In basic idea behind selecting the topic of “Employee Hiring” is to study how employees are hired. Today organizations are coming up with the new techniques of hiring people. Hence to study how the actual process is carried in the organization. Research methodology This project aims the finding out and analyzing the hiring process in the organization. The method of approach adopted for the same, would be as follows: 1. To wok out the various steps and procedures involved. 2. To contacts various companies and collect information 3. To collect the information secondary like magazines, newspapers, internets Importance and scope 1. This projects will provide a value insight to student on the topic. 2. This project will help to get the practical knowledge in employee hiring in the organization. 3. The project will equip me for my future in H. R. M. Limitation 1. Organization did not disclose full information. 2. Data collected in this field are not sufficient.

People form an integral part of the organization. The efficiency and quality of its people determines the fate of the organization. Hence choice of right people and placing them at right place becomes essential. Hiring comes at this point of time in the picture. Hiring is a strategic function for HR department. Recruitment and selection form the process of hiring the employees. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The process includes the step like HR planning attracting applicant and screening them. This step is affected by various factors, which can be internal as well as external. The organization makes use of various methods and sources for this purpose. Selection is carried from the screen applicant during the recruitment process. There is also some specific process is involved. By the way of conducting preliminary interview and conducting the various test , if required reference check and further final interview is conducted. During the process there are certain difficulties and barriers that are to be overcomes. Different organization adopts different approaches and techniques for their employees. To know the practical application of the employees hiring process, the analysis of IMS Learning Resources Pvt. Ltd. was undertaken.


diversifies. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people on organization needs. some retire and some die in the saddle. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities:i) ii) Recruitment Selection 1 . hob design helps to identify the kind of people required in an organization and hence hiring. In today’s highly complex and competitive situation.1 INTRODUCTION People are integral part of any organization today.1. Employees leave the organization in search of greener pastures. choice of right person at the right place has far reaching implications for an organization’s functioning. This hiring is an important function. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP. job analysis. take over the other units all necessitating hiring of new men and women. No organization can run without its human resources. More importantly an enterprises grows.

The process begins when new recruit are sought and ends when their application are submitted. Theoretically. 2 1.some retire some die in saddle.RECRUITMENT The word ‘recruitment’ has many meaning and plays an important role. recruitment process is said to end with receipt of application in practice the activity extends to the screening applicants as to eliminate those who are not qualified for job. To understand recruitment in simple terms it is understood as process of searching for obtaining applications of job from among from whom the right people can be selected.2 PURPOSE AND IMPORTANCE . diversifies. The result is a pool of applicants from which new employees are selected. In fact recruitment functions stop only when the organization ceases to exist. To define recruitment we can define it formally as it is a process of finding and attracting capable applicants for employment. and takes over other units-all necessitating hiring of new men and women. The most important thing is that enterprise grows. Employees leave the organization in search of greener pastures.

3 . Help reduce the probability that job applicants. 7. 6. 4. Meet the organizations legal and social obligation regarding the composition of its workforce. Evaluate the effectiveness of various recruiting technique and sources for all types of job applicants. 2.The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Increase organization individual effectiveness in the short term and long term. once recruited selected. Help increase the success rate of the selection process by reducing the number visibly under qualified or job application. Specifically. Being identifying and preparing potential job applicants who will be appropriate candidates. Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activities. Increase the job pool of job candidates at minimum cost. will leave the organization only after a short period of time. 5. 8. 3. the purposes are to: 1.

These are broadly classified into two categories: 1. Internal factors 2. recruitment through internal sources is preferred. Some of these are:Size of the organization The size of the organization affects the recruitment process.e. 4 Image of the organization . because own employees know the organization and they can well fit in to the organization culture. External factors INTERNAL FACTORS The internal factors also called as “endogenous factors” are the factors within the organization that affect recruiting personnel in the organization.1. Larger organization finds recruitment less problematic than organization with smaller in size.3 FACTORS AFFECTING RECRUITMENT There are a number of factors that affect recruitment. recruiting from internal sources and external sources also affect the recruitment process. Generally. Recruiting policy The recruitment policy of the organization i.

Image of the job Better remuneration and working conditions are considered the characteristics of good image of a job. Besides. public parks. Good image of the organization earned by the number of overt and covert action by management helps attract potential and complete candidates. 5 EXTERNAL FACTORS . promotion and carrier development policies of organization also attract potential candidates. That is why chip companies attract the larger numbers of application. rendering public service like building roads. hospitals and schools help earn image or goodwill for organization.Image of the organization is another factor having its influence on the recruitment process of the organization. Managerial actions like good public relations.

safety and health of employee in industrial undertakings. 6 The child Labour Act. if the demand for specific skill is high relative to its supply is more than for particular skill. Demographic factors include age. Literacy. economics status etc . When the employment rate in an area is high. The reason is not difficult to seek.1986. Some of these are given below:Demographic factors As demographics factors are intimately related to human beings. sex. With low rate of unemployment. The reserve is also true. Unemployment situation The rate of unemployment is yet another external factor its influence on the recruitment process. for example prohibits employment of children in certain employments. retirement benefits. These cover working condition. employees. The number of application is expectedly very high which makes easier to attract the best-qualified applications. recruitment will be relatively easier.e. the recruitment process tends to simpler.e. these have profound influence on recruitment process.g. E. Labor laws There are several labor laws and regulations passed by the central and state governments that govern different type of employment.Like internal factors. Labor market Labor market condition I. compensation. recruiting process tend to become difficult . supply and demand of labor is of particular importance in affecting recruitment process. which have their influence on recruitment process. there are some factors external to organization. i. .

1952 deal with recruitment. and The Mines Act. Legal consideration Another external factor is legal consideration with regard to employment reservation of jobs for schedule tribes. The Apprentice Act. the Factory Act.1958. 1961. and other backward class (OBC) is the popular examples of such legal consideration.Similarly several other acts such as the Employment Exchange Act. 7 1. The supreme court of India has given its verdict in favor of 50 per cent of jobs and seats.1948. This is so in case admission in the educational institutions also.4 INTERNAL SOURCES Present employees: .

Promotion implies upgrading of an employee to a higher position carrying higher status. which creates frustration among those not promoted. This source has the advantages of hiring people whose performance is already known to the organization. friends and relatives to the company potential candidates for . status and responsibilities.Promotions and transfer from among the present employees can be good sources of recruitment. they get motivated and it is cheaper also. Similarly. Transfer refers to shifting an employee from one job to another without any change in the position/post. which is considered necessary for promotion. the disadvantage lies in limiting the choice of the few people and denying hiring of outsiders who may be better qualified and skilled. Former employees: Former employees are another source of applicant for vacancies to be filled up in the organization. pay and responsibilities. 8 Employee referrals: This is yet another internal source of recruitment. Job rotation involves transfer of employees from one job to another job on the lateral basis. However. Promotion from among the person employees also reduces the requirement of job training. some former employees who had left the organization for any reason. any come back to work. The existing employees refer to the family members. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organization culture. Retired or retrenched employees may be interested to e come back the company to work on the part time basis. promotion from among present employees also results in inbreeding. The need for transfer is felt to provide employees a broader and carried base. Furthermore.

