Project Report On Recruitment and Selection Process: A Comparison between a Manufacturing and Services sector.

Submitted in the partial fulfillment of the requirement for the award of degree of Masters of Business Administration In Human Resources & Marketing

Under The Guidance of Ms. Tejbir aur "#$%$$&'()

Submitted by !us!boo Sind!u

Department of Business Administration

Lovely Professional University Phagwara !"# "#!$ Pun%ab &'ndia(

CERTIFICATE

This is to certif that the pro!ect report entitled Recruitment and Selection Process: A Comparison between Manufacturing and Services sector submitted b Ms. K us boo Sind u is a bonafide piece of work conducted under m direct super"ision & guidance# $o part of this work has been submitted for an other degree of an other uni"ersit # The data sources ha"e been dul acknowledged# It ma be considered for e"aluation in partial fulfilment of the requirement for the award of degree of Master of Business Administration#

%ate&

August '()'

Ms# Te!bir *aur +ecturer

ACKNOWLEDGEMENT
*Ac+nowledging t!e debt is not eas, for us as we are indebted to so man, people-. . ta+e t!is opportunit, in e/pressing t!e fact t!at t!is project report is t!e result of incredible amount of encouragement0 co1operation0 and moral support t!at . !ave received from ot!ers. ,ords alone cannot e-press m deep sense of gratitude to Mr. Ra!eev " att # who pro"ided me an opportunit to be a part of $.+ for m training# Their "aluable guidance & support made this pro!ect work an enlightening educational e-perience# I would also like to e-press m gratitude from the core of m heart to m Mentor Ms# Te!bir *aur# who helped me in coordinating m entire pro!ect# Their consistent support and cooperation showed the wa towards the successful completion of pro!ect# I would like to e-press m deep sense of gratitude to all the members of

/obachie"ers0 who directl or indirectl helped me during m pro!ect work#

Khushboo Sindhu

R$CR%&'M$(' A() S$*$C'&+( PR+C$SS: CAS$ +, C+MPAR&S+( &( R$CR%&'M$(' PR+C$SS +, K%)+S C-$M&CA* *&M&'$).manufacturing/ and 0&RASA'1$1 K-A*SA.services/.

Abstract& In this research paper0 a stud hs been made on the recruitment and selection processes between the two different sectors0 i#e1 Manufacturing sector and Ser"ices sector# The stud indicates "arious techniques used b the two companies0 that is0 *udos 2hemical +imited0 that is a manufacturing compan and 3irasat4e4*halsa which belongs to the ser"ices sector# The stud made under obser"ation comprises of the ser"ices and guidance of a recruitment agenc called /obachie"ers0 that is functioning from its office at 2handigarh0 to pro"ide !ob opportunities to the dser"ing candidates0 in mostl areas in 5un!ab#

&nde2 'erms& Recruitment0 Selection

3/ &('R+)%C'&+(
The two companies undertaken in the pro!ect stud comprises of a manufacturing firm named K%)+S C-$M&CA* *&M&'$) and a ser"icing unit named 0&RASA'1$1K-A*SA. The former is ha"ing a chemical base and is in the business of manufacturing 6caffeine7# The latter is a ser"ice unit0 ha"ing the structure of a theme museum0 in which the culture of 5un!ab has been depicted in a "ersatile manner# Both of the companies need an adequate base of emplo ees0 who can carr out the "arious functions int the firms# %ue to the different nature of the working aspects of these two firms0 the recruitment and the selection process of both the firms are entirel different#

The onl area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deser"ing candidates for their firms# The pro!ect report0 hereb 0 includes m work at such a recruitment agenc named 64+"AC-&$0$RS7 under which I studied the recruitment and selection processes of "arious firms and prepared m pro!ect report on the comparison between the recruitment and selection process of a manufacturing firm and a ser"ice firm#

The process of recruitment begins with the sending of the 6/ob description7 b the compan # The !ob description is comprising of the following requirements& 3/ Position vacant This "er first point0 clarifies to the recruiter0 for which required position0 the candidate is needed# The recruiter then make use of the data that is a"ailable to him0 or creates new data of the candidates# Since I undergone the training in a !ob consultanc 0 there was pre4recorded data alread a"ailable# Thus0 the recruiter can contact the person and can make him attend the scheduled inter"iew for the required post# 5/ $2amining t e 4ob description The /ob description pro"ided b the compan tells the recruiter0 the complete insight of the position "acant and also pro"ides the knowledge of what the compan is seeking in the required candidate# 8nderstanding the complete /% 9/ob description: onl can help the recruiter to mo"e to the ne-t step# If the recruiter fails to understand the need of the compan from the /% pro"ided0 then all of the steps undertaken b the recruiter would turn out to be a failure# 6/ ,inding t e re7uired candidate The ma!or work of the recruiter begins here# The companies are loaded with man responsibilities0 due to which the put the pressure of the recruitment and selection of the required candidates on a !ob consultanc firm# Since these firms basicall 0 are into the business of recruiting onl 0 so the are ha"ing much broader aspect and determination for the access and selection of the !ob seekers0 plus the !ob pro"iders#

Here0 there are some ma!or tools that a recruiter put to use to0 in order to generate new data0 which comprises of the required candidates rele"ant to the gi"en !ob description# 64+" P+R'A*S# usuall called 65;RTA+S70 in midst of recruiters0 are the ma!or source of pro"iding the data required for the relati"e !ob description# The recruiter ha"e the access to these portals0 b pa ing an amount to these portals# These portals contains the data of candidates from almost e"er part of the world0 ranging from a wider aspect of qualifications and e-periences# These !ob portals ha"e some "er famous names among them# 6(A%KR&.C+M# 6SHI$<#2;M7 and 6M;$ST<R#2;M7 are some of the ma!or !ob portals that are ha"ing the bio4data of millions of candidates# The !ob4seeking candidates upload their resumes on these portals0 so as to open up their profiles to the recruiter and to update themsel"es b the latest and the rele"ant opportunities in the market# The !ob portals ha"e a specific area called the 6<M5+;=<R>S ?;$<7 0 through which the recruiter can make his@her personal account and can post the rele"ant !ob and can send in"ites to the desired and qualified candidates# The desired candidates can then repl to the message sent b the recruiter0 through his@her own message# These !ob portals pro"ides a "er efficient method of posting the !ob b the emplo er or recruiter# The recruiter can post the !ob through the 6Search45ost7 method or he @she can simpl search for the desired candidates through 6ad"anced search7 and can find out the resumes of "arious candiadates# These portals ha"e a special feature in which some of the portals gi"e the contact number of the candidate to the emplo er without charging an fee0 and some portals do not pro"ide this offer to the emplo er# 8/ &nterviewing t e candidate After the candidates has been shortlisted b the recruiter0 the candidates are called for the inter"iew# .or this purpose0 the recruiter prepare a logical approach to make the candidate0 understand the !ob for which the candidate is required and also inter"iew him@her on the basis of their qualification and e-periences# In some of the cases0 the recruiter is the onl one who conducts the inter"iew b himself# An another aspect when the recruitment process is handed o"er to a recruiting agenc 0 the candidates

are called upon and inter"iewed b the agenc people onl # The compan alwa s would ha"e foretold the recruiter about the kind of candidates required0 for a specific !ob#

9/ 4ob Anal:sis The ne-t and the foremost part of the !ob procedure is 6/ob anal sis7# ,hen the recruiter finall get the required candidate0 then he@she has to prepare an anal tic form of the work0 the emplo ee has to do# This complete process is called 6/ob anal sis7# /ob anal sis0 basicall 0 is the procedure for determining the duties and skill requirements of a !ob and the kind of person who should be hired from it## 9Reference& Human resource Management0))th edition0ch#A: /ob anal sis further furthur produces information that is to be used for writing /ob %escriptions# /ob anal sis is furthur necessar to support se"eral human resource management acti"ities# In case of recruitment and selection process0 !ob anal sis pro"ides information about what the !obs entails and what human characteristics are required to perform these acti"ities# This information0 in the form of !ob descriptions and specifications0 helps managers decide what sort of people to recruit and hire# /ob description is again a product of !ob anal sis# /on description is a list of a !ob>s duties0 responsibilities0 reporting relationships0 working conditions and super"isor responsibilities# /ob description then furthur helps in training and de"elopment process0 because it lists the !ob>s specific duties and requisite skills# Thus !ob anal sis0 is a a basic tool that is required bb the recruiter in making the candidate understand the !ob carefull and properl # 2ertain other acti"ities related to human resources like 5erformance Appraisal0 compensation and +egal compliances are also dependent on the /ob anal sis procedure# In this manner0 the whole recruitment and selection process from the side of a recruitment agenc is done#

