QUESTIONS

Q1. Write down the Job description and Job Specification of

Merchandiser in a garment manufacturing company.(W.R.T your

summer internship experience)

Q2. Describe various recruitment methods. Explain the recruitment

process of any organization you are familiar with. Analyse the

same. Briefly describe the organization.

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Q1. Write down the Job description and Job Specification of Merchandiser in a
garment manufacturing company.(W.R.T your summer internship experience)

Answer:-

JOB DESCRIPTION OF A PRODUCTION

MERCHANDISER

Job Identification

1 Job Code APM-12

2 Job title: Production Merchandiser

3 Alternative Title Merchandiser

4 Department Merchandising Department

5 Division Knits Apparels Division

6 Plant Alok Industries Made-up and Apparel Division

Saily,Silvassa

7 Contract Permanent

8 Pay band Category A

9 Nature of job Full time

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Job Summary

Production Merchandiser functions as a coordinator from the the factory end

providing detailed follow–up of various production activities and status of
execution of the orders .He/she is also responsible for all the production related
decision making.

Job Duties and Responsibities

Execution of Sampling activities

• Interpretation of proto-tech packs and preparation of BOM (Bill of

Materials and Cost Sheet).
• Preparation of a Time and Action Calendar for order execution
• Coordinate sampling process, sample/product development and their
timely delivery.
• Interpret comments received on samples from buyer, coordinate the
changes in samples and keep track record of the received comments.

Execution of Pre –production activities

• Obtain approvals on Pre-production samples before starting

production.
• Coordinate the Pre-production and present all details to each
department involved in production.
• Prepare an “In-house” Production Information sheet.

Execution of Production activities

• Coordinate the activities of all works (production) department so as to

ensure smoothing functioning.
• Coordinate raw material receive dates and end product delivery date
deadlines.
• Provide the production department with useful information of the order
such as Production Information (P.I) sheet.

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Execution of Post- Production activities

• Be present during the final inspection

• Compile profit /loss statements for factory operations.
• Entertaining buyer/buyer representative, their requests and demands
during factory inspection visits.

Training Responsibilities

Training is key to the success of this position. Maintaining a good rapport with
employees at all levels is essential, and having effective communication with
both employees and customers is critical to success.

Job Relation to Other Jobs

A Production Merchandiser’s activities are generally monitored and supervised

by a more senior Production Merchandiser in the merchandising depart who acts
as the head merchandiser.

In respect to other departments a Merchandiser has direct contact with head of

department or subordinates of the department.

Supervision

No such direct supervision of people involved. Only coordination, and a little bit of
supervision on a whole of the subordinates of different departments.

Working Conditions

The job is a “in office“type desk job involving majority of paper work and some
amount of travel if necessary. The job doesn’t consist of any hazardous task to
be performed as such. The merchandiser is to work in close contact with the
manufacturing facility and so the office would be preferably be adjacent to the
production/shop floor.

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 JOB SPECIFICATION FOR PRODUCTION
MERCHANDISER
Applicants must demonstrate evidence of the detailed criteria outlined below
to be considered for the post.

PHYSICAL CHARACTERISTIC

Age – Range 22-35

Essential Good medical health

Gender Male/Female

ACADEMIC AND PROFESSIONAL QUALIFICATIONS

Bachelors Degree From NIFT or any equivalent degree qualification or diploma.

In case of Bachelors degree others than NIFT; candidates with work experience
would be preferred.

KNOWLEDGE AND EXPERIENCE

 Previous merchandising experience in a Production environment

 Experience of preparing and analysing weekly stock and production
reports
 Knowledge and experience of using computer software (including Excel,
Word and Outlook)
 Must be versatile and adaptable to the ever changing world of fashion

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 SKILL AND COMPETENCE

 Strong attention to detail with proven numeracy and analytical skills

 Excellent communication skills (in English, both verbally and in writing)
 Good interpersonal skills with the ability to build good working relations
internally and with external suppliers
 Good organisation skills with evidence of prioritising responsibilities
 Ability to work under own initiative and in a team.
DISPOSITION

1. Behaviour acceptable to others.

2. Previous occupational evidence of influencing others.
3. Accepting responsibility without undue strain; a positive competitive
mindset.
MOTIVATION
• Must be self motivated
• Strive to meet targets progressively
• Sight of high achievements of realistic nature with consistency.

