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  1. 1. PROJECT REPORT ONTHE RECRUITMENT AND INDUCTION PROCESS AT SRF-PFBI Limited, SEZ, INDORE Report Submitted in Partial Fulfillment of the Requirements for the Master of Business Administration Under the Valuable guidance of Mr. G. Dinesh Babu Chief Manager- HR, Admin & TQM SRF-PFBI Ltd. SEZ, Indore Submitted By: SALONI MISHRA UNIVERSITY OF LUCKNOW, LUCKNOW (2010-2012) 1
  2. 2. ACKNOWLEDGEMENTSummer training is the most vital part of an MBA course, both as a link between theoryand actual industrial practices as well as an opportunity for hands on experience incorporate environment. I therefore, consider myself fortunate to receive the training inan esteemed organization viz. SRF Ltd. Yet the opportunity could not have beenutilized without the guidance and support of many individuals who although heldvaried positions, but were equally instrumental for successful completion of mysummer training.I would like to take this opportunity to express my humble gratitude to Mr. JeetenderSingh Panwar,HR Admin & TQM, for his kind support and guidance.I would also like to thank the management, employees and the entire unit of SRF Ltd.,Indore for their cooperation.In addition I would also like to express gratitude to the respected faculty member ProfArchana for her invaluable inputs and direction that rendered success to the project.I thank my family, friends, mentors and all well-wishers without whose cooperationthis project would not have been a success. Regards, Saloni Mishra 2
  3. 3. TABLE OF CONTENTS(i) Synopsis……………………………………………………………………………..(ii) Introduction ………………………………………………………………………..(iii) About SRF Company………………………………………..(iv) About SRF PFBI Ltd…………………………………………(v) Recruitment and Induction process…………………..……..…………………(vi) Recruitment and Induction process at SRF PFBI Ltd …………………………………………….(vii) Methodology followed…………………………………………………..........(viii) Appendices ……………………………………………………………………..(ix) Bibliography … …………………………………………………………………….... 3
  4. 4. SYNOPSISThe objective of the project was to study and analyze the recruitment and inductionprocess of SRF PFBI Ltd. The study included analyzing recruitment sources andmethods, changes implemented in the past and their effects, the induction process andthereby the success of the both the recruitment and induction process. The entire studywas concentrated around recruitment and induction; hence the following would bepursued : • Studying the posts to be filled • Planning the Number of persons to be recruited • Duties to be performed • Preparing the job description and person specification • Studying the KSAs ( Knowledge, Skills and Abilities) of the job • Consulting the recruitment policy and procedure of the company • Studying the recruitment sources and methods of the company screening of the responses • Then, studying the induction process of the company. • At last, analyzing in a comprehensive manner the whole Recruitment and Induction process. 4
  5. 5. INTRODUCTIONSRF Ltd., earlier called the Sriram Fibers, has evolved into a modern industrial major. Its roots go backto over a century, with the establishment of the parent company, DCM (Delhi Cloth Mills) in 1889. Sinceits inception in 1974, the company has been improving continuously and has made its mark in theindustry. It is the market leader in its core businesses, namely industrial synthetics and Fluorochemicals.It also enjoys growing presence in light engineering products, engineering plastics packaging films andPharma chemical business.SRF today operates from nine plant locations in India and abroad and has attained market leadershipposition in many of the products it manufactures. SRF’s relentless focus on TQM techniques has resultedin the company winning the prestigious Deming Application Prize in 2004 (the first nylon tire cordcompany outside Japan to be awarded this prize). SRF PURPOSE • To be an inspired, caring organization • To create extraordinary value for all • To pursue excellence and customer loyalty • To always meet tomorrows challenges today"We Will Make Our Nation Proud By Being the Best at What We Do"SRF VISION 5
  6. 6. • To be one of the most admired business organizations in India, deeply loved by its people, respected and sought after by its customers and shareholders.• To be World Leader in at least one of its businesses with global operations and technology leadership.• To be one of the most sought after employers in the country. A Company known for its people management skills. One that can unlock the talent hidden in each employee and inspire him or her to take on and accomplish extraordinary future challenges.• To be a shining example of deep commitment and contribution to development of people and society.SRF MISSION • Enable customer satisfaction of a high level and a standard higher than that of competition. • Provide good returns to our shareholders and other financial stakeholders. • Continuously enhance the total quality of life of our employees and help them realize their potential. • Contribute to the development of the society and the nation.SRF CORE BUSINESSES • THE INDUSTRIAL SYNTHETICS BUSINESS, which manufactures Nylon Tyre Cord Fabric, and is the 7th largest producer of NTCF in the world and the largest in India. • THE COATED FABRICS BUSINESS, which manufactures high quality fabrics used for non- tyre applications in the international and domestic market. • THE BELTING FABRICS BUSINESS, which manufactures fabric used to make conveyor belts, and is the 2nd largest producer in the world and the largest in India. 6
  7. 7. • THE FLUOROCHEMICALS BUSINESS, which manufactures Refrigerant Gases and Choloromethanes, and is the largest producer in India with exports to more than 50 countries. • THE PACKAGING FILMS BUSINESS, which manufactures Biaxially Oriented Poly Ethylene Terephthalate (BOPET) also called Polyester (PET) Film, is predominantly used in Flexible Packaging Applications. • THE PHARMA CHEMICALS BUSINESS, which manufactures intermediates/ advanced intermediates and provides contract research, custom synthesis & contract manufacturing services to the Pharma Industry. • PROCUREMENT SOLUTIONS & SERVICES: Procurement of indirect materials requires organizations to identify and deal with countless suppliers based on imperfect knowledge, in a market that is highly disorganized. SRF eBIZ provides solutions & services to increase efficiencies in the procurement of these indirect items (also known as B & C category items). • THE ENGINEERING PLASTICS LIMITED caters to the Nylon engineering plastics requirements of companies in the automobiles, white goods, electrical goods, telecom cables, textile machinery, and electronics sectors. The brands which are famous are TUFNYL and TUFBET.PEOPLE DEVELOPMENTSRF’s people development system follows a scientific process on three fronts: Need Identification Design and Delivery Effectiveness Measurement“Realising that need identification is not an isolated sub-set of the performance management system foran organisation; we derive focused needs from a variety of sources that enable SRF to arrive at the realdevelopmental needs. These are addressed through customised design, delivery of training programs andother developmental initiatives. The development loop is closed through a scientific system of measuringtraining effectiveness that feeds in to the next design cycle.At SRF, we believe that leadership is a quality that can be developed. We follow a strength-basedmethodology of identifying and developing leaders within the organisation. Emphasis is paid ondeveloping leaders adept at the SRF Management Way, and appropriate opportunities are provided to 7