(ow t e 7uestion arises t at if t e w ole recruitment process goes t roug suc a s:stematic# simplified and step1wise manner# t en w : do companies ire recruitment agencies for t is purpose; The answer to this problem lies in se"eral la ers# The companies relies on the recruitment agencies for a number of reasons0 that the cn fulfill b simpl hiring a recruitment agenc 0 rather doing it themsel"es# Some of the reasons for their hiring the recruiters are1 3/ 'o save t e time doing t e recruitment. Since the recruitment process is a "er prolonged and time4constraint acti"it 0 that requires keen obser"ation and insight of the candidate>s perspecti"e0 qualification and approach towards the !ob0 so the compan 0 b hiring a recruitment agenc 0 sa"e that time of theirs0 to accomplish some other task# The HR department of a compan deals with a lot man acti"ities related to legal compliance of the compan 0 the compensation methods and procedures for the emplo ees etc# so the time for hiring the new candidates become a tough !ob for the department0 as such the ha"e to de"ote their time for a prolonged and a careful approach of finding the right candidate for the "acant position in the organiBation# So the organiBation finds it easier to hire a recruitment agenc for the purpose of the recruitment and selection of the candidates# The recruitment agenc 0 ha"ing its due attention and business approach towards hiring the right candidates for the right !ob0 pa its full and foremost attention towards the hiring of the candidates# Thus0 b sa"ing the time of the organiBation0 the also pro"ide the required candidates for being the emplo ees for the particular organiBation# 5/ Convenience of coordination ,hen it comes to the con"enience of coordination within the organiBation and the recruitment agenc 0 it becomes much more easier to coordinate with each other regarding the /ob descriptions0 the inter"iew handling and the final selection of the candidates# The compan finds it easier to connect with the recruiters to discuss onl a few important points on the recruitment process and not on the entire selection process# Thus0 it becomes easier for the organiBation to coordinate with the agenc 0 rather than handling the prolonged process of selection themsel"es#

Also0 the organiBation can keep a check on the acti"ities of the recruitment agenc b emplo ing an indi"idual to maintain and record the progress made b the agenc and to pre"ent an sort of misunderstanding regarding an !ob constraint# The coordination process between the organiBation and the recruitment agenc 0 is a ma!or factor of the successful completion of the recruitment and selection process of the candidates# So0 it has to be "er accurate and must be in due agreements within the two firms# %ue to this con"enience0 the organiBation put their steps forward in hiring a recruitment agenc rather than handing this process b themsel"es# 6/ Replacement Polic: A significant and most prominentl 0 a plus4point feature0 wh an organiBation depends much on a recruitment agenc for hiring emplo ees for them0 is the 6R<5+A2<M<$T 5;+I2=7# Man of the recruitment agencies 9also the one in which I worked in: pro"ide this unique feature# To be stated0 the recruitment agencies works the wa like the candidate who is seeking a !ob and is interested in the posted !ob b the recruiter on the portals0 has to first register him@herself in that particular agenc # The agenc has their charges from the candidates for the registration purpose# After the candidate is registered in the agenc 0 the inter"iew is done b the recruiter or the candidate is sent to the HR manager of the organiBation for the inter"iew purpose# If the candidate got selected in the inter"iew0 the agenc charges for their part in the selection process# These charges are of two different aspects# a: If the compan needed a candidate for a "acant position in their organiBation and proposes a /% for the same0 then after the selection of the candidate0 the recruitment agenc charges its salar part from the compan itself# The agenc then0 do not take an amount from the emplo ee>s end# b: If the candidate is seeking a !ob in a reputed organiBation and contacts the recruitment agenc for the desired !ob0 then the compan sends the candidate in a particular compan for inter"iew and if he@she gets selected there0 then the agenc charges its part from the emplo ee>s end and not from the compan >s end#

This is how the recruitment agencies work# $ow0 for the point mentioned abo"e0 if a candidate who is selected for the !ob and is placed in the organiBation0 declines from the !ob or lea"es it due to some "alid reason0 within a gi"en time of probation of the organiBation0 then again the position of that particular personnel would be left "acant# Here comes the role of the recruitment agenc again# According to the replacement polic 0 if such an emplo ee0 who is pro"ided to the organiBation b that agenc 0 lea"es the organiBation within a gi"en time of probation0 then the recruitment agenc is R<S5;$SIB+< for hiring another candidate fir the same position0 without charging an amount from the compan >s end# %ue to this replacement polic 0 it become an ad"antage for the organiBation to hire a candidate from the due help of a recruitment agenc and not b themsel"es as the chances of getting a good candidate from the one who is purel into the business of recruiting0 is "er high# And also0 the organiBation do not ha"e to allocate its time in searching for an another efficient candidate for the !ob0 b again in"esting mone on the whole procedure again# Thus0 the replacement polic is also a ma!or factor0 wh an organiBation hires a recruitment agenc for hiring their emplo ees# $ow that it is clear0 that wh organiBations rel much on hiring candidates from the recruitment agenc >s side and not b themsel"es0 we can now mo"e on to the part that indicates some special characteristics of the recruitment agencies# %ue to these characteristics0 the recruitment agencies are considered to be the efficient choice of the organiBations for hiring candidates for them0 and also b the candidates to pro"ide better options for the !ob opportunities# 3/ Act as &ntermediates. There are se"eral instances when a !ob4seeking candidate cannot access the inter"iew dates of an organiBation from the data a"ailable on the sites of the organiBation# The general data a"ailable on these sites are onl the o"er"iew of what the organiBation do0 and what progress the ha"e made in the present# Most of the sites onl talk about the achie"ements of the organiBation# Inspite of all this0 "er few companies ha"e sites in which an option to upload the resumes b the candidates interested for !ob0 is a"ailable# The compan also ha"e a reason0 $;T to put that option on its websites to a"oid spam and unwanted comments#

$ow0 the difficult arises that neither the person who need the !ob0 is able to upload his@her resume on the compan >s website0 nor the compan is ha"ing an resume or data of an personnel that is required for some "acant post in the compan # Thus0 in such cases the recruitment agencies act as intermediates between the !ob4seeking candidate and the organiBation# These agencies ha"e their tie4ups with the companies and thus after recei"ing the appropriate /%0 starts searching for the required candidates# Thus0 the candidate who is ha"ing the required qualification but was unable to get access to the compan 0 can also reach to inter"iew desk0 through the help of the recruitment agencies# As a result bothof the sides purpose is ser"ed# And the recruitment agenc get to act as the intermediates between he two sides# ': Can approac for collaborations# The recruitment agencies0 as are in the business of open recruiters0 so the can approach an organiBations for the tie4up# To clarif this point0 it is well known0 that man of the organiBations ha"e ri"alries among them or e"en companies ha"e cut throat competencies between them# %ue to this thing0 these organiBations do not communicate with each other# But since each side of the business groups want good candidates for their organiBations0 so the indulge in tie4ups with the recruitment agencies# It is the !ob of the recruitment agencies then to make candidates a"ailable to all the business groups0 without creating an fa"oritism and to work without ha"ing an influence of an organiBation# Moreo"er0 the recruitment agencies are not bound b an sort of restriction b their collaborators0 not to approach an of the business units for business purpose# These agencies can approach to the organiBations that are ha"ing a small business unit to that of a large one0 ranging from manufacturing sectors to ser"ice sectors and from the go"ernment 4owned organiBations to the pri"ate pla ers of the market also# The range of these agencies also depends on the siBes of them# Some recruitment agencies runs in a larger unit offices and some of them operates from smaller offices# Most of the agencies still ha"e the work process in them as manual0 that is candidates records etc# are kept as manual files and data are maintained in registers or folders# But now on0 the recruitment agencies are taking a

