___________________________________ Recruitment and Orientation process at CGL
-1-
PROJECT REPORT ON
THE PROCESS OF RECRUI...
___________________________________ Recruitment and Orientation process at CGL
-2-
DECLARATION
I, SIDDHANTH PAREKH, OF VIS...
___________________________________ Recruitment and Orientation process at CGL
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CERTIFICATE
I, Dr. (MRS.) VANDANA GOTE,...
___________________________________ Recruitment and Orientation process at CGL
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ACKNOWLEDGEMENT
I am sincerely thankful...
___________________________________ Recruitment and Orientation process at CGL
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INDEX
OBJECTIVE OF THE PROJECT 01
EXECU...
___________________________________ Recruitment and Orientation process at CGL
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CERTIFICATE
TO WHOMSOEVER IT MAY CONCER...
___________________________________ Recruitment and Orientation process at CGL
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OBJECTIVES OF THE PROJECT
Every project...
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EXECUTIVE SUMMARY
The main objective of...
___________________________________ Recruitment and Orientation process at CGL
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CHAPTER-I
INTRODUCTION
RECRUITMENT-DEFI...
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INTRODUCTION
Recruitment and Selection...
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Selection Process is concerned with th...
___________________________________ Recruitment and Orientation process at CGL
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Types of Recruitment
Internal recruitm...
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Advertising
A large part of any recrui...
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ORIENTATION
By induction and orientati...
___________________________________ Recruitment and Orientation process at CGL
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TRAINING AND DEVELOPMENT
It is complex...
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Training Techniques
Informational Pres...
___________________________________ Recruitment and Orientation process at CGL
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CHAPTER-II
COMPANY PROFILE
INTRODUCTIO...
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Introduction
For the last sixty-eight ...
___________________________________ Recruitment and Orientation process at CGL
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Products & Services Offered
The compan...
___________________________________ Recruitment and Orientation process at CGL
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50% of its turnover, making the compan...
___________________________________ Recruitment and Orientation process at CGL
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TRANSFORMER DIVISION
Transforming Tech...
___________________________________ Recruitment and Orientation process at CGL
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International Quality Specifications
T...
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HUMAN RESOURCE DEPARTMENT IN CROMPTON ...
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Objectives:
The Human Resource objecti...
___________________________________ Recruitment and Orientation process at CGL
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STRUCTURE OF HUMAN RESOURCE DEPARTMENT...
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CHAPTER-III
JOB PROFILE
SCOPE OF WORK....
___________________________________ Recruitment and Orientation process at CGL
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INTERNSHIP JOB PROFILE:-
During my sum...
___________________________________ Recruitment and Orientation process at CGL
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___________________________________ Recruitment and Orientation process at CGL
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Recruitment Process at CG:-
Acquiring ...
___________________________________ Recruitment and Orientation process at CGL
-31-
Interview Assessment Form
Name of Cand...
___________________________________ Recruitment and Orientation process at CGL
-32-
CROMPTON GREAVES LIMITED
REMUNERATION ...
___________________________________ Recruitment and Orientation process at CGL
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TOTAL (A to D) 28477 341728
VALUATION ...
___________________________________ Recruitment and Orientation process at CGL
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ANNUAL EMOLUMENTS (C)
LEAVE TRAVEL CON...
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Candidates Recruited by ME during the ...
___________________________________ Recruitment and Orientation process at CGL
-36-
ORIENTATION PROGRAM AT CROMPTOM GREAVE...
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7) Planner.
8) Works Calendar.
9) FAQ....
___________________________________ Recruitment and Orientation process at CGL
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The above mentioned table is just a br...
___________________________________ Recruitment and Orientation process at CGL
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Training program at Crompton Greaves.
...
___________________________________ Recruitment and Orientation process at CGL
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Training Calendar 2006-07 for the mont...
___________________________________ Recruitment and Orientation process at CGL
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17-18/07/06 COMMUNICATION AND
PRESENTA...
___________________________________ Recruitment and Orientation process at CGL
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TRAINING FEED BACK & EVALUATION
1. Nam...
___________________________________ Recruitment and Orientation process at CGL
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H. How the Training will be useful in ...
___________________________________ Recruitment and Orientation process at CGL
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My mentor Ms. Sharayu D Mello, has gui...
___________________________________ Recruitment and Orientation process at CGL
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CHAPTER-IV
THE PENULTIMATE STEP
RESEAR...
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Research Methodology
Research Methodol...
___________________________________ Recruitment and Orientation process at CGL
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can also be secondary data. This data ...
___________________________________ Recruitment and Orientation process at CGL
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CONCLUSION
The overall Recruitment pro...
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OBSERVATION AND FINDINGS
Crompton Grea...
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-50-
BIBLIOGRAPHY
Books
Human Resource Mana...