  8. 8. them to utilise their leadership skills. We are in the process of instituting a Leadership Cadre where wewill create a pipeline of individuals to man our key leadership positions.Being a market leader in technology, we understand that technical and domain capabilities need to gohand-in-hand with managerial skills. Our technical training initiatives are designed to enhance thetechnical skills of our employees, thus allowing us to retain a dominant position in the highlycompetitive marketplace.Our developmental activities dont stop at the managerial levels, but percolate down to our NonManagement Staff. We have implemented a one year long Management Education Program for ouremployees for their overall development.In all, our People Development methodology is a combination of developmental assignments, instructorled training, coaching, on the job modules, development centres and participation in special projectteams to enable employees to continuously learn and develop.”WORK CULTURE“The HR function at SRF envisions creating and nurturing an organisation where economic prosperityand growth, organizational effectiveness and human well-being go hand-in-hand.It is our constant endeavor to create an environment where people feel comfortable in expressing theirfeelings, opinions, views and suggestions without any fear of reprisal.SRF provides an open environment to all employees with respect to freedom, empowerment andexpression. Our credo of approachability and transparency finds shape in many ways, including an openhouse where employees can raise their concerns with the management directly.Every idea is valued, and implementation of new initiatives is strongly encouraged by the organization.Following the philosophy of Kaizen, we believe that every incremental step towards improvementpropels the organization towards operational excellence. At the same time, understanding the fact thatbreakthrough initiatives often enable organizations to leapfrog to the next level, SRF encourages andrewards bigger improvements through other mechanisms.”SA 8000 8
  9. 9. SRF is an SA8000 certified manufacturing unit.SA8000 is a global social accountability standard for decent working conditions, developed and overseenby Social Accountability International (SAI). Detailed guidance for implementing or auditing to SA8000are available from its website. SAI offers training in SA8000 and other workplace standards to managers,workers and auditors. It contracts with a global accreditation agency, Social Accountability AccreditationServices (SAAS) that licenses and oversees auditing organizations to award certification to employersthat comply with SA8000.In May 2009 it was verified by SAAS Accreditation that over 1.3 million workers are employed inSA8000 Certified Facilities around the world.BasisSA8000 is an auditable certification standard based on the UN Universal Declaration of Human Rights,Convention on the Rights of the Child and various International Labour Organization (ILO) conventions.SA8000 covers the following areas of accountability: • Child Labour: No workers under the age of 15; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working. • Forced Labour: No forced labor, including prison or debt bondage labor; no lodging of deposits or identity papers by employers or outside recruiters. • Health and Safety: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water. • Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms, facilitate parallel means of association and bargaining. • Discrimination: No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment. • Discipline: No corporal punishment, mental or physical coercion or verbal abuse • Working Hours: Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium 9
  10. 10. rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement. • Compensation: Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions.Management systems for Human Resources: Facilities seeking to gain andmaintain certification must go beyond simple compliance to integrate thestandard into their management systems and practices. CertificationA facility wishing to seek certification to SA8000 must apply to a SAAS-accredited auditing firm, orcertification body. Assessment of compliance to the SA8000 Standard and the issuance of accreditedSA8000 certifications are available only through SAAS-accredited, independent organizations.There are four basic types of out of pocket costs associated with certification: • The cost associated with taking corrective and preventive action in order to qualify for compliance. After this, an organization would seek verification of its compliance. • The cost of preparing for the audit. • The cost of an independent audit by a SAAS-accredited CB. • The cost associated with taking corrective actions to resolve problems (if nonconformance have been identified).SAAS Accreditation maintains a public list of SA8000 certified facilities and statistics.As of September 30, 2010: • Certified Facilities: 2,330 • Countries Represented: 62 • Industries Represented: 66 • Number of Employees: 1,365,236The industrial sectors with the most certifications include apparel and textiles; building materials;agriculture; construction; chemicals; cosmetics; cleaning services and transportation. The countries withthe most certification to SA8000 include Brazil, India, China and Italy. 10
  11. 11. SignificanceDominic A. Tarantino, Chairman of Price Waterhouse World Firm described SA8000 in 1998 as "thefirst ever universal standard for ethical sourcing... It provides a common framework for ethical sourcingfor companies of any size and any type, anywhere in the world. SA8000 sets out provisions for issuessuch as trade union rights, the use of child labor, working hours, health and safety at work, and fair pay."However, it does not address broader issues of ecology or bribery or other issues which may requiremore consumer or executive restraint. Tarantino further argued the need for moral leadership:"Pricing, products and services are no longer the sole arbiters of commercial success... it is business thatmust take the lead in taming the global frontier. Business must take the lead in establishing rule of law inemerging markets. Business must take the lead in stopping bribery. Business must take the lead inbringing order to cyberspace. Business must take the lead in ensuring that technology does not split theworld into haves and have nots.” SRF-PFBI (Packaging Film Business Indore) Packaging Films Business has emerged as one of the most preferred and trusted business partner in the Flexible Packaging arena. Engaged in manufacturing of Bi-axially Oriented Poly-Ethylene Terephthalate (BOPET) Films commonly known as Polyester (PET) Films, it makes life easier by creating possibilities to pack things in much better, safer and environment friendly way. Every day it is collaborating with its customers to create modern packaging solutions in cost- effective and innovative ways and is known as a trustable partner with whom its always "Easy to Do Business With". Enabled by the state-of-the-art technologies and TQM driven processes Packaging Films Business offers its customers unmatched quality and responsiveness to ensure better business for them. During a short span of ten years, Packaging Films Business has crafted a significant presence in EU, 11
  12. 12. Americas, Middle East, ANZ, Russia & CIS, Africa, West Asia & South Asian regions and continues to expand its list of highly satisfied clientele across the world. Manufacturing Facilities :SRFs first 3.2 meter wide PET production line from Celier (France) started operations in 1995 with 5500MT/annum capacity of producing both thin & thick PET films in the range of 8-150 Microns. Since thenPackaging Films Business has successfully embarked the journey of capacity expansion by adding 8.2and 8.7 meter wide lines from Dornier (Germany) to become the second largest thin PET filmmanufacturer in India with current total capacity of 60000 MT/annum. This is fully supported bybackward integration into PET resin manufacturing plant from Aquafill (Germany).Two of our production lines are located in Special Economic Zone providing excellent facilitation for theoverseas customers.PFB - a fact file Facility Capacity Polyester Film 60000 TPA Metallized PET Film 12000 TPA Soft Embossed Holographic PET 1200 TPAFilm PET Resin 60000 TPASRF VALUES 12
  13. 13. Respect for othersTreating our stakeholders with respect and dignity has been a ground ruleat SRF. Its the key to building and nurturing a healthy relationship. 13
  14. 14. Respect for customers and vendors Respect for employees Respect for shareholders and investors Respect for society and environment Non-discrimination Anyone who is associated with SRF, is like a family member. Everyone is equal irrespective or their gender, background and designation. Equal opportunity is a right and shall remain so for every SRFite.IntegrityWe have always had strong moral standards. Our ethics have been our assets. We will not compromise itfor anyone. Sincerity Transparency Excellence Total excellence in everything that we do should be our aim. Excelling in whatever we do is the benchmark at SRF. Improvements and Breakthroughs Teamwork Simplicity Hard work Meritocracy 14
