P. 1
Oriental Institute of Management Final

Oriental Institute of Management Final

|Views: 3|Likes:
Published by Vinay Singh
Research Project
Research Project

More info:

Published by: Vinay Singh on Mar 11, 2013
Copyright:Attribution Non-commercial


Read on Scribd mobile: iPhone, iPad and Android.
download as DOCX, PDF, TXT or read online from Scribd
See more
See less






  • Objectives Of The Study
  • Siemens Recruitment Process
  • Data Analysis and Interpretation of Study:
  • Facts & Findings
  • Limitations Of The Study


Submitted in partial fulfillment of the requirements for Master of Management (MMS)

By Harshada Mohan Saindane 1158 Batch of 2011-12

ORIENTAL INSTITUTE OF MANAGEMENT , PLOT NO -149 Sector 12, Navi Mumbai - 400703 July 2011

Oriental Institute Of Management


We would like to take this opportunity to convey our heart-full thanks and deep appreciation for the help rendered to us, by all of you resulting in successful completion of our project. We wish to give grateful acknowledgement to all helpful person whose experience and guidance helped us a lot to make this project a success. We are highly indebted to our project guide Prof. Shakti Awasthi for her continuous support and guidance without which this project could not have been in reality. We would also like to thanks the teaching and nonteaching staff and my friends who co-operated and helped us for the completion of this project. Yours Faithfully, Harshada M Saindane

Oriental Institute Of Management


I SAINDANE HARSHADA MOHAN Roll No 1158 student of MMS 1st Year is here by to certify that this project work titled ”The Study And Analysis Of Recruitment at Siemens Limited Navi Mumbai.” carried out by me , in partial fulfillment of the requirements of the program is an original work of mine under the guidance of Industry mentor Mrs.Archana Hota Institute mentor Prof. Shakti Awasthi

I further declare that it is not a reproduction from any existing work of any person and it has not been submitted to any other university or institute for the award of a degree or diploma or any other similar title of recognition.

(Students signature) Date July 2011

Oriental Institute Of Management

Oriental Institute Of Management CERTIFICATE This is to certify that Ms.Saindane Harshada Mohan. Roll no.1158 is a full time bonafide student of Oriental Institute of Management and pursuing Masters Of Management Studies (MMS) . The project report Title “The Study And Analysis Of Recruitment at Siemens Limited Navi Mumbai” is completed by her under the guidance of Prof. Shakti Awasthi , in the partial fulfillment of the requirements for the award of the degree of Master in Management Studies of Mumbai University is an original work done. ____________ (Signature of Institute Mentor) Oriental Institute of Management Vashi, Navi Mumbai 400703 _____________ (Signature of Director) Oriental Institute of Management Vashi, Navi Mumbai 400703

Oriental Institute Of Management

Table of Contents: Sr.No Executive Summary Introduction Background Methodology Conclusion Limitations Appendix (Questionnaire) References Particulars Page No.

Oriental Institute Of Management

Purpose of the study: 1. 2. Increase organizational and individual effectiveness in the short term and long term. Meet the organization’s legal and social obligations regarding the composition of its work force. 10. will leave the organization only after a short period of time. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. Oriental Institute Of Management . To determine the present and future requirements of the organization. 4. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 7. 9. Increase the pool of job candidates at minimum cost. 6. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. once recruited and selected. 5. Identifying and preparing potential job applicants who will be appropriate candidates. Begin identifying and preparing potential job applicants who will be appropriate candidates. Help reduce the probability that job applicants.

Scope Of The Study Oriental Institute Of Management .

It extends to the whole Organization. 6. To provide a systematic recruitment process. Officers. 2. Middle Management and Senior Management cadres. 3. Management. Junior. To analyse the recruitment policy of the organization. Oriental Institute Of Management . 5.1. sites and works appointments all over India. 4. To compare the Recruitment policy with general policy. Clerical Staff. It covers corporate office. It covers workers. To structure the Recruitment policy of company for different categories of employees.

Objectives Of The Study Oriental Institute Of Management .