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Q2. Describe various recruitment methods. Explain the recruitment process of
any organization you are familiar with. Analyse the same. Briefly describe the
organization.

Answer:-

The various methods of recruitment are as follows:

Direct Method

Indirect Method

Third party

Direct Method

• Direct method of recruitment involves direct contact with educational,

professional institutions, employee’s contacts with public and manned
exhibits.
• The recruiter team travels around to directly recruit from various sources.
• Placement cells of educational institutions help in attracting students,
arranging interviews and providing with student resumes.
• Direct methods also include sending recruiters to conventions and
seminars, setting up exhibits at fairs and using mobile offices to go to
desired centres.

Indirect Method

• Indirect methods usually involve advertising in the newspaper, on the

radio, in professional and trade magazines, technical magazines and
brochures.
• Senior posts when not filled by internal promotion, they are filled using
advertising through written media.
• Advertising is a good means to recruit blue collar workers.
• Higher the position, more widely dispersed the advertisement.
• An advertisement must be written tactfully such that it attracts the right kind
of applicants suitable for the job.

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 • Specific information related to the jobs which are important in nature are to
be specified.
• Advertising can be effective if proper media/medium is chosen.
• While giving an advertisement it is necessary to
• Visualize the applicant one is trying to recruit
• Write out a list of advantages a company offers.
• The magnitude up to which the advertisement should be publicised.
• An advertisement in selected journals or magazines is done to filter the
type of applicants and thus these are selective in nature.

Third Party

• Third party Recruitment is generally done through private employment

agencies, state agencies, placement schools, colleges and professional
associations, recruiting firms, management consulting firms.
• Private employment agencies charge the applicant a small fee and act as
a broker for the employer by providing it with potential employees.
• State employment or public employment agencies mainly provide the
employers with labour level potential employees. These also provide a range
of services such as counselling, assistance in getting jobs, information about
labour market, labour and wage rates.
• Schools and Professional institutions offer opportunities for their
students. These institutions provide with degrees which act as qualifications
and an excellent source of potential employees. These institutions generally
provide blue-collarapplicants, white collar and managerial personnel.
• Recruitment by Professional organisations is done by maintaining a
information record of employed professional. These firms provide consultation
to potential employing firms of persons of high calibre.
• Indoctrination seminars are also a useful way of getting the required
personnel.
• Friends and referrals of employees is also a good source from where
employees may be sourced.

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 • Trade unions also provide manual and skilled workers in sufficient
numbers.
• Casual labour in most industries is sourced from on spot recruitment on
factory gate.
• Unconsolidated applications for positions for which sufficient applicants
haven’t been received from other sources but from direct enquiry are of great
future use.
• Voluntary organisations such as cubs, social organisation might also
provide employees.
• Computer data banks are maintained with resumes of applicants, this is
mainly important in cases where positions are hard to fill and which call for an
unusual combination of skills.
• The source which has to be tapped for meeting the appropriate needs
depends on:-
• Policy of a firm
• Position of labour supply
• Government regulations and agreements with labour
organisations
• The best management policy would be to employ from inside the
organisation if the source fails external recruitment must be tackled.

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 ONGC (OIL AND NATURAL GAS CORPORATION)

INTRODUCTION

ONGC is the flagship company of India; and making this possible is a dedicated
team of nearly 33,000 professionals who toil round the clock. It is this toil which
amply reflects in the aspirations and performance figures of ONGC. The company
has adopted progressive policies in scientific planning, acquisition, utilization,
training and motivation of the team. At ONGC, everybody matters, every soul counts.

ONGC has a unique distinction of being a company with in-house service capabilities
in all the activity areas of exploration and production of oil & gas and related oil-field
services.

Needless to emphasize, this was made possible by the men & women behind the
machine. Over 18,000 technically-competent experienced scientists and engineers,
mostly from distinguished Universities / Institutions of India and abroad form the core
of our executive profile. They include geologists, geophysicists, and geochemists,
drilling engineers, reservoir engineers, petroleum engineers, production engineers,
engineering & technical service providers, financial and human resource experts and

IT professionals.

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HR Vision, Mission & Objectives

HR Vision

"To build and nurture a world class Human capital for leadership in energy
business".

