HUL Indore Employee Selection Process

1. CH INSTITUTE OF
MANAGEMENT&
COMMUNICATION

2. Departments
For Career Opportunities
Career in Brands & Development
Career in Supply Chain
Career in Human Resources
Career in Finance
Career in Information Technology
Career in Customer Development

3. The process of interviewing and evaluating candidates for a specific job and
selecting an individual for employment based on certain criteria. Employee
selection can range from a very simple process to a very complicated process
depending on the firm hiring and the position.

4. Selection Process

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. 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. Suggestion
• HUL provides some motivation class for
improving work styles.
• HUL Provides training to employees.

8. Recruitment and Selection

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. Sources Of Recruitment:
• Present Employees
• Educational and Professional Institutions
• Public Employment Offices
• Private employment Agencies
• Employee Referrals
• Help wanted Advertising
• Walk-Ins

11. RECRUITMENT PROCESS FOR FRESHER
• WRITTEN /APPTITUDE.
• GROUP DISCUSSION.
• PSYCHOMETRIC TEST(CONDITIONAL).
• TECHNICAL INTERVIEWS(CONDITIONAL).
• HR INTERVIEWS.

12. RECRUITMENT PROCESS FOR
HIGHER POST
• PSYCHOMETRIC TEST.
• BUSINESS GAME.
• HR INTERVIEWS.

13. Challenges in Recruitent & Selection:
• Talent Shortage
• Attrition Rate
• Remoteness of Job
• Scrutinity of employee’s credentials

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. HUL Recruitment Plan
3) personnel or
2) Management transfer from 4) Management
1) Campus consultancy service one enterprise training
recruitment
to schemes
another

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. Selection Process of HUL
1. Preliminary Interview
2. Employment Interview
3. Reference and Background Analysis
4. Job Offer
5. Employment Contract

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. Suggestion And Plan

20. Performance Appraisal :
Performance Appraisal (PA) refers to all
those procedures that are used to
evaluate the personality, performance,
potential, of its group members

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. 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. Question arises?
• Why do we measure performance?
• Effective performance appraisal
systems
• How do we measure performance?

24. Appraisal Benefits (cont.)
• Appraisals offer employees:
– Direction
– Feedback
– Input
– Motivation

25. Appraisal Benefits
• Appraisals offer the company:
– Documentation
– Employee Development
– Feedback
– Legal protection
– Motivation system

26. Why Important (cont.)
• Review performance
• Set goals
• Identify problems
• Discuss career advancement

27. Continuous Feedback
• Formal appraisals
• Informal appraisals
• Open communication

28. Performance Appraisal Methods
• Individual Evaluation Methods
– Confidential report
– Essay evaluation
– Checklists
– Graphic rating scale
– Behaviorally anchored rating scale

29. Checklist method
•Simple checklist method
•Weighted checklist method
•Forced choice method
Simple checklist method:
Is employee regular Y/N
Is employee respected by subordinate Y/N
Is employee helpful Y/N
Does he follow instruction Y/N
Does he keep the equipment in order Y/N

30. Weighted checklist method
weights performance rating
(scale 1 to 5 )
Regularity 0.5
Loyalty 1.5
Willing to help 1.5
Quality of work 1.5
Relationship 2.0

31. Graphic Rating Scale
• Continuous Rating Scale
• Discontinuous Rating Scale
Employee name_________ Deptt_______
Rater’s name ___________ Date________
------------------------------------------------------------------------
Exc. Good Acceptable Fair Poor
5 4 3 2 1 _
Dependability
Initiative
Overall output
Attendance
Attitude
Cooperation
Total score Continuous Rating Scale

32. Indifferent
Enthusiastic
Attitude
No Interested Very
Interest enthusiastic
Discontinuous Rating Scale

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. Performance Appraisal Methods
• Group Appraisal
– Ranking
– Paired comparison
– Forced distribution
– Performance tests Field review technique

35. Ranking method
Employee Rank
A 2
B 1
C 3
D 5
E 4

36. Paired comparison method
A B C D E Final Rank
A - - - + + 3
B + - - + + 2
C + + - + + 1
D - - - - + 4
E - - - - - 5
No of Positive evaluation
Total no. of evaluation * 100 = employee superior evaluation