Obviously. evaluate the internal source of recruitment. it can be done in terms of its advantage and disadvantage the same are spelled out as follows: . to those who are already working in the organization Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. The referred individuals are expected to be similar in type in the of race and sex. for example. 9 EVALUATION OF INTERNAL SOURCES: Let us. This source serves as the most effective methods of recruiting people in the organizations because refer to those potential candidates who meet the company requirement known to them from their own experience. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.the vacancies to be filled up in the organization.

or say. 10 . the organization does not need to spend much money. Economical recruitment: In case of internal recruitment. The employees feel that organization feel that organization is a place where they can build up their life-long career. Improves morale: This method makes employees sure that they would be preferred over the outsiders as and when they filled up in the organization vacancies. inexpensive. Thus.ADVANTAGES: The advantages of the internal source of recruitment include the following: Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange on unknown outsiders. internal recruitment also serves as a means of attracting and retaining employees in the organization. Besides. Better use of the talent: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further. time and effort to locate and attract the potential candidates. A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. internal recruitment proves to be economical.

decreases. If so. develops a tendency among the employees to take the promotion without showing extra performance. in turn. Discourage competition: In this system. internal recruitment serves as a means for “inbreeding”. This in turn. the internal candidates are protected from competition by not giving opportunity to otherwise competent candidates from outside the organization. their skill in the long run may become stagnant or obsolete. which is never healthy for the future organizations. Moreover. productivity and sufficiency of the organization.DISADVANTAGES: The main drawback associated with the internal recruitment is as follows: Limited choice: Internal recruitment limits its choice to the talents available within the organization. whether or not they deserve promotion. Thus. Creates conflicts: Conflicts and controversies surface among the internal candidates. Stagnation of skills: With the feeling that internal candidates will surely get promoted. it denies the tapping of talents available in the vast labor market outside the organization. 11 .

the main source of labor war rural areas surrounding the industries. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment exchange. avoid receiving letters and attempts to influence. As the organizational identity remains unknown to the job speakers. The main function of these agencies is to invite application and short-list the suitable candidates for the organization. The main ones are listed as follows: Employment exchanges: The national commission labor (1969) observed in its report that in the preindependence era.5 EXTERNAL SOURCES External sources of recruitment lie outside the organization. white. Generally. it. The time saved in this method can be better utilized elsewhere by the organization. In response to it. the representative of the organization takes the final decision on selection. thus. Employment agencies: In addition to the government agencies. the compulsory notification of vacancies act of 1959 (Commonly called employment exchange act) was instituted which become operative in 1960. national employment services were established to bring employer and job seeker together.the main functions of these employment exchanges with the branches in most cities are registration of job seeker and tier placement in the notified vacancies. Of course.1.collar and technical workers. The employer organizations derive several advantages through this source. 12 . These outnumber internal sources. Employment exchange is particularly useful in recruiting blue-collar. Immediately after independence. there are number of private agencies that register candidates for employment and furnish a list of suitable candidates from the data bank as and when sought by the prospective employer. these agencies select personnel for supervisory and the higher levels.

post box number is that the potential job seekers are the hesitant without unknowing the image of the organization. 13 . the more widely dispersed the advertisement are likely to be.e. not many organizations mention complete detail about job positions in there advertisement. increasing the cost of processing them. the more specialized the skills or the shorter the supply of that resources in the labour market. For instance. However the disadvantage of these blind advertisement. and the bad image/ reputation that the blind advertisement have received because of the organizations that placed such advertisements without position lying vacant just to know supply of labor/ workers in the labor market. on the one hand. Some employers/companies advertise their post by giving them post box number of the name of some recruiting agency. The letters in the acronym denote that advertisement should attract Attention. and managerial. which would. What happened is that ambiguously worded and broad-based advertisements may generate a lot irrelevant application.Advertisement: This method of recruitment can be used for jobs like clerical. a lot of care has to be taken to make it clear and to the point.. arouse a Desire and result in action. on the other. i. by necessity. However. the search for a top executive might include advertisements in a national daily like the Hindu. It must ensure that some self-selection among applicant take place and only qualified applicant responds the advertisement copy should be prepared by using a four-point guide called AIDA . This is done to particular keep own identity secret to avoid unnecessary correspondence with the applicants. The higher the position in the organization. gain Interest. technical. While preparing advertisement.

Professional Associations Very often. However. etc. The professional associations prepare either list of jobseekers or publish or sponsor journal or magazines containing advertisements for their member. in India have started visiting educational and training institute/ campuses for recruitment purposes. the interviews are arranged at short notice. it gives them opportunity to sell the organization to a large students body who would be graduating subsequently. the most of the candidates are available at one place. provide placement service to the members. this is not a very common practice and those few provide such kind service have not been able to generating a large number of application. third. It is particularly useful for attracting highly skilled and professional personnel. Campus Recruitment This is another source of recruitment. second. Institute of Engineers. L&T. it has made rather recently. etc. Cadbury ANZ Grind lays. The method of campus recruitment offers certain advantages to the employer organizations. Though campus recruitment is a common phenomenon particularly in the American organizations. some organizations such as HLL. Of late. Many Institutes have regular placement cells / offices to serve liaison between the employer and the students.. recruitment for certain professional and technical positions is made through professionals association also called ‘Headhunters’. All India Management Association. HCL. Citibank. 14 .. First. if at all. The disadvantages of this of recruitment are that organizations have to limit their selection to only “entry’’ positions and they interview the candidates who have similar education and experience. in India. fourth. the teaching is also met. Tezpur Central University has one Deputy Director (Training and Placement) for purpose of campus recruitment and placement.

availability of the candidates when needed choice of candidates is restricted to a too small number. the disadvantages of this of deputation is that deputation period of two/three year is not enough for the deputed employee to provide employee to prove his/her mettle. sending an employees to another organization for the short duration of two to three years. in the Government department and public sector organization does not have to incurred the initial cast of induction and training.e. Some of the organization maintain a file applications and sent a bio-data by a job seeker. This method is economic. the disadvantages of this method of recruitment are non. Another from of word-of-mouth method of “employee-pinching’’ i..e.. on the other. in terms of both time and money. However. These serve as a very handy as when there is vacancy in the organization. the word is passed around the vacancies or opening in the organization. In this method . However. the employee working In another organization is offered by the rival organization. The advantage of this method is no cost involved in recruitment. Word-of-mouth: Some organizations in India also practice the “word-of-mouth’’ method of recruitment. 15 .Deputation Another source of recruitment is deputation I. on the one hand. and develop commitment with organization to become part of it. This method of recruitment is practice in a pretty manner.

