Project Report On Recruitment & Selection Process
Project Report On Recruitment & Selection Process
Project Report On Recruitment & Selection Process
Finding the right man for the job and developing him into a valuable resource
helps the line managers to work most effectively in accomplishing the primary
would enable the organization to hire and retain the services of the best
brains in the market. The world's best companies have established their
strength with their people. The employees identify themselves with the
company they are working for. This also helps in building up their spirit,
There are certain ways that are to be followed by every organization, which
ensures that it has right number and kind of people, at the right place and
right time, so that organization can achieve its planned objective. The project
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CONSTRUCTION EQUIPMENT INDUSTRY IN INDIA
trucks, tippers, graders, pavers, asphalt drum / wet mix plants, breakers,
170T), drills, scrapers, motor graders, rope shovels etc. They perform a
construction etc. These equipments are required for both construction and
mining activity.
Brand Equity Foundation (IBEF) and KPMG Advisory Services, the size of the
primarily on the basis of domestic demand generated over the various plan
periods, essentially on the basis of investments which have gone into mining,
is still focused largely on the domestic market and exports are marginal at a
industry and that is the reason why many leading players have entered the
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such as BEML, Ashok Leyland, Caterpillar, Hindustan Motors, Ingersoll Rand,
Size about US
$ 2.4-2.64
Billion for the
year 2007
Highly
Span a range fragmented top
of equipment 6 of about 200
India’s
for all domestic
construction/
Construction manufacturers
infrastructure Equipment contributes 60%
needs Industry output
Exports
growing at
30%-expected
to be US $
100-200 Growth of
million by over 30%
2010
development. According to the study, ECE Vision 2015: Scaling new heights
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in the Indian Earth Moving and Construction Equipment Industry, conducted
IECIAL, released today at the CII Excon 2007 in Bangalore, the Indian ECE
industry has the potential to grow fivefold from its current size of US$2.3
The following indicates the market position for certain broad categories
of equipment:
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VARIOUS PRODUCT RANGE
Loaders
Skid-
Steers Slew Crane
Loaders Concrete
Pumps
Pick &
Wheel Carry
Loaders Concrete Crane
Mixers
Wheel Forklifts
Dozers
Shovels Tower
Crane
Motor
Graders
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KEY PLAYERS
JCB India
The Company has a 70% market share in the backhoe loader segment and
$ 23 million.
It has a 70% market share in the domestic earthmover industry and 12% in
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L&T Komatsu holds 20% market share in excavators
US$ 50.8 million, US$ 62 million and US$ 0.9 million, respectively
Its major products are compaction equipment, pavers, loaders, light towers,
Its major products are excavators, loaders, mechanical shovels, high tonnage
It has a 50% market share in the excavator segment and an overall market
Voltas
The public limited company – a part of the Tata group is the second largest
Its products are: industrial air conditioning and refrigeration equipment, air
The company has a turnover of US$ 260 million, of which less than 7% is
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It has a 31% share in the forklifts segment.
components.
over the past 38 years. In 1971, ECEL introduced Pick n Carry Hydraulic Cranes
Product. The World Class range of Vibratory Compactors that was first
introduced in the late 80’s is still one of the most effective compaction solutions to
the industry.
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With over 30 years experience in Construction Equipment Industry, Escorts has a
o Loaders
o Forklifts
o Vibratory Compactors
been able to steadily increase its presence in the field of Vibratory, Soil &
Tandem Compactors. ECEL was the first to bring the concept of Vibratory
Tandem Vibratory Compactors and heavy duty Soil Compactor range were
Frontend loaders with payload capacity of 700kgs. Suitable for narrow lanes and
confined spaces, these loaders are compact in design and are ideal for garbage
ECEL also offers other material handing solutions like Forklifts from
Daewoo Doosan Infracore Ltd., Korea and Articulated boom cranes from Fassi,
Italy. In LPG Forklift category, the company enjoys a market share in excess of
85%. This single-minded pursuit of precision and customer satisfaction has made
us the 3rd largest in terms of Construction Equipment Sales unit per annum.
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manufacturing arm of Escorts, ECEL unveiled its largest TRX Series of Pick-n-
ECEL at a Glance:
1971 - ECEL introduces Pick n Carry Cranes and Front End Loaders
2002 - MAC 1214 – a wreckage recovery crane was designed, launched and
Rudrapur
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ECEL receives the Awards in two categories at 5th Construction World –
2008 - ECEL to market the world renowned 'LeeBoy' brand of equipment for road
Range.
with inbuilt hi-tech technology, housing all the modern facilities under one
roof.
