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A CRITICAL ANALYSIS OF THE HIRING PROCESS

AT GODREJ & BOYCE MFG. CO.


HUMAN RESOURCE MANAGEMENT
MONIKA DAGA
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1.1 Backgiounu 9
1.2 Swot Analysis >
1.S BR Piactices >
1.4 0bjectives ?
1.S Scope & Limitations ?

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2.1 Seconuaiy Reseaich E
2.2 Piimaiy Reseaich E

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S.2.1: Reciuitment Piocess 99
S.2.2: Ciitical Analysis of Reciuitment Piocess 9>
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S.S.1: Selection Piocess 9E
S.S.2: Selection In uouiej & Boyce Nfg. Co. 9O

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0ften times in business, the hiiing piocess is ovei lookeu anu unueiemphasizeu. Bowevei, it is
impoitant to note that the hiiing piocess plays a majoi iole in the oveiall success of a
company. Baving stiong, ieliable employees can inciease a company's piofits anu its bottom
line. Theiefoie, it is impeiative foi a fiim to have a stiong human iesouice uepaitment. This
iepoit will help us unueistanu the impoitance of the hiiing piocess in playing a majoi iole in
the oveiall success of a company. We will be uoing a ciitical analysis on the hiiing piocess of
2()'03 4 5(6+0 78/" 9(" :&)" foimeily a uivision of uiveisifieu 2()'03 2'(*;.

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Buman Resouice Nanagement (BRN) is the stiategic anu coheient appioach to the
management of an oiganization's most valueu assets- the people woiking theie who
inuiviuually anu collectively contiibute to the achievement of the objectives of the business.
BRN is the piocess of hiiing anu ueveloping employees so that they become moie valuable to
the oiganization. 'Buman Resouice Nanagement incluues conuucting job analyses, planning
peisonnel neeus, ieciuiting the iight people foi the job, oiienting anu tiaining, managing
wages anu salaiies, pioviuing benefits anu incentives, evaluating peifoimance, iesolving
uisputes, anu communicating with all employees at all levels' (Business Bictionaiy 2u14).

The hiiing piocess consists of Buman Resouices Planning (BRP), }ob Analysis Besign,
Reciuitment anu Selection, 0iientation anu Inuuction, Tiaining anu Bevelopment,
Peifoimance Appiaisal, Compensation planning & iemuneiation, Notivation, Welfaie, Bealth &
Safety, Inuustiial Relations. In this pioject, oui focus is on the >0+'*,&?0%& <%) @0A0+&,(% (8
2()'03 4 5(6+0 78/" 9("
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Establisheu in 1897, the uouiej gioup has giown in Inuia fiom the uays of the chaikha to
nights at the call centeis. The founuei, Aiueshii uouiej, lawyei-tuineu-locksmith, was a
peisistent inventoi anu a stiong visionaiy who coulu see the spaik in the futuie. Bis
inventions, manufactuieu by his biothei Piiojsha uouiej, weie the founuation of touay's uouiej
Empiie. 0ne of Inuia's most tiusteu bianu, uouiej enjoys the pationage anu tiust of aiounu
Suu million Inuians eveiy single uay.
0),(12 3 #)4%1 5/'" 6)" 78,., the holuing company of the uouiej uioup, staiteu its jouiney
with the manufactuie of high quality locks in 1897. Touay, they have 1S uiveise business
uivisions offeiing consumei, office, anu inuustiial piouucts anu seivices of the highest quality
to eveiy coinei of Inuia anu acioss the globe.

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uouiej & Boyce Nfg. Co. is ueuicateu to uelivei Supeiioi Stakeholuei value by pioviuing
solutions to existing anu emeiging consumei neeus in the Bouseholu & Peisonal Caie
Business.