To obtain the number and quality of employees that can be selected in order to help the organization Oriental Institute Of Management . 4. To study the recruitment process of Siemens Navi Mumbai. 3. To study the various channels from where the recruitment can be done in Siemens.1. 2. To find out the area of improvement.

Company’s Profile Oriental Institute Of Management .

Innovative: ”Innovative” shows that we are aiming at creating sustainable value for now and the future. 3.Responsible: ”Responsible ” means that every one of us is dedicated to ethical behavior and takes responsibility for his actions. Oriental Institute Of Management .Excellent: ”Excellent” describes our high performance culture and the superior results we are obtaining.Siemens consist of three core values: 1. 2.

Introduce rural solutions based on WiMax and other emerging technologies 3. 2.Vision: 1. Energy and Healthcare sectors. Become the direct supplier of mobile network infrastructure for all private and public operators Mission: 1. Oriental Institute Of Management . On the basis of our forward-looking technology and solutions we respond to the most challenging questions of our time in the Industry. Our wide range of products and solutions are designed with the environment in mind and engage with the subject of climate change. Achieve market leadership in 3G infrastructure 2.

Sectors: INDUSTRY ENERGY HEALTHCARE Industry Automation Drives Technologies Building Technologies Building Technologies – Low Voltage Industry Solutions Mobility OSRAM Fossil Power Energy Service Healthcare Siemens Healthcare Diagnostics Ltd Siemens Hearing Instruments Ltd Oil & Gas Power Transmission Power Distribution Renewable Energy Oriental Institute Of Management .

ORGANIZATIONAL STRUCTURE Oriental Institute Of Management .

Oriental Institute Of Management .

Oriental Institute Of Management .

INTRODUCTION Oriental Institute Of Management .

A pool of eligible and interested candidates is created for selection of most suitable candidates. The process begins when new recruits are sought and ends when their applicants are submitted. newspaper advertisements. Oriental Institute Of Management . the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. The result is a pool of applicants from which new employees are selected”. from among whom the right people can be selected. For this different source such as job portals. “It is the process of finding and attracting capable applicants for the employment.” Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. ”Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is understood as the process of searching for and obtaining applicants for the jobs. A formal definition states.According to EDWIN FLIPPO. etc. In recruitment. are used. employment exchanges. In this. information is collected from interested candidates. internal promotion. Recruitment represents the first contact that a company makes with potential employees.

Recruitment is an important part of an organization’s human resource planning and their competitive strength. Oriental Institute Of Management . A well-planned and well-managed recruiting effort will result in high quality applicants. and selecting qualified people for a job. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization. It is through recruitment that many individuals will come to know a company.Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. mid. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time.and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. screening. a haphazard and piecemeal efforts will result in mediocre ones. and eventually decided whether they wish to work for it. Recruitment refers to the process of attracting. Component human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. Recruitment represents the first contact that a company makes with potential employees. For some components of the recruitment process. whereas.

Siemens Recruitment Process Oriental Institute Of Management .

Oriental Institute Of Management .

Job Description Channels Invite CV’s Interview/Test Select/Reject Medical Test Reject Offer Letter Accept Joining OnBoarding Process Appointment letter/ I-Card Oriental Institute Of Management .Target Settings Numbers Finalize Manpower Requisition[MPR] form Create MPR No.

e. ‘Req’ has to be filled with other details as in number of manpower required. current compensation. knowledge. Other details include experience. company. Chennai. Requisition:Recruitment process at Siemens generates a ‘req’ which is made visible to recruitment team across geographies.e. 2.Recruitment process Recruitment at Siemens Navi Mumbai is handled by team and operates from various locations i. functional area. job description. compensation offered. Members have to put right keywords and other details as to find right candidate. Being a global company. sector. details of job location was also as important. allocation is done i. Delhi etc. 3. expertise and experience. current location or job location and other. technical qualifications. It is sole responsible for recruitment solutions across delivery centres for the company though it is not responsible for recruitment solutions for its clients which is again handled by other team 1. Sourcing/ Searching:Once requirements are allocated. then member goes through specific requirements and starts finding right candidate as per urgency. Mumbai. roles and responsibilities. educational details. Once allocation is done. desired joining date. members of Siemens team source candidates from various job portals. Some of the most used job portals are ‘naukri’ and ‘monster’. Oriental Institute Of Management . Allocation:Once recruitment team receives requirement from various centres and departments. It should have correct blend of criteria. job positions are allocated to members of the team as per its skills. Banglore.