For instance. etc.ins. walk . manager. radio and television. service executive of HMT left to join Titan Watch Company. In fact.Raiding or Poaching: This is another sources of recruitment whereby the rival firm by offering terms and conditions. art some other sources of recruitment used by organization. so also exodus of pilot from Indian Airlines to join the private air taxi operator. raiding has become challenge for the human resource 16 .. try to attract qualified employees to join the. This raiding is a common feature in the Indian organizations. acquisitions and merger. contractors. Besides these.

in turn. it becomes possible for organization to have talented candidates from the outside. This helps create healthy competition and conductive work environment in the organization. they work with the positive attitude and greater vigor. With such a background. Availability of Talented Candidates:With the large pool of applicants. external sources are mixed of advantages and disadvantages ADVANTAGES:Open process Being a more open process. This increases prospects for selection the best candidates. The. Thus. With the large pool of applicants. Provides healthy competition: As the external members are supposed to be more trained and efficient.EVALUATION OF EXTERNAL SOURCES: Like the internal source of recruitment. Opportunity to Select the Best Candidate. it is likely to attract a large number of applicants/application. 17 . selection process becomes competitive. it introduces new blood in the organization. widens it option of selection.

boils down to decreasing productivity of the organization. Unfamiliarity with the Organization: As candidates some outside the organization. in turn.DISADVANTAGES: However. job nature and the international scenario of the organization. the external sources of recruitment suffer from certain disadvantages too. 18 . This discourages them to do the hard work. these are: Expensive and time consuming: This method of recruitment is both expensive and time consuming. they are not familiar with tasks. There is no guarantee that organization will get good and suitable candidates. This. Discourage the Existing Employee: Existing employees are not sure to get promotion.

The result will be a workforce which is likely to stay with the organization longer and performs at a higher level of effectiveness. often resulting in wrong selection. when there are unemployment. A persuasive agreement can be made that matching the needs of the organization to the needs of the applicants will enhance the effectiveness of the recruitment process.1. Research on realistic recruiting shows a lower rate of employee turnover incase of employee recruited through RJPs. Two approaches are available to bring about match. at the initial stage of employment. A large number of jobseekers waiting in queues would make the final selection difficult. to the applicants. both positive and negative.6 PHILOSOPHIES OF RECRUITMENT The traditional philosophy of recruiting has been to get as many people to apply for a job as possible. Otherwise the approach may increase the cost of recruiting by increase the average time it takes to fill each job.job applicant can decide where to attend the interviews and tests for final selection or withdraw them the initial stage. RJPs can result in self selection process. RJPs are more beneficial for organization hiring at entry level. Job dissatisfaction and employee turnover are the consequence of this. particularly for more complex jobs and higher level of job satisfaction and performance. 19 . They are:  Realistic Job Preview (RJP)  Job Compatibility Questionnaire (JCQ) Realistic Job Previews: Realistic job preview provides complete job related information . The information provided will help job seekers to evaluate the compatibility among the jobs and their personal ends before hiring decisions are made.

Job Compatibility QuestionnaireThe job compatibility questionnaire was developed to determine whether applicant preferences for work match the characteristics of the job. task variety. leader characteristics. Items cover the following job factors: task requirement. turnover and absenteeism. which has bearing on employee performance. peer characteristics. 20 . the greater the profitability of employee effectiveness and longer the tenure. compensation preference. job autonomy. The JCQ is a 400. customer characteristics. The underlying assumption of the JQC is that greater the compatibility between an the jobseeker. which are related to performance. absenteeism. The JCQ is designed to collect the information on aspect of a job. physical environment. physical demands. and turnover and job satisfaction. and work schedule.item instrument that measure job factors. satisfaction.

1. experience and qualifications needed. . Hire. outline its major and minor responsibilities. the next step involved in this regard is to device a suitable strategy for recruitment the candidates in the organization. the recruitment process comprises the following five steps: • • • • • Recruitment planning. grade and level of pay. and mention of special condition. for searching the candidates. Recruitment Planning: The first involved in the recruitment process is planning. starting date. Screening. Searching. identifying. and attracting capable applications for jobs available in an organization. what geographical area be considered. the skills. Evaluation and Control. whether temporary or permanent. what type of recruitment method to be used. Strategy Development:Once it is known how many with what qualification of candidates are required.7 RECRUIMENT PROCESS As stated earlier. The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside. which source of recruitment to be practiced. planning involves to draft a comprehensive job specification for the vacant position. recruitment is the process of location. and 21 what sequence of activities to be followed in recruiting candidates in the organization. if any. attached to the job to be filled. Strategy Development. Accordingly.

The selection process starts from here. Job specification is invaluable n screening.. Screening:Through some view screening as the starting point of selection. i. These are:  Internal Sources  External Sources. we have considered it as an integral part of recruitment. only the screened applicant are invited for seminar presentation and personal interview. Application received in respond to invitation. abilities. 22 Evaluation and control:- . skills. Let it be exemplified with an example. advertisement are screened and short listed on the basis of eligibility and suitability.e. Those who do not qualify are straightway eliminated from the selection process. interest and experience mentioned in the job specification. knowledge. Applications are screened against the qualification. i.e. Preliminary applications. de-selections tests and screening interviews are common techniques used for screening the candidates.Searching:This step involves attracting job seeders to the organization. application is invited for filling the post of Professors. There are broadly two sources used to attract candidates. seminar presentation or interview. The techniques used for screening candidates are vary depending on the source of supply and method used for recruiting. In the Universities. Then. The reason being the selection process starts only after the application have been screened and short listed.

advertisement. its evaluation and control is. it is necessary for a prudent employed to try answering certain questions like: • • Whether the recruitment methods are appropriate and valid? Whether the recruitment process followed in the organization is effective at all or not? 23 . Administrative expenses. therefore. The costs generally incurred in a recruitment process include: • • • • • Salary of recruiters. In view of above. Cost of outsourcing or overtime while vacancies remain unfilled.Given the considerable involved in the recruitment process. Cost of time spent for preparing job analysis. Cost incurred in recruiting unsuitable candidates. imperative. etc.

