If hired as the HR manager of a footwear company, I would: 1) Analyze job requirements and recruit the right candidates with the needed skills through various sources like internal promotions, advertisements, employment agencies and consultants. 2) Use a selection process including application reviews, interviews, tests and medical examinations to evaluate candidates. 3) Onboard new hires by providing orientation, training them on their roles and integrating them into the organization.

1. National Institute of Business Management
Chennai - 020
EMBA/ MBA
Elective: Human Resources Management
Name : Anil Narayan Jadhav Registration No: is N10/30373
Case Study
Elective- Human Resources Management
Which are the points you will keep in mind for recruiting new personnel into your
organization if you are the H.R. Manager of a footwear manufacturing company?
A) If am H.R. Manager of a footwear manufacturing company and in this
company want recruit new employees then I will take information from
HOD’s How many employees need to work in organisaton ?
B) Job Analysis : After having decided how many persons would be
needed it is necessary to prepare a job analysis which records details of
training, skills, qualifications, experiences, which are needed for a job.
Job analysis includes the preparation of job descriptions and job
specifications so right man on right job on right time will gate and
organization goal will success.
C) Recruitment Policy : After job analysis I will make good recruitment
policy. In this policy must contain following elements :
• Organisation objectives - both in the short term and long term
must be taken into consideration as a basic parameter for
recruitment decisions and needs of the personnel area wise job
family wise.
• Identification on the recruitment needs to take decisions
regarding the balance of the qualitative dimensions of the
would be recruits.
• Preferred sources of recruitment which would be tapped by the
organization.
• Criteria of selection and preference
• The cost of recruitment and financial implications of the same.
D) Forecast of manpower recruitment : In this point will specify the
indents or requisition :

2. • The jobs or operations or positions for which the person should be
available.
• Duration of their employment
• Salary to be offered and any other conditions and terms of
employment which the indenting officer feels necessary.
Then I will use various stages in the recruitment process include:
• Identifying the need to recruit
• Identifying the job requirements.
• Deciding the sources of potential recruits
• Deciding the selection method
• Short listing candidates.
• Selecting the successful
• Notifying candidates of the outcomes
• Appointing the successful candidate
• Identifying the need to recruit : When a vacancy occurs the first issue
to consider is whether there is a need to fill it. There is also question of
whether it is the same job that needs to be filled. In considering this issue
the employer should take account of the following alternatives:
Reorganization, Flexible working, Unsung part time or casual staff, Using
contractors, staff transfer or promotion, Job sharing, computerization.
Identifying the job requirements. : This stage of the process entails being
about the content of the job. And the characteristics required of the person in
order to perform the job to the necessary standard. This means that there
should first be a clear jibe description and the need to fill a vacancy is an
ideal opportunity to review any existing job description to ensure that is still
meets the organizations requirements and a personnel specification setting
out the characteristics required of the jobholder.
Content of the personnel or person specification : I will gather all
information of recruitment so I will make seven point plan as following:
1. Physical make-up- Health, appearance, bearing and speech
2. Attainments – Education, qualification, experience.
3. General intelligence –Intellectual capacity

3. 4. Special aptitudes – Mechanical, manual dexterity, facility in use of
words of figures,
5. Interests – Intellectual, practical, constructional, physically active,
social artistic.
6. Disposition – Acceptability, influence over others, steadiness,
dependability, self-reliance
7. Circumstances – any special demands of the job, such as ability to
work unsocial hours travel abroad, etc
Five fold Grading System :
1. Impact on others – physical make-up, appearance, speech and
manner
2. Acquired qualification – education, vocational training, work
experience.
3. Innate abilities – quickness of comprehension and aptitude for
learning
4. Motivation – individual goals, consistency and determination in
following them up, success rate
5. Adjustment – emotional stability, ability to stand up to stress and
ability to get on with people.
Deciding the sources of potential recruits : There are number potential
sources of candidates for jobs :
• Internal Sources: I will find personnel needs are filled through
transfer or promotions. Internal source thought it is the main
source of recruitment . After this needed candidate then I will
use External sources as following :
• Organisation itself : The first port of call when considering how to fill a
vacancy will usually be the organization itself and this can have
advantages in terms of motivations, moral and development as
discussed above.
• Word of mouth : Jobs may often be filled by existing employees letting
their friends and acquaintances know of any vacancies. While this
approach will save the costs of advertising or recruitment by some
other.