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Process of recruitment and orientation

  1. 1. ___________________________________ Recruitment and Orientation process at CGL -1- PROJECT REPORT ON THE PROCESS OF RECRUITMENT AND ORIENTATION AT CROMPTON GREAVES LTD. BY MR. SIDDHANTH. K. PAREKH GUIDE Dr. (Mrs.) VANDANA GOTE PROJECT WORK SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF 2 YEARS FULL TIME COURSE MASTERS OF BUSINESS ADMINISTRATION (M.B.A.) ACADEMIC YEAR 2006-2007 B.R.A.C.T. VISHWAKARMA INSTITUTE OF MANAGEMENT. S.NO 63 KONDHAWA(Bk), PUNE-411048
  2. 2. ___________________________________ Recruitment and Orientation process at CGL -2- DECLARATION I, SIDDHANTH PAREKH, OF VISHWAKARMA INSTITUTE OF MANAGEMENT MBA. (SEMESTER III) HEREBY DECLARE THAT I HAVE COMPLETED THIS PROJECT ON RECRUITMENT SELECTION AND ORIENTATION DURING THE ACADEMIC YEAR 2005-2007. THE INFORMATION SUBMITTED IS TRUE AND ORIGINAL TO THE BEST OF MY KNOWLEDGE. DATE: SIGNATURE OF STUDENT PLACE: PUNE
  3. 3. ___________________________________ Recruitment and Orientation process at CGL -3- CERTIFICATE I, Dr. (MRS.) VANDANA GOTE, HEREBY CERTIFY THAT SIDDHANTH PAREKH OF VISHWAKARMA INSTITUTE OF MANAGEMENT OF MBA. (SEMESTER III) HAS COMPLETED PROJECT ON RECRUITMENT, SELECTION AND ORIENTATION DURING THE ACADEMIC YEAR 2006-2007. THE INFORMATION SUBMITTED IS TRUE AND ORIGINAL TO THE BEST OF MY KNOWLEDGE. SIGNATURE OF PROJECT SIGNATURE OF THE CO-ORDINATOR DIRECTOR OF THE COLLEGE
  4. 4. ___________________________________ Recruitment and Orientation process at CGL -4- ACKNOWLEDGEMENT I am sincerely thankful to Prof. (Mrs.) VANDANA GOTE for her efforts and guidance throughout my project work which helped me to do this project. I am very much thankful to Mrs. SHARAYU D MELLO, Dy- Manager HR Transformer division, Crompton Greaves LTD, for giving me this opportunity to undertake this project in their organization, and also for providing me the necessary information for my project. I also wish to express my sincere gratitude to Mrs. Smita Sawant and Mr. Chanrdashekher Khare (HR staff) for there valuable contribution towards my project. I shall be failing in my duty if I do not express my thanks to all the members of Crompton Greaves Ltd, who took time out of their schedule to share their knowledge with me. I am greatly obliged to our Director, Dr. SHARAD JOSHI. and my project guide Dr. VANDANA GOTE, for guiding and supporting me all through this project. Above all, I thank every body at Crompton Greaves Ltd, for making me feel comfortable and offering me help whenever I required. I do feel privileged for getting and opportunity to work in such an esteemed organization. SIDDHANTH PAREKH.
  5. 5. ___________________________________ Recruitment and Orientation process at CGL -5- INDEX OBJECTIVE OF THE PROJECT 01 EXECUITVE SUMMARY 02 INTRODUCTION RECRUITMENT 03 ORIENTATION 08 TRAINNING AND DEVELOPMENT 09 COMPANY PROFILE 11 JOB PROFILE 19 RESEARCH METHODOLOGY 35 CONCLUSION 37 OBSERVATION AND FINDINGS 38 BIBLIOGRAPHY 39
  6. 6. ___________________________________ Recruitment and Orientation process at CGL -6- CERTIFICATE TO WHOMSOEVER IT MAY CONCERN This is to certify that Mr. SIDDHANTH.K.PAREKH is a bonafide student of our institute VISHWAKARMA INSTITUTE OF MANAGEMENT PUNE. He has successfully completed a project report on THE PROCESS OF RECRUITMENT AND ORIENTATION AT CROMPTON GREAVES LTD. With specific reference to CROMPTON GREAVES LTD for a period from 05th June to 22 July 2006. This is an original of Mr. SIDDHANTH PAREKH the sources used by him have been acknowledged by this report. The report is submitted in partial fulfillment of two years full time course in MASTERS IN BUSINESS ADMINISTRATION (2005-2007) as per the rules of Pune University. Dr. (Mrs.) VANDANA GOTE Dr. S.L.JOSHI (Project Guide) (Director)
  7. 7. ___________________________________ Recruitment and Orientation process at CGL -7- OBJECTIVES OF THE PROJECT Every project report is carried out with some specific OBJECTIVE in the mind. Objective is basically the purpose behind conducting a project and unless the objective is certain or specifically defined it is not understood what data has to be collected. Objectives of the project are nothing but what is to be learned out of this project report. Specific objectives of this Project Report To understand: To understand the effectiveness of the recruitment process? To have exposure to recruitment process? To understand to documentation involved in recruitment process? To have exposure to employees Orientation program? Whether the recruitment process is satisfactory? To study the Training and Development pattern in the industry? To understand how effective the computer system or new technology is in the recruitment system, orientation and training process. So in this project report I have made every effort to understand the above specified objectives keeping in mind the present scenario of the Recruitment and Full and Final Settlement of employee s process and collect data.
  8. 8. ___________________________________ Recruitment and Orientation process at CGL -8- EXECUTIVE SUMMARY The main objective of carrying this study was to get a first hand knowledge of the of the HR industry and in general. The methodology used for carrying this study was through personal visits to the company for a period of 50 days. The Primary data was collected with the help of an one-on-one interaction with the Dy manager personal of the company. The project highlights the process of Recruitment in Crompton Greaves Ltd. (Mumbai). It also looks into the Induction programs held for the new recruits and various aspects of the Training & Development programs are also covered under this title. A inside view of the Recruitment process which includes, Employee Requirements, Sources of Recruitment, Selection Pattern, Orientation Program, Training Calendar.
  9. 9. ___________________________________ Recruitment and Orientation process at CGL -9- CHAPTER-I INTRODUCTION RECRUITMENT-DEFINITION. FACTORS AFFECTING RECRUITMENT. TYPES OF RECRUITMENT. RECRUITMENT PROCESS. ORIENTATION. TRAINNING AND DEVELOPMENT.
  10. 10. ___________________________________ Recruitment and Orientation process at CGL -10- INTRODUCTION Recruitment and Selection Definition: Recruitment defined by Flippo as a process of searching for prospective employees and stimulating them to apply for job in the organization. As per Yoder a process to discover the sources of manpower to meet the requirement of staffing schedule and to employ effective measure for attracting that manpower in adequate number to facilitate effective selection of an efficient working force , thus the purpose of recruitment is to locate sources of manpower to meet job requirement and job specifications. The Recruitment process is a flow of events which results in a continuous manning of organizational positions at all levels -from the top management to the operative level. This process includes manpower planning, authorization for planning, developing sources of applicants, evaluation of applicants, employment decisions (selection), offers (placement), induction and orientation, transfers, demotions, promotions and separations (retirement, lay-off, discharge, resignation, disability, and death). Manpower planning is a process of analyzing the present and future vacancy that may occur as a result of retirements, discharges, transfers, promotions, sick-leave, leave of absence, or other reasons, and an analysis of present and future expansion or curtailment in the various departments. Plans are then formulated for internal shifts or cut-backs in manpower, for the training and development of present employees, for advertising openings, or for recruiting and hiring new personnel with appropriate qualifications. Recruitment is concerned with the process of attracting qualified and competent personnel for different jobs. This includes the identification of existing sources of the labour market, the development of new sources, and the need for attracting large number of potential applicants so that a good selection may be possible.