1. the representatives of the organizations are sent to the potential candidates in the educational and training institutes. medical. Person pursuing management.8 METHODS OF RECRUITMENT Recruitment methods refer to the means by which an organization reaches to the potential job seeker. They establish contacts with the candidates seeking jobs. setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used establish direct contact with the job seekers.  Third Party Method. Brief descriptions of these are follows: Direct Method: In this method. engineering. programmers are mostly picked up the manner. seminars. the latter is location where the prospective employees are available.  Indirect Method. Dunn and Stephen have broadly classified methods of recruitment into three categories. The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates. Sometimes. etc. some employer firm establishes with professors and solicits information about student with excellent academic records. It is important to mention that the recruitment methods are different from the resources of recruitment.  Direct Method. Sending the recruiter to the conventions. These are. 24 .

professional and technical posts. on the radio and television. etc. or the skill sought by the sophisticated one. newspaper with local. Indirect methods include advertisements in the newspaper. To write out a list of the advantages the job will offer. i. 25 . this method is useful when Organization dose not find suitable candidates to be promoted to fill up the higher posts. To decide where to run the advertisement . The experience suggests that the higher the position to be filled up in the organization. nation-wide and international reach or circulation. technical magazines. the following three points need to borne in mind: To visualize the type of the applicant one is trying recruit. Sometimes. state. and When organization wants to fill up scientific. However. the more widely dispersed advertisement is likely to be used to reach too many suitable candidates. organizations with regional or national repute do not usually use blind advertisements for obvious reasons.Indirect Method. is given and the identity of the organization is not disclosed.. When the organization want to reach out a vast territory.e. in professional journals. many organizations go for what referred to as blind advertisement in which only Box No. While placing an advertisement to reach to the potential candidates.

the government regulations in this regard and agreements with labor organizations.Third Party Method: These include the use of private employment agencies. A suitable method and technique for tapping and utilizing these candidates A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to improve the effectiveness of the programme. the position of the labor supply. Notwithstanding. a question arises. management consultants. the best recruitment method is to look first within the organization. employee referral or recommendation. 26 2. which particular method is to be used to recruit employee in the organization? The answer to it is that it will depend on the policy of the particular firm.. if selected. trade banks. professional bodies pr associations. Now. SELECTION . labor contractors. etc. A proper organizational structure. A well . An ethically sound fool-proof telling an applicant all about the job and its position. EFFECTIVENESS OF RECRUIITMENT PROGRAMME Though there has so far not been evolved any formula such that makes recruitment programme necessitates having certain attributes such as: A well – defined recruitment policy. voluntary organization.laid down procedure for locating potential jobseekers. to establish contact with the job seekers. the firm to enable the candidate to judiciously decide whether or not to apply and join the firm.

is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates. on the other hand. There I. A formal definition of Selection is:“ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job. however. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs. Selection.2.’’ Recruitment and selection are the two crucial in the HR process and are often used interchangeably. selection is concerned with picking the right candidates from the pool of applicants. 27 .1 MEANING AND DEFINATION Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. a fine distinction between the two steps.

2. Effective selection.2 ROLE OF SELECTION The role of selection in an organization’s effectiveness is crucial for at least. The best way to improve performance is to hire people who have the competence and the willingness to work. Second. poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the workforce. two reasons. therefore. Arguing from the employee’s viewpoint. 2.3 STEPS IN SELECTION PROCESS 28 . first. assumes greater relevance. work performance depends on individuals. cost incurred in recruiting and hiring personnel speaks about volumes of the selection. Costs of wrong selection are greater.

several candidates will be applying for a position. Ideally. When the job market is extremely right. In reality. Many managers insisted upon selecting their own people because they were sure no one else could choose employee for them as efficiently as they themselves could. 29 . When there is a shortage of qualified workers.2. the selection process is highly one-side. and the organization will use a series of screening devices to hire the candidates it feels is most suitable. or when the candidate is a highly qualified executive or professional who is being sought after by several organizations. The candidate decides whether or not organization and the fob offer fit his or her needs and goal. the basic hiring process was performed in a rather unplanned manner in many organizations. the organizations will have to sweeten its offer and come to a quicker decision. In some companies.4 ORGANISATION FOR SELECTION Until recently. Selection is now centralized and is handled by the human resources department. each department screened and hired its own employees. Not any more. The organization decides whether or not to make a job offer and how attractive the offer should be. a selection process involves mutual decision-making.

5 NEW METHOD OF SELECTION In recent years. The advantages of employee leasing are significant. not 30 . the client company leases employees from a third part. These approaches are deemed to the alternatives to the traditional methods of selection. compensation or record keeping. as well as the need to employ specialized personnel employees.2. Two intersecting alternatives are participative selection and employee leasing. In employee leasing. The client is relived from many administrative burdens. employees recruited by one client are sent to another client company for employment. but rather ate leased as full-time. long-term help. An interesting feature of this method is that the client company need not perform such personnel activities as hiring. HR specialists have found out new methods of selection. increase support for the selected supervisors and co-workers. not on a temporary basis. and improve employee morale. Further. The idea is that such participation will improve quality. Participative selection that subordinates participates in the selection of their co-workers and supervisors.

B.are found in hiring these people.Sc’s fall into this category. Matriculates. Selection is obviously. Selection practices in hiring skilled and managerial personnel are fairly well defined and systematically practiced.’s. Specialist agencies to available whose services are retained for hiring technical and managerial personnel. Unemployment prevails among people who are unemployable-individuals who have acquires university degrees but do not possess any specific skills. As is well known. we have a strange paradox in our country. CASE STUDIES 3. All the evils associated with selection –corruption. favoritism and influence. B.1 INTER GOLD (INDIA) LIMITED .A. 31 3.2. Merit and not favorite. objectivity and subjectivity will be the criteria for such selections. thanks to the realization that these individual are difficult to come by and no effort is too excess to attract them.6 SELECTION IN INDIA Conditions of labor market largely determine the selection process.Com’s. ‘No Vacancy’ boards are seen along with ‘wanted…’ hung on factory gates everywhere’. and B. not systematic and times bizarre too. Particularly in hiring managerial personnel and executives. a lot of professionalism has come in. There is large-scale unemployment juxtaposed with shortage of skilled labor.

A forecast of the capabilities required on a given data in the near future in the light of the business plans. The organization manpower is a process of forecasting future recruitment. who will from the decision making group to . 5.vies the exciting departmental strength. new product lines and / or new facility which are implemented as part of the organization expiation plans to project the recruitment of manpower intake for these targets. 6. 7. Monitoring performance against the plan. 3. A comprehensive plan to implement these actions. When these project the requirements are identified. A summary of the kinds of action required achieving the desired capabilities. An inventory of the existing human resources. 4. The new techniques. An analysis of the internal environment and the external scenario and their influence that are envisaged during the inverting period. (GM & Above). The time frame should cover between 2-5 years. A monitoring schedule and system for ensuring proper progress. considerations to be given to internal and external sources to make the ultimate objectives realistic and attainable. This will be forwarded to the P&A Department for future analysis. FORECAST OF FUTURE RECRUITMENT This procedure establishes the organization objectives to be achieved by way of manpower planning. Development action plans to meet them. 8. 9.MAN POWER PLANNING 1. The HOD prepares a ‘Staff Demand Forest’ taking into consideration the organization projected growth vies –a. 2. 32 Recommendations for Human Resources Objectives are made by the members of the top Management.