  15. 15. Concern for Well Being Any organization is successful only when the employees are happy. They form the soul of any organization. Motivated and happy employees are crucial to the growth of any organization. Appreciation for life outside work Care for employees Create a happy work environmentCompany’s Concerns• Shareholder Interest They value the trust of shareholders, and keep their interests paramount in every business decision we make, every choice they exercise.• People Care 15
  16. 16. They possess no greater asset than the quality of their human capital and no greater priority than the retention, growth and well-being of their vast pool of human talent• Consumer Focus They rethink every business process, product and service from the standpoint of the consumer – so as to exceed expectations at every touch point.• Excellence in Execution They believe in excellence of execution – in large, complex projects as much as small everyday tasks. If something is worth doing, it is worth doing well.• Team Work The whole is greater than the sum of its parts; in their rapidly-changing knowledge economy, organizations can prosper only by mobilizing diverse competencies, skill sets and expertise; by imbibing the spirit of “thinking together” -- integration is the rule, escalation is an exception.• Proactive Innovation They nurture innovation by breaking silos, encouraging cross-fertilization of ideas & flexibility of roles and functions. They create an environment of accountability, ownership and problem-solving –based on participative work ethic and leading-edge research• Leade rship by Empowerment They believe leadership in the new economy is about consensus building, about giving up control; about enabling and empowering people down the line to take decisions in their areas of operation and competence .• Social Responsibility 16
  17. 17. They believe that organizations, like individuals, depend on the support of the community for their survival and sustenance, and must repay this generosity in the best way they can.• Respect for Competition They respect competition – because there’s more than one way of doing things right. They can learn as much from the success of others as from their own failuresDepartments at SRF PFBI • Production • Quality • Slitter • Metalliser • Holography • Packing & PPC 17
  18. 18. • Dispatch Materials (DMAT) • Mechanical & Utility (M&U) • Electrical & Instrumentation (E&I) • 132 KVA • Purchase & Receiving • Others  Accounts  IT  External Liasoning  Works  Civil  HR , Admin  SafetyOrganizational Structure 18
  19. 19. President & CEO (CB & PFB) Mr. Roop Salotra Vice President Vice President Works & Projects Marketing & RDM Mr. H.K. Singh Mr. Prashant Mehra Associate Vice PresidentAssociate Vice President Associate Vice President Accounts HR & TQM Manufacturing Mr. Deep Chaudhary Mr. Sanjeev Asthana Mr. Manoj Jain 19
  20. 20. CADRE HEIRARCHY IN SRF-PFBI DIRECTOR CEO VICE PRESIDENT ASSOCIATE VICE PRESIDENT CHIEF MANAGER MANAGER EXECUTIVE ENGINEER OPERATOR LEARNER CONTRACT LABOUR 20
  21. 21. HR Department In SRF PFBIAt SRF PFBI, they recognize the critical role that their people play in the success andgrowth of each of their businesses. It is the skill and initiative of their workforce thatsets them apart from their peers in today’s knowledge-driven economy. It is theircommitment and dedication that lends them the competitive edge, and helps them stayahead of the curve.Their strong team of professionals is among the youngest in the country, and consistsof some of the most dynamic, motivated and qualified individuals to be foundanywhere in the world. First-rate management graduates, highly trained engineers, top-notch financial analysts and razor sharpaccountants— they have on their rolls some of the brightest minds in the business.The Department’s MissionTheir transparent HR policies and robust processes are driven by a single overarchingobjective: To attract, nurture, grow and retain the best leadership talent in every sectorand industry is which they operate.Their aim is to create a team of world beaters that is: • Committed to excellence in quality, • Focused on creation and enhancement of stakeholder value • Responsive to evolving business needs and challenges • Dedicated to uphold the core values of the GroupThe Department’s PromiseIn order to achieve their objective, they offer their people:• Growth opportunities to expand leadership capabilities• True meritocracy and freedom to choose career paths• Opportunities to develop and hone leadership and functional capabilities 21
  22. 22. • An entrepreneurial environment where people can pursue their dreams• Competitive compensationIn addition, they follow a well-defined Rewards & Recognitions programme thatperiodically identifies exceptional individual and team achievers among the variousbusiness functions and verticals in the company.The Department’s ExpectationsSRF PFBI encourages it’s employees to take leadership, at all levels of theorganization, and participate in accelerating growth of their businesses to build aformidable enterprise. Leaders in SRF PFBI are expected to:• Always keep the customers’ needs in mind and constantly innovate• Execute flawlessly and with speed• Sustain and strengthen the company’s spirit of entrepreneurship—taking ownership and accountability for their actions• Leverage synergies to learn and build on the diverse experiences and skill sets of their various businesses and teams• Create a true meritocracy with a pervasive commitment to transparent systems and processes• Do all this with unquestionable Integrity to ensure total compliance with the laws of the land. 22
  23. 23. HR STRUCTURE AT SRF Mr. Suresh Tripathi (CEO) Mr. Sanjeev Asthana (AVP)Mr. G. Dinesh Babu Mr. Amit Bhagariya (Chief Manager) (Manager) Mr. Fattey Singh Mr. Madan Bani (HR & Admin) (Process Associate) Ms. Bharti Kathil Mr. R.K Maurya (HR & Admin) (Sr. Executive) Mr. Lalit Sharma (HR & Admin – Time office) Mr. Jeetendra Singh Panwar (HR-Admin & TQM) 23
  24. 24. RECRUITMENT AND SELECTION PROCESSAccording to Edwin B. Flippo, “Recruitment is the process of searching the candidatesfor employment and stimulating them to apply for jobs in the organization”.Recruitment is the activity that links the employers and the job seekers.Recruitment is a linking activity- bringing together jobs to fill and those seeking jobs.A good recruitment program should attract the qualified & not unqualified.Recruitment is a costly affair. There are legal implications of incompetent selection –negligent hiring. “Organizations must consider recruitment as a strategic war to attracttalent, and must develop and implement aggressive talent acquisition strategies inorder to dominate the labor market within a given industry. With the impendingretirement of the baby-boomer generation and the lack of availability of high qualitysenior-level talent, many companies consider talent acquisition to be the mostimportant business challenge facing them today”.Recruitment of candidates is the function preceding the selection, which helps create apool of prospective employees for the organization so that the management can selectthe right candidate for the right job from this pool. The main objective of therecruitment process is to expedite the selection process.Recruitment is a continuous process whereby the firm attempts to develop a pool ofqualified applicants for the future human resources needs even though specificvacancies do not exist. Usually, the recruitment process starts when a manger initiatesan employee requisition for a specific vacancy or an anticipated vacancy. 24
  25. 25. Purpose & Importance Of Recruitment: • Attract and encourage more and more candidates to apply in the organization. • Create a talent pool of candidates to enable the selection of best candidates for the organization. • Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. • Recruitment is the process which links the employers with the employees. • Increase the pool of job candidates at minimum cost. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. • Meet the organizations legal and social obligations regarding the composition of its workforce. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. • So, those people who are involved in the process have a high level of responsibilities. 25
