You are on page 1of 58

THE STUDY & ANALYSIS OF RECRUITMENT

Submitted in partial fulfillment of the requirements for Master of Management (MMS)

By Harshada Mohan Saindane 1158 Batch of 2011-12

ORIENTAL INSTITUTE OF MANAGEMENT , PLOT NO -149 Sector 12, Navi Mumbai - 400703 July 2011

Oriental Institute Of Management

Acknowledgement

We would like to take this opportunity to convey our heart-full thanks and deep appreciation for the help rendered to us, by all of you resulting in successful completion of our project. We wish to give grateful acknowledgement to all helpful person whose experience and guidance helped us a lot to make this project a success. We are highly indebted to our project guide Prof. Shakti Awasthi for her continuous support and guidance without which this project could not have been in reality. We would also like to thanks the teaching and nonteaching staff and my friends who co-operated and helped us for the completion of this project. Yours Faithfully, Harshada M Saindane

Oriental Institute Of Management

DECLARATION

I SAINDANE HARSHADA MOHAN Roll No 1158 student of MMS 1st Year is here by to certify that this project work titled The Study And Analysis Of Recruitment at Siemens Limited Navi Mumbai. carried out by me , in partial fulfillment of the requirements of the program is an original work of mine under the guidance of Industry mentor Mrs.Archana Hota Institute mentor Prof. Shakti Awasthi

I further declare that it is not a reproduction from any existing work of any person and it has not been submitted to any other university or institute for the award of a degree or diploma or any other similar title of recognition.

(Students signature) Date July 2011

Oriental Institute Of Management

Oriental Institute Of Management CERTIFICATE This is to certify that Ms.Saindane Harshada Mohan. Roll no.1158 is a full time bonafide student of Oriental Institute of Management and pursuing Masters Of Management Studies (MMS) . The project report Title The Study And Analysis Of Recruitment at Siemens Limited Navi Mumbai is completed by her under the guidance of Prof. Shakti Awasthi , in the partial fulfillment of the requirements for the award of the degree of Master in Management Studies of Mumbai University is an original work done. ____________ (Signature of Institute Mentor) Oriental Institute of Management Vashi, Navi Mumbai 400703 _____________ (Signature of Director) Oriental Institute of Management Vashi, Navi Mumbai 400703

Oriental Institute Of Management

Table of Contents: Sr.No Executive Summary Introduction Background Methodology Conclusion Limitations Appendix (Questionnaire) References Particulars Page No.

Oriental Institute Of Management

Purpose of the study:

1. To determine the present and future requirements of the organization. 2. Identifying and preparing potential job applicants who will be appropriate candidates. 3. Increase the pool of job candidates at minimum cost. 4. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 5. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 6. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 7. Meet the organizations legal and social obligations regarding the composition of its work force. 8. Begin identifying and preparing potential job applicants who will be appropriate candidates. 9. Increase organizational and individual effectiveness in the short term and long term. 10. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Oriental Institute Of Management

Scope Of The Study

Oriental Institute Of Management

1. To structure the Recruitment policy of company for different categories of employees. 2. To analyse the recruitment policy of the organization. 3. To compare the Recruitment policy with general policy. 4. To provide a systematic recruitment process. 5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. 6. It covers workers, Clerical Staff, Officers, Junior. Management, Middle Management and Senior Management cadres.

Oriental Institute Of Management

Objectives Of The Study

Oriental Institute Of Management

1. 2. 3. 4.

To study the recruitment process of Siemens Navi Mumbai. To study the various channels from where the recruitment can be done in Siemens. To find out the area of improvement. To obtain the number and quality of employees that can be selected in order to help the organization

Oriental Institute Of Management

Companys Profile

Oriental Institute Of Management

Siemens consist of three core values:

1.Excellent: Excellent describes our high performance culture and the superior results we are obtaining. 2.Responsible: Responsible means that every one of us is dedicated to ethical behavior and takes responsibility for his actions. 3.Innovative: Innovative shows that we are aiming at creating sustainable value for now and the future.

Oriental Institute Of Management

Vision:

1. Achieve market leadership in 3G infrastructure 2. Introduce rural solutions based on WiMax and other emerging technologies 3. Become the direct supplier of mobile network infrastructure for all private and public operators

Mission:

1. On the basis of our forward-looking technology and solutions we respond to the most challenging questions of our time in the Industry, Energy and Healthcare sectors. 2. Our wide range of products and solutions are designed with the environment in mind and engage with the subject of climate change.