  11. 11. ___________________________________ Recruitment and Orientation process at CGL -11- Selection Process is concerned with the development of selection policies and procedures and the evaluation of potential employees in terms of job specifications This process includes the development of application blanks, valid and reliable tests interview techniques, employee referral systems, evaluation and selection of person in terms of job specifications, the making up of final recommendations to the line management and the sending of offers and rejection letters. Placement is concerned with the task of placing an employee in job for which he is best fitted, keeping in view the job requirements, his qualifications and personality needs. FACTORS AFFECTING RECRUITMENT: The size of organization The employment conditions in the community where the organization is located. The effect of past recruiting efforts which shows the organization ability to locate and keep good performing people. The working condition, salary and benefits package offered by the organization. The rate of growth of organization. The level of seasonality of operation and future expansion and production programmes and the culture, economic and legal factors, etc.
  12. 12. ___________________________________ Recruitment and Orientation process at CGL -12- Types of Recruitment Internal recruitment The first step always in filling a position is to consider promoting or trans. ferring existing employees. Considerable dissatisfaction can be caused by bringing newcomers in over the heads of present staff, which is often done with the intention of causing as little disturbance as possible to the organisation, unfortunately, because the hopes of some individuals in the organization may be frustrated, they may leave or behave in other unsatisfactory ways and the long-term effect is therefore far more damaging. It is good management practice, therefore, for all vacancies in a company, and particularly those that may be seen by existing employees to be promotions, to be advertised internally on the staff notice board or by circulars. Circulating details to supervisors only is generally not satisfactory as some employees may fear that their supervisors will not put them forward for various reasons. External recruitment The next step, if no existing staff are suitable, is to go onto the labour market. This is where most problems arise and where most money and effort can be wasted. The numerous and varied means of recruitment include: 1 Newspapers: national, local and trade. 2 Agencies, including the Department of Employment and the Employment Offices. 3 Executive selection and management consultants. 4 Posters, e.g. on London Underground, in one's own premises, postcards local Post Office windows. 5 Colleges.
  13. 13. ___________________________________ Recruitment and Orientation process at CGL -13- Advertising A large part of any recruitment can be expected to rely on advertising and, therefore, apart from the choice of media, the drafting of advertisements is important. To recruit successfully these days, in the face of expert competition from other employers, it is no longer enough just to place an advertisement. It has to be a good advertisement. Recruitment agencies In large organizations where recruitment costs run into thousands of pounds a year, it is often normal to retain a recruitment agency. Usually their services cost relatively little as they receive a commission from the newspaper owners. Smaller firms, on the other hand, will not be able to offer recruitment agencies enough business for them to be interested, but in this case the media themselves will always give advice and guidance. Word of mouth One particular method of recruitment has been purposely left until last because of the unique and important part it plays in recruitment. People in this industry know well the value of 'word of mouth' recommendation. Many highly successful hotels, restaurants and public houses do not need to spend a penny on attracting customers. Their reputation is enough. This applies equally to staff and there are many successful managers who never have to spend a penny to recruit new staff. Consciously or unconsciously, their existing employees recruit newcomers for them. This method of recruitment is particularly good because of the two-way recommendation. An existing employee is recommending someone as a good employer and the applicant is being recommended as a suitable employee. Recognizing the value of this method of recruitment, some firms actually stimulate it by paying bonuses to employees who successfully introduce newcomers to the firm.
  14. 14. ___________________________________ Recruitment and Orientation process at CGL -14-
  15. 15. ___________________________________ Recruitment and Orientation process at CGL -15- ORIENTATION By induction and orientation we meant the introduction of an employee in the organisation and the job by giving him a possible information about the organisation's history, Objectives, Philosophy, Policies, Future Development, Opportunities, Products, Goodwill in the market and the community, and introducing him to other employees with whom and for whom he has to work Transfer process is concerned with the placement of an employee in a position in which his ability can be best utilized. This is done by developing transfer policies and procedures, counseling employees and line management on transfers and evaluating transfer policies and procedures. Promotion is concerned with rewarding capable employees by putting them in higher positions with more responsibility and higher pay. For this purpose, a fair, just and equitable promotion policy and procedure have to be developed; line managers and employees have to be advised on these policies, which have to be evaluated to find out whether they have been successful. Separation process is concerned with the severing of relationship with an employee on grounds of resignation, lay-off, death, disability, discharge or retirement. Exit interviews of employees are arranged, causes of labour turnover are to be analyzed and advice is given to the line management on the causes of, and reduction in, labour turnover . A number of devices and sub-systems are used in the systems designs to manage the staffing process. These are: (a) Planning tables and charts; (I) Physical examination; (b) Application blanks; (g) Performance reviews; and (c) Interviews; (h) Exit interviews. (d) Psychological tests; (e) Reference checks;
  16. 16. ___________________________________ Recruitment and Orientation process at CGL -16- TRAINING AND DEVELOPMENT It is complex process and is concerned with increasing the capabilities of individuals and groups so that they may contribute effectively to the attainment of organisational goals. This process includes: (1) The determination of training needs of personnel at all levels, skill training, employee counseling, and programmes for managerial, professional and employee development; (2) Self-initiated developmental activities (formal education), during off-hours (including attendance at school/college/professional institutes); reading and participation in the activities of the community. Under this area, the training needs of the company are identified, suitable training programs are developed', operatives and executives are identified for .training, motivation is provided for joining training programmes, the line management is advised in matters of conducting training programmes, and the services of specialists are enlisted. The effectiveness of training programmes has to be evaluated by arranging follow-up studies. . Training Current Jobs Development Future Jobs Objectives Improving Organisation Performance Enhance Knowledge & Skill levels
  17. 17. ___________________________________ Recruitment and Orientation process at CGL -17- Training Techniques Informational Presentation Simulation Method Case Studies/Role Plays/Games/In-basket exercise On the job training Sensitivity Training Multimedia Training/E-Learning Assessment Centers/Development Centers
  18. 18. ___________________________________ Recruitment and Orientation process at CGL -18- CHAPTER-II COMPANY PROFILE INTRODUCTION. TRANSFORMER DIVISION AN OVERVIEW. HR DEPT. IN CROMPTON GREAVES. HR STRUCTURE.