  26. 26. Management’s Role in RecruitmentRecruitment planning is anticipating and using all available flexibilities and strategiesto maintain the workforce. Human Resources Responsibilities along with the civilianRecruitment Team can help through this process by further explaining strategies andhelping to find easier ways to accomplish them.Responsibilities include:• Determining a vacancy exists.• Choosing the right strategies to fill the position.• Defining and capturing the need (understanding the position, its functions, duties, responsibilities, and skill requirements.)• Initiating the final action.Recruitment needs are of three types• PLANNED i.e. the needs arising from changes in organization and retirement policy.• ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.• UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs. 26
  27. 27. The Recruitment Process 1 Determine the exact need 8 Implement the decision 2 Obtain approval 9 Allow time for response 3 Combine / update job description 10 Screen responses and job specification 4 Determine KPAs of the job 11Draw up a candiddate shortlist 5 Consult the recruitment policy 12 Provide feedback to applicants & procedure 6 Choose the recruitment source(s) 13 Proceed to selection 7 Decide on a recruitment method 14 Evaluate the recruitment effort SOURCES OF RECRUITMENTEvery organization has the option of choosing the candidates for its recruitmentprocesses from two kinds of sources: internal and external sources. The sources withinthe organization itself (like transfer of employees from one department to other,promotions) to fill a position are known as the internal sources of recruitment.Recruitment candidates from all the other sources (like outsourcing agencies etc.) areknown as the external sources of recruitment. 27
  28. 28. SOURCES OF RECRUITMENTInternal Sources Of Recruitment 1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 28
  29. 29. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for fitting in. 2. The organization is unlikely to be greatly disrupted by someone who is used to working with others in the organization. 3. Internal promotion acts as an incentive to all staff to work harder within the organization. 4. From the firms point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success on paper.The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.External Sources Of RecruitmentExternal recruitment makes it possible to draw upon a wider range of talent, andprovides the opportunity to bring new experience and ideas in to the business.Disadvantages are that it is more costly and the company may end up with someonewho proves to be less effective in practice than they did on paper and in the interviewsituation.There are a number of stages, which can be used to define and set out the nature ofparticular jobs for recruitment purposes: 29
  30. 30. Job analysis is the process of examining jobs in order to identify the key requirementsof each job. A number of important questions need to be explored: the title of the jobto whom the employee is responsible for whom the employee is responsible a simpledescription of the role and duties of the employee within the organization.Job analysis is used in order to: 1. Choose employees either from the ranks of your existing staff or from the recruitment of new staff. 2. Set out the training requirements of a particular job. 3. Provide information which will help in decision making about the type of equipment and materials to be employed with the job. 4. Identify and profile the experiences of employees in their work tasks (information which can be used as evidence for staff development and promotion). 5. Identify areas of risk and danger at work. 6. Help in setting rates of pay for job tasks. Job analysis can be carried out by direct observation of employees at work, by finding out information from interviewing job holders, or by referring to documents such as training manuals. Information can be leaned directly from the person carrying out a task and/or from their supervisory staff. Some large organizations specifically employ job analysts. In most companies, however, job analysis is expected to be part of the general skills of a training or personnel officer.Job descriptionA job description will set out how a particular employee will fit into the organization.It will therefore need to set out: • the title of the job 30
  31. 31. • to whom the employee is responsible • for whom the employee is responsible • a simple description of the role and duties of the employee within the organization.A job description could be used as a job indicator for applicants for a job.Alternatively, it could be used as a guideline for an employee and/or his or her linemanager as to his or her role and responsibility within the organization.Job specificationA job specification goes beyond a mere description - in addition, it highlights themental and physical attributes required of the job holder. For example, a jobspecification for a trainee managers post in a retail store included the following:Managers at all levels would be expected to show responsibility. The company islooking for people who are tough and talented. They should have a flair for business,know how to sell, and to work in a team.Job analysis, description, and specification can provide useful information to abusiness in addition to serving as recruitment instruments. For example, staff appraisalis a means of monitoring staff performance and is a feature of promotion in moderncompanies. In some companies, for example, employees and their immediate linemanagers discuss personal goals and targets for the coming time period (e.g. the nextsix months). The appraisal will then involve a review of performance during theprevious six months, and setting new targets. Job details can serve as a useful basis forestablishing dialogue and targets. Job descriptions can be used as reference points forarbitrating in disputes as to who does what in a business. Selection involvesprocedures to identify the most appropriate candidates to fill posts. An effectiveselection procedure will therefore take into consideration the following:keeping the costs of selection down making sure that the skills and qualities beingsought have been identified, developing a process for identifying them in candidates 31
  32. 32. making sure that the candidates selected, will want the job, and will stay with thecompany.Keeping the costs of selection down will involve such factors as holding the interviewsin a location, which is accessible to the interviewing panel, and to those beinginterviewed. The interviewing panel must have available to them all the necessarydocumentations, such as application forms available to study before the interviews takeplace. A short list must be made up of suitable candidates, so that the interviews do nothave to take place a second time, with new job advertisements being placed.The skills required should have been identified through the process of job analysis,description and specification. It is important then to identify ways of testing whethercandidates meet these requirements. Testing this out may involve: interviewingcandidates asking them to get involved in simulated work scenarios asking them toprovide samples of previous work getting them to fill in personality and intelligencetests giving them real work simulations to test their abilities.The external sources Of Recruitment are:1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for 32
  33. 33. recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs.6. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies. 33
