This document discusses how to find and recruit talented people in India. It outlines some key facts about India's population, economy, and diversity. When recruiting in India, it is important to understand employees' expectations, which now include flexibility, career growth, and good compensation. The document also discusses common recruitment methods and HR policies and procedures that organizations should consider when hiring in India, such as health and safety policies. Recruiting successfully in India requires understanding the job needs, employment trends, and HR policies and strategies in the Indian context.

1. HRM 2011-GROUP PRESENTATIONHOW CAN WE FIND AND RECRUIT TALENTED PEOPLE IN INDIA.BYSREEYESH NAIR,PRASHANT DINESH, ALLY ALBEITY & JAMAL MUSABIH

2. 5,000 year old civilization.325 languages spoken – 1,652 dialects.18 official languages29 states, 5 union territories.1.3 billion current population.GDP $576 billion with the rate of 8%.Worlds largest democracy.The worlds 4th largest economy.Largest English speaking nation in the world.What is recruitment?Is placing the right person in the right place at the right time.

3. Employees expectationsFlexible timings.More to be career based.Today's employees want to move up the ladder of success very fast, its no more like the old days.Money oriented.

4. Recruitment Methods

5. The recruitment process

6. Determinants Of Cultural Differences in India according to Hoftsede’s theoryPower Distance. Masculinity v/s Feminism. Individualism v/s Collectivism.Uncertainity Avoidance

7. During employmentPolicies and procedures that an organization may want to introduce are:Health and safety Maternity and paternity leave and pay Redundancy Absence Whistle-blowing Performance management Communication and involvement, including employee voice Harassment and bullying.

8. Indian HR policiesWith the enactment of certain employment related laws, HR in India started to be significant:“The Workers’ Compensation Act of 1923 ensured that employers compensate employees for work-related injuries.

9. The Trade Union Act of 1926 gave formal recognition to trade unions.

10. The Industrial Disputes Act of 1947 led to the increased role of industrial relations (employees were distinguished by the work they did such as permanent, temporary, trainee etc.).

11. The Factories Act of 1948 regulated the work environment in factories to ensure the safety of employees.

12. The Employees Provident Funds and Miscellaneous Provisions Act of1952 required employers to provide contributions for retirement.”HR POLICIES IN UKOrganization's job in HR policies and strategiesIn the ideal circumstances: The organization promotes the importance of HR policies and strategies, particularly those relating to work relationships and acceptance of diversity.The organization regularly monitors and reviews critical HR performance indicators including the quality of work relationships, staff wellbeing, organizational justice, openness to diversity and emotional climate.

13. ConclusionFor being able to recruit the right kind of employees in India,You should know/ have and idea of what kind of employees you are finding.Employment trends.Hr policies and organizational strategies.

14. Mike, L (2001). Exploring Employee Relation. Burlington: Butterworth-Heinemann. p163-182Taylor, S (2007). People Resourcing. 3rd ed. London: Chartered Institute Of Personnel and Development. p230-252.Book references:

15. Website references Mohan, S. (2010). Employee Expectations. Available: http://www.citeman.com/11954-employee-expectations/. Last accessed 8th Feb 2011.Prakash, P. (2009). Tracking Employee Expectations. Available: http://dqindia.ciol.com/content/dqtop20_09/BestEmployers09/2009/109090822.asp. Last accessed 5th Feb 2011.

16. Website referenceMadhav, J. (2008). Find a Job. Available: http://www.easyexpat.com/en/bangalore/job/adverts-recruitment.htm. Last accessed 7th Feb 2011.