broader range0 operating in big offices and the work process there is also shifting from manual to computeriBed# That is0 the data entr of the candidates are done in computers and special softwares are created that can access the incoming /%>s from the companies and can search the suitable matching candidates from the a"ailable data# The candidates are contacted immediatel through an <4mail or a message to the contact numbers of the candidates and there are less chances of spam or missing entr and also the chances of a missed candidate0 decreases to a large e-tent# 6/ Cut t e competencies. This is critical point to be mentioned and e-plained in the report0 but is the e-treme feature of the agencies also# Since0 the recruitment agencies ha"e tie4ups with man organiBations and also deals with the business groups who are ha"ing ri"alries or tough competencies among them0 so at man times0 one organiBation can approach the rec ruitment agenc to get the emplo ees of some other organiBation to !oin a !!ob in their own organiBations0 at more pa 4packages than the pre"ious ones# Among all of the strategies that an organiBation applies to make its "enture successful0 this is also one of the strategies of the compan to cut the competenc gi"en to them b other companies# Since e"er organiBation is well aware of the deser"ing assets of the other organiBation0 the organiBations at man times tries to cut this competition b hiring those emplo ees of the others who are solel responsible for the success of an pro!ect0 b offering higher pa 4packages to these emplo ees# If the emplo ee is committed to the organiBation0 he@she do not accept the offer but man cases are there0 in which this thing happen# $ow0 the part of the recruitment agenc comes like0 that one organiBation cannot approach the emplo ees of the other0 directl # So the do it through the recruitment agenc # The agenc 0 on the behalf of the other organiBation approach those desired emplo ees and make an offer to them0 for the higher package for the shift in !obs plus the organiBations# Thus0 being a rather critical point to be mentioned here0 it is a point that is also a characteristic of the recruitment agencies though being a disputable one#

A: Provide candidates a broader range of opportunities# The recruitment agencies are ha"ing a larger range of dealing with different agencies# # These agencies can approach to the organiBations that are ha"ing a small business unit to that of a large one0 ranging from manufacturing sectors to ser"ice sectors and from the go"ernment 4owned organiBations to the pri"ate pla ers of the market also# Since both the companies and the candidates with qualification0 need each other0 but onl due to the lack of coordination0 a better talent and a better !ob opportunit is lost0 both of the sides has to suffer# $ow0 due to the role pla ed b the recruitment agencies in the midst of them0 the !!ob4 seeker gets a btter !ob opportunit for themsel"es according to their qualificati(on and e-perience0 at the same time the organiBation also gets a better emplo ee for their work who can lead the compan to success in the coming future# As the range of the agencies are "er broad0 the candidates also get access to "arious other opportunities which the can work up depending on certain abilities of them# Man of the recruitment agencies ha"e the !ob access to more than ) or ' places# The can pro"ide the deser"ing candidates a whole lot of openings to their career#

5/ PR+4$C' "ACK<R+%() 5.3/ K%)+S C-$M&CA* *&M&'$) 5.3.3/ "ACK<R+%() +, '-$ C+MPA(=
,ebsite of the compan & *8%;S 2hemical +imited is a manufacturing compan which is in the business of manufacturing 6S=('-$'&C CA,,&$($# a substance that is commonl found in "arious products like 2offee etc#0 2hemicals0 5otassium 2hloride0 2austic Soda 5ills0 Aluminium Sulphates0 H drochloric Acids0 and Sulphuric Acids in India# the compan is located at %erabassi0 near 2handigarh#

The compan is operating in a huge plant situated at %erabassi0near 2handigarh# $earl )C(( emplo ees are alread working on the rolls of the compan # The HR department of the compan has an acti"e group of )D members0 who handles the entire works like recruiting and selecting the emplo ees0 regulating and controlling the attrition rate0 managing pa rolls etc# The 2ompan is dealing in the making of "arious chemicals0 thus ha"ing a huge chemical base# The recruitment process for the required candidates is usuall conducted b the recruitment agenc # The compan 0 as mentioned0 is ha"ing the business of manufacturing chemicals0 so the main requirement of the candidates is from the field of chemical background# 2urrentl 0 the compan is also undertaking other pro!ects in which it is including pharmaceuticals branch and therefore0 includes the recruitment and selection of candidates ha"ing degree in pharmac #

'#)#': AR$A +, "%S&($SS *udos chemical limited0 as the name suggests0 is a chemical manufacturing compan 0 which deals in the production of S nthetic 2affeine0 2hemicals0 5otassium 2hloride0 2austic Soda 5rills0 Aluminium Sulphates0 H drochloric Acids0 and Sulphuric Acids in India# The compan is ha"ing its huge chemical base0 operating in a significantl great operating unit functional at derabassi0 near 2handigarh# .or its functioning0 the compan basicall requires persons who ha"e complete knowledge of the chemical field# 62hemical <ngineers7 are in a great demand in this manufacturing unit# 2andidates who are ha"ing either a diploma or degree in chemical field0 are alwa s required in the plant# The compan generall starts off with the initial post of an e-ecuti"e and mo"es o"er thereafter# The manufacturers of these chemicals ha"e a great deal of bonding with the other chemical manufacturers# The clients of this compan are also distributed in e"er part of India# The products manufactured in this unit goes to the manufacturers of "arious other products0 like s nthetic caffeine goes up in the production of coffee0 chocolates etc# and h drochloric acid goes to the manufacturers of salt production#

Thus0 this unit deals in chemicals and therefore man manufacturers dealing in similar or somewhat different products#

6/ C+MPAR&S+( <R+%()S
E#): +>($RS-&P *8%;S 2hemical +imited is a pri"atel owned compan 0 which is ha"ing all of its business into the manufacturing of chemicals like S nthetic 2affeine0 2hemicals0 5otassium 2hloride0 2austic Soda 5rills0 Aluminium Sulphates0 H drochloric Acids0 and Sulphuric Acids in India#

E#': S'A"&*&'= P%RPP+S$ $o doubt0 e"er compan belie"es to ha"e a stable emplo ee who can work upto his@ her fullest0 also b being stable# Stabilit in a compan usuall states that the person should not switch to some other organiBation in between an estimated period of probation# Since the compan is liable to pro"ide training to the freshl emplo ed candidates for the prescribed work0 the emplo ee must get the training before he@she can think of promotion# Fenerall 0 the emplo ees are much more concerned about their designation and the also the salar e-pectations of these candidates are "er high# *eeping this thought is not purel incorrect but first of all0 the candidate has to qualif himself for the wishes of his own# That is wh 0 this is also in the norms of the compan to start from an initial moderate salar according to the qualification and e-perience of the candidate0 and to pro"ide him training of the work that he@she is supposed to do in the compan # The organiBation checks the stabilit ot the personnel b allotting a time period of probation# $ow in this time0 the compan trains the emplo ee and also cheks the stabilit # Man cases are there in which the candidates appearing for !ob inter"iew0 alread ha"e work e-perience0 that is0 the ha"e worked in an alread running organiBation#so0 the chances of their !ob shifting are man more0 including the salar issues# ,hile inter"iewing such a

candidate0 the recruiter keeps a check on the candidate>s last work location and the field in which he worked in# if the recruiter finds out that that the candidate is shifting his@her !ob "er quickl and frequentl within A4G months0 then the thought alwa s come across the recruiter that such a candidate would not be stable in an organiBation for a longer period of time# Man recruiters a"oid hiring such an emplo ee because if the emplo ee lea"es an organiBation0 then the organiBation also suffers# The organiBation then0 has to find a new emplo ee0 shortlist candidates0 conducts inter"iews and moreo"er0 ha"e to incur e-penditure on the training and de"elopment procedure of the new emplo ee# Thus0 the stabilit of an emplo ee is an important factor0 which the organiBation and the recruiter keeps in mind while emplo ing a candidate0 so that the organiBation do not ser"e a loss again0 and the recruiter keeps this thing in mind due to the norms of the 6Replacement 5olic 7# E#E/ SA*AR= PACKA<$S In most of the cases0 while sending the /%>s 9/ob %escription: to the recruiter0 the organiBations also mentions the initial pa packages that has to be offered to the deser"ing candidates# It is mentioned in the norms of the organiBation0 what salar has to be gi"en to the emplo ees according to their qualification and e-periences# There are some special norms of the organiBation according to which the salaries of the emplo ees has been decided b the HR %epartment of the organiBation0 keeping in mind the legal compliance of the compan # The HR department mentions the salar packages that has to be gi"en to the emplo ees of "arious scales and e-periences# The recruiter0 while inter"iewing the candidates0 keep in mind the salar norms# If the recruiter after inter"iewing the candidate0 finds him@her eligible for the required !ob0 then the last step is to discuss the /ob location and the salr packages# The recruiter has to offer the candidate the set amount of salar package that comes along with the /% sent to him b the organiBation itself# $ow0 again according to the qualification and e-perience of the emplo ee0 the salar gets changed#