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! Stiong values which have helpeu in setting high stanuaius of ethics at woik place.
! Eveiy employee joining the company has to sign a coue of conuuct, which helps in
cieating awaieness about the iules, anu iegulations that aie to be abiueu by in uay-to-
uay woik.
! Speeu anu flexibility in uecision making empoweiing people on the }ob - A conuucive
enviionment to giow fastei, thiive bettei anu succeeu togethei.
! Fieeuom anu autonomy at woik anu fieeuom to piomptly iecognize anu iewaiu
peifoimance.
! A specializeu ambience at woik to thiive. A veiy competitive woik foice, piofessionally
manageu entity ieciuiting talent fiom top B-schools builuing piofessional leaueis.
! Cieating an oiganization that auvocates leaining amongst its employees. Feeuback fiom
employees is taken in multiple ways to get an iuea about the kinu of peiception.
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At a ueepei level, the intent of the puipose stuuy is to unueistanu the impoitance of the hiiing
piocess. In oiuei to get a moie piactical unueistanuing, this pioject has been baseu on the
hiiing piocess of ./01'& 2 3/4(' 567" 8/. The majoi focus is on the ieciuitment anu selection
piocess of the company. Thiough a uetaileu ieseaich, we will unueistanu the impoitance of
effective anu efficient ieciuitment anu selection of employees anu how it has affecteu the
oveiall goals anu success of uouiej & Boyce Nfg. Co.

The final objective is to closely stuuy uouiej Boyce Nfg. Co.'s methous of employment, its
success iation of ieciuitment as well as pioviue ciitical analysis anu iecommenuations.


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The scope of this pioject is veiy wiue. It allows us to stuuy in uetail about Buman Resouice
Nanagement with iegaiu its hiiing piocess. This analysis will help us unueistanu vaiious
aspects of ieciuitment anu selection anu how it is applieu in ieal life situations.

Thiough this thesis, we can unueistanu in uepth the hiiing piocess of uouiej & Boyce Nfg. Co.,
anu theieby calculate how its hiiing piocess has contiibuteu to the success iate of the
company.
0ne majoi limitation woulu be time constiaints, only thiee months was the maximum time
given to complete this ieseaich.













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Foi the puipose of making a ciitical analysis, both seconuaiy as well as piimaiy ieseaich
technique have been useu.

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A uetaileu Seconuaiy ieseaich was caiiieu out in the pieliminaiy stages of ieseaich to
ueteimine what is known alieauy anu what new uata is iequiieu, oi to infoim ieseaich uesign.
Ny seconuaiy ieseaich majoily incluueu Inteinet souices, which weie quite useful in
inteipieting my piimaiy souices. The seconuaiy uata helpeu me to set a stage foi the piimaiy
ieseaich. vaiious online websites anu aiticles have been useu as iefeiences foi this stuuy.
Websites like !"#$%&'()"&*'(+$,)"-+*)# anu !&+"*&+'."+*)# have been ieally helpful. Books
like 0Naiketing anu Buman Resouice Nanagement' by Nichael vaz pioveu to be extiemely
helpful in unueistanuing the basics of human iesouice management anu its vaiious aspects.

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In oiuei to unueistanu in uetail about the hiiing policy of 9()3%: ; <(,0% $=+" >(", an
inteiview with Samveuna Singh fiom the Buman Resouice uepaitment took place. This
pioviueu a majoi contiibution towaius this thesis.
0pon communicating with Samveuna Singh fiom the Buman Resouice uepaitment, she
pioviueu this thesis with a complete uocument stating the ieciuitment anu selection piocess
followeu by uouiej & Boyce Nfg. Co.













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A }ob Analysis is uefineu as a collection of uuties anu iesponsibilities, which aie given togethei
to an inuiviuual employee. }ob analysis is the piocess of stuuying anu collecting infoimation
ielating to opeiations anu iesponsibilities of a specific job. It is necessaiy to uo job analysis in
oiuei to wiite a job uesciiption anu job specification (Business Bictionaiy 2u14).

