HRM - Sem 3 - D1 - IRMA

01.04.2021

Recruitm e nt of
Procure m e nt
Supe rvisor

presented by :
Ashish Jebaraj p41202
Aayush Pathak p41253
Deepak Kamboj p41210
Jalaj Maheshwari p41213
Khumsanga Hauzel p41215
uno Manish Patidar p41250
 Job Description and Analysis
Job title - Procurement Supervisor
Major Duties and Responsibilities: To support and
supervise the procurement of milk two times a day from
12 district cooperative societies (DCS) in 120 km area.
● Visit at least 4 times per month in each DCS.
● Procurement and subsidy management of cattle feed.
● Checking for quality parameter of milk.
● Building transparency in the process of procurement
and pricing.
● Ensure continuous supply of milk for smooth
operations.
● Ensure timely payment to milk suppliers
● Look for opportunities in the supply chain development
● Attending meetings.
● Promote good procurement practices.
● Identify areas of saving and improvement
Working condition- travelling, meeting with stakeholders.
Location: Prayag (District Headquarters).
Reporting to: Chairmen from District Cooperative
Societies.
Job Specifications
● Education: Candidate should be an MBA graduate
from AICTE recognized institute with minimum 60%,
specialized in Operations Management and having an
experience of 10 years in a reputable organization at
least at the level of Procurement Manager or
equivalent.
● S/he should have good communication skills and
should be a peoples person and good at making
contacts and dealing with people from both rural and
urban environment.
● Candidate with good analytical mindset and quick
problem solver, good presentation skills.
● S/he should have working knowledge of dairy and
livestock management.
Selection Procedure

1. Filling Applications online at www.prayagacoopsoc.com/recruitment/procsup.html, before 31st of

March, 2021.
2. Preparation of advertisement and publishing in newspaper, job sites, organisation’s site, social
media.
3. Shortlist candidates based on criterion:
a. An MBA graduate from recognized college or university
b. Experience of 10 or more years in procurement
c. Should have held a position of procurement manager, equivalent or higher for at least 1 year.
4. Interview the candidates, panel will be of all the chairmen.
5. Marks will be distributed among academic excellence (20%), experience (30%) and interview
(50%).
6. Ranking of candidates.
7. Shortlisting the top 5 candidates.
8. Role play test based on an objective situation candidate providing the best answers will be
chosen. The panel will be composed of the supervisor from each functional division.
 HRM - Sem 3 - D1 - IRMA
01.04.2021

Pe rformance
Appraisal an d
Trai n i ng n e e d
i de nti fication

Dos
 Knowledge - Knowledge is primarily theoretical in nature. If you’re Skills - A skill is the ability to perform a certain task or role
knowledgeable about a certain subject, then you’ve acquired a lot of facts competently and relates to application of knowledge in a particular
and mastered the concepts and theories underlying the topic in question. situation or context.

Ability - It encompasses both Knowledge and Skill with behavioural aspects of one’s performance. It is important to
realise that the approach in question is obsolete as it doesn’t extent or do justice to different roles and responsibilities.

What do we propose?

a. STAR Approach - Situation - Task - Action Taken - Results

This allows us to introduce the subjective nuances of different roles and responsibilities. It is also important to
allow the employee some flexibility while still stay committed to the overall goals of the organisation.
Basic Principle : Self appraisal - Sushma Jha shall be required to answer the aforementioned four points to
enable a better understanding of her skills than a template that has irrelevant and inconsequential matrices.

b. 360 Degree Feedback

Whenever there are multidisciplinary/ specialised and non standardised jobs, the behavioural aspects can be
judged by a 360 Degree feedback which becomes increasingly robust with each person who interacts with the
employee is filling up a questionnaire.
Context

Sushma worked in Prayag Union for only half a year, but she was given a full year-end performance appraisal. She was rated low on assigning

work to subordinates, sharing responsibility and teamwork, which was understandable considering it has been only half a year. She was also

rated poorly despite all her colleagues feeling she had done an excellent job, which could mean that the appraisal system was flawed.

She was demoted to a trainee level even with her qualifications, experiences with DCS’s and her performance. She could have at least been

transferred to a job of the same level more suited to her if the company feels she is incompatible. 


Impact and Solution 


This poor career development could reflect badly on her motivation in the future.There should have been proper mentoring and induction

process to make her ease into the work culture and job expectations. Instead of proposing a need for training, there could have been an

appraisal interview with her supervisor and provided with a chance to showcase her skills and explain her shortcomings. Her supervisor could

have simply given a feedback that she needs to work on sharing duties, teamwork and communication skills.

From career point of view, she is young and has just started her career, she has good potential, and the company should believe in her skills

and it will be too early to make such decisions.

 HRM - Sem 3 - D1 - IRMA
01.04.2021

E m ploye e
Com pe nsation

Tres
For different levels of employees and positions, the
compensation factors will be calculated using the point rating
method and points will be allocated based on the importance
of the factors.
As a decider of the compensation of the employees, we will consider the following factors in determining the amount of
compensation. The different types of compensation that we would provide are .

! Base pay - All the employees of the union will be salaried employees and the base pay for each employee is a fixed
minimum amount an employee can expect to receive before taxes and deductions. The base pay will comply with
minimum wages required by law.

! Sales commission - This income is a reward for a unit of quantifiable targets that are achieved by the employee
especially in sales roles. This could also be applicable in slabs or lump sum.

! Overtime wages - These are the substantively fair rewards assigned to the employee for their time value of money.
This is often regulated by the law of the land in which case it remains not merely a deed emerging from fairness but
also a legal compliance.

! Bonus pay - Bonus pay is a lump sum amount of money paid as a token of gratitude towards an employee’s loyalty
and commitment towards the organisation. These amounts are usually paid out once x year.

! Recognition or merit pay Benefits (insurances, standard vacation policy, retirement benefits) - These are benefits
brought in effect to ensure that the employee is free from the perils of an insecure future. These benefits allow the
employees to establish a strong link with their work and workplace.

! Reimbursed for Union related expenses - All work related travel will be paid for, by the Union
 Factors affecting Sushma’s compensation

1. Job Complexity : Shushma is a qualified veterinarian and hence she brings a lot of expertise to the
job. She understands and is responsible for- quality, payments and inputs. Her job also requires
interpersonal skills. 
















2. Efforts : She is responsible for procurement, acts as liaison between farmers and Union for input
services and is required to travel to visit farmers.
Shushma’s job’s Sample Compensation Form
Thank you! Questions? 13
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