  34. 34. Apart from these there are some other sources which are nowadays commonly used bythe organizations. These sources are • Headhunting • Third party recruitment • Recruitment Process Outsourcing (RPO) • E-RecruitmentHEADHUNTING is a frequently used name when referring to third party recruiters, butthere are significant differences. In general, a company would employ a head-hunterwhen the normal recruitment efforts have failed to provide a viable candidate for thejob. Head-hunters are generally more aggressive than in-house recruiters and will use,advanced sales techniques such as initially posing as clients to generate names ofemployees and their positions and personally visiting candidate offices. They can alsopurchase expensive lists of names and job titles. They will prepare a candidate for theinterview, negotiate salary, and conduct closure to the search. In general, in houserecruiters will do their best to attract candidates for specific jobs while head-hunterswill actively seek them out, utilizing large databases, internet strategies, purchasingcompany directories or lists of candidates, networking, and often cold calling. Manycompanies go to great efforts to make it difficult for head-hunters to locate theiremployees.THIRD PARTY RECRUITMENT firms are usually distinguished by the method inwhich they bill a company. Outside recruitment agencies charge a placement fee whenthe candidate they recruited has accepted a job with the company that has agreed to paythe fee. Fees of these agencies generally range from a straight contingency fee to afully retained service which is similar to placing an attorney on retainer. Allrecruitment agencies are defined by the placement of a candidate to a particular jobwithin a company.RECRUITMENT PROCESS OUTSOURCING (RPO ) is a form of business processoutsourcing (BPO) where an employer outsources or transfers all or part of its 34
  35. 35. recruitment activities to an external service provider. RPO may involve the outsourcingof all or just part of recruitment functions and process. The external service providermay serve as a virtual recruiting department by providing a complete package of skills,tools, technologies and activities. The RPO service provider is "the" source for in-scope recruitment activity.On the other hand, occasional recruitment support, for example temporary, contingencyand executive search services are more analogous to out-tasking, co-sourcing or justsourcing. In this example the service provider is "a" source for certain types ofrecruitment activity differentiating. The biggest distinction between RPO and othertypes of staffing is Process. In RPO the service provider assumes ownership of theprocess, while in other types of staffing the service provider is part of a processcontrolled by the organization buying their services.e-RECRUITMENT covers a range of Web-based application tools used for theprovisioning (typically) of human resources. These applications assist in therecruitment of suitable candidates for vacant positions. Some applications do this bysemi-automating the entire recruitment and hiring process. E-recruitment applications(or software packages that are web-enabled) typically enable recruitment teams tocreate job postings, manage job application responses, schedule interviews and manageother recruitment tasks. This dramatically reduces the labor and money spent improvesthe quality and quantity of the applicant pool.Recruitment Policy Of a CompanyIn today’s rapidly changing business environment, a well defined recruitment policy isnecessary for organizations to respond to its human resource requirements in time.Therefore, it is important to have a clear and concise recruitment policy in place,which can be executed effectively to recruit the best talent pool for the selection of theright candidate at the right place quickly. Creating a suitable recruitment policy is thefirst step in the efficient hiring process. A clear and concise recruitment policy helpsensure a sound recruitment process. 35
  36. 36. It specifies the objectives of recruitment and provides a framework for implementationof recruitment programme. It may involve organizational system to be developed forimplementing recruitment programmes and procedures by filling up vacancies with bestqualified people.Components of The Recruitment Policy • The general recruitment policies and terms of the organization • Recruitment services of consultants • Recruitment of temporary employees • Unique recruitment situations • The selection process • The job descriptions • The terms and conditions of the employmentA recruitment policy of an organization should be such that:• It should focus on recruiting the best potential people.• To ensure that every applicant and employee is treated equally with dignity and respect.• Unbiased policy.• To aid and encourage employees in realizing their full potential.• Transparent, task oriented and merit based selection.• Weightage during selection given to factors that suit organization needs.• Optimization of manpower at the time of selection process.• Defining the competent authority to approve each selection.• Abides by relevant public policy and legislation on hiring and employment relationship.• Integrates employee needs with the organizational needs.Factors Affecting Recruitment Policy 36
  37. 37. • Organizational objectives• Personnel policies of the organization and its competitors.• Government policies on reservations.• Preferred sources of recruitment.• Need of the organization.• Recruitment costs and financial implications. Selection ProcessSelection is the system of functions and devices adopted in a given company toascertain whether the candidates’ specifications are matched with the job specificationsand requirements or not. The obvious guiding policy in selection is the intention tochoose the individual candidate who can most successfully perform the job from thepool of qualified candidates.Selection of personnel to man the organization is a crucial, complex and continuingfunction. The ability of an organization to attain its goals effectively and to develop ina dynamic environment largely depends upon the effectiveness of its selectionprogramme. If right personnel are selected, the remaining functions of personnelmanagement become easier, the employee contribution and commitment will be atoptimum level and employee-employee relations will be congenial. If the right personis selected, he is a valuable asset to the organization and if faulty selection is made,the employee will become a liability to the organization.Selection Procedure • JOB ANALYSIS: Job analysis forms the basis for selecting the right candidate. It includes a detailed study of the positions for which recruitments are to be made, in the form of Job Description and Job Specification • HUMAN RESOURCE PLAN : Under this plan estimates are laid for the future requirement of employees. This forms the basis for the future recruitment function. 37
  38. 38. • RECRUITMENT : It refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization.• DEVELOPMENT OF BASIS FOR SELECTION : This involves the selection of appropriate candidates from the applicants’ pool by adopting suitable techniques for screening.• APPLICATION FORM : This is also known as application blank. This technique is utilized for securing information from the prospective candidates.• WRITTEN EXAMINATION : Application form is followed by written examination for the short listed candidates for assessing the candidate’s ability, aptitude, reasoning and knowledge in various disciplines.• PRELIMINARY INTERVIEW : Preliminary interview is to solicit necessary information from the prospective applicants and to assess the applicant’s suitability to the job.• TEST : Test is essentially an objective and standardized measure of sample of behavior from which inferences about future behavior and performance of the candidate can be drawn. Tests can be of following type: o Aptitude Test : This test measure whether an individual has the capacity or latent ability to learn a given job if adequate training. Aptitude test can be further subdivided in to  Intelligence test  Emotional test  Skill test  Psychometric test o Achievement Test : These tests are conducted to measure the value of a specific achievement when an organization wishes to employ experienced candidate . o Situational Test : This test evaluates a candidate in a real life situation o Interest Test : These tests are inventories of the likes and the dislikes of the candidate in relation to the job, work, occupations, hobbies and recreational activities. o Personality Test : These tests prove deeply to discover clues to an individual’s value system. 38