The P/A Department prior to issue of letter of appointment is carried out checking of references if required. The selected candidates are given ‘Letter of Offer’ as per (Annexure-9) by GM (P&A). The selected candidates are given ‘Letter of Offer ‘ as per (Annexure-9) by GM (P&A) .authorized manpower requirement and related action plan and formulate the manpower budget.which the candidates has to acknowledge as token of his acceptance of appointment. INVENTORY OF CURRENT RESOURCES: . Inter office memos are used for communicating important. which the candidate has to acknowledge as token of his acceptance of appointment. The P&A Department prepares the letter of appointment. The P/A Department prior to issue of letter of appointment is carried out checking of references if required. The letter of employment contents date of joining. designation. GM (P&A) will sign letter of appointment for other levels. the letter of appointment is signed by the MD/DMD. and Compensation package including allowable perquisites. The P&A Department is intimated of the selection decision by the MD/DMD. The P&A department is intimated of the selection decision by the MD/DMD. For senior management cadre appointee (of level DGM & above). Recruitment related issues with other departments. 33 1.

strategies and tactics (MOST) to the functions of recruitment and selection. ANALYSIS OF INTERNAL AND EXTERNAL INFLUENCE: The future requirement and current resources should be established before future actions are determined. However. objectives. OBVJECTIVES. CORPORATE MISSION. 3. must look for pragmatists and companies chasing growth alliances should employ people comfortable in different cultural backgrounds. Corporation focusing on new business development will have to seek interregnal abilities. 2. STRATEGIES TACTICE (MOST): Recruitment corporations have started linking their mission. This includes. 34 4. Anticipation changes in the external environment that affects the business any internal change of direction in the business itself. Internal and external factor. the P&A Department prepares a Manpower turnover statement. RECRUITMENT POLICY Recruitment policy of any organization is derived from the personal policy of the same organization.This component establishes the basis for future actions in the plan. taking into consideration the pervious trend. companies planning to withdraw from diversification. are to be identified and analyzed. In other words the former is a part of the latter. The inventory will cover the number and type of person required with identified job positions and will take into consideration the educational background. eminent retirement. transfers and promotions and terminations and other charges that effect the current personal population. The economic liberalizations and consequent competition through quality and service necessitated the companies to search for and attract competent human resources. recruitment . work experience and age group. Most of the inventory data should be available in the existing personal files. which may influence the plan most. On this basis. Above all companies must hire for the future anticipation jobs that may not be in existence yet recruitment managers must focus for attitudes and approaches that fit the corporate goals and culture.

policy regarding sons of soil etc. Organization’s personal policies Recruitment sources Recruitment needs Recruitment cost Selection criteria and preference etc. social responsibilities in absorbing minority sections. women etc. The following factors should be taken into consideration in formulating recruitment policy they are:• • • • • • • Government policies. This should include succession planning for personal to move from their present positions to the desired positions in the period of 35 time. P&A department has the major responsibility for co-ordination of the business. internal sources. improving the employee’s loyalty to the organization by absorbing the retrenched or laid-off employee or dependents of present former employees etc. motivation the employees through internal promotions. personal policies of other organization regarding merit. Implementation of the manpower . 5. Personal policies of other completion organizations..policy by itself should take into considerations the government reservation policy. Copies of the sanctioned manpower strength and manpower budget will be available with the various Hoods and the P&A department. Recruitment policy is like enriching the organization’s human resources serving the commodity by absorbing the weaker sections and disadvantaged people the society. IMPLEMENTATION PLAN: Analysis of staff demand forecast vise-a-vise manpower turnover ratio determine the additional manpower requirement for the projected plan period within frameworks of the comprehensive plan the line functionaries is responsible for the amendment to meet operating requirements. The plan is segmented with identified responsibilities the steps to be taken for achieving the goal in the required time.

RECRUITMENT AND SELECTION: The identification of manpower requirements for any particular department will be carried out by the respective H. When advertisement is placed in the newspaper. Other means like campus recruitment for junior level requirement and head hunting for senior level requirements may be restarted to. Department’s feedback is at specified time period on the progress of implementation.D. In case the internal resources of the organization are to be utilized.O. the advertisement draft is prepared by the HOD and is forwarded to the director (P&A) for his approval. In the event of no suitable candidates being located from within the organization an external search may be undertaken via the under mentioned sources. The head of the indenting department in co-ordination with the P&A department will decide the mode of recruitment. The concerned department head screens applications received and a shortlist of 36 candidates to bed called for interview is prepared. An internal search will be carried out within the organization. The control measures include the requisite system enveloping either number and quality if new incumbents or internal transfer. in which the forced applications of potentially good candidates are maintained.plan entails a variety of control measures to ensure compliance by all sections of the organization. If suitable candidates are identified. The service of a management consultancy service/recruitment agency may be utilized for location the right candidate an advertisement may be inserted in the newspapers. the P&A department will ensure that the vacancy is failed. the management may resort to promotion/transfer/re-development/re-allocation to fill the existing vacancy. the manpower requisition from will be duly filled in and signed by the concerned HOD and forwarded to the P&A department duly sectioned and authorized. may be scanned. On receipt of the manpower requisition from. Accordingly call letters for interview are prepared after discussion with interview panel member on suitable date and time and dispatched to the short listed . A similar shortlist is also being prepared in the case of recruitment from sources other than that of newspaper advertisement. 6. The in-house data bank.

Manager of Dept. Dy.Dy. Head Manger/GGD/Director (P&A)/GM of Department. The P&A department will make necessary arrangement for the reimbursement of travel expenses to the out station candidates.candidates. THE INTERVIEW PROCESS AND APPOINTMENT: Subsequent to the interview. wherever application. the members of the interview panel prepare a shortlist of candidates. Application blank is sent along-with the cell letter to ensure completeness of information obtained.MD Dy. Managers/ Assistant Manager Dept.MD.) 37 8.M. Managers (pers. Executives/officers Dept. it is left to the discretion of the director(P&A) to strengthen the board with more member depending on the circumstances. Also. &Director (P&A) &Group G. position applied for and interview date and time is forwarded to the reception and the interview panel member on the day of interview the same list is forwarded to the security. Manger/Dept. two working days in advance. G. An interview schedule giving name of candidate. 7.MD Manager GM of Dept.M. for arrangement of SEEPZ gate passes. long with rating order. a level of uniformity is maintained regarding the amount of information available on each applicant and this assists in comprehensive assessment by the interview panel. another member of the same department and a senior level manager from the P&A department additionally. THE INTERVIEW PANEL: The interview panel comprises of the head of the concerned department. Dy. Manager (pers. The P&A department will forward the names of .Dy.) GM (P&A) Supervisor/workers Asst. Every member of the interview panel has to fill in the interview rating from they are:GM/AGM DIRECTOR (P&A) GGD MD/Dy.