5. the more rounds of interview and finally being recruited in the organisation. It is also considered as primary telephonic interview. interested and selected candidates are processed further to screening round. candidates are processed for screening round. member of team needs to find a relevant candidate which matches the job criteria. Screening:Once sourcing of candidates is done.e. Resume of candidates are updated and then co-ordinating with screener. location. error in selecting right candidate. compensation offered. roles and responsibilities have to discussed and similar information have to be put in the database. Details like job description. After searching a pool of candidates. Oriental Institute Of Management . Candidates are processed further for further round of interviews. one need to be very correct and it can provide a lot of candidate database. 4. If particular ‘req’ is not filled recruitment process is to be repeated until job is filled. Aptitude test:Once candidates are selected they have to appear for aptitude test online. recruiter has to call candidates and verify details with candidates and also check the interest level of the candidates. So searching through job portals. Higher the level in terms of job. interview sessions are planned in particular. In screening round a preliminary interview is taken. 6. Candidates are sent link and candidates who score above 70 out of 100 are only selected. Candidates who score in range of 60-70 requires a approval to process further. Once relevant candidates are found. Depending on level of job.Any error made in search criteria can show wrong result i. Post -Screening round:Once screening of candidates is done.

Oriental Institute Of Management .

years of experience.Roles and Responsibilities performed:  Sourcing of candidates from popular job portals of India for recruitment for multiple locations in India  Call the appropriate candidates and discussing the job opportunity and explain the responsibilities to be performed on the job with professional telephonic proficiency  Branding the company by discussing the details of the company and its current and future operations around the world and India  Gather their interest level of candidates for job opening. key responsibilities on the current or previous job. Also note down other important information. Like their current compensation. current company. verify information as mentioned by the candidates thus conducting primary interview    Send mails to candidates as and when required with professional look on behalf of the company Follow up with candidates as when required Send daily reports to Reporting Manager and taking feedback of candidates forwarded by me to Hiring Manager of multiple locations     Upload candidate resume and their details on ‘icims’ (an internal MIS software) Follow up with candidate and screener for suitable time for HR Screening round Making soft copy of Joining Booklet for automation of process Soft copy shared for India operations Oriental Institute Of Management .

Oriental Institute Of Management .

e. from sourcing people to scheduling interview.Skills refined  Acquired confidence level when talking to unknown but potential candidates for the company       Gained professional telephonic proficiency Identifying and judging true and honest candidates from telephonic conversation Identifying suitability on part of candidates as well as company Managing multiple tasks i. Working in team as well as taking individual responsibility Corporate behaviour and code of conduct Oriental Institute Of Management .

Recruitment Process Life Cycle: Oriental Institute Of Management .

call # Facilitating them. # Call / SMS him to inform and ask him to check his email and confirm Oriental Institute Of Management . brief JD. etc # Better terms # Reasonable payment time  Sourcing of CV # Understanding the client requirement thoroughly # Mapping of competitors / industry # Top of mind recall on candidates # Our own databank # Using proper key words while using job portals #Competitor name # Skill # Validating with proper and crisp summary # Aligning the CV in MS word format with our company logo  Candidate Management # Providing adequate information about the role. Business Development #Client Selection # Accessibility to their HR / hiring manager # Reasonable time on feedback. contact person. venue. interview. company. title of the position. SMS. if necessary  Client Management # Keep the client informed that you have referred the CV’s moment you shared the CV either thru SMS or call # Once in 2 days check for the status of the CV / position # Try to meet the client in person # Keep them informed about the candidate’s availability for the interview  Interview process # Send email to the candidate about the interview with all necessary details like date. etc # Keeping them in the loop and informing about the status thru email.

school admission. etc # Calls to be made on regular intervals  Billing & Collection # Start following up for payment after 15 – 21 days of placement Oriental Institute Of Management . date of reliving. Selection & Joining # Keep tracking the candidates by frequent follow-ups asking for submission of resignation. locating house.