If the candidate is a fresher in his@her field then0 the salar package initiall begins from Rs# H(((@4 and then grows as the candidate works his wa forward in the compan # *udos 2hemicals +imited has certain set norms for the candidates according to their e-perience0 and their qualifications# If the candidate is ha"ing diploma in the field of chemical engineering0 then the candidate has to start at Rs# G((( initiall # If the candidate is a graduate ha"ing a degree in the required field0 then the inintial salar package is Rs# H((( for him# And the candidate who is ha"ing an e-perience in the required field0 the starting salar package is Rs )((((4)'(((0 initiall # As per about incenti"es0 the compan is responsible for the transportation facilities for the candidates# The compan pro"ides the candidates with increments0 according to the time4 span of the work and the qualit and amount of work that is to be done bb the candidate in his@ her allocated period of time# E#A: PR+"A'&+( P$R&+) <"er organiBation has a specific period of probation for the newl hired emplo ees# This probation period is usuall called 6Training 5eriod7 in the emplo ees generall # The probation period is set b the organiBation in order to train the new emplo ees and to see the skills of the qualification the ha"e# *udos 2hemical +imited is generall ha"ing a probation period of ) ear0 for its newl hired emplo ees# Since0 the plant operating is "er large and there are a number of works that are ongoing in a line0 so the compan has to train is emplo ees about e"er work that is in process# Since0 the candidates are alread from the chemical engineering background so the compan faces a quite minor problem to train the candidates as the do not ha"e to start off from the beginning# The probation period is also ha"ing another important factor indulged in it# Sometimes the emplo ee hired does not find the !ob comforting or the the compan feels that the hired candidate is not upto the mark or is ha"ing some problem while ad!usting with the !ob# The probation period decides this "er thing# The compan gets to see the knowledge and skills

of the emplo ee and the emplo ee also gets a hint of how his@her career would go0 being in such an organiBation# *udos0 howe"er gi"es and takes a time of ) ear to get a complete insight of the emplo ee0 and also pro"ides the candidate with the adequate time to think and get through with his@her !ob process# If in this period of time0 the emplo ee wants to quit the !ob0 he@she can do that# The compan does not impose an responsibilit on him@ her until then# But once the candidate comes ;$4R;++S0 then unlike the pre"ious emplo ees0 the newl hired emplo ees also comes into the compliance of the compan and the ha"e to gi"e a E months notice0 before the resigns from the !ob# In the probation period0 the compan pro"ides the interns with a particular amount of mone 0 that is called0 stipend0 as the emplo ees are under training period# The proper salar amont are not gi"en to them until the complete their training period and become permanent emplo ees of the compan # So0 again gets time to check the stabilit of the newl hired emplo ee0 working as an intern in the compan # ,ithin the probation period0 as the organiBation becomes aware of the skills and knowledge of the emplo ee and ha"e also put a test to the learned up knowledge of the emplo ee0 to testing0 the probation period helps the organiBation to set the salar package for the candidates# $o doubt0 the skillful candidates acquire better salar packages after their good performances in this probation period and few emplo ees gets sacked due to their poor performance in this probation period# This is wh 0 the probation period is necessar as well as important both for the emplo ee as well as the organiBation# E#G: R$CR%&'M$(' PR+C$SS Another significant0 et most important0 differentiation comes in the R<2R8ITM<$T 5R;2<SS in the organiBation# Since0 *udos 2hemical +imited is a manufacturing unit0 so that>s wh the recruiter has to keep in mind0 the work background and the qualification of the candidate in mind# ,hile doing the recruitment0 we see to it that the organiBation was mainl ha"ing the demand of chemical background people# So0 before we begin the recruitment process0

we ha"e to completel understand the /% recei"ed from the compan # Half of the process is completed at the end of the recruiter0 if we understand the /% completel # Also0 the compan >s also requires different categories of emplo ees# Sometimes the requirement is of the diploma holders and sometimes the requirement is of degree holders# So0 candidates are called according to their qualification and their e-perience# Then begin the inter"iew process# The recruiter calls the candidate0 reminding him@ her to bring his@her resumes or 237S# we then take an inter"iew of the candidate as per his@her qualification as mentioned in their resumes# The questions asked generall 0 are related to their field and relati"e to the aptitude of the candidate# If in some cases0 the organiBation demands to inter"iew the candidates themsel"es0 then the recruiter>s !ob is to shortlist the candidatesand send the deser"ing and interested candidates list and the soft copies of their shortlisted resumes0 to the HR of the organiBation# In *udos 2hemical +imited0 the inter"iew is conducted b the HR manager of the compan 0 but the screening of the candidate is done at /obachie"ers onl 9/obachie"ers is the recruitment agenc here0 in which m training was done:# At /obachie"ers0 the candidates are called along with their resumes and the screening is done initiall # Then0 the shortlisted candidates are then sent to the compan located at %erabassi# There0 the final inter"iew of the candidates are done b the HR manager of the compan # Thereafter the candidates are selected accordingl b the HR manager of the compan # The selected candidates>s name and date of !oining of the !ob is then sent to the recruitment agenc 9/obachie"ers0 in this case:# The compan then pro"ide the agenc with the amount that has to be submitted to the agenc as their fee for the work# After that0 the agenc also keeps a record of the candidate>s work profile and the satisfaction le"el of his@her !ob there# This is due to the reason0 because in case if the candidate quits the !ob in the probation period or within E months0 then the agenc has to re4recruit another candidate at the same place0 keeping in mind the 6Replacement 5olic 7# Thus0 the training and the de"elopment of the newl hired emplo ee0 is bkept on record b both the recruitment agenc as well as the organiBation#

E#D: &('$R0&$> C+()%C'&+( Inter"iews are the most popular methods for obtaining !ob4related information# The ma range from completel unstructured inter"iews to highl structured ones in which !ob anal sts follow detailed questionnaires in asking their questions# 9Reference& Human Resource Management0 ))th edition0 ch A: Inter"iew conduction0 is a point of differentiation0 because of its mode of conduct and b whom the inter"iew is being conducted# In this stud 0 this point came under obser"ation due to the following two points& a/ Mode +f Conduct The mode of conduction of the inter"iew is again of two t pes& Structured and 8nstructured Inter"iew# 8nstructured Inter"iew is an unstructured con"ersational4st le inter"iew in which the inter"iewer pursues points of interest as te come up in response to questions# In these inter"iews0 the managers do not follow a set pattern 8nlike the unstructured inter"iews0 the structure d inter"iews are ha"ing a set pattern0 that is the inter"iew follows a sequence of questions# These are such kind of inter"iews that are based on carefull selected !ob4oriented questions with predetermined answers that inter"iewers ask of all applicants# $ow0 mentioning this point was the main cause of understanding the differentiation of it# In *udos chemical +imited0 the inter"iew approach shifts from unstructured to structed0 depending on the need of the !ob4profile of the candidate# <-plain this point0 the candidate ma or ma not be asked questions related to his field# He@she ma face an unstructured inter"iew in which questions about his pre"ious !ob0 reason to lea"e that !ob and about the pre"ious compan >s management0 can be asked in the beginning of the inter"iew# This is how0 the inter"iew>s mode of conduct is important# b/ Panel of interviewers