  19. 19. ___________________________________ Recruitment and Orientation process at CGL -19- Introduction For the last sixty-eight years, Crompton Greaves (CG) has become synonymous with electricity in India. In fact, the first unit of electricity was generated on a "Crompton Dynamo" at Calcutta in 1899. A pioneering leader since 1937 in the management and application of electrical energy, Crompton Greaves, today, is India's largest private sector enterprise, extensively engaged in designing, manufacturing and marketing high technology electrical products and services related to power generation, transmission, distribution as well as executing turnkey projects. The company is customer centric in its focus and it is the single largest source for a wide variety of electrical equipments and products. Further, the company is emerging as a first choice global supplier for high quality electrical equipments. History The history of Crompton Greaves goes back to 1878 when Col. R.E.B. Crompton founded R.E.B.Crompton & Company. The company merged with F.A Parkinson in the year 1927 to form Crompton Parkinson Ltd., (CPL). Greaves Cotton and Co (GCC) was appointed as their concessionaire in India. In 1937, CPL established, it s wholly owned Indian subsidiary viz. Crompton Parkinson Works Ltd., in Bombay, along with a sales organization, Greaves Cotton & Crompton Parkinson Ltd., in collaboration with GCC. In the year 1947, with the dawn of Indian independence, the company was taken over by Lala Karamchand Thapar, an eminent Indian industrialist. Crompton Greaves is headquartered in a self-owned landmark building at Worli, Mumbai.
  20. 20. ___________________________________ Recruitment and Orientation process at CGL -20- Products & Services Offered The company is organized into three business groups viz. Power Systems, Industrial Systems, Consumer Products. Nearly, two-thirds of its turnover accrues from products lines in which it enjoys a leadership position. Presently, the company is offering wide range of products such as power & industrial transformers, HT circuit breakers, LT & HT motors, DC motors, traction motors, alternators/ generators, railway signaling equipments, lighting products, fans, pumps and public switching, transmission and access products. In addition to offering broad range of products, the company undertakes turnkey projects from concept to commissioning. Apart from this, CG exports its products to more than 60 countries worldwide, which includes the emerging South-East Asian and Latin American markets. Thus, the company addresses all the segments of the power industry from complex industrial solutions to basic household requirements. The fans and lighting businesses acquired "Superbrand" status in January 2004. It is a unique recognition amongst the country's 134 selected brands by "Superbrands", UK. Pauwels Acquisition - an Indian MNC Crompton Greaves has completed the acquisition of the Belgium-based Pauwels on 13th May 2005. The group has manufacturing facilities in Belgium, Ireland, Canada, USA and Indonesia and well spread distribution network across the globe.The acquisition catapults the company amongst top ten transformer manufacturers in the world. It has truly transformed into an Indian MNC making a long-cherished dream finally come true. Apart from strengthening its foothold in the Indian market, Crompton Greaves acquisition of the Pauwels Group and its transformer manufacturing facilities in five countries is expected to provide a significant impetus to the company's international presence. The additional turnover of approximately Rs.1,380 crore of Pauwels Group for its last financial year is expected to increase Crompton Greaves' International business to around
  21. 21. ___________________________________ Recruitment and Orientation process at CGL -21- 50% of its turnover, making the company a force to reckon with, in the international market. Manufacturing, Marketing & Servicing Network. CG's business operations consist of 22 manufacturing divisions spread across in Gujarat, Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing and service network through 14 branches in various states under overall management of four regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company has a large customer base, which includes State Electricity Boards, Government bodies and large companies in private and public sectors.
  22. 22. ___________________________________ Recruitment and Orientation process at CGL -22- TRANSFORMER DIVISION Transforming Technology Energizing Power The transformers division of Crompton Greaves began operations over 60 years ago with their first supply to the US Army. The initial inputs for technology came from collaborations with Brush Transformers and Hawker Siddeley Power Systems of U.K. The company then forged a technology arrangement with Westinghouse Electric Corporation U.S.A. for transformers of up to 400 kV to serve international demand. The Transformer Division is the highest exporter of Power Transformers from India, a position it has maintained consistently since 1997-98. Exports of the division amount to over 50% of the total transformer exports from India! Products of the Transformer division are exported to over 40 countries worldwide. The Crompton Greaves Transformer division is known for its wide range, reliable designs, excellent materials and globally benchmarked manufacturing practices. Transformers for Every Need Crompton Greaves is among the very few companies worldwide that designs and manufactures the widest range of Power & Distribution Transformers and Reactors from 160kVA to 415MVA, 500kV Class to fulfill the specific demands of the Power & Industrial sectors and the Railways. With an installed base of over 120 million kVA in Transformers, Crompton Greaves has emerged as the largest Indian supplier of a wide range of Transformers and Reactors for all critical applications. These Transformers and Reactors find use in industries such as Power Utilities, Process Industries, Railways, Mines, Electricity Boards, Industrial users etc in both the Domestic as well as Global markets.