Oriental Institute Of Management

Sectors:
INDUSTRY ENERGY HEALTHCARE

Industry Automation Drives Technologies Building Technologies Building Technologies Low Voltage Industry Solutions Mobility OSRAM

Fossil Power Energy Service

Healthcare

Siemens Healthcare Diagnostics Ltd Siemens Hearing Instruments Ltd

Oil & Gas Power Transmission Power Distribution Renewable Energy

Oriental Institute Of Management

ORGANIZATIONAL STRUCTURE

Oriental Institute Of Management

Oriental Institute Of Management

Oriental Institute Of Management

INTRODUCTION

Oriental Institute Of Management

According to EDWIN FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as job portals, newspaper advertisements, employment exchanges, internal promotion, etc. are used. A pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.

Oriental Institute Of Management

Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. Recruitment is an important part of an organizations human resource planning and their competitive strength. Component human resources at the right positions in the organization are a vital resource and can be a core competency or a strategic advantage for it. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization.

Oriental Institute Of Management

Siemens Recruitment Process

Oriental Institute Of Management

Oriental Institute Of Management

Target Settings

Numbers Finalize

Manpower Requisition[MPR] form

Create MPR No.

Job Description

Channels

Invite CVs

Interview/Test

Select/Reject

Medical Test Reject Offer Letter Accept Joining

OnBoarding Process

Appointment letter/ I-Card

Oriental Institute Of Management

Recruitment process

Recruitment at Siemens Navi Mumbai is handled by team and operates from various locations i.e. Mumbai, Chennai, Banglore, Delhi etc. It is sole responsible for recruitment solutions across delivery centres for the company though it is not responsible for recruitment solutions for its clients which is again handled by other team

1. Requisition:Recruitment process at Siemens generates a req which is made visible to recruitment team across geographies. Req has to be filled with other details as in number of manpower required, desired joining date, job description, roles and responsibilities, compensation offered. Being a global company, details of job location was also as important.

2. Allocation:Once recruitment team receives requirement from various centres and departments, allocation is done i.e. job positions are allocated to members of the team as per its skills, knowledge, expertise and experience. Once allocation is done, then member goes through specific requirements and starts finding right candidate as per urgency.

3. Sourcing/ Searching:Once requirements are allocated, members of Siemens team source candidates from various job portals. Some of the most used job portals are naukri and monster. Members have to put right keywords and other details as to find right candidate. Other details include experience, current compensation, company, sector, functional area, educational details, technical qualifications, current location or job location and other. It should have correct blend of criteria.

Oriental Institute Of Management

Any error made in search criteria can show wrong result i.e. error in selecting right candidate. So searching through job portals, one need to be very correct and it can provide a lot of candidate database.

After searching a pool of candidates, member of team needs to find a relevant candidate which matches the job criteria. Once relevant candidates are found, recruiter has to call candidates and verify details with candidates and also check the interest level of the candidates. Details like job description, location, compensation offered, roles and responsibilities have to discussed and similar information have to be put in the database. It is also considered as primary telephonic interview.

4. Aptitude test:Once candidates are selected they have to appear for aptitude test online. Candidates are sent link and candidates who score above 70 out of 100 are only selected. Candidates who score in range of 60-70 requires a approval to process further.

5. Screening:Once sourcing of candidates is done, interested and selected candidates are processed further to screening round. Resume of candidates are updated and then co-ordinating with screener, candidates are processed for screening round. In screening round a preliminary interview is taken.

6. Post -Screening round:Once screening of candidates is done. Candidates are processed further for further round of interviews. Depending on level of job, interview sessions are planned in particular. Higher the level in terms of job, the more rounds of interview and finally being recruited in the organisation. If particular req is not filled recruitment process is to be repeated until job is filled.

Oriental Institute Of Management

Oriental Institute Of Management

Roles and Responsibilities performed:


Sourcing of candidates from popular job portals of India for recruitment for multiple locations in India

Call the appropriate candidates and discussing the job opportunity and explain the responsibilities to be performed on the job with professional telephonic proficiency

Branding the company by discussing the details of the company and its current and future operations around the world and India

Gather their interest level of candidates for job opening. Also note down other important information. Like their current compensation, years of experience, current company, key responsibilities on the current or previous job, verify information as mentioned by the candidates thus conducting primary interview

Send mails to candidates as and when required with professional look on behalf of the company Follow up with candidates as when required

Send daily reports to Reporting Manager and taking feedback of candidates forwarded by me to Hiring Manager of multiple locations

Upload candidate resume and their details on icims (an internal MIS software)

Follow up with candidate and screener for suitable time for HR Screening round

Making soft copy of Joining Booklet for automation of process

Soft copy shared for India operations

Oriental Institute Of Management

Oriental Institute Of Management

Skills refined

Acquired confidence level when talking to unknown but potential candidates for the company

Gained professional telephonic proficiency

Identifying and judging true and honest candidates from telephonic conversation

Identifying suitability on part of candidates as well as company

Managing multiple tasks i.e. from sourcing people to scheduling interview.