This point differentiates the inter"iew mode in such a manner0 that the differentiation could be done at this point# In *udos 2hemical +imited0 generall the inter"iew is taken b the HR manager of the compan # Since0 the HR department of the compan is quite broad and efficient0 thus the team of members of the department0 are sometimes in the panel made for the inter"iew purpose# The compan gi"es the recruiter0 the authorit to conduct a screening of the candidates prior to the inter"iew# Thus the recruiter at first0 ha"e to short list "arious candidate on the basis of their qualification and e-perience0 and then also ha"e to conduct a short screening based upon the field to which the candidates belong# The candidates are asked questions about their code of conduct in the pre"ious compan 0 if the ha"e worked somewhere else before# Also0 the recruiter asks question checking the stabilit of the candidate0 that is0 whether the candidate is ha"ing a positi"e attitude towards the !ob or he@she is !ust doing the !ob for mone purpose0 because such a candidate would not be lo al to the compan 0 as per ther compan norms# After the screening of the candidates0 the recruiter sends the deser"ing candidates to the compan for the final inter"iew purpose# The compan has its full team of HR department who are in the process of recruitment and selection and handles the inter"iews of the shortlisted candidates "er effecti"el accoding to their needs and skills required int the candidates# After the selection of the candidates0 the information is sent back to the recruiter about how man of the shortlisted candidates are selected and the amount incurred b the recruitment compan is being gi"en to them b the compan # E#H: )$S&<(A'&+(S PR+0&)$) This point is also a part of the differentiation# The designation pro"ided b 6*udos 2hemical +imited7 to the newl hired emplo ees is of a 65roduction <-ecuti"e7# After the training of the candidates are done0 then the newl hired emplo ees work in the organiBation on the post of a production e-ecuti"e# The salar packages of the emplo ees are also gi"en according to the scale of the emplo ees and their designations in the compan #

At first0 all of the newl emplo eed candidates work on the designation of 65roduction <-ecuti"es7 and then work there wa out# The designations keep on shifting as the emplo ee work proficientl and attains promotion during his@her work period# The emplo ees also ha"e to work in the departments suited to their profiles0 as the recruiter and HR department feels to put the candidate into# The compan is ha"ing man di"isions like Iualit 2ontrol0 Research and %e"elopment and man others# The candidates are ha"ing their specialiBation in some of these fields but after the inter"iew0 the organiBation decides in which di"ision the candidate has to be placed# Also0 the organiBation also pro"ides a wa of 6/ob <nrichment7# .or doing this0 the compan keeps shifting the positions of the emplo ees so that the ma not feel fatigue while doing the same work e"er da # Since all of the emplo ees ha"e got the training about starting of a work during their training period0 so the emplo ees do not face an problem in the beginning of the work# And in the wa ahead0 the emplo ees ha"e their super"isors0 who introduce the new pro!ects and the work to be done0 so that the emplo ees do not ha"e to face an problem0 while performing the shift in the work# E#?/ &(CR$M$('A* P+*&C&$S The organiBations are ha"ing different incremental policies for the emplo ees# <"er emplo ee gets his@her increment based on ' factors& a/ 'ime Period of t e candidate in t e organi@ation. The candidate is emplo eed as a fresh candidate when he@she starts off with an initial salar that is to be considered as the stipend of these candidates# The emplo ees when ha"e the time period increasing ont heir account0 then the organiBation according to their legal compliance0 starts gi"ing off the increments to their emplo ees# The candidates also due to the process of !ob enrichment when ha"e the continuous shifts in work and starts becoming the important assets of the organiBation0 then the incremental policies again goes to a different scale for the candidates#

The organiBation sees to it that the increment policies of the organiBation is in full recognition and due consent of the owners and the emplo ees# The organiBation alwa s clear its norms to all of the candidates an tell the candidates beforehand that what amount of increment the would recei"e after a due inter"al of time# The candidates are ha"ing knowledge about how much time the ha"e to spend working in an organiBation in order to get an increment#

b/ $2perience of t e emplo:ee The candidate is ha"ing incremental policies keeping in mind their e-perience factors also# The e-perience of the candidates is also a factor that ensures some e-tra incenti"es to the emplo ees# If an emplo ee ha"e worked alread in an organiBation0 then he@she recei"es a certain amount of e-tra incenti"e added upto their salar packages# Thus0 e-perience of the emplo ees also is a factor that is of significance to the incremental policies of the candidates#

$ow0 these are some of the points of differentiation0 that are in the respect of the case of difference between the recruitmenmt process and here0 the recruitment process in a manufacturing unit0 *8%;S 2H<MI2A+ +IMIT<% is discussed#

$ow0 that the recruitment process in a manufacturing unit is discussed0 we can now mo"e to the recruitment process in the ser"ices sector .or the ser"ice sector0 I ha"e researched on 3IRASAT4<4*HA+SA0 the historical theme museum0 that is located in Anandpur Sahib0 5un!ab#

8/ 0&RASA'1$1K-A*SA
3IRASAT4<4*HA+SA is a historical museum0 depicting the culture and religion of 5un!ab in a "er beautiful manner0 3irasat4e4*halsa is a museum of the Sikhs located in the hol town0 Anandpur Sahib0 near 2handigarh0 the capital of the state of 5un!ab# The museum celebrates G(( ears of the Sikh histor and the E((th anni"ersar of the birth of *halsa0 based on the scriptures written b the tenth and last guru0 Sri Furu Fobind Singh !i# 3irasat4e4*halsa is concei"ed as a repositor of the rich heritage of the *halsa its histor and culture of the 5un!ab so as to inspire "isitors with the "ision of the Furus0 emphasiBing the eternal message of the great gurus for the whole mankind# Towards the end of the fifteenth centur 0 in the 5un!ab region of $orthern India0 Furu $anak %e" founded a faith rooted in the core "alues of uni"ersalism0 liberalism0 and humanism# The nine Furus who followed Him built upon and consolidated His teachings0 thereb establishing Sikhism not onl as a belief s stem but also as a wa of life# The ear )JJJ marked the Tercentenar of the Birth of the *halsa# To commemorate this e"ent0 the 2hief Minister of 5un!ab S# 5arkash Singh Badal laid forth the outlines of a magnificient edifice to be known as 3irasat K e K *halsa at Sri Anandpur Sahib. The Heritage 2omple- is inspired b the rich natural and architectural heritage of Sri Anandpur Sahib0 while also drawing hea"il from Sikh and regional architecture# 2ontrar to the tradition of domes which crown the sacred Sikh sites0 the roofs of the Museum are conca"e4shaped receptors facing the sk # Sheathed in stainless steel0 the reflect the sun>s light towards the Furudwara and the .ort# After thirteen ears of construction it has been inaugurated on $o"ember 'G0 '())# It has opened for public on $o"ember 'H0 '())#

A#)/ "ACK<R+%() 0irasat1e1K alsa 9formerl known as K alsa -eritage Memorial Comple2: is a museum located inAnandpur Sahib#L)M The museum gi"es an insight to the e"ents that took place in 5un!ab fi"e hundred ears ago which ga"e birth to Sikhism and finall the *halsa 5anth# The museum will throw light on the "ision of the Furus0 the eternal message of peace and brotherhood which the deli"ered to the whole mankind and the rich culture and heritage of 5un!ab#L'M The museum is intended to commemorate G(( ears of Sikh histor and the E((th anni"ersar of the *halsa0 the scriptures written b the )(th and last Furu of Sikhism0 Furu Fobind Singh0 founder of modern Sikhism# After thirteen ears of construction it has been inaugurated on $o"ember 'G0 '())# It has opened for public on $o"ember 'H0 '())# Structure of the Museum There are two comple-es at each side of a ra"ine0 connected b a ceremonial bridge&

The smaller0 western comple- includes an entrance piaBBa0 an auditorium with A(( seating4capacit 0 two4stor research and reference librar and changing e-hibition galleries# The eastern comple- contains a round memorial building as well as e-tensi"e0 permanent e-hibition space0 consisting of two clusters of galleries that tr to e"oke the fortress architecture of the region 9most e"ident in a nearb Furudwara: and form a dramatic silhouette against the surrounding cliff terrain# The gathering of the galleries in groups of fi"e reflects the .i"e 3irtues0 a central tenet of Sikhism#