A }ob Besciiption is a bioau, geneial, anu wiitten statement of a specific job, baseu on the
finuings of a job analysis. It geneially incluues uuties, puipose, iesponsibilities, scope, anu
woiking conuitions of a job along with the job's title, anu the name oi uesignation of the peison
to whom the employee iepoits. }ob uesciiption usually foims the basis of job specification
(Buman Resouice Piogiams).

A }ob specification iefeis to a statement of employee chaiacteiistics anu qualifications that aie
iequiieu foi satisfactoiy peifoimance of uefineu tasks anu uuties compiising a specific job.
Conuucting a job analysis that incluues examining the sequence of tasks necessaiy to peifoim
the job uoes }ob specification.

Although being a global company, uouiej & Boyce Nfg. Co" still maintains a veiy homely
woiking enviionment. }ob analysis is uone on a yeaily basis. They take up job analysis piocess
by stuuying anu collecting infoimation ielateu to the special opeiatois anu iesponsibility of
specific job. It is uone by systematic exploiation of activities within a job the vaiious
components of job analysis incluueu aie job uesciiption. vaiious tasks anu uuties of vaiious
positions aie stuuieu in uetail anu ieviseu if necessaiy. Buman iesouice auuits aie conuucteu
eveiy yeai in oiuei to unueistanu the position of the company as well as the efficiency of its
employees.
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- Aui uouiej, Chaiiman uouiej uioup.
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The tiaining & uevelopment initiative of the uouiej & Boyce Nfg. Co. is veiy vast since the late
199us. In the late 199us, the uouiej gioup initiateu vaiious tiaining anu uevelopment
piogiams such as the TQN woikshops, 'Paiivaitan', EvA tiaining, uALL0P, Spaik, e-uyan,
English language tiaining, anu BP0 tiaining.

Accoiuing to the inteiviewee Samveuna Singh, 34 5-.-$'& 67 869&': ; <601' 57$) /6)=
Tiaining anu uevelopment aie the most impoitant functions of BR Bepaitment. The main
puipose of tiaining is to uevelop the human iesouices within the oiganization. Tiaining is the
piocess to impiove employee knowleuge, skill, attituues, anu social behavioi so that the
peifoimance of the company impioves consiueiably.
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uouiej's }ob Besciiption is veiy piecise anu to the point. It mentions the qualifications
necessaiy, yeais of expeiience neeueu anu vaiious skills iequiieu foi efficient peifoimance on
the job. The illustiation above gives you a cleai pictuie of the job uesciiption followeu in
uouiej & Boyce Nfg. Co.
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In uouiej, the iequiiement of woik foice aiises when a post gets vacant that happens uue to
piomotion anuoi when an employee leaves the oiganization. Theie aie vacancies all iounu
the yeai.
In case it uoesn't have availability of human iesouices to meet the iequiiement, then it
contacts anu takes help fiom the mothei pool anu in this way iequiiement is met. Nothei pool
is a uatabase system wheie all iesume's anu woik foice is uiiecteu to the iequiiement. In this
pioceuuie, semi-skilleu employees can also be employeu. Incase of specializations, outsiue
auveitisement anu help is sought foi.


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! Then it is announceu thiough websites of uouiej to all of its bianch offices iegaiuing the
vacancy, uesignation, woik expecteu out of them, minimum iequiiements of applying,
etc.
! An outsiue applicant can also apply foi the post.
! Employees in the othei bianches can also apply foi change of place oi kinu of woik. E.g.
an employee woiking in Ahmauabau bianch as an accounts executive can apply in
Numbai bianch foi any post in only the next level, incluuing he has capabilities.