For Senior management cadre appointee (of level DGM &above) the letter of appointment for other levels. Recruitment related issues with other departments. designation. India to provide a channel for the organized outflow of Indian manpower to the Middle East. The DMD of director (P&A) after discussion and consultation with the interview panel member will select suitable candidates. In case of senior personal (Managers &above) a future interview may be arranged with the MD/DMD for the final selection. The letter of employment date of joining. The P&A Department prepares the letter of appointment. and Compensation package including allowable perquisites.2 INTERNATIONAL MANPOWER RESOURCE International Manpower Resource (IMR) was established in 1990 at New Delhi. . Inter office memos are used for communicating important.short listed candidates to the DMD/Director P&A) for his perusal. 38 3.

Thus their motto” Service to Clients and concern for people”. A crucial element of their philosophy has been to establish trust and authenticity amongst their clients and amongst the people that make up their database. UNDERSTANDING THE CLIENT’S NEEDS They study client’s recruitment and discuss the details with client’s representative’s to obtain a complete understanding of client’s needs. They realized that despite the numerous recruitment agencies in India. The Recruitment specialist. there was a need for professionally managed recruitment agency and that the need was urgent. It is this very concern that brought IMR into Existence. efficient and reliable resources solutions. 39 RECRUITMENT AND SELECTION PROCEDURE 1. Since the foundation of the company their essential ingredient of overall philosophy has been to strive for excellence and become the primary providers of competitive. with the right people and at a competitive price. as they are known. they have been able to achieve. desire their executive may even visit . a specialty for which they are internationally renowned. The high regard in which they are today bears testimony to the measure of success.The sudden upsurge in the economic activity of that region through discovery of oil and subsequent development of commerce and industry gave further boost to the IMR philosophy. is the results of their continued strive for excellence by the providing the highest quality of their clients at the right time.

They scrutinize the resumes/CV received and shortlist the candidates based on merit and then invite them for an interview. to clearly understand how their business relationship with them can grow. THE SELECTION OPTION To make the final selections they offer the following options for consideration by the client. They work closely with their customer. After this they ask client to submit documents like agency agreement. demand letter of attorney. to avoid any disappointment due to a mismatch. employee service agreement etc.client for formal discussion. 40 3. In order to widen their choice or to locate persons to meet client’s precise specification. They refers to their exciting network and receive immediate feed back on the availability of the required personnel. The final short-listed resume/CVs are dispatched to the employer for his final selection. They carry out an in-depth analysis of the job specification and match the candidates to meet the employer-employee equation. they may also advertise in the media or if necessary. 2. . to provide client a prompt service. resort to headhunt. EVALUATION OF PERSONNEL Their executive team takes over from here. They make special effort to keep their data bank updated and duly supplement it periodically.

MEDICAL CHECKUP They retain the services of the best hospitals and clinics in India. . 4. 2. which are accredited by Dept. where a team of Professional /experts will take on the responsibility of providing client the best work force as per client’s job specifications. of Labor and from the Embassies to conduct medical examination of all the personnel intending to work abroad. 41 6. they take immigration formalities and air tickets. FOLLOW UP With each new assignment. 5. processing of travel documents. In case the principal employer wishes to carry out the selection through his team of experts. their workers have to work with unfamiliar people. so that they can proceed to work promptly. they welcome the client’s team to visit their office in New Delhi (India). They shall provide all assistance in carrying out trade test/interview. All associated amenities are provided by IMR. Examination includes HIV/AIDS Test (This test is compulsory) Blood Test. Urine & S tool Test. Their medicals check up. new procedures. The entire selection procedure is left to IMR. It is their responsibility to ensure that the transition goes as smoothly as possible. FEEDBACK FROM CLIENT They keep in contact with the client even later getting a feedback from the client and endeavoring to improve their system to give even better service to the client.1. or any other kind of examination that might be specially requested by client. They follow up with selected candidates for pre-departure formalities. Chest X-Ray. and changing routines. This makes far more confident and better-prepared workers.

professionally incompetent or otherwise unsuitable. 42 3. IMR GUARANTEE They assure all their client that personnel through them are the best available. They offer a replacement. within the probationary period of three months in case a Candidate is found medically unfit. IMR will bear the expenses (Vise cost And Air Ticket) in sending such candidates back to their home country. medically fit and free from any infection diseases.3 LARSEN & TOURBO RECRUITMENT AND SELECTION PROCESS . free of cost.7.

43 . 8. based on which the Job Profile and other details are laid out. skills. A Need Assessment is carried out as to how many people are / will be required and at what level(s). This stage is referred to as manpower planning (MPP). After receiving applications. In case of External Recruitment. POLICY FOR CAREER OFFER wherein an employee from one department can apply for another position in another department with the consent of the local HR consultant. 3. RSS money and associates etc. depending on the situation): 1.e. 9. 2. 6. a Job Posting is made on the notice boards of the company for the employees to make applications. the candidates may be required to go through different Tests. On the basis of the nature of job and present employee inventory. A Talent Acquisition Request form (TAR) is filled in case of any openings. media such as newspapers. Depending on the post. Also they have an internal employee scheme known as AMANTRAN wherein the employee working in the company recommends an outsider for the required post. This is filled by the H. online applications through L&T website and third party recruitment which include APEX consultants.R head of the respective operating division which has to be approved by the business head. These would normally include Management Trainees or other recruits at middle or senior levels. The company also goes for PCO i. the HR Department decides whether to go for Internal Recruitment or External Recruitment.The recruitment and selection procedure followed by LARSEN & TOUBRO is as follows (Some steps may be interchanged in order. they are first short listed on the basis of their Resumes. 4. 5. the sources for applicants would include consultants. 7. In case of Internal Recruitment.

In case of senior level positions. After the Interviews. (individuals with an experience of 1-2 yrs) different tests like general aptitude test. by the Recruitment Manager and Jr. A compulsory Medical Examination is done for every single candidate before he is given the appointment letter. HR Manager. INTERVIEW OF THE ORGANISATION . interpersonal skills. attitude tests etc are conducted. L&T has in-house assessment centers which are designed by SHL. 14. the salary is negotiated and they are asked for 2 reference letters. This is done so as to ensure that the employee will not face any health problems during the course of his service. This test checks on the functional knowledge. the Head of the concerned functional department. 11. The Appointment Letter is given. again depending on the post. These candidates are then taken to assessment centers where they play business games. The entire process lasts for 1 month on an average but it can extend to 3 months if necessary. 44 4. communication skills. The respective HR heads speaks to the 2 people regarding the overall performance of the applicant. Also the candidates are required to prepare on a topic within 45mins and present it for a 1/2 hour in front of the panel. 12. 17. the applicants are sent Regret / Offer letters. Once the candidate accepts the Job Offer. At junior level. 16. commercial skills of the candidates. The interview is then conducted. The second interview may be conducted. 15. Candidates for the senior post have to give a psychometric test which is self designed by the company itself. the senior managers from L&T are present. 13. normally by the HR Head. depending on whether they are selected or not.10.