The buildings are constructed of poured4in4place concrete1 some beams and columns remain e-posed0 though a great deal of the structures will be clad in a local hone 4colored stone# The rooftops are stainless steel4clad and e-hibit a double cur"ature& the gather and reflect the sk while a series of dams in the ra"ine create pools that reflect the entire comple- at night#

A#'/ AR$A +, "%S&($SS

3irasat4e4*halsa is0 as foretold0 is a historical museum0 that is in the business of art and preser"ance of culture and basicall belongs to the ser"ices sector# This museum is to enlighten the "isitors about the *halsa 5anth and also as to inspire "isitors with the "ision of the Furus0 emphasiBing the eternal message of the great gurus for the whole mankind# The museum is into the business of ser"ices and deals into 5ublic Relations and %e"elopment# The Heritage comple- is ha"ing all of the e"ents of the past0 that are depicted in a "er descripti"e and "isual manner0 to all of the "isitors that come in the museum# In 3irasat4e4*halsa0 the people ranging from the local ci"ilians to the delegates from outside India0 "isits and are keen to know about the histor and religion of 5un!ab# As foretold0the inauguration of this museum is done b the 2hief Minister of 5un!ab0 the delegates from the public sector0 "isits the place to see the past e"ents of the culture and to remain attached with the roots of their religion# The area of business of 3irasat4e4*halsa0 is into ser"ices sector# As people fromall of the countr and outside0 usuall "isits the place0 so the management of the organiBation keeps a keen obser"ation on the 5ublic Management# ,hole of the business of this comple- is totall on the basis of 5ublic Relations and managing the "isits and interests of "arious categories of people "isiting there#

9/ C+MPAR&S+( <R+% ()S

G#): +>($RS-&P 3irasat4e4*halsa is a Fo"ernment ;wned organiBation# Built b keeping the go"ernmental orders to displa the religion based e"ents to the people0 the go"ernment undertake of the e"ents that are undergoing in the heritage comple-# The comple- is dealing with all the local people to the foreign delegates0all o"er the world and the go"ernment of India is responsible for maintaining the the Heritage 2omple-0 for the proper functioning and smooth ongoing of business there# The heritage comple- is ha"ing "irtual "isual e"ents0 for e-ample if a person wishes to see the e"ent of 6/allianwala Bagh Massacre70 and he "isits the location0 then the place is ha"ing the

facilities of 3isual 5ro!ectors0 who can make the scene of the massacre +I3< to the "isitors# Such is the processing of the Heritage 2omple-# In order to maintain this comple-0 the Fo"ernment of India is solel responsible for all of the proceedings going on there# ,hene"er there is an official meeting taking place or some foreign delegates are arri"ing to "isit the Heritage comple-0 the arrangements are made that are to be go"erned b the Fo"ernment of India itself#

G#': S'A"&*&'= "AS&S

$o doubt0 e"er compan belie"es to ha"e a stable emplo ee who can work upto his@ her fullest0 also b being stable# Stabilit in a compan usuall states that the person should not switch to some other organiBation in between an estimated period of probation# Since the compan is liable to pro"ide training to the freshl emplo ed candidates for the prescribed work0 the emplo ee must get the training before he@she can think of promotion# Fenerall 0 the emplo ees are much more concerned about their designation and the also the salar e-pectations of these candidates are "er high# *eeping this thought is not purel incorrect but first of all0 the candidate has to qualif himself for the wishes of his own# That is wh 0 this is also in the norms of the compan to start from an initial moderate salar according to the qualification and e-perience of the candidate0 and to pro"ide him training of the work that he@she is supposed to do in the compan # The organiBation checks the stabilit ot the personnel b allotting a time period of probation# $ow in this time0 the compan trains the emplo ee and also cheks the stabilit # Man cases are there in which the candidates appearing for !ob inter"iew0 alread ha"e work e-perience0 that is0 the ha"e worked in an alread running organiBation#so0 the chances of their !ob shifting are man more0 including the salar issues# ,hile inter"iewing such a candidate0 the recruiter keeps a check on the candidate>s last work location and the field in which he worked in# if the recruiter finds out that that the candidate is shifting his@her !ob

"er quickl and frequentl within A4G months0 then the thought alwa s come across the recruiter that such a candidate would not be stable in an organiBation for a longer period of time# Man recruiters a"oid hiring such an emplo ee because if the emplo ee lea"es an organiBation0 then the organiBation also suffers# The organiBation then0 has to find a new emplo ee0 shortlist candidates0 conducts inter"iews and moreo"er0 ha"e to incur e-penditure on the training and de"elopment procedure of the new emplo ee# Thus0 the stabilit of an emplo ee is an important factor0 which the organiBation and the recruiter keeps in mind while emplo ing a candidate0 so that the organiBation do not ser"e a loss again0 and the recruiter keeps this thing in mind due to the norms of the 6Replacement 5olic 7# Talking about the Heritage 2omple-0 the stabilit of the candidate is also necessar because whene"er the delegates from outside Idia0 that is0 foreign delegates come to "isit the Heritage 2omple-0 the demand the same emplo ee0 who ser"ed them the last time the "isited# %ue to their personal fa"ourites also0 the stabilit of the emplo ees is a noticeable factor in this case#

9.6/ SA*AR= PACKA<$S Since this is a go"ernment !ob on adhoc basis0 the salar packages can be a differential factor0 in this case# In most of the cases0 while sending the /%>s 9/ob %escription: to the recruiter0 the organiBations also mentions the initial pa packages that has to be offered to the deser"ing candidates# It is mentioned in the norms of the organiBation0 what salar has to be gi"en to the emplo ees according to their qualification and e-periences# There are some special norms of the organiBation according to which the salaries of the emplo ees has been decided b the HR %epartment of the organiBation0 keeping in mind the legal compliance of the compan # The HR department mentions the salar packages that has to be gi"en to the emplo ees of "arious scales and e-periences#

The recruiter0 while inter"iewing the candidates0 keep in mind the salar norms# If the recruiter after inter"iewing the candidate0 finds him@her eligible for the required !ob0 then the last step is to discuss the /ob location and the salr packages# The recruiter has to offer the candidate the set amount of salar package that comes along with the /% sent to him b the organiBation itself# $ow0 again according to the qualification and e-perience of the emplo ee0 the salar gets changed# $ow0 being a go"ernmental !ob in the ser"ices sector0 the initial salar of the emplo ee ranges from 'Gk to E(k0 initiall # The emplo ees has to deal with the people ranging from local to important delegations# That>s wh 0 the emplo ees has to be "er good at public relations and know "er proficientl 0 how to deal with different kinds of people# $ow0 as ob"ious0 since the Heritage comple- is in 5un!ab0 depicting the culture and religion of 5un!ab0 so it is required that the emplo ees must be able to communicate with the people in different languages0 be it <nglish0 Hindi and 5un!abi# Since most of the "isitors are from India onl 0 so the emplo ees can make them well understand th different e"ents displa ed there0 in Hindi as well as 5un!abi0 and for the foreign delegates0 the emplo ees prefer to communicate in <nglish0 in order to make them understand e"er aspect of the e"ents that are displa ed# Also due to this0 the salar packages of the newl emplo ed candidates are decided# Accordingl 0 the emplo ees when gets promoted to a furthur designation0 the salar packages gets increased thereafter#

G#A: PR+"A'&+( P$R&+) <"er organiBation has a specific period of probation for the newl hired emplo ees# This probation period is usuall called 6Training 5eriod7 in the emplo ees generall # The probation period is set b the organiBation in order to train the new emplo ees and to see the skills of the qualification the ha"e# 3irasat4e4*halsa is ha"ing a probation period of E months# Since the qualification of the candidates who appl for this !ob is to ha"e a B#Sc degree in A"iation0 Hospitalit and Management and ha"e to appl for the !ob in public relations department0 so the organiBation

has to make the emplo ee aware of all the "irtual and "isual e"ents that are ongoing in the Heritage 2omple-# So the organiBation puts its careful and necessar steps in training the newl hired emplo ees# The probation period is also ha"ing another important factor indulged in it# Sometimes the emplo ee hired does not find the !ob comforting or the the compan feels that the hired candidate is not upto the mark or is ha"ing some problem while ad!usting with the !ob# The probation period decides this "er thing# The compan gets to see the knowledge and skills of the emplo ee and the emplo ee also gets a hint of how his@her career would go0 being in such an organiBation# Since the probation period of 3irasat4e4*halsa is onl E months0 soo the organiBation do keep the trainies on some initial stipend0 and pro"ides them with th decided amount of salar once the probation period is off# But the salar at the time of probation0 is also comparable to that of the original salar # ,ithin the probation period0 as the organiBation becomes aware of the skills and knowledge of the emplo ee and ha"e also put a test to the learned up knowledge of the emplo ee0 to testing0 the probation period helps the organiBation to set the salar package for the candidates# $o doubt0 the skillful candidates acquire better salar packages after their good performances in this probation period and few emplo ees gets sacked due to their poor performance in this probation period# This is wh 0 the probation period is necessar as well as important both for the emplo ee as well as the organiBation#

