises.
Human Resource Information Center
59
Output
The most valuable function of HRIS is the output generated. To generate
valuable output for computers users, HRIS must process that output, make
necessary calculations, and then format the presentation in a way that
users can understand.
Need for HRIS
With the rapid advances in Information Technology, a tighter labor market
with higher recruitment and retention efforts by employers together with an
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61
also
reducing
costs
through
decreased
turnover.
Downloading payroll results and other cash flows out of payroll into
accounting can be automatic through an integrated system. This only a
brief review of cost savings that can be achieved though an integrated HR
system.
Selection Process
Selecting HRIS software can appear to be a relatively ambiguous process
to decision makers as the information is always favorably skewed from
software vendors .By taking a few steps before interviewing vendors, you
can accurately obtain company-specific information. Before choosing HRIS
the following points must be considered by the company.
Benefits
62
64
these barriers, your company can better understand the process and
reduce this uncertainty.
The
HR
department
circulates
Role
Summary
Sheets/Performance
65
66
WORK PROFILE
My role included downloading profiles from Naukri.com and initial
screening of the CVs.
Then getting these profiles short listed from the concerned head of
the department.
Lining up short listed candidates for all levels of interview i.e., for the
first, second and the final round.
67
68
RESEARCH
METHODOLOGY
69
RESEARCH DESIGN
Decision regarding what, where, how, when, how much, by what means
concerning an inquiry in a research design. It is the arrangement of conditions for
collection for collection of data in a manner that aims to combine relevance to the
research purpose with economy in procedure. The plan is the overall scheme or
program of research. In other words, scheme or strategy implies how the
research on objectives will be reached and how the problems in the research can
be tackled. Research related to human behavior is a systematic design,
collection, and analysis, reporting of data and finding relevant situations to the
problems faced by the company.
Research Methodology
The questionnaires were prepared for the employees to know their opinion about
the recruitment and selection process of the company and the field form were
collected and analyzed.
70
Sources of data:
Primary Data- are those which are collected for the first time for a certain
investigation. These are original and essential raw data. No doubt this is very
time consuming but nevertheless, the results are accurate and reliable. In the
study, the primary data is collected through schedules. Schedules may be
defined as a Performa that contains a set of questions, which are asked and filled
by the interviewers in face to face situation.
Secondary Data: are those information or facts already collected. Such data are
collected with the objective of understanding the past status of any variable.
Study have been undertaken by collecting the published data about profile of the
company, its recruitment and Selection process.
Data Collection:
When planning was completed, the survey moved into the field and undertook
the fieldwork that is distribution and collection of facts. The total numbers of
questionnaires distributed were 35 out of which only 30 were considered for
analysis, few were not considered due to incomplete data entry and few
questionnaires were not filled.
Sample Design:
71
Type of universe: the universe has a finite number of respondents i.e.35 who are
involved in the recruitment and U.P. Selection process and works only for their
Havells India Ltd.
Sampling unit: the sampling unit is the individual worker of Havells India Ltd.
The method used was purposive sampling. These term means selection by
design by choice and not by chance. The sample was chosen which was
thought to be typical of the universe with regard to the characteristic under
investigation.
Such type of sampling was possible because of my guide who already had the
necessary required knowledge about the staff that made it easier to recognize
typical items in the universe.
72
CONCLUSION
73
CONCLUSION
&
FINDINGS OF THE RESEARCH
CONCLUSION
Havells India Ltd. plays a very important and integral part in India
companies because in India. 70-80% is contract positions and all the major
companies are totally dependent on recruitment firms to provide suitable
candidates for the jobs vacant. Havells India Ltd. aims to provide quality
and cost efficient man-power in a timely manner.
It (Havells India Ltd.) can improve time-to-hire- By outsourcing your
recruitment process to Recruiting Junction (Havells India Ltd.)
companies can get access to a high quality of candidate pool.
Employing a large number of resources, training them and managing
them can consume a lot of their time. Havells India Ltd. can get
companies high quality employees without any hassle of searching,
finding, short-listing, negotiating, etc.
It (Havells India Ltd.) gives managers the time to focus on other core HR
activities- by outsourcing day-to-day recruitment activities managers can
take out more time for strategic planning, daily operations, employee
retention, training, and long-term people development initiatives.
74
FINDINGS
Common mistakes made by recruiters:
Recruiters
do not
spend enough
time
talking
to the
75
RECOMMENDATION AND
SUGGESTION
76
SUGGESTIONS
Learn to Multitask
Be patient
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REFERENCE
* http://www.yahoo.com
* http://www.google.com
* http://www.monster.com
* http://www.havells.com
* Human Resource Management by Chhabra
T.N.
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