  39. 39. o Multi-Dimensional Testing : Organizations develop such tests in order to find out whether the candidates possess a variety of skills or not, candidate’s ability to integrate the multi-skills and potentiality to apply them based on situational and functional requirement .• INTERVIEW: In this step, the interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observation during the interview. Tests can be of following types:-o Background information interviewo Job and probing interviewo Stress interviewo Group discussion interviewo Panel interviewo Decision making interview• MEDICAL EXAMINATION : Certain jobs require certain physical qualities like clear vision, percept hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. medical examination reveals whether or not a a candidate possesses these qualities.• REFERENCE CHECK : At this step candidates are required to give the names of references in their application forms. This is done in order to verify the information provided by the candidate.• JOB OFFER : After taking the final decision, the organization has to intimate this decision to the successful as well as unsuccessful candidates. Those selected are offered the job and the candidate has to communicate his/her acceptance to the offer. He/she can also approach the organization for the modification of the job letter and in case things are not working out the offer is rejected by the candidate. 39
  40. 40. • EMPLOYMENT : The Company may modify the terms and conditions of employment as requested by the candidate and thereby place them on the job. RECRUITMENT AND INDUCTION PROCESS AT SRF PFBIRecruitment is the process of identifying that the organization needs to employsomeone up to the point at which application forms for the post have arrived at theorganization. Selection then consists of the processes involved in choosing fromapplicants a suitable candidate to fill a post. Recruiting individuals to fill particularposts within a business can be done either internally by recruitment within the firm, orexternally by recruiting people from outside. The recruitment and selection process atSRF PFBI begins with management determining the exact need of the posts to be filled.There are a number of posts which have to be filled, for the different businesses. Then,the management shortlists the resume of the candidate whose attributes match with thejob description and specification required for the job. The organization gets manyresumes of unsolicited applicants on a daily basis which they shortlist according to thequalification and experience for a particular post. As the candidate visits to submit hisresume he is asked to fill in the first page of Personal Data Format (PDF) as shown inAppendix 1, which is forwarded in the interview room.The recruitment process at SRF PFBI starts with the enquiry/ walk-in management ofthe candidate when he submits his resume, which consists of registration of thecandidates and eligibility verification of the candidate’s name, phone number, age,qualification and experience. It also consists of taking two references of peers andproviding job brief and information regarding compensation, career progression andexpectation setting in the company. 40
  41. 41. Then, the screened candidates go through testing and evaluation stage . Whereselection tests are a valid method of assessing a candidate (i.e. effectively measuresthe job criteria, is relevant, reliable, fair and unbiased – also considering the predictivecapacities of tests), they are an extremely useful tool and are recommended for use.The candidates undergo a selection test and those who manage to score more than thecut off make it to the next round. A sample of Aptitude Test is given in Appendix 3.The Recruiter evaluates the tests and also validates the cut offs for them. Theevaluation sheets are then attached with the PDF sheet and interview assessment sheetof the respective candidate before going in for the final interview.As per the plan the final interview of the candidate will be with the managementpersonnel of the department and business for which the candidate has applied for. Theselected candidates are then made to complete the joining formalities and the rejectedones are given feedback. A list of selected, shortlisted, on hold and rejected candidatesis also maintained by the organization for future use. 41
  42. 42. The Recruitment Process Enquiry/ Walk-in Management(Registration, References, Eligibility Verification, Job Brief) Preliminary Interview/ Screening (Job Understanding, Willingness, Compensation, Functional Knowledge) Testing & Evaluation Final Interview (CLIENT) 42
  43. 43. Advertisement Based Recruitment Advertisement, Inserts (1 in 1 month)Message/ Communication Medium (Eng/Local Language) (Local Newspaper) Target Audience Walk-ins Referrals (75-100 per day) 150-200(2 from each walk-ins) Selections 43
  44. 44. 44
  45. 45. INDUCTION PROCESS at SRF_PFBIAn induction programme is the process used within many businesses to welcome new employees to thecompany and prepare them for their new role.Induction training should, according to TPI-theory, include development of theoretical and practicalskills, but also meet interaction needs that exist among the new employees.Benefits of an induction programmeAn induction programme is an important process for bringing staff into an organization. It provides anintroduction to the working environment and the set-up of the employee within the organization. Theprocess will cover the employer and employee rights and the terms and conditions of employment. As apriority the induction programme must cover any legal and compliance requirements for working at thecompany and pay attention to the health and safety of the new employee.An induction programme is part of an organisations knowledge management process and is intended toenable the new starter to become a useful, integrated member of the team, rather than being "thrown in atthe deep end" without understanding how to do their job, or how their role fits in with the rest of thecompany.Good induction programmes can increase productivity and reduce short-term turnover of staff. Theseprograms can also play a critical role under the socialization to the organization in terms of performance,attitudes and organizational commitment.A typical induction programmeA typical induction programme will include at least some of the following: • any legal requirements (for example in the UK, some Health and Safety training is obligatory) • any regulatory requirements (for example in the UK banking sector certain forms need to be completed) • introduction to terms and conditions (for example, holiday entitlement, how to make expense claims, etc) • a basic introduction to the company, and how the particular department fits in • a guided tour of the building • completion of government requirements (for example in UK submission of a P45 or P60) • set-up of payroll details • introductions to key members of staff • specific job-role training 45
  46. 46. Best practiceIn order to fully benefit the company and employee, the induction programme should be planned inadvance. A timetable should be prepared, detailing the induction activities for a set period of time(ideally at least a week) for the new employee, including a named member of staff who will beresponsible for each activity. This plan should be circulated to everyone involved in the inductionprocess, including the new starter. If possible it should be sent to the new starter in advance, if not co-created with the new starterIt is also considered best practice to assign a buddy to every new starter. If possible this should be aperson who the new starter will not be working with directly, but who can undertake some of the tasks onthe induction programme, as well as generally make the new employee feel welcome. (For example, byensuring they are included in any lunchtime social activities. 46
  47. 47. LIMITATIONS OF THE STUDY It is always true that there is no end to learning and experimentation, similarlywe can never conclusively say that a study is complete. This study could also havebeen more comprehensive but due to paucity of time, the number of vacancy floatationsand inductions were limited to a certain extent. Still the results deduced from the studyare well supported by the data available.Had time permitted, the study could have also included the analysis of the interviewprocess and the success of the entire recruitment and selection process by calculatingratios which were not included. 1. The data gathered over the entire span of this project may not be completely accurate due to the unpredictability of human nature. 2. A short time-frame of only two months might not be enough to yield the desired results that were envisioned during the commissioning of this project. 3. The results would had been better reflected if the study would had covered other locations across the country 4. More representation from several departments at all levels would had given a good mix to the respondents pool 47