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ORGANIZATIONAL MANPOWER STRUCTURE:
JOB SIZE /
TYPICAL ROLES (ILLUSTRATIVE ONLY)
FUNCTIONAL
BAND
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ORGANIZATIONAL CHART
CEO
Sales Finance
R&D HR / ER/ & & Quality
Administration Marketing IT
Manufacturing Security
Operations
Head Personnel
& ER
Industrial Relations
Human Resource Human Resource & Employee
Operations Welfare
Administration Environment,
Health & Safety
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OBJECTIVE OF THE PROJECT
rendered meaningless. The main objectives for undertaking this project are:
Equipment Limited.
RESEARCH METHODLOGY
it, we study the various steps that are generally adapted by a researcher in
data, analyzing that data and making interpretations of that data. Research
methodology used:
Web sites.
Books.
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1. Primary Data
2. Secondary Data
STUDY OF
RECRUITMENT POLICY
Primary data is defined as data that is collected from original sources for a
specific purpose.
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INTRODUCTION TO RECRUITMENT AND SELECTION:
to fill job vacancies. Most organizations have a continuing need to recruit new
employees to replace those who leave or are promoted in order to acquire new
Recruitment is a ‘linking function’, joining together those with jobs to fill and those
seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers
and employer with a view to encourage the former to apply for a job with the
latter. In order to attract people for the jobs, the organization must
communicate the position in such a way that job seekers respond. To be cost
effective, the recruitment process should attract qualified applicants and provide
the recruitment process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applicants from
Selection refers to the task of choosing or picking the suitable candidates by first
asking for and gaining access to useful information about the candidate.
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Selection is the process of picking individuals who have relevant qualifications to
fill jobs in an organization. The basic purpose is to choose the individual who
can most successfully perform the job from the pool of qualified candidates.
The purpose of selection is to pick up the most suitable candidate who would
meet the requirements of the job in an organization best, to find out which job
applicant will be successful, if hired. To meet this goal, the company obtains
skills, experience, etc. the needs of the job are matched with the profile of
candidates. The most suitable person is then picked up after eliminating the
affects the amount and quality of employee’s work. Any mismatched in this
regard can cost an organization a great deal of money, time and trouble,
employee may find the job distasteful and leave in frustration. He may
even circulate ‘hot news’ and juicy bits of negative information about the
The need for recruitment may be due to the following reasons / situation:
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• Creation of new vacancies due to the growth, expansion and
Help increase the success rate of the selection process by reducing the
Help reduce the probability that job applicants, once recruited and selected,
Meet the organization’s legal and social obligations regarding the composition
appropriate candidates.
Increase organizational and individual effectiveness in the short term and long
term.
Evaluate the effectiveness of various recruiting techniques and sources for all
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SOURCES OF RECRUITMENT:
The following are the most commonly used methods of recruiting people.
INTERNAL METHODS:
This refers to the filling of job vacancies from within the business - where existing
A business might decide that it already has the right people with the right skills to
do the job, particularly if its training and development programme has been
effective.
promotions. A transfer is a lateral movement within the same grade, from one job
Job Posting
Job posting is another way of hiring people from within. In this method, the
similar outlets. One of the important advantages of this method is that it offers a
chance to highly qualified applicants working within the company to look for
Employee Referrals
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Employee referral means using personal contacts to locate job opportunities. It is
vacancy in the near future. In fact, this has become a popular way of
EXTERNAL METHODS:
This refers to the filling of job vacancies from outside the business. Most
are growing strongly, or that operate in industries with high staff turnover
Campus Recruitment
campuses and their placement centers. Here the recruiters visit reputed
technical or professional skills. Job seekers are provided information about the
jobs and the recruiters. A preliminary screening is done within the campus and
the short listed students are then subjected to the remainder of the
concerning the jobs that are to be filled in the organizations and employ effective
interviewing skills.
Advertisements
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These include advertisements in newspapers; trade, professional and technical
journals; radio and television; etc. The ads generally give a brief outline of
etc. This method is appropriate when (a) the organization intends to reach a
large target group and (b) the organizations wants a fairly good number of
Employment Agencies
in recruitment for specific sectors (e.g., finance, travel, secretarial). They usually
provide a shortlist of candidates based on the people registered with the agency.
