Pandit Deendayal Petroleum University – Gandhinagar

IHRM Assignment-4

Name: Jay Bhagat

Roll No.: 19BCL047

Department of Civil Engineering

Assignment 1

Study the recruitment and selection process of any leading company in detail. The
process you are studying may include two positions. One for fresher and another
for experienced candidate. Compare both these process and put your point of
view. (As it’s the study of process word limit is not applicable, you need to type
the assignment)

For Example: You can study the Recruitment process of IBM for fresher’s and
experienced. The Job position (role) you can assume. And once you have
compared now give comments in your own words.

Solution: -
The recruitment and selection process can be defined as the process of selection
and shortlisting of the right candidates with the necessary qualifications and skill
set to fill the vacancies in an organization. The selection process varies from
industry to industry, company to company and even amongst departments of the
same company.
Selection process for fresher’s candidate are as follows:
Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the

Receiving Applications

Potential employees apply for a job by sending applications to the organisation. The
application gives the interviewers information about the candidates like their bio-
data, work experience, hobbies and interests.
Screening Applications

Once the applications are received, they are screened by a special screening
committee who choose candidates from the applications to call for an interview.
Applicants may be selected on special criteria like qualifications, work experience
etc.

Employment Tests
Before an organization decides a suitable job for any individual, they have to gauge
their talents and skills. This is done through various employment tests like
intelligence tests, aptitude tests, proficiency tests, personality tests etc.

Employment Interview

The next step in the selection process is the employee interview. Employment
interviews are done to identify a candidate’s skill set and ability to work in an
organization in detail. Purpose of an employment interview is to find out the
suitability of the candidate and to give him an idea about the work profile and what
is expected of the potential employee. An employment interview is critical for the
selection of the right people for the right jobs.

Checking References

The person who gives the reference of a potential employee is also a very important
source of information. The referee can provide info about the person’s capabilities,
experience in the previous companies and leadership and managerial skills. The
information provided by the referee is meant to kept confidential with the HR
department.

Medical Examination

The medical exam is also a very important step in the selection process. Medical
exams help the employers know if any of the potential candidates are physically
and mentally fit to perform their duties in their jobs. A good system of medical
checkups ensures that the employee standards of health are higher and there are
fewer cases of absenteeism, accidents and employee turnover.

Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has successfully
passed all written tests, interviews and medical examination, the employee is sent
or emailed a n appointment letter, confirming his selection to the job. The
appointment letter contains all the details of the job like working hours, salary,
leave allowance etc. Often, employees are hired on a conditional basis where they
are hired permanently after the employees are satisfied with their performance.

The selection process of experienced candidate is also same but their experience if
given preference above the qualification of fresher’s candidate.
Assignment 2

Volkswagen, the automobile major from Germany, plans to setup an automobile

Question: You are selected as HR head. How do you plan the requirements of
human resources for Volkswagen in detail.

Solution:-

As a HR head I have to do following steps for planning:

Forecasting
HR planning requires that we gather data on the organizational goals objectives.
One should understand where the organization wants to go and how it wants to
get to that point. The needs of the employees are derived from the corporate
objectives of the organization. They stem from shorter and medium-term
objectives and their conversion into action budgets.
Inventory
After knowing what human resources are required in the organization, the next
step is to take stock of the current employees in the organization. The HR
inventory should not only relate to data concerning numbers, ages, and locations,
but also an analysis of individuals and skills. Skills inventory provides valid
information on professional and technical skills and other qualifications provided
in the firm. It reveals what skills are immediately available when compared to the
forecasted HR requirements.
Audit
We do not live in a static world and our HR resources can transform dramatically.
HR inventory calls for collection of data, the HR audit requires systematic
examination and analysis of this data. The audit looks at what had occurred in the
past and at present in terms of labour turnover, age and sex groupings, training
costs and absence. Based on this information, one can then be able to predict what
will happen to HR in the future, in the organization.
HR Resource Plan
Here, we look at career planning and HR plans. People are the greatest assets in
any organization. The organization is at liberty to develop its staff at full pace in
the way ideally suited to their individual capacities. The main reason is that the
organization’s objectives should be aligned as near as possible, or matched, in
order to give optimum scope for the developing potential of its employees.
Therefore, career planning may also be referred to as HR planning or succession
planning.
Actioning of Plan
There are three fundamentals necessary for this first step:
1. Know where you are going.
2. There must be acceptance and backing from top management for the planning.
3. There must be knowledge of the available resources (i.e.) financial, physical
and human (management and technical).
Once in action, the HR plans become corporate plans. Having been made and
concurred with top management, the plans become a part of the company’s long-
range plan. Failure to achieve the HR plans due to cost, or lack of knowledge,
may be a serious constraint on the long-range plan