HR Mission

"To adopt and continuously innovate best-in-class HR practices to support business

leaders through engaged, empowered and enthused employees".

HR Objectives

• Enrich and sustain the culture of integrity, belongingness, teamwork,

accountability and innovation.
• Attract, nurture, engage and retain talent for competitive advantage.
• Enhance employee competencies continuously.
• Build a joyous work place.
• Promote high performance work systems.
• Upgrade and innovate HR practices, systems and procedures to global
benchmarks.
• Promote work life balance.
• Measure and Audit HR performance.
• Promote work life balance.Integrate the employee family into the
organisational fabric.
• Inculcate a sense of Corporate Social responsibilities among employees.

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ONGC has various employment opportunities at lower,middle and senior executive
levels in a large number of disciplines for which candidates from the following
streams can apply:
Engineering

• Civil
• Construction & Maintenance
• Drilling
• Electrical
• Electronics & Telecommunications
• Instrumentation
• Mechanical
• Production
• Auto
• Chemical
• Petroleum
• Instrumentation
• Computer Engineering and Programming

Geosciences

• Chemistry
• Geology
• Geophysics
• Mathematics
• Palyntology
• Reservoir
• Physics
• Physics with Electronics

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Support & Administration

• Finance & Accounts

• Economics & Statistics
• Hindi
• Industrial Engineering
• Industrial Relations
• Legal
• Marketing
• Medical & Paramedical
• Public Relations / Corporate Communications
• Security & Vigilance
• Fire Services
• Materials Management

Modes Of Recruitment

ONGC advertises its vacancies in newspapers and displays the same online. Only
the applications specific to the advertisements are entertained which are received
during the time limit stipulated in the vacancy notification/advertisement. Individual’s
applications which are without reference to specific vacancy notification are neither
entertained nor replied to.

• How to Apply

Specified application form is provided along with each vacancy notification. Only
those applications which are as per the prescribed form and fulfil eligibility criteria of
age, qualification, application fee and are accompanied with copies and testimonials
are accepted. Detailed instructions for filling up application forms are given in the
vacancy notification.

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 • Terms & Conditions

Broad terms and conditions and general instructions which are specific to the
advertised posts are incorporated in the advertisements/vacancy notification.
Vacancies are notified or advertised as and when there is manpower requirement for
any discipline. The executives in ONGC are transferable to any of its Projects,
Regions, Institutions and Work centres in India or abroad

ONGC has its employees working in four categories:-

Class I – Technical and Scientific Officers are required by ONGC to carry out its
range of diversified activities covering exploration and production of oil and gas in
Indian and foreign countries in acreages acquired or awarded. Officers are appointed
by direct recruitment / promoted to this level by various processes which are detailed
here under:-

a) Direct recruitment – By All India written test followed by personal interview .

b) Campus recruitment – Written test and Spot Interview
c) In house promotions – Promotion of in-house experienced candidates .
Pay Scale at Induction – 24900-59400 with 3% annual increments.

Direct recruitment of Officers as Graduate Trainees :-

• Through advertisement in all National dailies(English and Hindi) and its

website www.ongcindia.com applications are invited for Class I officer posts
for various disciplines in ONGC for its operation in India and abroad .

• The qualifications needed for induction as Graduate Trainees is BTech

(Peod/Chem/Mech/Elect/E&T/Instrumentation),MSc.(Physics/Geology/Geoph
ysics/Chemistry), Asst Manager ( MM/HR/IE) .

• Applications are to be filled online and a printed copy of the application with
the requisite fees needs to be sent to the company’s Headquarters for
admission to the All India Test.

• The written test is conducted on a Sunday within six weeks after the last date
for submission of applications.

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 • The results are announced in four weeks after which personal interviews are
conducted at Dehradun for which candidates are paid to and fro charges by
entitled class to appear for the interview.

• The ratio of candidates called for interview is 1: 3.

• The appointment letters to successful candidates as Graduate Trainees are

issued within four weeks.

• The recruited Graduate Trainees are first posted to their workplaces for a
period of eight weeks after which they are sent to the In –house Institute of
Management Development, Kaulagarh , Dehradun .

• At the institute, the trainees are imparted a twenty four week training after
which they are returned to their work places.