  23. 23. ___________________________________ Recruitment and Orientation process at CGL -23- International Quality Specifications The division has the capability to manufacture transformers from 400 kVA to 900,000 kVA (in a bank) 3.3 kVA TO 500kv class for various applications confirming to IS, IEC, EN, AS, BS, ANSI and other international standards. All the plant operations are certified under the ISO 9001 and ISO 14,000. The Division has technologically superior manufacturing facilities in Mumbai, Gwalior and Bhopal with a total installed capacity of 18,500 MVA. Crompton Greaves incorporates the latest technology, superior raw materials and state-of-art manufacturing facilities to build transformers of superior quality and with high degree of reliability. Listed of CG Clients NEPCO USA (Co. of Enron Corp.) Siemens ABB Electro Watt, Thailand Mitsubishi, Japan Grouped Schneider France Alstom, France Stone & Webster, USA Hyundai.
  24. 24. ___________________________________ Recruitment and Orientation process at CGL -24- HUMAN RESOURCE DEPARTMENT IN CROMPTON GREAVES. Policies: In Company like Crompton Greaves HR planning and policies plays a major role in the growth of the organization. HR planning foreseen the man power requirement. The HR department should update the manual of the company. As these manual contains Govt made rules and regulation. The management can also make changes in the manual. The manual contains the rules & policies of the company. The manual is the internal document of the company. The other policies for HR department are that the company shall have Manpower planning for one-year period, based on the business plan for the year. There shall be no recruitment outside the manpower plan without prior approval of head HR and CEO. There is Joining Formalities, Internal grading structure, salary processing formalities, service condition, Additional HR policies, and policies for Resignation/Termination. Apart from the work the individual view is taken into consideration. Any problem in the organization to an of their team member personal consul ling is done & tries to satisfy their need i.e. (sociological & psychological needs). The ultimate objective of the co. is in the growth of organization. If policies are not made and implemented and proper care is not taken of human assets i.e. employees than there is no progress to the employees and organization. So policies are important as well their employees who are key person who follows policies.
  25. 25. ___________________________________ Recruitment and Orientation process at CGL -25- Objectives: The Human Resource objective consists of the following: 1. Manpower planning. 2. Recruitment and selection. 3. Employee Development. 4. Performance Appraisal. 5. Develop belongingness for work. 6. Excellence performance award every month. 7. Training and Development. 8. Planning future goals for career development. 9. Teamwork & cooperation with people in the organization. 10. To provide security for work. 11. Promotion. 12. To build organization with integration, honesty & Quality of work.
  26. 26. ___________________________________ Recruitment and Orientation process at CGL -26- STRUCTURE OF HUMAN RESOURCE DEPARTMENT- Transformer Division General Manager Manufacturing Head PERSONNEL (T1) TIME OFFICE Sharayu D mello Dy. Manager Personal MV Tokekar Dy. Manager Administration Personal function Smita Sawant Sr. Supervisor (T/O function) MG Chaubal Sr. Supervisor Personal function C.J Khare Sr. Supervisor (T/O function) A.V Pawar Sr. Assistant Cashier CC D Souza Sr.Supervisor
  27. 27. ___________________________________ Recruitment and Orientation process at CGL -27- CHAPTER-III JOB PROFILE SCOPE OF WORK. RECRUITMENT PROCESS. INTERVIEW ASSESSMENT FORM. LIST OF CANDIDATES RECRUITED. ORIENTATION PROGRAM. TRAINING PROGRAM. TRAINING CALENDER. TRAINING FEED BACK FORM.
  28. 28. ___________________________________ Recruitment and Orientation process at CGL -28- INTERNSHIP JOB PROFILE:- During my summer Internship I worked in Personnel Department, Transformer Division. Transformer Division at Kanjurmarg, Mumbai In personnel Department my Scope of Work was Overall Recruitment Process which includes:- Head Hunting Candidates. Short listing the CV s. Briefing the Candidates. Fixing-up the interviews. Organizing & Co-ordinating Interviews. Interaction with various departments for their Requirements. Off Campus For Graduate Trainees New Recruit joining formalities Maintaining Personal files of the new recruits Exit Interview formalities
  29. 29. ___________________________________ Recruitment and Orientation process at CGL -29-
  30. 30. ___________________________________ Recruitment and Orientation process at CGL -30- Recruitment Process at CG:- Acquiring Resumes of candidates from Internal & External Sources. Scanning the Resumes Contacting the Candidates via E-mail and Telephone. Co-ordinating dates and availability of the Panel as well as candidates. Completing Pre Interview formalities. Short listing Candidates for Second Interview. Final Interview for short listed Candidates. Salary fitment. Issue of Offer letter. Recruitment Process completes after issue of offer Letter. Recruitment Policy of Crompton Greaves:- CGL is Engineering Company, In Transformer Division - CG Recruits Engineers Mostly from Electrical & Mechanical background. Fresh Engineering Graduates are appointed in CG as Graduate Trainee Engineer for the period of 1 year. Fresh Management Graduate is appointed as Management Trainee for the period of 1year. Both GT & MT are confirmed after 1year. Minimum Experience required is 1year for Executives. Company has Transformer Plants at Nasik & Bhopal so candidate from the nearby areas are Posted at these locations as per requirement. Medical Test /Fitness Certificate are Mandatory for all Executives.
  31. 31. ___________________________________ Recruitment and Orientation process at CGL -31- Interview Assessment Form Name of Candidate: Position Interviewed for: Date of Interview: Nature of Employment: Contract / Regular Present Company: Present Designation: Education Qualifications: Total Experience: Current CTC & Net Take Home: Expected CTC & Take Home Assessment Details: Rating Scale 1 5: (1 Poor, 2 Average, 3 Good, 4 Excellent, 5 Outstanding) Personal Assessment Rating Technical / Functional Skills Rating (List the Skills) Rating Education Qualifications Skill 1 Relevance of Previous Experience Skill 2 Attitude (Motivation to join us) Skill 3 Personality (Individualistic / Team player etc.) Skill 4 Comprehension, Analytical & Mental Ability Skill 5 Communication Skills (clarity, understanding) Skill 6 Job / Product / Technical Knowledge Skill 7 Interviewer s comments Technical Interviewers: HR Interviewers: Overall Rating: Scale: 1 5: (1 Poor, 2 Average, 3 Good, 4 Excellent, 5 Outstanding) Interview Result / Feedback: SELECT / REJECT / KEEP PENDING (tick the decision) IF Selected: Designation / Position to be Offered: Division / Business Unit Grade / Band / Level: Notice Period: CTC Recommended Expected Date of Joining Notice Period Buying required, if any? (Please elaborate): - ________________________________________________________________________________________ Signature of the Panel of Interviewers: Name of Interviewer Designation & Department Signature 1. 2.