Research Methodology Oriental Institute Of Management .

Journals.)Secondary Data Collection Instrument Sampling Technique ::::Through Questionnaires Through Internet.)Primary 2. Questionaarie Simple Random sampling. :::Employess of Siemens Ltd Navi Mumbai 80 Employee Of the Organization Oriental Institute Of Management . News papers etc.Research Design: Sample Universe Sample Size Sample Unit Date Source: 1.

Data Analysis and Interpretation of Study: Oriental Institute Of Management .

Oriental Institute Of Management . What are the sources for recruitment and selection? InternalExternalBoth- Sources March-December December-June 35% 65% About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.1.

11% go for Consultants.2. 5% go for Portals. 9% go for Advertisement.Through which channel you are recruited? TC Campus Other Referral Advertisements Portals Consultants Transfers Channels of Recruitment TC Consultants Advertisement Newspaper 5% 9% 3% 11% 1% 12% 21% 38% Employee Refferal Scheme Campus Recruitment Portals Transfers In Siemens 21% of candidates go for TC channel. 1% go for Newspaper Oriental Institute Of Management . 12% go for Transfers. 3% go for Campus Recruitment. 38% of candidates go for Employee Refferal Scheme.

Oriental Institute Of Management .In which period you got recruited? October-June December-September Recruiting Period March-December December-June 35% 65% 35% of candidates are recruited in time period from December-June and 65% of candidates are recruited in March-December.3.

5.Are you happy with your recruitment process? YesNo- Yes No 25% 75% 25% of employees are happy with recruitment process while 75% are not happy with recruitment process Oriental Institute Of Management .

How do you select the employees ? ExperienceQualification- Selection of Employees Experience Qualification 42% 58% 42% of the employees are selected on the basis of experience and 58% of the employees are selected on the basis of Qualification. Oriental Institute Of Management .6.

44% of candidates having 10 Yrs & Above Experience Oriental Institute Of Management .7.How many years of experience you are having? 1-2yrs 5-10yrs 10 yrs and above Years of Experience 1-2 Yrs 5-10 Yrs 10 Yrs & Above 25% 44% 31% Siemens recruited 25% of candidates having 1-2 Yrs of Experience. 31% of candidates having 510 Yrs of Experience.

Facts & Findings Oriental Institute Of Management .

Oriental Institute Of Management .

RECOMMENDATIONS & SUGGESTIONS Oriental Institute Of Management .

Tie up with more & more consultants from multiple segments Since the limited placement agencies are sourcing candidates to all insurance companies. this will make sure that the candidates do not hold casual attitude and take the recruitment process more seriously.Compress the "white space" in your hiring process. Additionally it can send across a positive image about the company. Sometimes. and virtually assure you'll lose talented candidates. because of busy schedule of senior managers and sometimes because of tight schedule of candidate. White Spaces are delays in hiring process that are unproductive. waste time. there often comes the problem of duplication of data. Therefore. a recruiter may need several weeks to screen a few hundred resumes from the Web job boards. the interview has to be postponed. then it is recommended that these Oriental Institute Of Management . It is observed that the candidates sourced by placement agencies and send for further rounds of interviews are rarely found suitable by the hiring managers. Know what you're looking for in candidates. filling up forms etc within the stipulated time. This delay could be minimized by scheduling interviews in the regional locations. Technology (such as automated or Web-based tracking) is ideal for eliminating unnecessary steps and reducing delays. Often the longest delays occur between critical selection events. White space in recruitment can be compressed by the use of IT also. For example. It is recommended to reduce the turnaround time for the recruitment and selection process. or candidates who make it through screening may wait weeks to interview with a hiring manager. in case there is need to utilize the service of a placement agency. It must be made mandatory for the candidates to take the test. Therefore it is recommended that more and more consultants should be tied up from multiple segments to attract large pool of new and fresh talent.

