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ITC's human resource management systems and processes aim to create a responsive, customercentric and market-focused culture that enhances organisational capability and vitality, so that each business is internationally competitive and equipped to exploit emerging market opportunities. RECRUITMENT: ITC¶S Recruitment objectives: y To effectively manage the manpower recruitment in coherence with long term and short term manpower planning of the organization through a standard recruitment and selection policy. y To proactively and systematically identify the recruitment needs in time. To ensure that all the recruitment are within the manpower budget and as per the laid down policy. y The recruited people with required level of skilled and aptitude for learning and growth.
Recruitment Sources: The sources of recruitment may be broadly divided into two categories: internal sources and external sources. On receipt of the Manpower Requisition (MPR) form HR department will initiate action of sourcing the candidates as under: 1.INTERNAL METHOD: PROMOTION AND TRANSFERS: ITC Prefer to fill vacancies through promotion or transfers from within wherever possible. Promotion involves movement of an employee from a lower level position to higher level position accompanied by changes in duties, responsibilities, status and value and value. It may lead to changes in duties and responsibility, working conditions, etc., but not necessarily salary. Internal promotions and transfers certainly allow people greater scope to experiment with their career, kindling ambitions and motivating them to take a shot at something they might
otherwise never have considered. The system, of course, works best for young executives who are willing to take risks. JOB POSITION Job position is another way of hiring people from within. In this method, the organization publicizes job openings on bulletin boards, electronic media and similar outlets. Hindustan lever introduced its version open job position in early 2002 and over 40 positions have since been filed through the process. HLL even allows its employee to undertake career shifts, for example from technical position system. EMPLOYEE REFERRALS Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that ³ it takes one to know one´ employee working in the organization in this case, are encouraged to recommend the name of their friends working in other organization for a possible vacancy in the near future. In fact, this has become a popular way of recruiting people in the highly competitive information technology industry now a day. Companies offer rich rewards also to employees whose recommendation are accepted after the routine screening and examining process is over- and job offers extended to the suggested candidates. 2.Extarnal Method Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centers. Here the recruiter¶s visits reputed educational institutions such as IITs, IIMs colleges and universities with a view to pickup job aspirants having a requisite technical of professional skills. Job seekers are provided information about the jobs and the recruiter¶s intern get a snap shot of job seekers through constant interchange of information with respective institutions.
Advertisement This includes advertisement in news papers; trade, professionals and technical journals; radio and TV etc. In recent time this medium became just as colorful lively and imaginative as consumer advertising. The ad generally gives a brief outline of the job responsibilities, compensation package, prospects in the organization etc. This method is appropriate when (a) the organization intends to reach a large target group and (b) the organization wants a fairly good no. of talented people who are geographically spread out. Head Hunters There is an influx of executive search agencies also known as head hunters who specialize in selection of professionals for very senior or top posts, where applicants are in short supply and employers have no time to go round in search of the best talents. Such vacancies are fewer and far between and organizations prefer hiring a head hunter who maintains confidentiality of the employer and are specialize in recruiting the best talent strictly as per the job specification. But, these specialists bodies charges hefty professional fees. However, the high cost is outweighed by the benefit of recruiting the best talent without going through the cumbersome and time consuming process of internal recruitment system. SELECTION PROCEDURE Screening of Application : y 1. TEST: y Depending on the requirement of the job if required, management may conduct written/aptitude/psychometric/physical or any other test as deem fit. 3. INTERVIEW: y All the candidates short listed for interview will be informed through a formal call letter for attending interview at least 15 days in advance. y The candidate will be interview by the interview panel. The ratio between the number of vacancy and the number of candidate to be called for test/interview should normally be 1:5.
. 5. Joining Formalities: (a) Employees joining shall first report in the HR department will facilitate in completing the joining formalities such as filling of joining report and other necessary forms. (b) HR department will ensure that the candidates will be allowed to join subject to their being found medically.
DISCRIPTION OF RALLIS INDIA HR PRACTICES
Rallis India is one of India¶s leading agrochemicals companies, with a century old tradition of servicing rural markets and the most comprehensive portfolio of pesticides for Indian farmers. The Company is known for its deep understanding of Indian agriculture, sustained relationships with farmers, quality agrochemicals, branding and marketing expertise and its strong product portfolio. Rallis is also recognized for its manufacturing capabilities and ability to develop new processes and formulations supported by the capability to register new products. It has marketing alliances with several multinational agrochemical companies, including FMC, Nihon Nohyaku, DuPont, Syngenta, Makhteshim Agan and Bayer Cropscience. The Rallis HR philosophy is based on TATA Group's HR Philosophy to - Attract the good, Retain the better and Advance the best. It believes in PRAGATI - People Related Actions for Growth and Achievement Through Transformation and Involvement and to create a culture of Learning, Competitiveness, Ownership and Excellence. Rallis India Limited chooses the leading on-demand Performance Management System EmpXtrack to manage performance of its employees, web-based software. EmpXtrack Performance Management System will act as a catalyst in HR's initiatives to advance performance driven culture in the company. EmpXtrack will enable employees to align their goals to business objectives of the company. Speaking on the occasion, Tushar Bhatia, President of Saigun Technologies said, ³We are proud to be the part of Rallis India's endeavors to take its Human Resources Management practices to new heights. We are confident that EmpXtrack Performance Management System with its userfriendly interface and powerful features will help Rallis employees in taking control of their goals and performance.
The HR policies of Rallis India are greatly influenced by Tata HR practices. It gives more emphasis on attracting and retaining great talent in their organization. Their recruitment and selection process is technical. They use recent software in their recruitment and selection process. They provide great carrier development opportunities to it employee to motivate existing employees and to attract the new talents. Rallis India use EmpXtrack performance management system to control the performance of employees. ITC has one most powerful recruitment and selection procedure in India. They use the internal and external sources of recruitment in best manner. They give more emphasis on motivation of employees and give freedom to
employees for their innovativeness. They always welcome new ideas from employee¶s side.
Recommendation for Rallis India: y Rallis India use software in recruitment and selection process in great extant, which have their own demerits. y Rallis India must give emphasis on employee benefits, especially in terms of monetary benefits. y They must give emphasis on providing good working environment to its employees. Its play vital role in employee¶s performance. Recommendation for ITC: y The recruitment and selection process of ITC is very long and time consuming. Make their recruitment and selection process flexible in some extent. y Only freedom for innovativeness is not enough to motivate employees. Reward for innovativeness is required. y Extra benefits for employees, especially in terms of monetary benefits.
http://www.itcportal.com/itc-business/index.aspx http://www.itcportal.com/about-itc/itc-values/vision-and-mission.aspx http://www.itcportal.com/about-itc/itc-values/policy-on-human-rights.aspx http://www.itcportal.com/sustainability/sustainability-report-2006/html/labour-practices.aspx http://www.rallis.co.in/aboutus/affactionpolicy.asp http://www.rallis.co.in/careers/human.asp
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