  32. 32. ___________________________________ Recruitment and Orientation process at CGL -32- CROMPTON GREAVES LIMITED REMUNERATION STRUCTURE - EXECUTIVE GRADE - C2 GRADE C2 BASIC SALARY 7000 84000 CLA 6835 82020 TOTAL (A) 13835 166020 MONTHLY ALLOWANCES (B) H R A 3525 42300 CONV ALL 800 9600 EDUCATION ALL 500 6000 WORKS ALL (Mfg.Divns. Only) 0 0 SPECIAL ALLOWANCE 0 0 GRADE ALLOWANCE 3875 46500 TOTAL (B) 8700 104400 TOTAL (A to B) 22535 270420 ANNUAL EMOLUMENTS (C) LTC 1317 15800 REIMB DOM MED EXP 1250 15000 TOTAL (C) 2567 30800 TOTAL (A to C) 25102 301220 RETIREMENT BENEFITS (D) PF(12% of Basic+HCLA) 1660 19922 SUPERANNUATION (15% of Basic) 1050 12600 GRATUITY (4.81% of Basic+HCLA) 665 7986 TOTAL (D) 3376 40508
  33. 33. ___________________________________ Recruitment and Orientation process at CGL -33- TOTAL (A to D) 28477 341728 VALUATION OF PERQUISITES (E) HOSP. INSURANCE 375 4500 TOTAL (E) 375 4500 TOTAL (A to E) 28852 346228 GENERAL INFORMATION Annual Performance Recognition 24000 Hospitalisation (Max 6 persons) 120000 SALARY STRUCTURE GRADE E2 (MUMBAI) BASIC SALARY 3000 36000 HCLA 9300 111600 TOTAL (A) 12300 147600 MONTHLY ALLOWANCES (B) HOUSE RENT ALLOWANCE 3050 36600 CONVEYANCE ALLOWANCE 800 9600 EDUCATION ALLOWANCE 200 2400 WORKS ALLOWANCE (Mfg.Divns. Only) 75 900 SPECIAL ALLOWANCE 4400 52800 GRADE ALLOWANCE 1650 19800 TOTAL (B) 10175 122100
  34. 34. ___________________________________ Recruitment and Orientation process at CGL -34- ANNUAL EMOLUMENTS (C) LEAVE TRAVEL CONCESSION 508 6100 REIMBURSEMENT - DOMICILIARY MEDICAL 1000 12000 TOTAL (C) 1508 18100 TOTAL (A to C) 23983 287800 RETIREMENT BENEFITS (D) PF(12% of Basic+HCLA) 1476 17712 SUPERANNUATION (15% of Basic) 450 5400 GRATUITY (4.81% of Basic+HCLA) 592 7100 TOTAL (D) 2518 30212 TOTAL (A to D) 26501 318012 VALUATION OF PERQUISITES (E) HOSPITALISATION INSURANCE 375 4500 TOTAL (E) 375 4500 TOTAL (A to E) 26876 322512 GENERAL INFORMATION Annual Performance Recognition 18000 Hospitalisation (Max 6 persons) 80000 We also provide: *Canteen facility which costs around Rs.24,000/- per year, per executive at Mumbai for the Company * The major hospitalisation coverage expenses for the Executive, spouse and two dependent children upto the age of 24 years (not dependent parents) to a limit of Rs.3.00 lacs per financial year * The Executive is covered under Group Personal Accident Policy However, please do note that we have not computed the above as part of the CTC component
  35. 35. ___________________________________ Recruitment and Orientation process at CGL -35- Candidates Recruited by ME during the course of training. NAME SHORTLISTED CANDIDATE STATUS STATUS DOJ QUAL BACKGROUND SMITA MOHITE E2 OFFER ACCEPTED 14/08/2006 BE-ELEC VJTI EMCO AMIT MIRGAL E2 OFFER ACCEPTED BE-ELEC BBL VIKRANT HASE E1 JOINED 20/06/2006 BE-ELEC - PUNE GEMINI AROOP C M2 OFFER IN PROCESS MAYUR DUBEY E2 OFFER ACCEPTED 20/07/2006 BE-MECH VIDHARBHA BBL NIHAL E1 BBL SHAMIR KHAN E2 OFFER IN PROCESS BE - MECH EMCO SOLANKI E2 JOINED - INCOMING 19/06/2006 BE- MECH SURASHTRA WELSPUN SACHIN JAGTAP E1 JOINED INPROCESS 18/07/2006 BE - PROD EMCO DINESH LOKHANDE E1 JOINED TEST 6/7/2006 BE-ELCE - SP EMCO CHANDRAKANT GUDE E1 JOINED - TEST BE ELEC - SP AROP ELECT SHEKHAR BUVA E2 OFFER ACCEPTED 20/08/2006 BE- PROD - K K WAGH GANG PRESS PR NOT YET APPROVED DEELIP DHURDE E1 JOINED 20/07/2006 BE-ELCT EMCO LANDE E1 JOINED 27/06/2006 BE-MECH - PUNE UN HYMECH ENGG MAHESH PAWAR E1 OFFER ACCEPTED 5/8/2006 BE-ELEC- PUNE EMCO YOGESH JADHAV E1 OFFER ACCEPTED 17/08/2006 BE-ELEC - GUJRAT T & R MANDAR WAINGENKAR E1 OFFER ACCEPTED 10/8/2006 BE-MECH PR NOT YET APPROVED PR SURRENDERED AGAINST IMPORT CONTRACT OFFER ISSUED JOINING 14TH AUG SANGALE E1 JOINED 1ST JULY BE-MECH - BV J & J
  36. 36. ___________________________________ Recruitment and Orientation process at CGL -36- ORIENTATION PROGRAM AT CROMPTOM GREAVES I CGL all new recruits are provided a very homely atmosphere and are treated with respect and gratitude. Once all the post recruitment formalities are completed i.e. submission of necessary documents and medical tests the process of orientation starts. Orientation means the introduction of an employee in the organisation and the job by giving him a possible information about the organisation's history, Objectives, Philosophy, Policies, Future Development, Opportunities, Products, Goodwill in the market and the community, and introducing him to other employees with whom and for whom he has to work. At first all the new recruits are welcomed bye the HR manager of the division. The name, qualification, past employer is then displayed on the LCD screen at the entrance of the division. (Initiated by me.) The companies medical Doctor then approves the medical tests done my the new recruits. The new recruit is then given the Orientation Kit (Initiated by me.) which includes: 1) CG Values. 2) Booklet- our Values- The Driving Force. 3) CG Values Booklet. 4) Travel Policy. 5) Overview- for Executives. 6) Rules for Procedure for Management.