Recruitment Consultancies
Consultants who undertake the job of identifying suitable candidates for the
Company.
conditions, the image of the company and the job seeker’s perception of
the types of jobs that might be available etc. Such applications are
generally kept in a data bank and whenever a suitable vacancy arises, the
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STEPS IN RECRUITMENT & SELECTION PROCESS
The department head identifies the need for hiring based on Manpower Hiring
The department head review the requirement for the position and the need to fill
the vacancy. He checks whether the requirement is as per Manpower Hiring Plan
Requisition Form in a standardized format and forward the copy of MRF to the
CEO for approval. The Department Head along with HR Manager check whether
the hiring requirement is for an existing role or a new role. If the requirement is for
existing role then the Department Head forward the MRF to the HR Department.
If the requirement is for a new role, then the Department Head create Job
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Description for the role in a standard format and forward it with the MRF to the
The HR Executive considers and assesses the best way of attracting a pool of
suitably qualified candidates, who will meet the needs of the business.
other relevant factors, the Regional HR would use any one or multiple sources
such as:
o Existing database
The HR Executive forward the JD’s to the placement consultants and collect the
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STEP 6: SCREENING OF RESUMES
The HR Executive screen the resumes as per JDs and MRF and shortlist profile
fit. He verifies whether the candidate has appeared for an interview with the
company previously from the application database. If the candidate has appeared
for an interview previously, then review the feedback from the Interview
The HR Executive forward all the HR-Short listed resumes to concerned HOD
with resume snapshot attached in mail with a copy to VP function, Head HR and
Manager HR. The Concerned HOD shortlists the candidates to be called for an
interview as per requirement for the Job and forwards the list to HR Department.
The HR Executive obtains a tentative schedule from Concerned HOD and Head
HR for interviewing the candidates. He asks the consultants to line up the short
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information about the candidate. The HR Executive forwards the Interview
Assessment Sheet to the Interview Panel. The interview panel assesses the
Attitude
Knowledge
Communication
Experience
Team spirit
Loyalty expectation
Initiative
all filled TRF’s with Original bills (Tickets) from the candidates and gets those
forms approved by HR Head and forward the approved TR list along with the
filled Travel Reimbursement Forms and original bills to the Finance and Accounts
for processing.
candidate and files the Interview Assessment Sheet, application blank along with
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The Concerned HOD and Head HR make verbal offer to the shortlisted candidate
and discuss other terms and conditions of employment. If the candidate accepts
the offer then conduct reference check for the prospective employee (Via
telephone, Mail).
If the shortlisted candidate rejects the offer due to salary reasons, the HR Head
renegotiate salary with the candidate, if suitable, along with other terms and
conditions.
Reference checks of the final short listed candidate are conducted by Head-HR.
The candidate is asked to mention in his application blank, the names and
addresses of two or more persons who know him well. These may be his
people are requested to provide their frank opinion about the candidate without
incurring any liability. The opinion of referees can be useful in judging the future
then continue with the induction process. If the result of reference check is
negative, then withdraw the offer and send rejection letter to the candidate.
The selected candidate will be given an intent letter with prescribed details as
given below:
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• Place of initial Posting
time of joining.
The selected candidate is sent for a medical check up at reputed hospitals before
letter of intent. In case the candidate is declared unfit for employment the offer /
Head. The appointment letter include all the terms and conditions governing
Secrecy, Transfer etc. All new joinees undergo an induction program as per
departments. During the process of induction, the new member is briefed about
the following:
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2. Geographical familiarization
• Educational certificates
• Relieving letter from the previous employer (If the relieving letter is not
candidate)
applicable)
• TDS certificate and Form 16 from previous employer (or Salary certificate)
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• Copies of certificates and testimonials
White Spaces are delays in hiring process that are unproductive, waste time, and
virtually assure you'll lose talented candidates. Often the longest delays occur
between critical selection events. For example, a recruiter may need several
weeks to screen a few resumes from the Web job boards, or candidates who
make it through screening may wait weeks to interview with a hiring manager.
Here at Escorts Construction Equipment Limited, the delays occur when the
outstation candidates are called for interviews at Regional branches like Delhi
recruitment and selection process. It must be made mandatory for the candidates
to take the test, filling up forms etc within the stipulated time, this will make sure
that the candidates do not hold casual attitude and take the recruitment process
more seriously. Additionally it will send across a positive image about the
company.