4. Drawing up an Advertisement : When drawing up an advertisement
the following rules should be followed :
• Consider the key aspects of the job and ensure that these are
appropriately stressed.
• Describe the organization and a few key features
• State the job title and summarize the main duties or
accountabilities.
• Describe the location
• Describe the method of application and any closing date.
• Adapt the style of the advertisement is discriminatory.
• Newspaper and magazine advertisements : I will give advertisements
in local newspaper, journals and trade and professional periodicals
stating the availed job duties and responsibilities, emoluments,
qualification and experience required for the job. For senor post the
market is more likely to be a national one, justifying the use of national
newspaper, although this is likely to prove costly.
• Job center and employment agencies : After this I will take help of
Employment jobcentre. Agencies tend to specialize in one particular
type of staff such as secretaries or accountants.
• Selection consultants : I will take advice of selection consultants that
they can bring considerable expertise to the selection process and
can frequently attract suitable candidates.
• Executive search consultants : If I would like recruit higher position
then I will take help of Executive search consultant..
• Schools and universities : I will take help of schools, collages to
provide a flow of potential employees.
• Internet : I will search employees on internet.

5. Selection Method : The selection process really begin with the
organization choice of how the applicant should respond to an
advertisement
• Application form or curriculum vitae : After this I will prepare
selection method how application should respond to an
advertisement .
• Application forms
• Letters of applications
• Telephone
Interview : A selection interview is a controlled conversation
between an applicant for a job and the employer or someone
representing the employer, designed to test the suitability of the
applicant for the job in question.
I will use two types of interview: 1) Direct Interview : It is a straight
forward , face to face question answers session between the
interviewer and the interviewee.
Non-direct interview : No direct questions are asked in this interview.
Conducting Successful interviews : There are a number of rules to
be followed when conducting selection interviews these are follows :
• Before the interview, During the interview and After the
interview
Selection Tests : The defects of the more traditional method of
recruitment have led many organizations to look for more
objectives predicator of performance
Psychometric tests : Psychometric tests involve applying
standard procedures to applicants in such a way that their
responses can be qualified.
Intelligence Tests : Intelligence tests are the oldest kind of
psychometric test having been designed by bidet and simon in
1905.

6. Aptitude and attainment tests : These test are designed to test
particular aptitude or abilities and can therefore be made very
relevant to the job in question
Personality tests : Personality is an even vaguer word than
intelligence and this is probably the biggest problem with
personality tests.
• Medical Examination/Physical examination : Application
who get over one or more of the preliminary hurdles are sent
for physical examination either to the organization physician
or to a medical officer approval.
• Placement : After Medical Report fit for job interview a
particular person is selected for a given job, often more than
one person may be selected for the jobs of similar nature. In
the second case, individual employees have to be put under
individual supervisors with the approval of the latter.
• Personnel Report : Selected candidate will give appointment
letter and joining date first will fill joining report. I will made
his personnel file and all estimated copies of certificate
education & experience will filing in his personal file.
• Orientation (Induction Proramme) : Selected candidate
introduce with all employs and give induction programme.
During the period he is informed about the company and its
products. He is provided with a completed description of his
job and also a copy of the rules, policies and procedures to be
followed by him. He will informed about his authority ,
responsibility, his superiors and subordinates. The new
employee may also be taken round the office and plant and
made familiar with activities and schemes of the enterprises.
*****

7. Aptitude and attainment tests : These test are designed to test
particular aptitude or abilities and can therefore be made very
relevant to the job in question
Personality tests : Personality is an even vaguer word than
intelligence and this is probably the biggest problem with
personality tests.
• Medical Examination/Physical examination : Application
who get over one or more of the preliminary hurdles are sent
for physical examination either to the organization physician
or to a medical officer approval.
• Placement : After Medical Report fit for job interview a
particular person is selected for a given job, often more than
one person may be selected for the jobs of similar nature. In
the second case, individual employees have to be put under
individual supervisors with the approval of the latter.
• Personnel Report : Selected candidate will give appointment
letter and joining date first will fill joining report. I will made
his personnel file and all estimated copies of certificate
education & experience will filing in his personal file.
• Orientation (Induction Proramme) : Selected candidate
introduce with all employs and give induction programme.
During the period he is informed about the company and its
products. He is provided with a completed description of his
job and also a copy of the rules, policies and procedures to be
followed by him. He will informed about his authority ,
responsibility, his superiors and subordinates. The new
employee may also be taken round the office and plant and
made familiar with activities and schemes of the enterprises.
*****