  37. 37. ___________________________________ Recruitment and Orientation process at CGL -37- 7) Planner. 8) Works Calendar. 9) FAQ. (Prod/QA). 10) Notice Period- Revision of policy (Letter). 11) Employee Profile. 12) Performa for Issue of Identity Card. 13) P.F and Gratuity Form. 14) Punching Card. All the above documents are put into a folder and given to the new recruits and time is given to them to study and understand the values of the organization. An orientation plan is been drawn and given to the new recruits, in which they have to spend a week in different departments of the division to get a feel of the organization. The plan formulated is as under: Day 1 8.30-10.30 Winding dept. 11.00-12.30 Marketing dept. 1.00-4.30 Bay 14. Day 2 8.30-10.30 Bay 0. 11.00-12.30 Power Winding. 1.00-4.30 Materials Dept. Day 3 8.30-10.30 I T Dept. 11.00-12.30 Finance Dept. 1.00-4.30 Design Dept.
  38. 38. ___________________________________ Recruitment and Orientation process at CGL -38- The above mentioned table is just a brief detail as to how the Orientation plan is formulated. Each and every new recruit has to go through this plan to get a feel of the functioning of the organization.
  39. 39. ___________________________________ Recruitment and Orientation process at CGL -39- Training program at Crompton Greaves. The determination of training needs of personnel at all levels, skill training, employee counseling, and programmes for managerial, professional and employee development; Self-initiated developmental activities (formal education), during off-hours (including attendance at school/college/professional institutes); reading and participation in the activities of the community. Under this area, the training needs of the company are identified, suitable training programs are developed, operatives and executives are identified for training, motivation is provided for joining training program, the line management is advised in matters of conducting training programs, and the services of specialists are enlisted. The effectiveness of training programs has to be evaluated by arranging follow-up studies. In CGL Training is given a lot of importance, as overall development of the employee is considered very important. So a considerable amount and time is spent on development of the employee as a whole. The company formulates a training calendar for each and every employee of the organization, let it he a worker, staff or executives, every one is considered for training.
  40. 40. ___________________________________ Recruitment and Orientation process at CGL -40- Training Calendar 2006-07 for the month for June & July. Date Programme Batch Venue For 19-20/06/06 COACHING STAGE OF CGPS GLOBAL ACCR PLAN 20-25 CHANAKYA, CGMDC. MUNSHI E1-M3 19-20/07/06 INTEREST STAGE OF CGPS GLOBAL ACCREDIATION PLAN 20-25 CHANAKYA, CGMDC. MUNSHI E1-M3 05-07/07/06 SUPPLY CHAIN MANAGEMENT 20-25 AHMEDNAGAR EXECUTIVES 08-09/06/06 FINANCE FOR NON- FINANCE EXECUTIVES 20-25 AHMEDNAGAR E2 AND ABOVE 16-17/06/06 CERTIFIED RECRUITMENT ANALYST 20-25 CHANAKYA, CGMDC. MUNSHI EXECUTIVES 22-23/06/06 VALUES WORKSHOP 20-25 GOA ALL EMPLOYEES 06-07/07/06 VALUES WORKSHOP 20-25 NASHIK ALL EMPLOYEES 14-15/07/06 TRAIN THE TRAINER 20-25 CHANAKYA, CGMDC. MUNSHI M2-L2
  41. 41. ___________________________________ Recruitment and Orientation process at CGL -41- 17-18/07/06 COMMUNICATION AND PRESENTATION SKILLS 20-25 NEW DELHI E1-M3 07-08/07/06 Effective MANG. OF TIME & STRESS WORK LIFE BALANCE 20-25 NEW DELHI ALL EXECUTIVES 21-22/07/06 EXECUTION 20-25 CHANAKYA, CGMDC. MUNSHI E1-M3 (LEAD TEAM) 07-08/07/06 TEAM BUILDING 20-25 BHOPAL 17-19/07/06 PERFORMANCE EXECELLANCE- SALES 30 GURUKUL, CGMDC, MULSHI STAFF (SALES, MKT 11-13/07/06 PERFORMANCE EXECELLANCE- MATERIALS 30 GURUKUL, CGMDC, MULSHI STAFF( MATERIALS) The above training programs have been conducted as per schedule and were a great success. To judge the effectiveness of the training program a Training Evaluation Form is to be duly filled by the employee who has undergone the training. This form helps in judging the effectiveness of the training program, which forms a platform for formulating the future training programs.