9.9/ R$CR%&'M$(' PR+C$SS The recruitment procedure is et another feature of the whole process0 and that too an important one# Since0 3irasat4e4*halsa is in the ser"ices sector0 the /% sent to the recruitment agenc 0 is ha"ing the requirement of candidates that are ha"ing the B#Sc degree in A"iation0 Hospitalit and Management0 because in this business0 the emplo ees must be ha"ing command in dealing with people and should ha"e the required skills of management#

So0 the /% also clarifies so much things about the candidates required for the !ob# In *halsa Heritage comple- also0 the final recruitment is done b the organiBation onl 0 so the recruiter>s main !ob is to shortlist "arious candidates and hen send them to the organiBation for the final inter"iew# In such case0 the organiBation demands to inter"iew the candidates themsel"es0 then the recruiter>s !ob is to shortlist the candidatesand send the deser"ing and interested candidates list and the soft copies of their shortlisted resumes0 to the HR of the organiBation#

The recruiter then shortlist the candidates and send them to the organiBation0 that is directl to the "enue at Anandpur Shib where the final inter"iews are to be held# In this wa the process of recruitment goes on in this case# The selected candidates>s name and date of !oining of the !ob is then sent to the recruitment agenc 9/obachie"ers0 in this case:# The compan then pro"ide the agenc with the amount that has to be submitted to the agenc as their fee for the work# After that0 the agenc also keeps a record of the candidate>s work profile and the satisfaction le"el of his@her !ob there# This is due to the reason0 because in case if the candidate quits the !ob in the probation period or within E months0 then the agenc has to re4recruit another candidate at the same place0 keeping in mind the 6Replacement 5olic 7# Thus0 the training and the de"elopment of the newl hired emplo ee0 is bkept on record b both the recruitment agenc as well as the organiBation#

G#D: &('$R0&$> C+()%C'&+( Inter"iews are the most popular methods for obtaining !ob4related information# The ma range from completel unstructured inter"iews to highl structured ones in which !ob anal sts follow detailed questionnaires in asking their questions# 9Reference& Human Resource Management0 ))th edition0 ch A:

Inter"iew conduction0 is a point of differentiation0 because of its mode of conduct and b whom the inter"iew is being conducted# In this stud 0 this point came under obser"ation due to the following two points& a/ Mode +f Conduct The mode of conduction of the inter"iew is again of two t pes& Structured and 8nstructured Inter"iew# 8nstructured Inter"iew is an unstructured con"ersational4st le inter"iew in which the inter"iewer pursues points of interest as te come up in response to questions# In these inter"iews0 the managers do not follow a set pattern 8nlike the unstructured inter"iews0 the structure d inter"iews are ha"ing a set pattern0 that is the inter"iew follows a sequence of questions# These are such kind of inter"iews that are based on carefull selected !ob4oriented questions with predetermined answers that inter"iewers ask of all applicants# $ow talking about 3irasat4e4*halsa0 the mode of conducting the inter"iew is totall Structured0 that is the inter"iewer follows a set pattern of questions and follows the rules of the inter"iew processing in a structured wa # Since0 the inter"iew conduction is ha"ing the set questions and the inter"iewer is also ha"ing the predetermined answers to a specific question that is to be asked b him# So0 th e inter"iew goes on in a complete structured manner# a/ Panel of interviewers This point differentiates the inter"iew mode in such a manner0 that the differentiation could be done at this point# 8nlike *udos chemical +imited0 3irasat4e4*halsa is ha"ing the inter"iewers from the rank of IAS designations# Since the !ob profile of the candidates to be emplo ed for the !ob is to deal with the local people to the officials of quite higher ranks# So the final inter"iew of the deser"ing candidates who has been sent b the recruiter after the screening0 is usuall taken b the people of IAS designations#

The candidates are asked questions about their code of conduct in the pre"ious compan 0 if the ha"e worked somewhere else before# Also0 the recruiter asks question checking the stabilit of the candidate0 that is0 whether the candidate is ha"ing a positi"e attitude towards the !ob or he@she is !ust doing the !ob for mone purpose0 because such a candidate would not be lo al to the compan 0 as per ther compan norms# After the selection of the candidates0 the information is sent back to the recruiter about how man of the shortlisted candidates are selected and the amount incurred b the recruitment compan is being gi"en to them b the compan # 9.A/ )$S&<(A'&+(S PR+0&)$) In 3irasat4e4*halsa0 the designations pro"ided in the organiBation are of a 5ublic Relations ;fficer most usuall called 5R;0 and is ha"ing the !ob responsibilities of dealing with the people0 whether the are local ci"ilians or the foreign delegates# So0 the designations in this case is ha"ing the differentiation point0 at the case of %esignations pro"ided b the newl hired emplo ees# The candidates recei"es their training about the public dealing onl and gets promoted in their dealing with the people of higher scales0 that is 0 attending the foreign delegates and other go"ernment officials#

9.?/ &(CR$M$('A* P+*&C&$S The organiBations are ha"ing different incremental policies for the emplo ees# <"er emplo ee gets his@her increment based on ' factors& a/ 'ime Period of t e candidate in t e organi@ation. The candidate is emplo ed as a fresh candidate when he@she starts off with an initial salar that is to be considered as the stipend of these candidates# The emplo ees when ha"e the time period increasing ont heir account0 then the organiBation according to their legal compliance0 starts gi"ing off the increments to their emplo ees#

The candidates also due to the process of !ob enrichment when ha"e the continuous shifts in work and starts becoming the important assets of the organiBation0 then the incremental policies again goes to a different scale for the candidates# The organiBation sees to it that the increment policies of the organiBation is in full recognition and due consent of the owners and the emplo ees# The organiBation alwa s clear its norms to all of the candidates an tell the candidates beforehand that what amount of increment the would recei"e after a due inter"al of time# The candidates are ha"ing knowledge about how much time the ha"e to spend working in an organiBation in order to get an increment# b/ $2perience of t e emplo:ee The candidate is ha"ing incremental policies keeping in mind their e-perience factors also# The e-perience of the candidates is also a factor that ensures some e-tra incenti"es to the emplo ees# If an emplo ee ha"e worked alread in an organiBation0 then he@she recei"es a certain amount of e-tra incenti"e added upto their salar packages# Thus0 e-perience of the emplo ees also is a factor that is of significance to the incremental policies of the candidates#

$ow as that the points of differentiation are discussed0 an important point which is the another important section in the work process of the recruitment agencies nowada s is 6;utsourcing7# So0 this process has to be discussed full in order to completel understand the working process of the recruitment agencies#