• Fifty weeks after induction all trainees are given a written test in Dehradun
and only successful candidates are confirmed as Asstt Executive Engineer
(Mech/Drilling/Elect as per discipline) and placed on a probation of one year .

• Trainees of the scientific cadres are appointed as Geophysict/Geologist

/Chemists and trained as explained above.

• The unsuccessful candidates are discharged by the company. The pay scale
on confirmation is decided upon which additional allowances like Industrial
DA , HRA , Drill Site Compensatory Allowance, Hard duty , Underground
Mining Allowance are paid, depending on the site of posting .

• The inductees are promoted, if their performance, through the

PAR(Performance Appraisal Review) is found to be satisfactory .

• The promotions are made from E1 level to E 8 level (below board levels).

• All Class I appointments are made by ONGC Headquarters only.

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Campus recruitments: -

• ONGC conducts campus recruitments to meet its manpower needs pertaining

to technical and scientific cadres.

• The recruitment team’s visit campuses of reputed colleges like IIT’s and
NIT’s and government colleges to conduct written tests and shortlist
candidates for spot interviews after which offers are made for appointment as
Graduate Trainees in ONGC or its overseas subsidiaries like ONGC Videsh .

Promotions (Internal) :-

• Certain numbers of officers working at the class II level are also promoted
every year in a predetermined proportion to Class I level based on seniority
cum fitness basis (SCF).

• The board level appointments are made by administrative ministry (

MOP&NG- Ministry of Petroleum and Natural Gas ) with the approval of the
Cabinet Committee on Appointments.

• Board level appointments are made for Chairman cum Managing Director
and Six other functional directors. T

• The government is represented on the board by a Joint Secretary level officer.

The full board consists of 16 directors including two Independent directors as
per Clause 49 of the Companies Act .

Class II

• No direct appointments are made at this level.

• All officers of E0 grade fall in this category and are promoted from lower levels
based on Seniority Cum Fitness basis ( SCF).

• This level is one step below the Class I level.

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Class III

• Junior Engineers, Junior Asst Technician and Junior Astt Geologist/Chemist

and other MM and HR department related appointments are made at these
levels.

• Their recruitment is made by conducting a written test followed by interview.

• The recruitment tests are conducted at the regional levels for Class III level
recruitments and the qualifications for the posts vary between a diploma and
an ITI depending on the designation.

Class IV

• Roustabouts required for handling heavy duty jobs on the derrick floor of
drilling rigs and on production installations are recruited at this level.

• They are recruited on the basis of employment exchange registration seniority

number.

• The list of person registered on the employment exchange register are called
for physical tests and recruited, if found to be suitable.

Extended roles

• The retirement age in ONGC is 60 years.

• Due to shortage of skilled manpower, ONGC also offers its retiring
employees Consultant posts for a two year period after retirement also to
ensure that skills sets are retained for a longer period.

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 ANALYSIS OF RECRUITMENT PROCESS AT ONGC

Advantages of Direct recruitment by ONGC:-

• The best quality manpower is secured in abundance from the open market by
conducting an All India examination.

• The organization has an India India demographic pattern within its manpower
resources, which contributes well to the efficiency and builds up a strong
multicultural environment.

• Facilitates a phased and planned induction.

• Enables the company to secure for employment adequate number of

technical and scientific personnel, by conducting and All India exam .

• Getting the written exam conducted by a third party keeps it away from the
domain of influence peddling.

• The exam is conducted at limited places thereby avoiding possibilities of

leakages of question papers.

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Disadvantages of Direct recruitment by ONGC:-

• Long lead time in recruitment (6 to 8 months), due to which a lot of talent finds
alternate employment in the intervening period thereby depleting the quality of
the effort.

• One year training during induction is a very lengthy one when new recruits
tend to desert mid way after securing other jobs ,leading to financial loss to
the company . Hence the same needs to be reduced in view of the existing
job market. On the job training should be preferred, so that the induction cost
to company can be contained.

• The same pay scales and allowances are paid to all the cadres irrespective of
their market demand/ paucity, due to which the company faces a crunch in
certain disciplines like Instrumentation and programming .

• Though the application for the exam is to be filled online, the test is
a physical one whose results take around four to six weeks to declare. An
online testing arrangement could have halved the time period.

• Limited test centres make it difficult for candidates from other cities and
towns to appear for the exams , due to prohibitive costs of travel .

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