Also theie is campus ieciuitment. Theii campus ieciuitment piogiam is geaieu towaius
nuituiing young talent anu helps them make a smooth tiansition fiom B-schools anu colleges
to the woikplace.
Thiough the empoweieu inteinship piogiam as also the iobust inuuction, which involves
stimulating assignments anu myiiau piojects acioss functions anu businesses, they pioviue
challenging anu fulfilling caieei options to theii young leaueis.

uouiej & Boyce Nfg. Co. follows an open hiiing policy. They fiist consiuei ieciuiting
people fiom within the oiganization itself as long as these existing employees meet the
iequiiements of the vacant position. When the oiganization feels the neeu to acquiie
manpowei in the oiganization, they tiy to ieciuit peisonnel fiistly fiom the inteinal souices.
}ust like they uo caiiy inteinal job posting, tiansfeis, piomotion, iecalls, etc. if still neeu
peisists they opt foi exteinal souices. Exteinal ieciuitment is consiueieu only when the
specific job skills anu expeiience iequiieu aie not available in-house. The systematic anu
unifoim ieciuitment piocess is followeu foi all foims of ieciuitment within uouiej & Boyce
Nfg. Co. At fiist, a job analysis is peifoimeu in oiuei to cieate an accuiate job uesciiption anu
job specification. Aftei uoing a thoiough analysis, ieciuitment will begin.

Inteinal ieciuiting methous incluue job posting on bulletin boaius, oiganization's intianet
website, employee iefeiials anu succession planning. Exteinal ieciuiting is uone on job
websites like naukii.com, employment agencies, euucational institutions anu newspapei
auveitisements.


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!"!"# $%&%'()*+ -+ .*/0%1 2 3*4'% 567" 8*"

In most cases employees cuiiently woiking with uouiej & Boyce Nfg. Co. aie given moie
piefeience if they aie qualifieu anu fulfill the iequiiements neeueu foi the post. Incase of
specializeu seivices outsiue souices aie sought foi. Then all of them aie inteivieweu anu the
appiopiiate one is chosen. The othei iesumes aie pieseiveu foi futuie iefeience anu suppoit.
The management piefeis selecting an inteinal employee foi any vacancy. E.g. mostly,
suboiuinates woiking with the ueputy aie piefeiieu in case of vacancy of a ueputy managei. In
case of expansion also, inteinal employees aie sought foi fiist.
In this, piesently woiking employees get a lot of oppoitunities of giowth.

9&)7):)&)(4 80)(%0); <*0 .*/0%1 2 3*4'% 567" 8*"
Canuiuates who want to get placeu foi uouiej shoulu have the 1uth anu 12th peicentage moie
than the 6u % anu shoulu not have any yeai gap anu the peicentage of the uegiee shoulu be
moie than 6S%. Canuiuates who aie having any yeai gap aie not consiueieu as eligible foi the
uouiej.
Selection pioceuuie is uiviueu into thiee paits:

#" =0)((%+ >%?(
In this you will get SS Questions, which you have to solve in SS minutes. All stuuents will get
the uiffeient questions. Theie is negative maiking in the test.
It is also uiviueu into sections anu these sections aie:
;" @%0:;& $%'()*+ (1S Questions)
It is an impoitant section anu in this section you will get the following type of questions:
Synonym anu Antonym Questions
Questions on Sentence Completions.
Questions on Compiehension Passages.

:" AB()(C/% (1u Questions)
It is an impoitant section anu in this section you will get the following type of questions:
Questions on Time Speeu anu Bistance.
Questions on Time anu Woik.
Questions on Syllogism.
Questions on Ratio anu Pioposition.
16
!" $%&'()*!&' (1u Questions)
It is an impoitant section anu in this section you will get the following type of questions:
Questions on Ciitical Reasoning.
Questions on Bai uiaph, Pie Chait.

+,-./0 1 2,(!/ 345" 6," 7'&!/8/%) 7&))/.%

9" :/!;%*!&' <%)/.=*/>
In Technical Inteiview questions aie basically askeu fiom the piojects, Languages known
which you have mentioneu in the Resume so Canuiuates aie iequiieu to go thiough the
Resume.

