THE STUDY & ANALYSIS OF RECRUITMENT

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

Acknowledgement

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

DECLARATION

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

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

Scope Of The Study Oriental Institute Of Management .

To analyse the recruitment policy of the organization. 3. To structure the Recruitment policy of company for different categories of employees. It covers workers. Middle Management and Senior Management cadres. 6. It covers corporate office. Junior. Clerical Staff. Management. Officers. Oriental Institute Of Management . 5. sites and works appointments all over India. It extends to the whole Organization. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. 4. 2.1.

Objectives Of The Study Oriental Institute Of Management .

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

Company’s Profile Oriental Institute Of Management .

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

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

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

ORGANIZATIONAL STRUCTURE Oriental Institute Of Management .

Oriental Institute Of Management .

Oriental Institute Of Management .

INTRODUCTION Oriental Institute Of Management .

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

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

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 .

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

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

Oriental Institute Of Management .

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

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. 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 .

Recruitment Process Life Cycle: Oriental Institute Of Management .

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

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

Research Methodology Oriental Institute Of Management .

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

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

1. 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. Oriental Institute Of Management .

38% of candidates go for Employee Refferal Scheme. 1% go for Newspaper Oriental Institute Of Management . 12% go for Transfers. 3% go for Campus Recruitment.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. 9% go for Advertisement. 5% go for Portals.2. 11% go for Consultants.

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. Oriental Institute Of Management .3.

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 .5.

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

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

Facts & Findings Oriental Institute Of Management .

Oriental Institute Of Management .

RECOMMENDATIONS & SUGGESTIONS Oriental Institute Of Management .

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

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

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

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

Limitations Of The Study Oriental Institute Of Management .

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

Bibliographical references Oriental Institute Of Management .

Oriental Institute Of Management .Stephens Robins-OB 2.1.

ANNEXURE Oriental Institute Of Management .

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 are the sources for recruitment and selection? 2.QUESTIONNARE 1.

How many years of experience you are having? 6. Are you happy with your recruitment process? 5.What form of Interview do you prefer? Oriental Institute Of Management .4.

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

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Oriental Institute Of Management .

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