Working in team as well as taking individual responsibility Corporate behaviour and code of conduct

Oriental Institute Of Management

Recruitment Process Life Cycle:

Oriental Institute Of Management

Business Development #Client Selection # Accessibility to their HR / hiring manager # Reasonable time on feedback, interview, etc # Better terms # Reasonable payment time

Sourcing of CV # Understanding the client requirement thoroughly # Mapping of competitors / industry # Top of mind recall on candidates # Our own databank # Using proper key words while using job portals #Competitor name # Skill # Validating with proper and crisp summary # Aligning the CV in MS word format with our company logo

Candidate Management # Providing adequate information about the role, company, etc # Keeping them in the loop and informing about the status thru email, SMS, call # Facilitating them, if necessary

Client Management # Keep the client informed that you have referred the CVs moment you shared the CV either thru SMS or call # Once in 2 days check for the status of the CV / position # Try to meet the client in person # Keep them informed about the candidates availability for the interview

Interview process # Send email to the candidate about the interview with all necessary details like date, venue, contact person, brief JD, title of the position. # Call / SMS him to inform and ask him to check his email and confirm

Oriental Institute Of Management

Selection & Joining # Keep tracking the candidates by frequent follow-ups asking for submission of resignation, date of reliving, locating house, school admission, etc # Calls to be made on regular intervals

Billing & Collection # Start following up for payment after 15 21 days of placement

Oriental Institute Of Management

Research Methodology

Oriental Institute Of Management

Research Design: Sample Universe Sample Size Sample Unit Date Source: 1.)Primary 2.)Secondary Data Collection Instrument Sampling Technique ::::Through Questionnaires Through Internet, Journals, News papers etc. Questionaarie Simple Random sampling. :::Employess of Siemens Ltd Navi Mumbai 80 Employee Of the Organization

Oriental Institute Of Management

Data Analysis and Interpretation of Study:

Oriental Institute Of Management

1. What are the sources for recruitment and selection? InternalExternalBoth-

Sources
March-December December-June

35%

65%

About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

Oriental Institute Of Management

2.Through which channel you are recruited? TC Campus Other Referral Advertisements Portals Consultants Transfers

Channels of Recruitment
TC Consultants Advertisement Newspaper 5% 9% 3% 11% 1% 12% 21% 38% Employee Refferal Scheme Campus Recruitment Portals Transfers

In Siemens 21% of candidates go for TC channel, 38% of candidates go for Employee Refferal Scheme, 12% go for Transfers, 3% go for Campus Recruitment, 9% go for Advertisement, 11% go for Consultants, 5% go for Portals, 1% go for Newspaper

Oriental Institute Of Management

3.In which period you got recruited?

October-June December-September

Recruiting Period
March-December December-June

35%

65%

35% of candidates are recruited in time period from December-June and 65% of candidates are recruited in March-December.

Oriental Institute Of Management

5.Are you happy with your recruitment process?

YesNo-

Yes

No

25%

75%

25% of employees are happy with recruitment process while 75% are not happy with recruitment process

Oriental Institute Of Management

6.How do you select the employees ?

ExperienceQualification-

Selection of Employees
Experience Qualification

42% 58%

42% of the employees are selected on the basis of experience and 58% of the employees are selected on the basis of Qualification.

Oriental Institute Of Management

7.How many years of experience you are having? 1-2yrs 5-10yrs 10 yrs and above

Years of Experience
1-2 Yrs 5-10 Yrs 10 Yrs & Above

25% 44%

31%

Siemens recruited 25% of candidates having 1-2 Yrs of Experience, 31% of candidates having 510 Yrs of Experience, 44% of candidates having 10 Yrs & Above Experience

Oriental Institute Of Management

Facts & Findings

Oriental Institute Of Management

Oriental Institute Of Management

RECOMMENDATIONS & SUGGESTIONS

Oriental Institute Of Management

Compress the "white space" in your hiring process. White Spaces are delays in hiring process that are unproductive, waste time, and virtually assure you'll lose talented candidates. Often the longest delays occur between critical selection events. For example, a recruiter may need several weeks to screen a few hundred resumes from the Web job boards, or candidates who make it through screening may wait weeks to interview with a hiring manager. Sometimes, because of busy schedule of senior managers and sometimes because of tight schedule of candidate, the interview has to be postponed. This delay could be minimized by scheduling interviews in the regional locations. It is recommended to reduce the turnaround time for the recruitment and selection process. It must be made mandatory for the candidates to take the test, filling up forms etc within the stipulated time, this will make sure that the candidates do not hold casual attitude and take the recruitment process more seriously. Additionally it can send across a positive image about the company. White space in recruitment can be compressed by the use of IT also. Technology (such as automated or Web-based tracking) is ideal for eliminating unnecessary steps and reducing delays. Tie up with more & more consultants from multiple segments Since the limited placement agencies are sourcing candidates to all insurance companies, there often comes the problem of duplication of data. Therefore it is recommended that more and more consultants should be tied up from multiple segments to attract large pool of new and fresh talent. Know what you're looking for in candidates. It is observed that the candidates sourced by placement agencies and send for further rounds of interviews are rarely found suitable by the hiring managers. Therefore, in case there is need to utilize the service of a placement agency, then it is recommended that these