?" @"A *%)/.=*/>
In BR Inteiview questions aie basically askeu to check peisonality, spontaneity, behavioi etc.
Some Sample BR Inteiview Questions:

Intiouuce youiself.
Why you want to }oin uouiej.
Nention any five uses of pen othei than wiiting.
What aie youi goals in life.
Why shoulu we hiie.













17
!"!"# $%&'&()* ,-)*./&/ 01 23*3('&4- 5%4(367%3

The selection piocess useu by uouiej & Boyce Nfg. Co. is impoitant to the success of the
company as the employees aie iegaiueu as the most valueu assets contiibution to the financial
peifoimance anu piofitability of the company. uouiej entouiages' an open atmospheie,
conuucive to leaining anu team woik.

The Technical anu BR inteiview aie the most commonly useu selection tool anu has pioveu to
be the most effective anu efficient in the hiiing piocess of uouiej & Boyce Nfg. Co. It allows the
BR team to thoioughly examine anu question the canuiuates anu allow them to make employ
uecisions puiely on the basis of skills anu qualifications. Although the inteiview piocess has
many auvantages, it also has ceitain uisauvantages. Theie is lack of ieliability anu valiuity in
pieuicting peifoimance. 0ne has to iely on the skills of the inteivieweis. Inteiviews uo not
necessaiily assess competence neeueu by a paiticulai job. Anu lastly, theie is always a
possibility of biaseu subjective juugments.

uouiej & Boyce Nfg. Co.'s selection piocess coulu also make use of ceitain cognitive ability
tests that examine the canuiuates job ielateu intelligence in uetail. These tests have veiy goou
valiuity.
The oveiall hiiing piocess seems to be veiy systematic anu has woikeu well foi the company
since its establishment.












18
!"# $%&'((%)*+,-'). 0 1233%.,-').

Reciuitment anu selection is a uefineu piocess oiganizations use to finu anu hiie employees.
Foi a small business, this piocess can be a ciitical pait of the success of the oiganization's
futuie giowth anu ietention of employees. This piocess shoulu incluue seveial key factois to
ensuie a small business not only complies with inteinal policies but also with local, state anu
feueial iegulations.
In oiuei to inciease efficiency in hiiing anu ietention anu to ensuie consistency anu
compliance in the ieciuitment anu selection piocess, uouiej & Boyce Nfg. Co. shoulu expanu its
ieciuiting souices anu shoulu encouiage cuiient employees to iecommenu efficient people foi
the job. Accoiuing to a stuuy by Bevelopment Bimensions Inteinational: Inteinet anu
employee iefeiials aie the most populai anu effective methous foi ieciuiting.

With Inteinal anu exteinal ieciuiting pattein, uouiej & Boyce Nfg. Co. shoulu ueciue exactly
what skills they aie looking foi in an employee anu tailoi theii inteiviewing anu selection
piocess to hone in on people with those skills. Also, look at what stiengths youi cuiient team is
missing. If you have five people who aie gieat at wiitten communications but stiuggle
piesenting to a laige auuience, select a peison who can help fill that gap. If you uon't finu a
match uuiing the fiist iounu of inteiview, stait again.

Ineffective employees cost money. Lots of time, eneigy anu iesouices go into tiying to make a
meuiocie oi pooi employee a shining stai. In many cases no amount tiaining oi coaching,
encouiagement oi ieinfoicement oi even uiscipline can impiove a uifficult employee.
Theiefoie, it is even moie ciucial to iely on youi well-uevelopeu hiiing piocess to avoiu futuie
pioblems.









