An assignment of

HR Policy in AMUL
MBA PROGRAMMS
SEM : 2ND (46)
GIUDED BY :Ms. AMMI
PANDYA
SUBMISSION DATE : 16TH
MARCH,2016.
SUBMITTED BY : Bhavik
Rajpura
(SIGNETURE OF STUDENT)
Submitted to :
DEPARTMENT OF BUSINESS
ADMINISTRATION
M K BHAVANAGAR UNIVERCITY

BHAVANAGAR

Purpose

The purpose of this policy is to outline the process used in

recruiting,
selecting and appointing persons to positions in the classified division.

POLICY STATEMENT

PROCEDURES

The selection process consists of four stages:

(a) Pre-posting
(b) Pre-interview (screening)
(c) Selection
(d) Post Interview
6:02 Pre-posting
(a) The Department/Agency submits a request to the Public Service
Commission to fill the vacant position. The request must include
the following:
(i) Proper departmental authorization to fill the vacancy
(ii) An updated job description (signed by the Deputy Head)
(iii) Minimum qualifications required to perform the duties of the
position.
(b) The Commission drafts an ad and forwards it back to the
Department for review and approval.
(c) Once approved the position is advertised by the Commission.

(d) In staffing unionized positions, the position is posted as an inservice

competition. If the position is not filled through the inservice
competition method, the Employer may fill the position by
holding an open competition.
(e) In staffing excluded positions, the position can be posted either
inservice
or as an open competition.
(f) All competitions are advertised for at least seven days.

Pre-Interview (screening)
(a) A selection board is established normally consisting of a staffing
officer from the Commission (usually the Chair of the Board), the
supervisor of the position being filled, and another individual who
has good knowledge of the responsibilities of the position being
filled. The selection board should reflect diversity amongst its
members as much as possible.
(i) It is the responsibility of the department to ensure that they
have appropriate membership on the selection board.
(ii) Selection board members are to have training and
experience in the staffing process within government.
(iii) Board members should be individuals who are respected in
their field, are objective, recognize the importance of the
staffing process and are committed to following a fair
process.
(iv) Generally position incumbents would not be involved on
selection boards to fill the position they are leaving. The
reason for this is that the individual might not be objective in
selecting a successor for the position.
(v) Selection Board members are required to comply with the
terms of the Selection Board Declaration (Attachment 7:01).
As members of a selection board, individuals are bound by
the relevant legislation, Collective Agreement, and policies
related to staffing.
(b) The Selection Board performs the following duties during the
screening session.

(i) Reviews, signs, and dates Selection Board Declaration

forms.
(ii) Conducts a position analysis on the position.
_ A position analysis involves a discussion on the
responsibilities of the position and enables each of

Establishes rating criteria

_
The rating criteria must reflect the skills, abilities and
knowledge required to performthe job responsibilities
of the position to a satisfactory level. Information
from the position analysis will be helpful in
developing the rating criteria.
(iv) Develops questions/tests to be used as part of the
interview/selection process.
_ It is critical that any questions used as a written
exercise or during an interview relate to the position
and be used to evaluate the applicants
qualifications, relative ability, knowledge and skills to
perform the job.
(v) Screens applications for eligibility and qualifications.
_ In order for an applicant to be eligible for an inservice
competition they must meet the requirements
as outlined in Section 17 (2) of the Civil Service Act.
_ In order for an applicant to be qualified, they must
possess the education and experience requirement
as outlined in the advertisement. Only those
applicants will be interviewed and/or tested.
(vi) Sets up interview/testing times
_ Once the applications are screened to determine
who is qualified and eligible for the competition,
those who are to be interviewed and/or tested are

Selection
(a) The selection board conducts interviews and/or testing with the
qualified applicants.

(b) The selection board scores and ranks the applicants.

(c) References are completed usually by the staffing officer.
.
(i) Information obtained in a reference is to relate only to the
ability and suitability of the applicant to perform in the
position applied for.
(ii) Reference checks are to conform to the applicable Human
Rights legislation.
(iii) For in-service competitions, a minimum of one reference is
to be completed on, at least, the top applicant (and more if
the top applicants are relatively equal.) This reference is
normally with their current supervisor.
(iv) For open competitions, a minimum of two references will be
completed on, at least, the top three applicants (and more
if applicants are relatively equal.)
(v) References are usually with people who have direct
knowledge of an applicants previous employment

Post Interview (Appointment)

(a) Once the evaluation and referencing of applicants is complete, an
employment list is created, listing the applicants who have passed
the competition in order of merit.
(b) For an in-service competition, the top candidate, based on merit,
is appointed to the position.
(c) In relation to open competitions, one of the top three candidates
based on merit, will be appointed to the position after consultation
with the employer.
(d) An offer letter is drafted to the successful applicant. This letter is
to contain the classification and pay rate being offered, who to
report to, and if there is a time limit on when the applicant must
confirm their acceptance of the position.
(e) Unsuccessful applicants are notified of the results of the
competition.(f) Post-board interviews are available to applicants. A postboard

interview provides an applicant with feedback on the selection

boards assessment of the applicant in relation to the said position.
This information can be used for professional development so that
the applicant can improve for further competitions.