  48. 48. RECOMMENDATIONSHaving considered all the responses available and the issues set out above, followingrecommendations can be made:1. Though SRF PFBI follows a strict process for reference check but still at occasions the existing format proves to be inefficient. The main fault is the type of reference check used. Resume check is the only method of background check adopted by SRF PFBI. Verifying the information furnished, with the references provided by the candidate himself does this. This method is open to ample amount of manipulation. Candidate may tend to conceal information, which may reflect a negative picture of his background, and the same could be critical for the organization. For this purpose SRF PFBI needs to adopt other methods of background check. These could be of following types: • Criminal check : Here the candidate is checked for any involvement in unlawful practices. This involves verifying with the local authorities that he/she is not involved in any criminal activities. Else the candidate can also be asked to get a certificate verifying the same. • Resume check: This is most common method wherein the information furnished by the candidate in the resume is cross checked with his/her past employer, or the references provided in the resume. • Education check : Education check demands the verification of the various certificates and degrees awarded to the candidate. This pertains to verification of the educational qualification assured by the candidate. • Drug screening : This is checked by the medium of a medical examination • Physical exam : Physical check is performed for the positions for which strength and stamina is required. This can again be done by medical check • Psychological testing : A psychological test is a standardized instrument designed to measure objectively one or more aspects of a total personality by means of samples of verbal or nonverbal responses. Psychometric assessments 48
  49. 49. are used to enhance the quality and quantity of available information and to promote fairness and equality of opportunity for all.2. Ensure an up-to-date job description which contains information related to : • Specific tasks and activities required for a job • The knowledge, skills and abilities required for effective performance by the job incumbent3. Evaluate the recruitment strategy to determine its efficacy. For example: • Conduct a cost-benefit analysis in terms of the number of applicants referred, interviewed, selected, and hired • Compare the effectiveness of applicants hired from various sources.4. Continuation of the Employee Referral Scheme and to monitor and expand the scheme dependent on its success. But other sources should also be Incorporated to bring high quality of talent to the company.5. More information about job openings should be circulated at web-worlds all over the country and the candidates could be screened through video conferencing at the web-worlds itself so that the candidates don’t have to come all the way to another city for the first round.6. Other statistics should also be calculated from time to time to check the success of the recruitment and selection process. They are: • Selection rate - Percentage hired from a given group of candidates • Acceptance Rate - Percentage of rejected job offers • Success Base Rate -Comparing percentage rate of past applicants who were good employees to that of current employees. 49
  50. 50. APPENDICES50
  51. 51. Appendix 1: Personal Data Format (PDF) SRF LIMITED PERSONAL DATA FORMPOSITION APPLIED FOR _________________________A. PERSONAL DETAILS Nam e (Surname) (First Name) (Middle Name) Passport size photograph to be Father’s / Husband’s Name affixed Date of Birth: Place of Birth: Blood Marital Status: Group: Cast( Pls SC/ST/OBC/ Encircle) Others Present Address: Permanent Address: Telephone: Telephone: Email: Family Details (include spouse, children, parents and dependants, if any): Name Age Relationshi Occupation/ Prev. Income p occupation, if retired Rs.p.a.** approximate income per annum, in case of earning members Languages Known: Speak: Read: Write: Passport No.: Date of Expiry: 51
  52. 52. B. EDUCATIONAL & PROFESSIONAL DETAILS1. Academic details : (including Class X, XII, Graduation, PG, etc.) From To College / Institution Course/ Full/Part Major Subjects/ Class (Mon (Mon Degree Time Specialisation /%&Year) &Year) Corresponde nce2. Details of extraordinary achievements in academics, ifany:3. Membership of any professionalorganisations:C. 1. EMPLOYMENT DETAILS (start with the most recent) 52
  53. 53. DurationFro To m (Mon(Mo &Year) Organisation Designation Job Profile Reason for change n&Ye ar) 2. Organisation chart indicating reporting relationships: (current employer) 3. Present job responsibilities: (Please be brief, if required please attached a separate sheet)4. Details of extraordinary achievements in job, if any: 53
  54. 54. 5. Details of major training undergone or seminar participated in: (of more than 2 days duration) Course Title Duration Institute, Location 6. Your strengths and areas of improvement: Strengths Areas of Improvement 7. Where do you see yourself in the next five years? What competencies will take you there? D. OTHER DETAILS REQUIRED:I1. Interests / Hobbies / Extra curricular activities: 2. Particulars of material indebtedness (if any): 3. If you have been involved in criminal proceedings, give details: 4. Do you know anyone working with the SRF Group of companies? 5. Have you applied to any SRF Group of Companies earlier? If yes, give the details 54
  55. 55. 6. Locational preference (if any): _______________________________________________7. References (Do not mention relatives or friends. Please give three references including reference of your reporting authority in the previous organisation if possible. Freshers may give the Head of Department, Principal’s reference): Name and designation Address Current phone and email E. DECLARATION I declare that the information furnished by me is true. If, at any time, I am found to have concealed any information or having provided incomplete or false information my employment shall stand terminated. lace: Signature Date : Name F. COMPENSATION EVALUATION SHEET (Most recent) : Components Monthly Annual Remarks Basic HRA Reimbursements and Allowances Medical LTA Telephone reimbursement Uniform Allowance (for buying uniform) Washing Allowance Medical Insurance premium (if paid by the company) Any other allowance 55
  56. 56. Car/Scooter/Bus/TransportallowanceAllowance being paidbecause of 12 hrs shiftReimbursement forMagazinesCanteenLoan amount (pl mentioninterest amount also)PFGratuitySuperannuationBonusIncentivesCommissionsAny Exgratia amount (inlieu of bonus etc)Any other (not includedabove)Leave encashment rulesTOTAL (Gross)Note:1. Please give valuation of all the components ( LTA, Telephone, Magazines etc.)2. In case you get selected for the position, for our records we would be needing your last salary slip / salary certificate from your companyRemuneration Expected : Rs._______________ p.a. 56
  57. 57. Appendix 2: Interview Assessment Sheet INTERVIEW ASSESSMENT SHEETPosition Specification :Position: Unit : Grade: Process:Personal information:Name Age Current salaryQualification Experience Expected salaryScale: 1. Poor 2. Average 3. Good 4. Very Good 5. Outstanding SCORESL COMPETENCY Areas of Strength Area of Concern (out of 5) Knowledge about flexible1 packaging industry Knowledge about business2 candidate is currently working in Functional3 knowledge/Subject Knowledge Knowledge about related4 areas (Apart from his own)5 Communication Skills Analytical and logical6 thinking General Awareness & IT7 Awareness8 Team Worker9 Leadership / Initiative10 Values11 Salary negotiatedOverall AssessmentSelected Shortlisted Hold RejectedIf not shortlisted/rejected, please give reasons : 57
  58. 58. Date of Interview: __________________ Interviewer: ________________ 58