Thus making efficient utilization of the existing resources.placement agencies be given a well drafted job description and job specification. Reduce the pre offer formalities: Pre-offer documentation includes filling of a lengthy Blue form which includes all personal. it is recommended that unnecessary details should not be asked before we make the final offer to the candidate. This will help people to get a clearer picture and provide for most suitable candidates. An option is to have different tests for different regions. Oriental Institute Of Management . One size doesn’t fits all An effort must be made to study local condition. Since applying common test for all candidates across entire country can overshadow a candidates capabilities. So. This also becomes frustrating for the candidate sometimes. language. infrastructure etc. A test with high level of English and complicated sentence structure can be a hurdle in areas where language itself is barrier. This factor must be given importance since Indian society is divided on various parameters such as education. This can also be circulated to internal employees under the employee referral scheme. education levels. This is very time consuming and even after taking these details from candidate its not sure that offer will be made or not. educational and professional details of candidate. Blue form should be made consise.

Pool management is not easy in a tight labor market --good candidates often go elsewhere. It will help the organization to retain its employees for a longer period of time and less burden on recruitment staff. A person-organization helps to assess how well a candidate is suited the organization. method must be devised to check for person-organization fit. How do you keep a pool active? Some companies send their newsletters to pool candidates. you draw on the candidate pool and fill jobs as they become available. job boards constitute the biggest use of the Web. Companies have begun to use the Web to collect and instantly match data on candidate skills. A "candidate pool" is a group of individuals who have shown interest in working for your company and are qualified for and ready to fill certain positions. It is recommended that apart from the person-job fit. give them product coupons. Oriental Institute Of Management . Web-based technology lets you increase hiring speed and quality while reducing costs. offering access to thousands of resumes within hours. Work the Web wisely and you save time for recruiters and hiring managers and nab top candidates before your competitors can. and experiences against job criteria. Rather than undertaking the time-consuming process of filling one job at a time. and keep in touch through e-mail. This takes a great importance especially when attrition is high.Blend technology into every aspect of your recruiting and hiring process. But many organizations. and tracking. are able to fill positions quickly using the pool concept. motivations. applicant self-scheduling. candidate assessment and testing. Build and manage your candidate pool as a precious resource. But the Web can also be a powerful tool for screening and qualifying that flood of resumes. especially those with a reputation as a great place to work. Whether the attitude he/she carries will promote both organizational as well personal goals. Other uses of Webbased technology include online interviewing. Currently.

For this. Interviews conducted on a scheduled time leave a good impression on the candidate. A candidate when invited for a interview must be attended as soon as possible and should be made to wait for hours together.Create winning impression even on those who are not selected Its very important to create a favorable impression of your organization on all those who come for interview. a good impression about the will make him recommend the name to his people. Even if he is not selected. Those who are not selected in the first round of personal interview should also carry this impression that they have missed the opportunity to work in a great company. there must a proper coordination of the interview of the candidate and greater degree of professionalism. Oriental Institute Of Management .

Limitations Of The Study Oriental Institute Of Management .

Candidates were to be searched from the job portals and called up to be scheduled for an interview. 2. Conclusion: Oriental Institute Of Management . At times many people had for couple of hours to work on the computer.The recruitment in Siemens involved a lot search from the database and calling up candidates to check whether they fit the job specification. Inter company analysis through survey and questionnaire filling. Difficulties: A summer trainees we could not separate systems to work on. People did not disclose much about their employee details. Task: 1. People asked lot of counter question so convincing them was a major task. Did not secure cooperation easily.Every task is undertaken with an objective and accomplishment of this objective determines our success. 3.

Bibliographical references Oriental Institute Of Management .

Oriental Institute Of Management .Stephens Robins-OB 2.1.

ANNEXURE Oriental Institute Of Management .

In which period you got recruited? Oriental Institute Of Management .Through which channel you are recruited? TC Campus Other Referral Advertisements Portals Consultants Transfers 3.QUESTIONNARE 1. What are the sources for recruitment and selection? 2.

What form of Interview do you prefer? Oriental Institute Of Management . Are you happy with your recruitment process? 5.How many years of experience you are having? 6.4.

Why did you resign from your previous job? Inadequate pay- Dissatisfactory growth- Limited career building opportunitiesPoor working environment- Others- Oriental Institute Of Management .1.

Oriental Institute Of Management .

Oriental Institute Of Management .

You're Reading a Free Preview

/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->