Since the limited placement agencies are sourcing candidates to all construction
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recommended that more and more consultants should be tied up from multiple
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.
drafted job description and job specification. This can also be circulated to
internal employees under the employee referral scheme. This will help people to
very time consuming and even after taking these details from candidate its not
sure that offer will be made or not. This also becomes frustrating for the
be asked before we make the final offer to the candidate. Application Blank form
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CHALLENGES FACED BY HR IN RECRUITMENT PROCESS
Adaptability to Globalization
The HR professionals are expected and required to keep in tune with the
changing times, i.e. the changes taking place across the globe. HR should
Lack of Motivation
Process Analysis
The immediacy and speed of the recruitment process are the main concerns of
effective.
Strategic Prioritization
The emerging new systems are both an opportunity as well as a challenge for the
meet the changes in the market has become a challenge for the recruitment
professionals.
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Attracting Highly Talented Ones
The number of highly talented professionals is less. All the big MNC's are trying
to attract these people with high salaries, perks, incentives etc. There is a tough
These days, its not just salaries which will pull the candidate in but various factors
like brand, culture, location, job security, reputation of the company etc play a
The recruitment is one of the leading functions that organization outsourced. The
outsourcing firms help the organization by the initial screening of the candidates
according to the needs of the organization and creating a suitable pool of talent
for the final selection by the organization. Outsourcing firms develop their human
resource pool by employing people for them and make available personnel to
various companies as per their needs. This practice helps the organization in
“Buying talent” (Rather than developing it) is the latest mantra being followed by
experienced person already working with another reputed company in the same
Hunting means you attract the employ of your choice from competitors by the
way offering lucrative packages for beginning the work for your organization. A
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company can attract talent from another firm by offering attractive pay packages
and other terms and conditions, better than the current employer of the
candidate. Indian software and the retail sector are the facing the most severe
the firm.
E- RECRUITMENT
aspirants having global mindset and information on opening are available online
with placement consultant website, companies website, city line websites and
other portal. The job seekers send their applications through mail using the
Internet. Organizations are collecting database whole of the year through this and
exercising this to its level best. This will help in time and money cost for the
This programme bridges the gap between concepts reinforced in class room and
TALENT STRATEGY
Talent strategy means examining the kinds of competencies that will be needed
in the next few years, and then comparing those needs with the current
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LEARNINGS & EXPERIENCES
never stops, my learning at ECEL has come from a lot of exposure, on the job
training and close interaction with the HR department. In brief my learning’s and
vacancy.
o Understanding of profiles.
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CONCLUSION
and selecting the right people for your business is a challenge. Finding the right
man for the job and developing him into a valuable resource is an indispensable
order to harness the human energies in the service or organizational goals, every
when carried out properly, would enable the organization to hire and retain the
enough information about the jobs so that applicants can make comparisons with
their qualifications and interests, and generate enthusiasm among the best
candidates so that they will apply for the vacant positions. Recruitment
company, and eventually decide whether they wish to work for it.
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ANNEXURES
QUESTIONNAIRE
-- Yes -- No
-- To some extent
-- Internal -- External
-- Both
3. What are the external sources you use for the recruitment?
employee referrals?
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-- Yes -- No
(Rank them based on the number and quality of candidates generated and
also roughly specify the percentage mix of each of the following sources
adopted. For e.g. If the organization get maximum quality candidates from
Job Portals, then put ranking 1 and percentage say for e.g. 40%.)
6. Rank the Qualities in the order of your preference on the basis of which
1. Attitude 1
2. Experience 3
3. Knowledge 2
4. Communication 5
5. Loyalty Expectation 6
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6. Present Ability 8
7. Initiative 4
8. Team Spirit 7
-- Yes -- No
8. What are the challenges you face while managing your manpower?
-- Attrition -- Recruitment
-- Replacement -- Absenteeism
-- 1% - 5% -- 5% - 10%
3. Inefficient Supervisor 3
4. Inappropriate Training & Development 5
5. Lack of Motivation 6
6. Higher studies and other personal 1
reasons
7. Inept work environment 7
8. Others if any
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11. Out of total recruitment in a year, what is the percentage of internal
recruitment?
-- 0% - 5% -- 5% - 10%
-- 10% - 15%
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BIBLIOGRAPHY
1. www.ecel.com
2. www.escortsgroup.com
3. www.citehr.com
4. www.google.co.in
5. www.docstoc.com
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