B/ +%'S+%RC&(<
+utsourcing is the process of contracting an e-isting business process which an organiBation pre"iousl performed internall to an independent organiBation0 where the process is purchased as a ser"ice# Though this practice of purchasing a business functionNinstead of pro"iding it internall Nis a common feature of an modern econom 0 the term outsourcing became popular

in America near the turn of the ')st centur # An outsourcing deal ma also in"ol"e transfer of the emplo ees in"ol"ed to the outsourcing business partner# ;utsourcing is contracting with another compan or person to do a particular function# Almost e"er organiBation outsources in some wa # T picall 0 the function being outsourced is considered non4core to the business# An insurance compan 0 for e-ample0 might outsource its !anitorial and landscaping operations to firms that specialiBe in those t pes of work since the are not related to insurance or strategic to the business# The outside firms that are pro"iding the outsourcing ser"ices are third4part pro"iders0 or as the are more commonl called0 ser"ice pro"iders# Although outsourcing has been around as long as work specialiBation has e-isted0 in recent histor 0 companies began emplo ing the outsourcing model to carr out narrow functions0 such as pa roll0 billing and data entr # Those processes could be done more efficientl 0 and therefore more cost4effecti"el 0 b other companies with specialiBed tools and facilities and speciall trained personnel# 2urrentl 0 outsourcing takes man forms# ;rganiBations still hire ser"ice pro"iders to handle distinct business processes0 such as benefits management# But some organiBations outsource whole operations# The most common forms are information technolog outsourcing 9IT;: and business process outsourcing 9B5;:# Although the definition of outsourcing includes both foreign or domestic contracting0L'M the term is sometimes used e-clusi"el referring to the former# The more clear term for this is offshoring0 which is described as 6a compan taking a function out of their business and relocating it to another countr 07 LEM whether the e-ternal countr is ph sicall offshore or not#

;utsourcing can offer greater budget fle-ibilit and control# ;utsourcing lets organiBations pa for onl the ser"ices the need0 when the need them# It also reduces the need to hire and train specialiBed staff0 brings in fresh engineering e-pertise0 and reduces capital and operating e-penses

The process of outsourcing generall encompasses four stages& ): strategic thinking0 to de"elop the organiBationOs philosoph about the role of outsourcing in its acti"ities1 ': e"aluation and selection0 to decide on the appropriate outsourcing pro!ects and potential locations for the work to be done and ser"ice pro"iders to do it1 E: contract de"elopment0 to work out the legal0 pricing and ser"ice le"el agreement 9S+A: terms1 and A: outsourcing management or go"ernance0 to refine the ongoing working relationship between the client and outsourcing ser"ice pro"iders#

;ne of the biggest changes in the earl ')st centur came from the growth of groups of people using online technologies to use outsourcing as a wa to build a "iable ser"ice deli"er business that can be run from "irtuall an where in the world# The preferential contract rates that can be obtained b temporaril emplo ing e-perts in specific areas to deli"er elements of a pro!ect purel online means that there is a growing number of small businesses that operate entirel online using offshore contractors to deli"er the work before repackaging it to deli"er to the end user# ;ne common area where this business model thri"es is in pro"ided website creating0 anal sis and marketing ser"ices# All elements can be done remotel and deli"ered digitall and ser"ice pro"iders can le"erage the scale and econom of outsourcing to deli"er high "alue ser"ices at reduced end4customer prices#

Reasons of outsourcing The most common reasons wh companies decide to outsource include cost reduction and cost sa"ings0 the abilit to focus its core business0 access to more knowledge0 talent and e-perience0 and increased profits# Man companies decide to outsource because it cut costs such as labor costs0 regulator costs0 and training costs# .oreign countries tend to ha"e workers who will complete the same amount of work as in the 8nited States0 but for less than half the salar that an American emplo ee will make LJM# This moti"ates companies to outsource o"erseas to find foreign workers who are willing to work for these lower wages# The compan can spend up to half the usual cost to train these workers to become e-perts in a different countr
L)(M

# +ower regulator costs are an addition to

companies sa"ing mone when outsourcing# 2omparing the costs to emplo ing a worker in the

8nited States to a worker in 2hina0 it is noticed that an emplo er in the 8#S# has to pa higher ta-es 2ompanies are able to focus their mone and resources more towards impro"ing the core aspects of its business when outsourced# .or e-ample an insurance compan ma outsource its landscaping functions to a ser"ice pro"ider that specialiBes in landscaping since it is irrele"ant to the core operations of insurance# The landscaping is performed b an e-pert outsourced organiBation and the insurance compan can focus on doing what it specialiBes in# This allows the outsourcing compan to build onto its core functions that keep the business running smoothl
L)'M

# Another e-ample is that companies and public entities such as a public school

district that outsources functions0 such as their pa roll offices to companies like A%5 or 2eridian0 which specialiBe in pa roll functions# In the case of outsourcing0 firms ma find that workers in other countries can pro"ide better customer support than their domestic counterparts# .or e-ample0 an online coffee shop owner who mo"ed his calling center to the 5hilippines found that his customers recei"ed better customer support from workers in this countr #L)EM Re"enue and profit pla s a large role in the reason for a compan outsourcing# Since the costs are cheaper in different countries for a corporation to run it0 as well as to train the emplo ees0 this sa"es the compan a large sum of mone # More profit comes in when the "endors are able to purchase products at a less e-pensi"e rate and continue to sell them at a reasonable price for consumers# The prices are reduced for ser"ices as well as products when purchased at a cheaper price#

Securit: Before outsourcing an organiBation is responsible for the actions of all their staff and liable for their actions# ,hen these same people are transferred to an outsourcer the ma not change desk but their legal status has changed# The are no longer directl emplo ed or responsible to the organiBation# This causes legal0 securit and compliance issues that need to be addressed through the contract between the client and the suppliers# This is one of the most comple- areas of outsourcing and requires a specialist third part ad"iser#

RisCs ,hen companies offshore ser"ices0 e"en though it ma not be the core parts of the business0 those !obs lea"e the home countr for foreign countries# L)GM# ;utsourcing ma increase the risk of leakage0 reduce confidentialit 0 as well as introduce additional pri"ac and securit concerns#

Advantages 2ompanies are able to pro"ide ser"ices and products to consumers at a cheaper price while still ha"ing a large margin for profit# This profit margin benefits both the compan as well as the consumer# The cheaper prices lead to an increase a compan >s econom # Although losing !obs hurts the econom because more citiBens become unemplo ed0 the cheaper prices allows customers to purchase more products and ser"ices which helps to rebuild an econom # In all cases0 outsourcing success depends on three factors& e-ecuti"e4le"el support in the client organiBation for the outsourcing mission1 ample communication to affected emplo ees1 and the clientOs abilit to manage its ser"ice pro"iders# The outsourcing professionals in charge of the work on both the client and pro"ider sides need a combination of skills in such areas as negotiation0 communication0 pro!ect management0 the abilit to understand the terms and conditions of the contracts and ser"ice le"el agreements 9S+As:0 and0 abo"e all0 the willingness to be fle-ible as business needs change# The challenges of outsourcing become especiall acute when the work is being done in a different countr 9offshored:0 since that in"ol"es language0 cultural and time Bone differences# The recruitment agenc 0 in which I worked0 that is0 4obac ievers0 is ha"ing a tie4up with an another recruitment agenc named as <R$'&S &()&A0 which is ha"ing this ;utsourcing process0 acti"e in their agenc # The former organiBation mentioned in the report0 that is0 *8%;S 2H<MI2A+ +IMIT<%0 is ha"ing a number of its emplo ees on the rolls of FR<TIS# The chemical engineers that are working in *8%;S0 are firstle emplo ed on the rolls of Fretis0 and after a specific inter"al of time0 the emplo ees come ;$4R;++S of the compan #

,hile the emplo ees remains ;..4R;++S0 that is ;$4R;++s of Fretis0 all of the necessar things like making of the salaries0 maintaining the attendance registers0 keeping the records of each and e"er emplo ee0 is the responsibilit of Fretis# Also0 there are certain disad"antages also# ,hile the emplo ees remain ;..4R;++S for the compan 0 the emplo ees are proficientl deplo ed of all the incenti"es and perks that an emplo ee who is ;$4R;++s of the compan is being pro"ided with# Thus0 outsourcing is the newest rage of the recruitment agencies0 that are coming into a new understanding and business with the organiBations as to pro"ide the organiBations with the required candidates0 maintaining the records of the newl hired emplo ees and also keep the emplo ees on their rolls0 so as coming to a newl de"eloped understanding with the organiBations0 participating and sharing half of the recruitment>s workload to themsel"es# Thus0 the process of ;utsourcing is bringing the recruitment agencies and the organiBations0 much closer and and are making them more understandable to each other#

R<.R<$2<S& ): www# *udoschemieltd#in ': www#"irasat4e4khalsa#org E: Human Resources Management0 ))th <dition0 chapter A#