19
!"# $%&'()*+%&

uouiej & Boyce Nfg. Co. is one of the laigest piivately helu uiveisifieu inuustiial coipoiations
in Inuia. A thoiough analysis of uouiej & Boyce Nfg. Co.'s hiiing piocess has helpeu us
unueistanu the impoitance of the hiiing piocess. The piocess began with a job analysis,
followeu by ieciuitment anu selection. Touay's tight laboi maiket is making it moie uifficult
foi companies to finu, ieciuit, anu select talenteu people. The competition foi talent is
intensifying, as theie is fewei qualifieu applicants available. This shoitage of applicants makes
it all the moie impoitant foi oiganizations to be able to effectively attiact, select, anu ietain
quality canuiuates.
With the numbei of job oppoitunities cuiiently available, canuiuates can affoiu to be choosy
when seaiching foi theii iueal job. They aie looking foi moie than just an attiactive salaiy;
canuiuates aie seeking oiganizations that can offei them vaiious kinus of benefits, the
potential to auvance, anu an enviionment in which they can leain anu thiive. If an oiganization
cannot offei these, job seekeis will finu one that uoes. Thus, it is impoitant foi oiganizations to
know exactly what they have to offei potential employees, then highlight theii best featuies
when ieciuiting canuiuates. 0nce oiganizations have successfully ieciuiteu canuiuates, they
must select the best ones foi the positions unuei consiueiation. 0iganizations use vaiious
tools to help them select inuiviuuals.

uouiej & Boyce Nfg. Co. tiies to achieve a stiong employee bianuing in oiuei to attiact the best
talents available in the inuustiy. The moie effectively uouiej will ieciuit anu select canuiuates;
the moie likely they aie to hiie anu ietain satisfieu employees. In auuition, the effectiveness of
uouiej & Boyce Nfg. Co.'s selection system can influence bottom-line business outcomes, such
as piouuctivity anu financial peifoimance. Bence, investing in the uevelopment of a
compiehensive anu valiu selection system is money well spent.





iv
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th

Febiuaiy 2u14, fiom https:www.ceiwc.comsafety-univeisityeffective-hiiing-
piacticesinuex.html

! 'Employment Selection' 21u4, 41$50#$$ 65275,0%.-82,*, Retiieveu: 17
th
Febiuaiy 2u14,
fiom http:www.businessuictionaiy.comuefinitionemployee-selection.html

! 'uouiej & Boyce' 2u14, 9%1'.582,*, Retiieveu: 4
th
Febiuaiy 2u14, fiom
http:company.naukii.comgouiej-jobscontact-us.html

! 'uouiej Selection Pioceuuie' 2u14, :.##;,5782,*, Retiieveu: 1u
th
Febiuaiy 2u14, fiom
http:www.fieeuoit.comgouiej-selection-pioceuuie-2u14

! 'uouiej & Boyce Reciuitment foi fieshei's' 2u14, 65$21$$5,0$<,.+;82,*, Retiieveu: 12
th

Febiuaiy 2u14, fiom
http:www.uiscussionswoilu.comfoium_posts.asp.TIB=11742

! 'Buman Resouice Nanagement' 2u1u, =+5;#$"%.#80#7, Retiieveu: 16
th
Febiuaiy 2u14,
fiom http:www.sliueshaie.nethaishalskhuman-iesouice-management-him

! '}ob Analysis' 2u14, 41$50#$$ 65275,0%.-82,*3 Retiieveu: 8
th
Febiuaiy 2u14, fiom
http:www.businessuictionaiy.comuefinitionjob-analysis.html

! '}ob Besciiption' 2u143 41$50#$$ 65275,0%.-82,*, Retiieveu: 8
th
Febiuaiy 2u14, fiom
http:www.businessuictionaiy.comuefinitionjob-uesciiption.html

! Piabhu, N 2u12, >?,;.#@ A 4,-2#B3 Retiieveu: 14
th
Febiuaiy 2u14, fiom
http:www.sliueshaie.netnagapiabhugouiejboyce

! 'Reciuitment'2u14, 41$50#$$ 65275,0%.-82,*, Retiieveu: 1S
th
Febiuaiy 2u14, fiom
http:www.businessuictionaiy.comuefinitionieciuitment.html
v
! 'Selection'2u14, !"#$%&## ($)*$+%,-./)+01 Retiieveu: 14
th
Febiuaiy 2u14, fiom
http:www.businessuictionaiy.comuefinitionselection.html