  59. 59. Appendix 3: Sample Aptitude TestPLEASE DO NOT WRITE ANYTHING ON THIS BOOKLETInstructions to the Candidates:You will be given an Answer sheet separately for marking the answers. Candidates are requested to tickthe right answer against the serial number of the question on the answer sheet.Time allowed: 60 MinutesThere are 3 sections in this paper1. General Intelligence / Test of Reasoning2. Numerical Ability3. General ScienceAll Questions are to be answered. 1. If A=1, B=2, C=3, D=4 etc. what does the number “8514” make? a. HEAD b. IEAD c. EHAD d. HFAD e. none of these 2. A Husband and Wife had five married sons and each of these had four children. How many members were there in family? a. 32 b. 30 c. 20 d. 27 e. none of these 3. Ram is taller than Shyam and Hari. Mohan is taller than Ram and Hari. Who is the tallest of the four, a. Ram b. Shyam c. Hari d. Mohan e. none of these Find out the best suitable answer. (Q 4-5) 4. Rubber is wrapped around electric wire because a. It renders it easy to handle the wire b. It gives shape to it c. It makes the wire fit easily d. It is a bad conductor of electricity e. none of these 5. We generally wear white clothes in summer because: a. They look beautiful and bright b. They reflect the rays of sun and keep us cool c. They soon appear dirty and by washing them more often we may keep clean d. They improve prestige e. none of these 6. A tap fills a tank in 10 hours and the other empties it in 8 hours. If both are opened at one and same time the tank will be filled in how many hours? a. 18 hours b. Can never be filled c. 30 hours d. 40 hours e. none of these 7. Write the number of the choice which provides the answer in the following If 8x4=42 6x6=33 2x2=11 44x6=228 then 2x8=? a. 32 b. 16 c. 14 d. 4 e. none of these Spot the odd man out in each of the following (Q8 – 11) 8. a. Ram b. Shyam c. Suresh d. Captain e. None 59
  60. 60. 9. a. Chair b. Stool c. Book d. bench e. none of these10. a. Car b. Bus c. Aeroplane d. Scooter d. none of these11. a. School b. Student c. Factory d. Teacher e. none of these12. Starting from a point you travel you travel north 4 miles, then turn left and travel west for 2 miles andthen left again and travel for 4 miles. How far are you from the starting point.a. 3 miles b. 4 miles c. 2 miles d.1.5 miles e. none of these13. B is the Father of C, but C is not the Son of B. what relation is C to B?a. Brother b. Niece c. Sister d. Son e. none of these14. The sun rises to your left, which direction are you facing?a. East b. West c. North d. South e. none of these15. A girl was required to meet his doctor in the evening every Sunday. The first time she came at 4.30, thenext time at 5.20, then at 6.30, then at 8.00. When did she turn up after that?a. 9.20 b. 8.34 c. 9.54 d. 9.50 e. none of these16. Which word comes first in the dictionary?a. Retain b. Retention c. Recalcitrant d. Reclaim e. none of these17. A is seventh in the line from either end. How many people are there in the line?a. 15 b.14 c. 12 d. 13 e. none of these18. What is 50% of ½a. 0.25 b. 0.50 c. 1.0 d. 0.1 e. none of these19. What is the value of 1/0.002?a. 500 b. 200 c. 400 d. 150 e. none of these20. If A=2, B=3, C=1, D=9. Find out the value of “ A2+B2+2C√Da. 19 b. 18 c. 13 d. 12 e. none of these21. If A=-1, B=2 and C=-3, find out the value of A2+B2+2ABC-Ca. 20 b. –15 c. 10 d. –16 e. none of these22. In a class of 20 students the average age is 16 years. If the age of the teacher is added to that student the averageage of the class becomes 17 Years. Calculate the age of the teacher?a. 24 Years b. 37 Years c. 47 Years d. 57 Years e. none of these23. The ratio of grandmother’s age and grandson’s age is 8:4. if the sum of their ages is 120 Years, how old isthe grand son?a. 18 Years b. 22 Years c. 40 Years d. 42 Years e. none of these24. If MOHAN is coded as 56237 and UMA is coded as 853, how can HANUMAN be coded?a. 2758373 b. 2378537 c. 2852337 d. 7783532 e. none of these25. Let PQ = 32 Kms. A man starts from P and walks 16 Kms on the first day. On the second day he walks 8Kms. On the third day, he walks 4 Kms and so on. (i.e. on each day he walks half of what he walked theprevious day) when will he reach Q?a. In 16 days b. In 18 days c. In 32 days d. Never e. None of these 60
  61. 61. 26. Four of the following five are alike in a certain way and so form a group. Which is the one that does not belong to that group? 25, 36, 49, 65,a. 25 b. 49 c. 36 d. 65 e. None of these27. AG is related to IO in the same way “EK” is related toa. MS b. LR c. PV d. SY e. None of these28. Which number will complete the following series? 6, 11, 21, 36, 56…………..a. 51 b. 91 c. 42 d. 81 e. none of these29. If ‘+’ means ‘÷‘ ; ‘X’ means ‘-‘, ‘÷’ means ‘+’ and ‘-‘ means ‘X’ than “16÷8X6-2+12=?”a. 22 b. 24 c. 23 d. 20 e. none of these30. How many 3s are there in the following series which are immediately proceeded by an odd number? 53894372381384235734236a. 5 b. 3 c. 2 d. 7 e. none of these31. the jelly like fluid found in eye ball is calleda. vitreous humour b. aqueous humour c. plasma d. CSF e. None of these32. The phenomenon due to which bottom of tank filled with water appears raised, called?a. Dispersion b. Reflection c. Absorption d. Refraction e. None of these33. One neno ampere is equal to…….?a. 10-3 b. 10-9 c. 10-6 d. 10-12 e. none of these34. Unit of measuring electric charge is…….?a. Ampere b. Watt c. Jule d. Coulomb e. None of these35. Water stored in dams has…..?a. Potential energy b. Kinetic energy c. Chemical energy d. Physical energye. None of these36. What is the condition(s) necessary for Combustion?a. there must be a combustible substanceb. there must be a continuous supply of supporter of combustionc. the temperature of combustion substance should be above its ignition temperatured. All of the abovee. None of these37. A natural satellite revolving around the earth is called….?a. Moon b. Venus c. Pluto d. Mars e. None of these38. A cluster of billions of stars is calleda. Constellation b. Cassiopeia c. Galaxy e. Orion e. None of these39. A gas present in air which turns lime water milky is called….?a. Carbon mono oxideb. Oxygenc. Carbon dioxide 61
  62. 62. d. Nitrogene. None of these40. The temperature at which a solid starts changing into its liquid state, without any rise in temperature is called its…………a. Melting pointb. Boiling pointc. Critical temperatured. Absolute temperaturee. None of these41. ‘Na cl’ is called as ……a. Sodium chloride b. Rock salt c. Common salt d. All of the above e. None of these42. Chemical composition of Chalk is….a. CaCo3 b. Na2Co3 c. CaO d. NaHCo3 e. None of these43. Calculate the number of neutrons in Oxygen atom having Mass number = 16 and Atomic Number = 8.a. 24 b. 8 c. –8 d. 4 e. none of these44. Formation of Na ion takes place bya. Addition of 1 electronb. Addition of 2 electronc. Removal of 1 electrond. Removal of 2 electrone. None of these45. Amount of Silver present in German Silver isa. 90% b. 15-20% c. 75% d. 10% e. none of these46. A pure diamond isa. Colorless b. Transparent c. Brittle d. All of the above e. None of these47. Cell wall presents ina. Animal b. Plant c. Bacteria d. Option b & C e. None of these48. Malaria is caused bya. Virus b. Bacteria c. Protozoan d. Fungi e. None of these49. Which one of the following is water borne disease?a. Malaria b. Cholera c. Chicken pox d. All of the above e. None of these50. 1 mm = ___________ Micronsa. 10-2 b. 10-3 c. 10-6 d. 10-9 e. none of these 62
  63. 63. Answer Sheet for EvaluationQ. Q.No. Options No. Options 1 b c d e 26 a b c e 2 b c d e 27 b c d e 3 a b c e 28 a b c e 4 a b c e 29 a b d e 5 a c d e 30 a b d e 6 a c d e 31 b c d e 7 a b d e 32 a b c e 8 a b c e 33 a c d e 9 a b d e 34 a b c e10 a b d e 35 b c d e11 a b d e 36 a b c e12 a b d e 37 b c d e13 a b c d 38 a b d e14 a b c e 39 b c d e15 a b c e 40 b c d e16 a b d e 41 a b c e17 a b c e 42 b c d e18 b c d e 43 a c d e19 b c d e 44 a b d e20 b c d e 45 a b c d21 a b d 46 a b c e22 a c d e 47 a b c e23 a b d e 48 a b d e24 a c d e 49 a c d e25 a b c e 50 a c d e 63
  64. 64. BIBLIOGRAPHY• www.wiki.answers.com• www.hrmadvice.com• www.recruitment.naukrihub.com• www.relianceadagroup.com• Tripathi, P.C., Human Resource Development, New Delhi, Sultan Chand & sons, 2003.• Rao, V.S.P., personal management, New Delhi, Sultan Chand & Sons, 2001.• Business Research Methods by William G. Zikmund 64
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