91-22-6668 0005 Fax:-91-22-6668 0006 www. BKC. Ltd.Head office:IMS Learning Resources Pvt. Bandra (E) Mumbai – 400 051 Tel:.imsindia. E-Block. 6th Floor.com 45 . NCL Bandra Premises.

Pyramid operates on a transnational business model. transparency and enhancing Client satisfaction are the guiding business principles in all the transactions. 46 . Pyramid competes by providing high quality and cost effective engineering solutions and does not use unfair means to create an edge over competition. joint ventures and subsidiaries. Today Pyramid engages about 250 engineering professionals worldwide and serves clients in 16 countries. Pyramid is owned and managed by engineering professionals. Pyramid also offers turnkey solutions for technology intensive process systems used in Oil & Gas industry. Pyramid has grown organically assimilating various technologies and know -how in Oil & gas industry finally taking shape of a global engineering services and turnkey solutions company. Pyramid provides services and solutions globally through branches.1 INTRODUCTION  HISTORY Established in 1995.4. Integrity. The EPCM as well as turnkey solution business is supported by state of the art design and management facility. Procurement and Construction management services for Oil & Gas business. While head office at India is the hub of core engineering and management functions. Pyramid provides world-class Engineering.  COMPANY INFORMATION Pyramid is a privately owned engineering and consulting firm active in Oil & Gas industry.

Pyramid strives to be a good corporate citizen and fully comply with the law of the land in various countries it works. Pyramid shall continue to maximize value creation for its clients, employees, suppliers and shareholders in a sustainable manner.  QUALITY Pyramid Management is committed to quality and safety in all aspects of work to ensure the highest standards of product and services to our clients worldwide. Pyramid has a functional Quality Control system under certification as per ISO-9001: 2000 ensuring the quality of services is at par with international standards. Safety in design and implementation is an integral part of our pursuit of continuous quality improvement.

 WORKING AT PYRAMID Pyramid carries out Basic Engineering, Facility Planning, Hazop & Risk Analysis, conformance check for Statutory Regulations to work out authorisation for expenditure quality cost and schedule estimates along with a detailed project scope of work and project execution plan. Risk assessment during this phase identifies HSE, technical, cost and schedule risks that should be mitigated or managed. Pyramid finalizes the tending and procurement model jointly with client. Pyramid's engineering skills and understanding of world-wide markets guarantee lowest possible project expenditure. Pyramid provides high value consulting services in complex Process and Mechanical segments. Pyramid is maintaining a growth rate of more than 50% in last five years with more than 70% export business at year ending Dec. 2003. While major engineering work is carried out at Engineering & Design Centre at Thane, India, personnel at Pyramid are expected to work from any location in the world. 47

Pyramid provides an excellent platform for ambitious people with the right capacities to make considerable career progress within a short period of time. Pyramid offers you space and time to determine the speed and direction of your career development yourself. The playing field is an organization with almost flat managerial structure, international branches, highly specialist areas & hundreds of projects every year. You can grow into a versatile project consultant, technology specialist or into a business unit manager.




Mahim. previous applicant for recruitment purpose. Bandra(W) Mumbai-50 50 . former employees. These internal sources are used but very rarely whereas external sources are used frequently. Paradise Cinema.4.Geleci. employee referrals. ONGC Building. 17.3 SOURCES OF RECRUITMENT  INTERNAL SOURCES Internal sources are used by this organization such as present employees. Near Leelavati Hospital. 6.  EXTERNAL SOURCES Advertisement:News papers used by this organization for recruitment purpose:1) Times of India 2) Mumbai mirror Employment agencies:This organization is also depends upon various employment agencies. Bhagoji Keeramarg office. Some of the agencies are: 1) AL-SAMIT INTERNATIONAL. Mumbai-16 2) AMBE CONSULTANCY SERVICES.

Other external sources such as Professional Associations.. Mumbai-49 Deputation:Deputation is done in case of well performing employees who can go in other industries and understand new techniques of work. 51 . Word-of-mouth are not used by the organization. Juhu Road. 5th floor.A. Normally these employees are sent abroad countries such as U. Mumbai-400002 5) PASHA ENTERPRISES 31/32. Raiding or Poaching.3) APEX CONSULTANTS Bhairavi Apartment Bhardawadi Lane Opp.S. Santacruz(W) . Norway etc. opp. Dubai. Mumbai-58 4) BRIGHT INTERNATIONAL 3/Diamond Mansion. 366/68 Kalbadevi Road. Lido Petrol Pump. Navrang Cinema Andheri(W).

4 SELECTION PROCESS Pyramid is engineering based company so. Selection process is based on technical knowledge of the candidate.  Candidate’s to be paid on hourly basis or monthly basis.  Middle and top level selection  Lower level selection Lower level selection:For selecting lower level employees such as cad operators. The candidates who scores higher marks are called for interview. designers. In interview many things are asked and decided such as: Candidate’s recruitment on temporary basis or contract basis.4.  Candidate’s readiness to work on shifts. its selection process is quite different from the other manufacturing companies. .  Candidate to be sent to abroad for training or project. Main things taken into consideration while selecting the candidate are:• • • • Basic qualification Technical qualification Job experience Specialized working area There normally selection is done in two levels. After confirmation of all these things final decision regarding giving appointment letter is taken and at last letter of appointment is given. etc. the preliminary test is conducted.

Generally top level employees are selected on long period contract basis.  Abilities to handle the people. etc.52 Top level selection:While selecting middle or top level employee’s job experience is main element and interview is given most importance.  Abilities to take right decisions. 53 . While selecting top level employees many things are taken into consideration such as: Abilities to understand the people.  Abilities to give training to the lower level employees. As top level employee is going to manage people in the organization his personal skills are also given importance with his technical knowledge.

The process includes the step like HR planning attracting applicant and screening them. If suitable employees are selected which are beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous to the organization. It is very important activity as it provides right people in right place at right time. . 54 . It is not an easy task as organization’s future is depends on this activity. It is a systematic procedure that involves many activities.CONCLUSION Recruitment and selection are getting very much importance these days in the organization. So it is an activity for which HR department gets very much importance. It is very critical thing to evaluate the human resources. Its importance also gets changed as the organization changed. Recruitment and selection procedure and its policies changed as per the organization.

hr.com www.Bibliography Books K.com www.net .pyramidweb. Aswathappa Robert mattis Nair& Nair Mamoria Websites www.erexchange.

