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CH INSTITUTE OF MANAGEMENT&COMMUNICATION
Departments            For Career OpportunitiesCareer in Brands   & DevelopmentCareer in Supply   ChainCareer in Human    ...
The process of interviewing and evaluating candidates for a specific job andselecting an individual for employment based o...
Selection Process
Fired process• First process- HUL give some warning to  employees they are not perfome well.• Second Process-: Performance...
Fire Process in HUL Dishonesty, evasion, or lack of integrity on the  job. Refusing to follow directions and orders Tal...
Suggestion• HUL provides some motivation class for  improving work styles.• HUL Provides training to employees.
Recruitment and Selection
Recruitment:-• Organizational activities that provide a pool  of applicants for the purpose of filling job  openings.• It ...
Sources Of Recruitment:•   Present Employees•   Educational and Professional Institutions•   Public Employment Offices•   ...
RECRUITMENT PROCESS FOR FRESHER•   WRITTEN /APPTITUDE.•   GROUP DISCUSSION.•   PSYCHOMETRIC TEST(CONDITIONAL).•   TECHNICA...
RECRUITMENT PROCESS FOR        HIGHER POST• PSYCHOMETRIC TEST.• BUSINESS GAME.• HR INTERVIEWS.
Challenges in Recruitent & Selection:•   Talent Shortage•   Attrition Rate•   Remoteness of Job•   Scrutinity of employee’...
Medium for Recruitment Advertising Television  (e.g. News pop-ups, Commercial ads like Accenture & many more) Radio (e.g...
HUL Recruitment Plan                                     3) personnel or                 2) Management        transfer fro...
Selection:• Is the process of discovering the  qualifications & characteristics of the job  applicant in order to establis...
Selection Process of HUL1.   Preliminary Interview2.   Employment Interview3.   Reference and Background Analysis4.   Job ...
Stages In Selection Process:• Stage 1: Screening Of Application Forms.• Stage 2: Tests--Intelligence, Aptitude,  Technical...
Suggestion And Plan
Performance Appraisal :Performance Appraisal (PA) refers to allthose procedures that are used toevaluate the personality, ...
Characteristics• It is a step by step process• It examine the employee strengths and  weaknesses• Scientific and objective...
Needs and Objectives:• Provide feedback about employees• Provide database• Diagnose the S & W of individuals• Provide coac...
Question arises?• Why do we measure performance?• Effective performance appraisal  systems• How do we measure performance?
Appraisal Benefits (cont.)• Appraisals offer employees:  – Direction  – Feedback  – Input  – Motivation
Appraisal Benefits• Appraisals offer the company:  – Documentation  – Employee Development  – Feedback  – Legal protection...
Why Important (cont.)•   Review performance•   Set goals•   Identify problems•   Discuss career advancement
Continuous Feedback• Formal appraisals• Informal appraisals• Open communication
Performance Appraisal Methods• Individual Evaluation Methods   – Confidential report   – Essay evaluation   – Checklists  ...
Checklist method    •Simple checklist method    •Weighted checklist method    •Forced choice methodSimple checklist method...
Weighted checklist method                        weights performance rating                                        (scale ...
Graphic Rating Scale•   Continuous Rating Scale•   Discontinuous Rating ScaleEmployee name_________                       ...
Indifferent                                                 EnthusiasticAttitude           No                       Intere...
BARS( behaviorally Anchored rating scale) Step 1.    Identify critical incidents Step 2.    Select performance dimension S...
Performance Appraisal Methods• Group Appraisal  – Ranking  – Paired comparison  – Forced distribution  – Performance tests...
Ranking methodEmployee     RankA            2B            1C            3D            5E            4
Paired comparison method    A       B       C        D       E Final RankA   -       -       -        +       +        3B ...
HUL Indore Employee Selection Process
HUL Indore Employee Selection Process
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HUL Indore Employee Selection Process

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HUL Indore Employee Selection Process

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HUL Indore Employee Selection Process

