Madras Fertilizers Ltd., - the biggest Fertilizer Company in the country was established in 1991. Several management experts in the country were appointed as the Directors of the board to run the company in a professional way. The company constituted a team of specialists to develop and administer tests and interviews to select candidates for the post of Deputy General Manager (Marketing). The team has selected a promising candidate Mr. Praveen, a Post- graduate in Statistics and a D. Litt. degree holder from the U.S.A. as Deputy General Manager (Marketing) for Southern Area after administering a battery of tests scientifically.
Mr. Chaitanya, an M.B.A. from the S.K. University, with 10 years experience in similar field was not selected as his score in some tests was below the cut-off point and overall score was less than that of Mr. Praveen. However, Mr. Chaitanya was employed as Deputy General Manager (Marketing) in Pragati Fertilizers Ltd., Hyderabad without administering any tests. Mis Pragati Fertilizers Ltd., is a medium-scale organization and its market share was only 10% in the southern region, whereas Madras Fertilizers Ltd., was enjoying 50% market share in the south in 2001, when Mr. Parveen took charge.
Mr. Chaitanya has been the in-charge of the southern region since 2001. It is said that the increase in market share from 10% to 60% during 2001 to 2006 of Pragati Fertilisers Ltd., in the southern region has been conclusively due to the efforts of Mr. Chaitanya. The market share of Madras Fertilisers Ltd., dwindled from 50% to 15% during 2001 to 2006 and Mr. Praveen has been made responsible exclusively for this situation. The Board of Directors of Pragati Fertilisers Ltd., knew the reasons for the success of Mr. Chaitanya, whilst the Board of Directors of Madras Fertilisers Ltd., appointed a Committee
Questions1.Do you attribute the failure of Mr. Praveen to tests? If yes, how?
Selection: Choosing the most appropriate candidates and offering them jobs. Factors Affecting Selection Decisions Internal Environment: Internal environmental factors that influence selection include: the company, type of organization structure, type of job design, complexity, technological volatility attitude and seriousness of line managers towards selection, personal prejudice and nepotism favoritism of the managers involved in selection process.
External Environment: External environmental factors influencing selection include: laws, Government rules, regulations and polices, influence of politicians in recommending candidates, labour market conditions, culture of the country with regard to nepotism, favoritism written and unwritten reservation policy of the Government, and influence of trade unions professional associations.
SELECTION PROCEDURE(1)Job Analysis.(2) Recruitment.(3) Application Form.(4) Written Examination.(5) Preliminary Interview.(6) Business Games.(7) Tests.
(8) Final Interview.(9) Medical Examination.(10) Reference Checks.(11) Line Managers Decision.(12) Employment.
PLACEMENT When once the candidate reports for duty, the organization has to place him initially in that job for which he is selected. Immediately the candidate will be trained in various related jobs during the period of probation of training or trial. The organization, generally, decides the final placement after the initial training is over on the basis of candidates aptitude arid performance during the training/probation period.
Probation period generally ranges between six months and two years. If the performance is not satisfactory, the organization may extend the probation or ask the candidate to quit the job. If the employees performance during the probation period is satisfactory, his services will be regularized and he will be placed permanently on a job.
INDUCTION Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organization, organizational surroundings, various employees is the final step of employment process. This is mainly because of the problem of adjustment and adaptability to the new surroundings and environment. Further absence of information, lack of knowledge about the new environment, cultural gap, behavioral variations, different levels of technology, variations in the requirements of the job and the organization also disturb the new employee.
Further induction is essential as the newcomer may feel insecure, nervous and disturbed. This situation leads to instability and turnover. Hence, induction plays pivotal role in acquainting the new employee to the new environment, company rules and regulations . "Induction is the process of receiving and welcoming on employee when he first joins a com and giving him the basic information he needs to settle down quickly and happily and start work.
(i) About the Company(a) History, growth, organization and management, products, market, customers, etc., of the Company.(b) Basic conditions of employment - hours of work, shift, holidays, retirement benefits.(c) Pay, allowances, deductions.(d) Sickness rules, information - pay - sick leave.(e) Leave rules - casual, special, earned-holidays, vocation.(f) Work rules, work-load, use of materials, equipment, machine.
(g) Disciplinary rules and procedure.(h) Grievance procedure.(i) Career path, promotion channel.(j) Unions, negotiating machinery.(k) Education, training and development facilities.(l) Health, safety, medical core arrangements.(m) Canteen and restaurant facilities.(n) Social benefits and welfare measures.
(0)Telephone calls and correspondence.(p)Travelling and subsistence expenses.(q) Uniforms, clothing.(r) Various employees - their designations - position in the organization.
(ii) About the Deportment The departmental head concerned introduces the new employee to the important employee and describes briefly about the department and the job. Then the supervisor concerned introduce the employee to all the employees in the section/unit, describes in detail the job or work, machine, equipment with which the worker has to work, process of the production, place employees job and its significance in the process of production, his position in the departmental organisation structure, work distribution, assignment, working hours, shift, quality/standard to be maintained, customers/ users of the product/service, etc.
(iii) About the Superiors, Subordinates, etc. Introduce the new employee to the superior to whom he should report. Introduce to other superiors with whom his work is indirectly related. Introduce the new employee to his subordinates with whom he has to work. Introduce the new employee to the subordinates who will report to him. Introduce the new employee to his colleagues.