This is reinforced by the positive attitude of our employees . Faced with a choice between a student's interest and the company's interest. we aim for 'Excellence Through Innovation.an attitude that helps maintain an optimum 'Work . As our credo effectively sums it up. This simple adage captures the essence of our employees being with us.Life Balance'. It is this dedication that makes IMS stand apart from other organizations. We have a fun-based work culture combined with an open door policy of the management and approachability. which differentiates us from the also-ran. We encourage creativity and excellence. Independence of thought and action and initiative is greatly appreciated at IMS. Hence. send us your profile to recruitment@imsindia. we esteem these interactions that builds the foundation for the student to embark on the right career track. Employee Speak . Do you have the PASSION to make a positive difference in a young person's life and in our society? If your answer is Yes.com and we shall get in touch with you in case of a suitable vacancy. 'motivating' them towards greater hopes and aspirations and 'guiding' them on the right track to realize those ambitions.We know that every interaction a student has with us is vital. Our team members at IMS are here because they identify with IMS's vision – that of 'mentoring' the youth of this country to dream. Empathy. it is always the former that gets a priority.The IMS Way… 'Love the job you are doing and you will never have to work a day in your life’. and Ethical Values And Teamwork'.

" Innovative and constructive ideas are encouraged and readily implemented at IMS. It is because of this amicability and cooperation that even the most critical situations are dealt with ease. this is a dynamic organization with unlimited energy. our pillars of strength would like to share. the passion and enthusiasm with which they contribute to our vision and mission. which has provided me a sense of purpose and perspective. That is what I believe is a vital part of the IMS work culture. Head . In my opinion. Praveen Murmu. "Personally I feel that IMS is a wonderful place to work with." We have always believed in our employees and it is this very belief and trust that translates and manifests itself in the initiatives our employees take. We believe in our employees and encourage them to think beyond the obvious and aim beyond the horizon. rightly puts it: "Across the hierarchy of IMS. Gejo Sreenivasan. "It has been a great learning experience for me guiding students. As Manisha Sagar. A constant endeavor at achieving excellence coupled with empathy and motivation given .Our employees are our greatest resources and it is their commitment and drive that makes IMS what it is today. opines "IMS believes in fostering and supporting its employees so that they can not only contribute to the organization's goals more effectively but also achieve their individual objectives. Assistant Centre Manager of IMS-Thane. Go on and read about the experiences which some of our employees.Course Design (Mathematics)." The work-oriented approach and open corporate etiquette ensures that each of our employees attains his potential and performs beyond the obvious. My work experience in IMS has provided me with a tremendous opportunity to learn and grow. there are professionals who are treasures of talent and skills." Vinayak Kudva. shares his reminiscences. a dynamic MBA from IIM-C. and yet very humble and helpful. an MBA from IIM-C who has worked with us for over five years in both line as well as staff functions says. who has constantly enriched his growth from an Assistant Manager (Marketing) to a Product Head today. I have worked with the most talented individuals in the industry.

hits the nail on the head with her statement: "There can never be a monotonous day at IMS because each day presents new students and through them. All those I learned 5 years back at IIM were used by me for the first time at IMS.our team members are our greatest assets. Have never been more satisfied in my life". who is currently working as a Manager for International Operations has used this opportunity to share his views about being an IMSian. a mentor and a friend. Motivating . " Samuel Butler has rightly said that People are always good company when they are doing what they really enjoy. At the same time. we believe in having a work-conducive yet comfortable atmosphere across our centres. Simply put it was absolute fun to work with great set of like-minded individuals. Despite being a part of the Systems Team. Kaushik Ramachandran. Motivate. Rajesh Lad. an Assistant Manager with the Systems Team in the Corporate Office and a Part-Time Faculty.in line with our ideology of 'Mentor. Marketing Plans. new challenges to be faced. who heads the Sion Centre and also takes lectures. I know I am 'good company' for bothmy students as well as my colleagues at IMS." We as a part of the HR Team would like to share our experiences too…"IMS values and our philosophy has been close to our hearts. an MBA from IIM-L. This truism best represents why I am here at IMS. I utilize the opportunity being a faculty as I enjoy it when students look at me as not just a faculty but as a guide. All these viewpoints prove that IMS is an extremely professional organization." This atmosphere also translates into a very approachable outlook that we maintain towards all our students . Product Development. Technology Plans for Servicing. knowing about their dreams.. asserts that he has "experienced a 'family atmosphere' at my centre.to the employees helps them realize their full potential.' Roshni D'Souza. Such an environment very much facilitates the individual's as well the team's optimum performance. We believe in Mentoring. helping them out. Roshni says." All these experiences at IMS underpin what we have always believed in . IMS also gives them a platform to unleash their caliber. "Product Conceptualization. Identifying Right People to take product to market. I enjoy talking with students. new experiences to be cherished. Guide. new dreams to be nourished..

we would consider IMS as a place for people who have a passion and have a dream of walking their way to success.and guiding those associated with us.. In fact. Be it our students or our employees." JOB REQUISITION TEMPLATE Designation: Number of positions: Location: .. To sum up. this led to the inception of IMS Mentorship Programme where we have always encouraged those who aspire to study further.

communication Qualification: Previous Experience: (Describe nature of experience) Salary Range: Suggested source of candidates: Any Other Remark: Position Requisitioned by: Position Approved by: INTERVIEW RESPONSE FORM (To be filled for all Managerial and other key positions by the interviewer) .) Skills required for the job: Leadership/ Team orientation/ team building/ presentation/ analysis and problem solving. creative thinking.Grade/ Cadre: (Highlight the suitable option) Department: Reporting to: Subordinate/s (If any): Who are reporting to the job incumbent? Reason for requisition: (Highlight the suitable option) Job Description: (Write a brief summary of the job.

1) What is the status of the candidate a) Shortlisted for the next round b) Final selection c) Waitlisted d) Rejected 2) Please list the main reasons why the candidate is shortlisted/waitlisted/rejected 1) 2) 3) 3) . This would help us in improving the speed as well as the quality of hiring.Expectations: 4) Any other comments: Name of the Interviewer: Signature: Thank You.Kindly spare a couple of minutes to fill the information asked below.Current Salary (monthly Take home): . HR Department Date: Start HR checks if position is approvedby Dept heads HR Job reqn. Form sent Master/Recruitment/hiringHR Master/Recruitment/Job approval process requisition template Discuss the position with the approving authority .

No Yes yes Is the position approved? No Reject the position .

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