  1. 1. CH INSTITUTE OF MANAGEMENT&COMMUNICATION
  2. 2. Departments For Career OpportunitiesCareer in Brands & DevelopmentCareer in Supply ChainCareer in Human ResourcesCareer in FinanceCareer in Information TechnologyCareer in Customer Development
  3. 3. The process of interviewing and evaluating candidates for a specific job andselecting an individual for employment based on certain criteria. Employeeselection can range from a very simple process to a very complicated processdepending on the firm hiring and the position.
  4. 4. Selection Process
  5. 5. Fired process• First process- HUL give some warning to employees they are not perfome well.• Second Process-: Performance Analysis• Third Process-: If some employee performe not up to mark so HUL fired employees.
  6. 6. Fire Process in HUL Dishonesty, evasion, or lack of integrity on the job. Refusing to follow directions and orders Talking too much and conducting personal business at work. Inconsistency - unreliable work and behaviors Performing tasks slowly, with numerous errors High absenteeism rate. Employees are not completed Target last 5 to 6 months. Employees are not submitted money and stolen some products.
  7. 7. Suggestion• HUL provides some motivation class for improving work styles.• HUL Provides training to employees.
  8. 8. Recruitment and Selection
  9. 9. Recruitment:-• Organizational activities that provide a pool of applicants for the purpose of filling job openings.• It is a process of searching for prospective employees .• Stimulating & Encouraging them to apply for jobs in the org.
  10. 10. Sources Of Recruitment:• Present Employees• Educational and Professional Institutions• Public Employment Offices• Private employment Agencies• Employee Referrals• Help wanted Advertising• Walk-Ins
  11. 11. RECRUITMENT PROCESS FOR FRESHER• WRITTEN /APPTITUDE.• GROUP DISCUSSION.• PSYCHOMETRIC TEST(CONDITIONAL).• TECHNICAL INTERVIEWS(CONDITIONAL).• HR INTERVIEWS.
  12. 12. RECRUITMENT PROCESS FOR HIGHER POST• PSYCHOMETRIC TEST.• BUSINESS GAME.• HR INTERVIEWS.
  13. 13. Challenges in Recruitent & Selection:• Talent Shortage• Attrition Rate• Remoteness of Job• Scrutinity of employee’s credentials
  14. 14. Medium for Recruitment Advertising Television (e.g. News pop-ups, Commercial ads like Accenture & many more) Radio (e.g. Radio Mirchi… ) Magazines (e.g. Business Today, Winning Edge, Human capital…) Newspapers (e.g. Blind Box Ads, Business accents, Times classified etc..) Internet (e.g. Web portal like Naukri.com, Monster.com…) Direct Mail 14
  15. 15. HUL Recruitment Plan 3) personnel or 2) Management transfer from 4) Management 1) Campus consultancy service one enterprise trainingrecruitment to schemes another
  16. 16. Selection:• Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.• A good selection requires a methodical approach to the problem of finding the best matched person for the job
  17. 17. Selection Process of HUL1. Preliminary Interview2. Employment Interview3. Reference and Background Analysis4. Job Offer5. Employment Contract
  18. 18. Stages In Selection Process:• Stage 1: Screening Of Application Forms.• Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest.• Stage 3: Selection Interview.• Stage 4: Selection Decision
  19. 19. Suggestion And Plan
  20. 20. Performance Appraisal :Performance Appraisal (PA) refers to allthose procedures that are used toevaluate the personality, performance,potential, of its group members
  21. 21. Characteristics• It is a step by step process• It examine the employee strengths and weaknesses• Scientific and objective study• Ongoing and continuous process• Secure information for making correct decisions on employees
  22. 22. Needs and Objectives:• Provide feedback about employees• Provide database• Diagnose the S & W of individuals• Provide coaching, counseling, career planning to subordinates• Develop positive relation and reduce grievance• Facilitates research in personnel management
  23. 23. Question arises?• Why do we measure performance?• Effective performance appraisal systems• How do we measure performance?
  24. 24. Appraisal Benefits (cont.)• Appraisals offer employees: – Direction – Feedback – Input – Motivation
  25. 25. Appraisal Benefits• Appraisals offer the company: – Documentation – Employee Development – Feedback – Legal protection – Motivation system
  26. 26. Why Important (cont.)• Review performance• Set goals• Identify problems• Discuss career advancement
  27. 27. Continuous Feedback• Formal appraisals• Informal appraisals• Open communication
  28. 28. Performance Appraisal Methods• Individual Evaluation Methods – Confidential report – Essay evaluation – Checklists – Graphic rating scale – Behaviorally anchored rating scale
  29. 29. Checklist method •Simple checklist method •Weighted checklist method •Forced choice methodSimple checklist method:Is employee regular Y/NIs employee respected by subordinate Y/NIs employee helpful Y/NDoes he follow instruction Y/NDoes he keep the equipment in order Y/N
  30. 30. Weighted checklist method weights performance rating (scale 1 to 5 )Regularity 0.5Loyalty 1.5Willing to help 1.5Quality of work 1.5Relationship 2.0
  31. 31. Graphic Rating Scale• Continuous Rating Scale• Discontinuous Rating ScaleEmployee name_________ Deptt_______Rater’s name ___________ Date________------------------------------------------------------------------------ Exc. Good Acceptable Fair Poor 5 4 3 2 1 _DependabilityInitiativeOverall outputAttendanceAttitudeCooperationTotal score Continuous Rating Scale
  32. 32. Indifferent EnthusiasticAttitude No Interested Very Interest enthusiastic Discontinuous Rating Scale
  33. 33. BARS( behaviorally Anchored rating scale) Step 1. Identify critical incidents Step 2. Select performance dimension Step 3. Retranslate the incidents Step 4. Assign scales to incidents Step 5. Develop final instrument
  34. 34. Performance Appraisal Methods• Group Appraisal – Ranking – Paired comparison – Forced distribution – Performance tests Field review technique
  35. 35. Ranking methodEmployee RankA 2B 1C 3D 5E 4
  36. 36. Paired comparison method A B C D E Final RankA - - - + + 3B + - - + + 2C + + - + + 1D - - - - + 4E - - - - - 5 No of Positive evaluation Total no. of evaluation * 100 = employee superior evaluation

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