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

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

Scope Of The Study Oriental Institute Of Management .

Management. 4. To analyse the recruitment policy of the organization. Oriental Institute Of Management . 2. Junior. To provide a systematic recruitment process. To structure the Recruitment policy of company for different categories of employees. Clerical Staff.1. To compare the Recruitment policy with general policy. It covers workers. It covers corporate office. It extends to the whole Organization. 6. 5. Officers. 3. sites and works appointments all over India. Middle Management and Senior Management cadres.

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 . To study the recruitment process of Siemens Navi Mumbai. 2. 3. To find out the area of improvement. 4.1. To study the various channels from where the recruitment can be done in Siemens.

Company’s Profile Oriental Institute Of Management .

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

2. 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. Become the direct supplier of mobile network infrastructure for all private and public operators Mission: 1. Achieve market leadership in 3G infrastructure 2. Oriental Institute Of Management .Vision: 1. Energy and Healthcare sectors. Introduce rural solutions based on WiMax and other emerging technologies 3.

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 .

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

Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization. mid. and eventually decided whether they wish to work for it. screening. and selecting qualified people for a job. 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. Oriental Institute Of Management . whereas. For some components of the recruitment process.and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. 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. Recruitment represents the first contact that a company makes with potential employees. Recruitment refers to the process of attracting. Recruitment is an important part of an organization’s human resource planning and their competitive strength.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. a haphazard and piecemeal efforts will result in mediocre ones. It is through recruitment that many individuals will come to know a company. A well-planned and well-managed recruiting effort will result in high quality applicants.

Siemens Recruitment Process Oriental Institute Of Management .

Oriental Institute Of Management .

Target Settings Numbers Finalize Manpower Requisition[MPR] form Create MPR No. 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 .

knowledge. 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. desired joining date. current compensation. job positions are allocated to members of the team as per its skills. allocation is done i. then member goes through specific requirements and starts finding right candidate as per urgency. Chennai. It should have correct blend of criteria. compensation offered. Oriental Institute Of Management . Sourcing/ Searching:Once requirements are allocated.Recruitment process Recruitment at Siemens Navi Mumbai is handled by team and operates from various locations i. company.e. Members have to put right keywords and other details as to find right candidate. details of job location was also as important. Being a global company. members of Siemens team source candidates from various job portals. Other details include experience. expertise and experience. Mumbai. ‘Req’ has to be filled with other details as in number of manpower required. Delhi etc. 2. job description. current location or job location and other. technical qualifications.e. 3. Banglore. Once allocation is done. Some of the most used job portals are ‘naukri’ and ‘monster’. functional area. educational details. Requisition:Recruitment process at Siemens generates a ‘req’ which is made visible to recruitment team across geographies. sector. roles and responsibilities. Allocation:Once recruitment team receives requirement from various centres and departments.

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

Oriental Institute Of Management .

Like their current compensation. key responsibilities on the current or previous job. 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 . years of experience. current company.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. Also note down other important information.

Oriental Institute Of Management .

from sourcing people to scheduling interview. Working in team as well as taking individual responsibility Corporate behaviour and code of conduct Oriental Institute Of Management .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.e.

Recruitment Process Life Cycle: Oriental Institute Of Management .

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. venue. company. title of the position. SMS. etc # Keeping them in the loop and informing about the status thru email. Business Development #Client Selection # Accessibility to their HR / hiring manager # Reasonable time on feedback. call # Facilitating them. interview. contact person. 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. brief JD. # Call / SMS him to inform and ask him to check his email and confirm Oriental Institute Of Management .

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 . school admission. Selection & Joining # Keep tracking the candidates by frequent follow-ups asking for submission of resignation. date of reliving. locating house.

Research Methodology Oriental Institute Of Management .

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

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

1. 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.

3% go for Campus Recruitment. 12% go for Transfers.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.2. 9% go for Advertisement. 1% go for Newspaper Oriental Institute Of Management . 5% go for Portals. 11% go for Consultants. 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.6. Oriental Institute Of Management .

44% of candidates having 10 Yrs & Above Experience Oriental Institute Of Management .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.7. 31% of candidates having 510 Yrs of Experience.

Facts & Findings Oriental Institute Of Management .

Oriental Institute Of Management .

RECOMMENDATIONS & SUGGESTIONS Oriental Institute Of Management .

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

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

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

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. Oriental Institute Of Management . there must a proper coordination of the interview of the candidate and greater degree of professionalism.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. Interviews conducted on a scheduled time leave a good impression on the candidate. Even if he is not selected. a good impression about the will make him recommend the name to his people. A candidate when invited for a interview must be attended as soon as possible and should be made to wait for hours together. For this.

Limitations Of The Study Oriental Institute Of Management .

Every task is undertaken with an objective and accomplishment of this objective determines our success. Did not secure cooperation easily. People did not disclose much about their employee details. 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. Task: 1. 3. 2. Inter company analysis through survey and questionnaire filling. Difficulties: A summer trainees we could not separate systems to work on. Conclusion: Oriental Institute Of Management .Candidates were to be searched from the job portals and called up to be scheduled for an interview. People asked lot of counter question so convincing them was a major task.

Bibliographical references Oriental Institute Of Management .

Stephens Robins-OB 2.1. Oriental Institute Of Management .

ANNEXURE Oriental Institute Of Management .

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

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

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

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Oriental Institute Of Management .

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