Oriental Institute Of Management

placement agencies be given a well drafted job description and job specification. This can also be circulated to internal employees under the employee referral scheme. This will help people to get a clearer picture and provide for most suitable candidates. Thus making efficient utilization of the existing resources. Reduce the pre offer formalities: Pre-offer documentation includes filling of a lengthy Blue form which includes all personal, educational and professional details of candidate. This is very time consuming and even after taking these details from candidate its not sure that offer will be made or not. This also becomes frustrating for the candidate sometimes. So, it is recommended that unnecessary details should not be asked before we make the final offer to the candidate. Blue form should be made consise. One size doesnt fits all An effort must be made to study local condition, education levels. Since applying common test for all candidates across entire country can overshadow a candidates capabilities. This factor must be given importance since Indian society is divided on various parameters such as education, language, infrastructure etc. A test with high level of English and complicated sentence structure can be a hurdle in areas where language itself is barrier. An option is to have different tests for different regions.

Oriental Institute Of Management

Blend technology into every aspect of your recruiting and hiring process.

Web-based technology lets you increase hiring speed and quality while reducing costs. Currently, job boards constitute the biggest use of the Web, offering access to thousands of resumes within hours. But the Web can also be a powerful tool for screening and qualifying that flood of resumes. Companies have begun to use the Web to collect and instantly match data on candidate skills, motivations, and experiences against job criteria. Other uses of Webbased technology include online interviewing, candidate assessment and testing, applicant self-scheduling, and tracking. Work the Web wisely and you save time for recruiters and hiring managers and nab top candidates before your competitors can. It is recommended that apart from the person-job fit, method must be devised to check for person-organization fit. A person-organization helps to assess how well a candidate is suited the organization. Whether the attitude he/she carries will promote both organizational as well personal goals. This takes a great importance especially when attrition is high. It will help the organization to retain its employees for a longer period of time and less burden on recruitment staff. Build and manage your candidate pool as a precious resource.

A "candidate pool" is a group of individuals who have shown interest in working for your company and are qualified for and ready to fill certain positions. Rather than undertaking the time-consuming process of filling one job at a time, you draw on the candidate pool and fill jobs as they become available. How do you keep a pool active? Some companies send their newsletters to pool candidates, give them product coupons, and keep in touch through e-mail. Pool management is not easy in a tight labor market --good candidates often go elsewhere. But many organizations, especially those with a reputation as a great place to work, are able to fill positions quickly using the pool concept.

Oriental Institute Of Management

Create winning impression even on those who are not selected Its very important to create a favorable impression of your organization on all those who come for interview. Those who are not selected in the first round of personal interview should also carry this impression that they have missed the opportunity to work in a great company. For this, there must a proper coordination of the interview of the candidate and greater degree of professionalism. A candidate when invited for a interview must be attended as soon as possible and should be made to wait for hours together. Interviews conducted on a scheduled time leave a good impression on the candidate. Even if he is not selected, a good impression about the will make him recommend the name to his people.

Oriental Institute Of Management

Limitations Of The Study

Oriental Institute Of Management

Every task is undertaken with an objective and accomplishment of this objective determines our success. Task: 1.The recruitment in Siemens involved a lot search from the database and calling up candidates to check whether they fit the job specification. 2.Candidates were to be searched from the job portals and called up to be scheduled for an interview. 3. Inter company analysis through survey and questionnaire filling. Difficulties: A summer trainees we could not separate systems to work on; At times many people had for couple of hours to work on the computer; Did not secure cooperation easily; People asked lot of counter question so convincing them was a major task; People did not disclose much about their employee details.

Conclusion:

Oriental Institute Of Management

Bibliographical references

Oriental Institute Of Management

1.Stephens Robins-OB 2.

Oriental Institute Of Management

ANNEXURE

Oriental Institute Of Management

QUESTIONNARE

1. What are the sources for recruitment and selection?

2.Through which channel you are recruited? TC Campus Other Referral Advertisements Portals Consultants Transfers

3.In which period you got recruited?

Oriental Institute Of Management

4. Are you happy with your recruitment process?

5.How many years of experience you are having?

6.What form of Interview do you prefer?

Oriental Institute Of Management

1. Why did you resign from your previous job? Inadequate pay-

Dissatisfactory growth-

Limited career building opportunitiesPoor working environment-

Others-

Oriental Institute Of Management

Oriental Institute Of Management

Oriental Institute Of Management

You might also like