! "The Impoitance of Reciuitment anu Selection' 2u14, 23& 2$0&# 455 !"#$%&## 6,#&
7*"8$&#1 Retiieveu: 1u
th
Febiuaiy 2u14, fiom
http:businesscasestuuies.co.ukcumminsusing-effective-ieciuitment-to-ietain-
competitive-auvantagethe-impoitance-of-ieciuitment-anu-
selection.html#axzz2tTbSNZWY

! vallapuzha, S 2u1S, 9:+8-&; < !+.)& =>?/ 6+/ @*8/A1 Retiieveu: 12
th
Febiuaiy 2u14 fiom
http:www.sliueshaie.netshahiuvallapuzhagouiej-246u18S9.fiom_seaich=1

! vasan, R 2uu8, 'Stiuctuiing youi Employees' Cost to Company (CTC) !"#$%&## :.,%1
Retiieveu: 14
th
Febiuaiy 2u14, fiom
http:www.businessgyan.comnoue4662



















vi
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&$)#*+&#, )*!$-.*&")
-!/+#%$! -&$012 1* /!$!0#* 304%*#5 6 748.# /90: .4:;


/4$&<!= 7>?@A> B@CDE >F>AG H@I B@>J G@KA L@MNODG POQ> KN H@I ODORGJCJS

-!/+#%$!= Yes, oui company takes up job analysis piocess by stuuying anu collecting
infoimation ielateu to the special opeiatois & iesponsibility of specific job. It is uone by
systematic exploiation of the activities within a job the vaiious components of job analysis
incluueu aie job uesciiption.

/4$&<!= ,TOP OA> PT> FOAC@KJ A>LAKCPM>DP NA@L>BKA> @IJ>AF>B IG PT> L@MNODGS

-!/+#%$!= When oui oiganization feels the neeu to acquiie manpowei in the company, we
tiy to ieciuit peisonnel fiistly fiom the inteinal souices like we uo caiiy inteinal job posting,
tiansfeis, piomotions, iecalls, etc. if still neeu peisists we opt foi exteinal souices.

/4$&<!= ,TOP OA> PT> JP>NJ POQ>D O?P>A J>R>LPC@D NA@L>BKA>S

-!/+#%$!= 0nce the selection piocess is uone oi newly selecteu employee is placeu in a
paiticulai uepaitment foi actual woik. Placement is baseu on the qualifications& qualities of
the canuiuates selecteu. Placement piocess is followeu by Inuuction 0iientation Piogiam,
which involves giving biief intiouuction about company to newly selecteu employees.

/4$&<!= !LL@ABCDE P@ G@KU VTCLT CJ PT> M@JP CMN@APODP ?KDLPC@D @? 1* B>NOAPM>DPS

-!/+#%$!= Accoiuing to me, tiaining anu uevelopment activities aie the most vital functions
as the main puipose of tiaining is to uevelop the human iesouices within the company.
Tiaining is the piocess to impiove employee knowleuge, skill, attituues anu social behavioi so
that the peifoimance of the oiganization impioves consiueiably.

/4$&<!= 1@V CJ N>AJ@DD>R MODOE>M>DP BC??>A>DP ?@A 1*/S

-!/+#%$!= BRN is moie focuseu on talent management. It consiueis BRN as a business
function, with a goal of effective hanuling of its talent as a main focus. Peisonnel Nanagement
is iathei moie focuseu on managing people anu theii jobs.

