summer internship presentation on "RECRUITMENT AND SELECTION" in RSPL

1. RECRUITMENT
AND
SELECTIONIN
in
“RSPL GROUP
PVT.LTD.”
1

2. Presented by-
2

3.  To learn about HR policies, functions and
scope of HR.
 To understand effectiveness of recruitment
and selection in the organization.
 To understand the importance of HR
department in any organization.
 To gain professional attitude,
growth,maturity,and judgment.
 To gain experience working independently
and as a team member.
3

4.  Company Profile.
 Segments.
 Strategic Decision involved in Recruitment.
 Recruitment- Goals, Structure, Sources & Process
 Recruitment process from organizational & individual
Prospective.
 Constraints of Recruitment.
 Challenges & Suggestions.
 Identification of basic selection criteria.
 Design selection process.
 Identify Interviewing Techniques.
 Performance of Recruiter.
4

5. • Introduced 1987
• Founded by Muralidhar and Bimal kumar
Gyanchandani
• 5500 crore diversified conglomerate in India.
• Market leader in detergent market.
• In Nov. 2012 – 18% share.
• http://www.gharidetergent.com
5

6. FMCG FOOTWEAR RENEWABL
E ENERGY
REAL
ESTATE
DAIRY
PRODUCTS
RSPL 6

7. Total Employees- 21000+
Main units in Alwar ,Aurangabad
Chitradurg, Dhar,
Ghaziabad, Greater Noida,Haridwar,
Jamnagar, Jamshedpur, Jhansi,
Kanpur, New Delhi, Roorkee, Sagar
Start to set up plants in Raipur,
Chhattisgarh, southern states in
Karnataka, Bidar.
80 own Depots and have it’s own
vehicles.
2 different plants only for packaging.
7

8.  Time and Attendance
 Legal & Compliances
 Recruitment & Selection
 Pay Roll
 HR for Sales
 On Boarding/Operation
8

9. Business
Objectives
HR Planning
Job Analysis
Job
Description
Job
Specificatio
n
Recruitmen
t
• How many employee
is needed
• When needed
• Qualification/ Skills
Manpower
Planning
• Where to recruit
• Who to recruit
• Nature of Job
requirement
Strategic
Recruitment
• Internal Sources
• External Sources
Decision on
Method/
Sources of
recruitment
9

10. 10
The process of generating pool of qualified
candidates for a particular job.
OR
Process of discovering potential
Candidate.
Goals of Recruitment
To attract the qualified Candidate.

11. Sources of
Recruitment
Internal Sources
Internal Job
Posting
Promotion &
Transfer
Employee
Referrals
Internal
Database
External
Sources
Media ( Ad/
Magazines /FM)
Campus Drive
Consultancy &
Employment
Exchange
11

12. Organization
Vacant Position
Generate pool of candidates via
Recruitment process
Evaluate Candidates via Selection
Process
Negotiate with Candidate
Generate Offer
Candidate
Pursue Education & choose
Occupation & search job
Apply for Opening
Impress Company during process of
selection
Evaluate Job, company & growth
Accept & Reject Offer
12

13. Search Candidate
Initial Screening
Completed Application
Employment Test
Interview (IAS)
Background Check & Medical
Examination
Job Offer
Rejection
Passed
Fail Test
Fail to meet Job
Specification
Selection
(Conditional)
RecruiterRecruitm
ent HeadRRF
Offer
Accepted
Offer
Rejected 13

14. Job Profile
Company Brand
Organizational Policy
Recruitment Cost
14

15. 1. Incomplete RRF.
2. Delayed Response from
Concerned Person.
3. Availability of HODs for
Interview.
4. Delay in travel reimbursement.
5. Absence of Salary band.
6. Improper Communication about
Accommodation/ CCA.
7. Schedule shortlisted candidate
in short span of time.
8. Too high Expectation
1. Complete RRF with all details &
approval from concerned Person.
2. Quick response (2 Days).
3. Planned calendar .
4. Reimbursement should be done
on time & should be
communicated to recruiter
5. Creation of Salary band based
on designation.
6. Proper communication to
recruiter about Accommodation /
CCA.
7. Increase turn up ratio by
informing candidate 2 days in
advance.
8. Realistic Expectation
15

16. Process of choosing best candidate out of pool of
qualified candidate who fills the requisite
qualification & competency required for Job.
16

17. Education
Experience & Performance
Appearance & Presentation
Personality Traits
Basic
Selection
Criteria
17

18. Testing
Interviewing
18

19. Test measure Knowledge, skill,
ability & other characteristics
required for doing job.
Testing
Cognitive
Test
(measure the
learning &
understanding to
solve problem)
Personality
Test
( measure thought
behavior)
Work Sample
Test
(measure
performance on
elements of job)
Physical
Ability Test
(measure strength
required for job
19

20. Types of Interview
Structure Interview
Situational
Interview
Behavioral
Interview
Unstructured
Interview
20

21. Screening candidate by using testing method.
Proper guidelines for sourcing right candidate.
Develop recruiter for next level of hierarchy.
Performance based incentive to motivate employee.
21

22. 22