  42. 42. ___________________________________ Recruitment and Orientation process at CGL -42- TRAINING FEED BACK & EVALUATION 1. Name of the Training Programme : ______________________________ 2. Faculty : ______________________________ 3. Date / Duration of Programme : ______________________________ 4. Venue : ______________________________ 5. Contents of Programme : ______________________________ 6. PROGRAMME ASSESSMENT : A. The contribution of the programme in knowledge / professional skills enhancement was Insufficient Sufficient Very High Unsatisfactory Satisfactory Good Excellent B. Training Methodology C. Course Material D. Overall Programme Rating E. What went Well ? F. What could be improved ? G. What I have learnt ? Knowledge : Skill :
  43. 43. ___________________________________ Recruitment and Orientation process at CGL -43- H. How the Training will be useful in my work ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ Signature : ______________________________ Name of Participant : ______________________________ Department : ______________________________ To be filled by immediate superior I. Improvement Noticed. : ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ J. Follow up required : ______________________________________________________________________ ______________________________________________________________________ ______________ Department Head K. Training Recorded ______________________ Date : Personnel Department
  44. 44. ___________________________________ Recruitment and Orientation process at CGL -44- My mentor Ms. Sharayu D Mello, has guided me in different areas of HRD like Recruitment, Selection, Orientation, Training & Development etc. During my Internship I got an opportunity to attend interviews along with my Mentor & Panel Members, which was a good learning for me. During Internship I also got Knowledge of Employee Relations, Handing Various issues related to Employees ,Workers.
  45. 45. ___________________________________ Recruitment and Orientation process at CGL -45- CHAPTER-IV THE PENULTIMATE STEP RESEARCH METHODOLOGY. CONCLUSION. OBSERVATION AND FINDINGS.
  46. 46. ___________________________________ Recruitment and Orientation process at CGL -46- Research Methodology Research Methodology is a systematic method of discovering new facts or verifying old facts, their sequence, inter-relationship, casual explanation and the natural laws which governs them. Research Methodology explained by Redman and Mory are as follows systematized effort to gain new knowledge Research Methodology is original contribution to the existing stock of knowledge making for its advancement. It is the purist of truth with the help of study. Observation, comparison and experiment. In short also covers the systematic method of finding solution to a problem is research. It also covers the systematic approach concerning generalization and the formulation of the theory. Different stages involved in research consists of enacting the problem, formulating a hypothesis, collecting the facts or data, analyzing the facts and reaching certain conclusion either in the form of solution towards the concerned problem or in generalization for some theoretical formulation. In Research Methodology mainly Data plays an important role. The Data is divided in two parts: a) Primary Data. b) Secondary Data. Primary Data is the data, which is collected directly by direct personal interview, interview, indirect oral investigation, Information received through local agents, drafting a schedule, drafting a questionnaire. Secondary Data is the data, which is collected from the various books, magazine and material, reports, etc. The data which is stored in the organization and provide by the HR people are also secondary data. The various information is taken out regarding that subject as well other subject from various sources and stored. The last years data stored
  47. 47. ___________________________________ Recruitment and Orientation process at CGL -47- can also be secondary data. This data is kept for the internal use of the organization. The HR manual is for the internal use of the organization they are secondary data which help people to gain information. In this report the data plays a very crucial role. For this report the data was provided to me by HR department and other departmental head in the organization. The Primary and Secondary data which is specified above was provided by: a) Dy- Manager HR- Personnel. b) Sr. Executive.- Personnel c) Other department head. Due to discussion with these people lot data as well latest information was known by these people who was very beneficial and was primary data to me. This is the Research Methodology used in the project. The primary and secondary data method has been used in this project. Unless the data is collected no project can be complete. So both these data is very important in the project.
  48. 48. ___________________________________ Recruitment and Orientation process at CGL -48- CONCLUSION The overall Recruitment process in Crompton Greaves Ltd. satisfactory. There are certain organization objectives both in short term and long term should be taken into consideration as a basic parameter for recruitment decision and need of the personnel area which will be beneficial to everyone in organization. There are minor modifications in the areas like documentation of recruitment process, other department head participation in interview, written test, and involvement of senior executives in the process of orientation. The training program conducted is of a very good type as it covers most of the topics necessary for the growth and development of the employee in the organization. The organization also covers all the employees and not only training the top brass of the company. the company should consider: Establish cost and time effective Recruitment & Selection Practices & Processes Design good Induction & Orientation Processes coupled with Technical, Functional & On-the-job, and Off-the-job training & skill development programs till the time an employee is ready to be productive. Introduce learning practices, knowledge sharing activities, create Knowledge Dashboards and promote sharing information between teams, departments and in the entire organization. Establish clear and transparent employee classifications & occupational levels so that roles and responsibilities are clearly defined. This is possible if you have a robust Grading & Designation system, which is not only as per current size of manpower but also futuristic, and capable to take care of additional manpower expected to be recruited in near future.
  49. 49. ___________________________________ Recruitment and Orientation process at CGL -49- OBSERVATION AND FINDINGS Crompton Greaves Ltd is a leading Company in the marker today. The HR department is having very strong base and while doing project in the company the observation and findings found by me are as follows. The company has clarity of the recruitment process and they are doing well and recruiting correct candidates. The recruitment process is decentralized in the company. Most of the time the criteria of selection are on the basis of the Knowledge + Experience. this is good for the company. The company provides a good basis for the FRESHER. Which is a positive side for the both the concern, in the form of GT/MT. The personal interview is more beneficial than other method of the interview. The company concentrates more on E- Recruitment for the need of man power. The selection of the candidate in CGL is done up to the mark. There is no bias s view for other. The sales department and finance department their clearances process is also slow. The working environment for the workers in the factory is excellent to work in. The canteen facility are also above standards. The panel of interviewers are all CRI certified executives. Lack of involvement of senior executives in the process of Orientation.
  50. 50. ___________________________________ Recruitment and Orientation process at CGL -50- BIBLIOGRAPHY Books Human Resource Management - Anjali Ghanekar Manual HRD Manual of CROMPTON GREAVES LTD CGL Database. Websites www.cgl.com
  51. 51. This document was created with Win2PDF available at http://www.daneprairie.com. The unregistered version of Win2PDF is for evaluation or non-commercial use only.

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