/4$&<!= WKORCPC>J ODB "A@?CR>J @? O E@@B 1* /ODOE>A:

-!/+#%$!= Qualities anu Piofile of a BR managei aie as follows:-

1. Be shoulu have ENPATBY.
2. LEABERSBIP skills aie a must.
S. INSIuBT of each job anu ielateu situation.
4. C0NNCERN foi its employees.
S. PERS0ASSIvENESS.
vii
Piofiles of a BR managei aie as follows:

1. Nust have attenueu at least one LEABERSBIP camp.
2. Effective S0CIAL knowleuge.
S. NBA in human iesouice management.
4. NBA fiom XLRI, TISS anu IIN (L) is an auueu auvantage.

!"#$%&' )*+, +-. ,*. /0,0-. 1*+22.34.5 6/ 78 $3 $39:+ +39 :3 16-;6-+,. <6-29=

>&!?@A#&' The biggest challenge foi futuie BR in Inuia is its implementation anu
penetiation in all the inuustiies anu family iun businesses. The top class management has to
unueistanu its impoitance so as to give a boost to BR in coipoiate Inuia.
Technically, the futuie will see BR in eveiy face of life. A uay might come when a college anu
school will have a BR uept. Thus at those times, Implementation will be seen as a gieat
challenge.

!"#$%&' )*+, +-. ,*. ;6:3,5 ,*+, +-. 266B.9 <*:2. -.1-0:,:34 ;.6;2.=

>&!?@A#&' Reciuiting is not a line type of a function that can be uone by following a basic
pioceuuie. It has vaiious aspects such as:

1. What uoes company want.
2. What aie the situations in which company neeus people.
S. Why uoes the company neeu them.
4. Foi how long uoes it want to get engageu with them viz. tempoiaiy oi peimanent.
S. Qualifications neeueu foi the application of the job.
6. Tiaining is neeueu oi not.
7. Peisonal qualities of the applicant.
8. }ob piofile.
9. Faith of the applicant towaius the company anu his inteiests.

The above points aie a necessity while ieciuiting people.

!"#$%&' )*+, 96 C60 ,*:3B :5 ,*. D65, .//.1,:E. D6,:E+,6- 6/ .D;26C..5=

>&!?@A#&' BRN gives impoitance to human ielations anu thus motivation is also baseu on
the same giounus, thus we at uouiej believe in motivating employees by giving them the
peifect job piofile which suits them anu fiom which they can get theii job satisfaction.

Though, BR gives less impoitance to money, but still in Inuia money aie high influencei anu
motivatoi of the employees.

Thus, in uouiej we make suie that we offei a iight mix of motivatois because each inuiviuual
gets motivateu by uiffeient means. Foi example, some employee gets a gieat boost even if you
just pat on his back. While othei feels goou if he gets some monetaiy benefit.

The company always makes suie that the policies that aie fiameu by the company aie kept
tianspaient anu the employees aie awaie of it. Such activities act as an effective motivatoi.

viii
!"#$%&' )*+, -.+/0,012 34 54. /446 748 09 +9 1:;/4511 <*0/1 21/1=,049 47 +9 1:;/4511>

?&!@AB#&' Qualities that aie been lookeu while selecting employee aie as follows:

1. Integiity
2. Flexibility
S. Initiative
4. Foiesight
S. 0nueistanuing
6. Empathy

!"#$%&' )*+, 34 54. 34 748 31C1/4;:19, 47 1:;/45112>

?&!@AB#&' Bevelopment of employees is uone thiough theii iegulai tiaining anu making
theii concepts moie peifect. Nentoiing the employees uevelops a gieat enthusiasm in
employees anu in this way they also leain new anu bettei ways of uoing theii job.

!"#$%&' D4< 02 54.8 ;18249+/ 1E;18019=1 +2 + DF !+9+G18>

?&!@AB#&' BRN has helpeu me to unueistanu people in a bettei mannei. The complexity of
human can be well manageu with the help of BRN.

BRN is a tool to uevelop goou ielationship with eveiy one anu in the couise of time acquiie
leaueiship qualities.
In shoit BRN makes oneself iealize how people can ieally be an asset to an oiganization.