Recruitment – Staff

PURPOSE

To streamline the procedure of the recruitment in the group.

SCOPE

This policy is applicable to all the units of __________ Group.

POLICY

_________ is a running organization and adequate manpower is in position in all departments. Therefore, as a policy we should plan recruitment of fresh qualified people at certain defined induction level only. Except for few critical / specialized positions, as a policy, we should restrict recruitment of experienced persons.

For Level __ & above vacancies, atleast 30% & not more than 50% of vacancies to be filled in from outside and balance vacancies to be filled in from within the organization i.e. through intra-department, inter-department, inter-unit, transfer and through promotions during performance appraisal process.

HRM Head can sign the offer letter & appointment letter. Responsibility of recruitment & transfer up to Divisional Head level lies with Unit HRM. For Business Head and new projects’ recruitment & transfer is the responsibility of Corporate HRM.

Whenever there is any recruitment up to Divisional Head, unit HRM to get manpower requisition approved from SBU Head and will sent it to Corporate HRM for approval. Any new vacancy has to be approved by MD only.

SBU Head to plan and execute recruitment according to the requirement. Job Description should be made before sending manpower requisition for approval.

INDUCTION NORMS

Following norms have been fixed to facilitate recruitment against vacancies for experienced positions.

The table gives the details of the minimum qualifications requirement:

PARTICULARS

LEVEL IV

LEVEL V

I.     TECHNICAL AREAS

 

 

Production

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

PPC

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

Stores

Diploma with 0-2 yrs exp.

Diploma/B.Com with 3 yrs exp.

Maintenance

Diploma with 0-2 yrs exp.

Degree / Diploma  with 3 yrs exp.

Purchase

Vendor Development

Diploma with 0-2 yrs exp.

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

Degree / Diploma with 3 yrs exp.

Q.C. & Q.A.

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

Design

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

Production Engg.

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

Tool Room

Diploma with 0-2 yrs exp.

Degree / Diploma with 3 yrs exp.

II.     MARKETING & SALES

Diploma with 0-2 yrs exp.

Degree/MBA/Dip. with 3 yrs exp.

III.    ACCOUNTS & FINANCE

 

M.Com./

B. Com. with 0-2 yrs exp.

 

CA / ICWA/CS / MBA OR M.Com/B.Com with 3 yrs exp.

IV.    HRM

Graduate + Dip. P.M. & I.R./HRM

MBA / MSW/LLB OR PGD with 3 yrs exp.

V.     SYSTEMS

Graduate + Dip. In Computers

MCA/Degree OR Dip. with 3 yrs exp.

VI.    RECEPTIONISTS

Graduate with 0-2 yrs exp.

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VII.   STENOGRAPHERS

Graduate + Dip. In Secy. Practice

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RECRUITMENT PROCEDURE

For recruitment of regular employees the Selection Committee shall consist of at least three members. Composition & procedure for various levels is given below:

LEVEL IV & V

a.  Representative from department where vacancy exist not below Level VI.

b. One more technical / relevant person, not below Level VI.

c.  HRM Representative.

HRM will take an aptitude & technical test of the candidate prior to the interview (as per the procedure). 

The committee will test the suitability of the candidate and award marks in the interview evaluation form, which will decide the ranking. Short listed candidates will be finally interviewed and approved by the SBU Head.

LEVEL VI & VII

a.  Concerned HOD where vacancy exists. He can along with him bring, if necessary, another technical / relevant person, not below Level VII.

b.  Concerned SBU Head

As mentioned above, committee will award marks in the interview evaluation form for Level – VI and for Level–VII to decide ranking. The short listed candidate will be finally interviewed and approved by SBU Head.

LEVEL VIII & IX

Committee for first round of interview would be HOD, SBU Head & Head HRM.

Selection committee shall check the suitability of the candidate as per the interview evaluation criteria. The short listed candidate will be evaluated independently by outside consultant and thereafter meeting with MD.  However, salary will be finalized by Head HRM.

LEVEL X AND ABOVE

Special Selection Board will be formed in consultation with MD.  Selection committee shall check the suitability of the candidate as per the interview evaluation criteria.

For recruitment of Head & above level, candidates to be interviewed by MSG (Management Services Group).

After selection of incumbent an offer letter will be given.

Before offering employment to the candidate, compensation part should be discussed in detail with him.  Salary break-up should be prepared and it should have signature of both Head HRM and the candidate.  He should be clearly told about his CTC (Cost to Company), which includes car cost, premium of mediclaim and accident insurance, bonus, health check up, mobile phone, residence telephone etc. as applicable to the level of candidate.

On joining, each employee will be issued Appointment Letter.

HRM will make efforts to fill the vacancy in the shortest possible time. However, efforts of recruitment shall be planned with following lead time:

Level   IV &   V              1 - 2 months

Level   VI & VII              2 - 3 months

Level VIII & above        3 - 4 months

 

REFERENCE CHECKING

Reference checking shall be done for all the new joinees in staff category.

Reference checking (without affecting his/her present employment) will be done by respective HRM before giving offer letter to the selected candidate. It will be done after joining of the selected candidate as under:-

Letter will be sent to all those references mentioned in the profile by the candidate. If no reply is received within 15 days, a reminder will be sent.

Antecedents as well as the salary particulars will also be verified from the last employer by sending a letter. If no reply is received within 15 days, a reminder will be sent.

If the service with the last employer is less than one year, then antecedence shall be verified form the previous employer (last but one).

Any employee giving wrong declaration about the experience, qualification, salary, etc. will be viewed seriously and his services may be terminated.

INDUCTION TRAINING

It is mandatory that any employee recruited will have to first undergo induction training before he / she is posted to the parent department. The inputs during induction training will include following:

a.         Familiarity with organization structure

b.         Familiarity with the job-responsibilities / function of his / her parent department

c.         Familiarity with the HRM Policies.

d.         Familiarity with products.

e.         Familiarity with QS/ISO procedure.

Class Room induction for new joinees to be done within the unit. Induction training to cover compulsory class room training for all new joinees for one day on Group’s Vision, Values, Policies, Practices, Processes, Expectations etc. Meeting of all new joinees with SBU Head at the end of one day training.  For Head and above - new joinees to meet MD for half an hour during first 15 days of joining. 

Unit HRM will ensure induction training is given as per the induction check list and the employee shall report to various HODs with format showing details of induction training. Format to be kept in the personal file of the employee.

After completion of induction training, new joinee to give an induction report about his induction and marks to be given as per the induction check list by self, superior, reviewer (SBU Head) and HRM.

Feedback from new Joinees, after 6 months will be taken by Unit HRM.

GENERAL POINTS RELATED TO RECRUITMENT

Sister concern / other group company employees can be considered for employment, if one year has lapsed.

In case of a new recruitment a person who has any direct blood relation in any of the unit would not be considered. In case such recruitment is done, it should have written approval of MD and direct relation not to work in the same unit.

LIST OF DIRECT RELATIONS IS AS UNDER:

1.Father

2.Mother

3.Wife/husband

4.Brother

5.Sister

6.Son

7.Daughter

8.Brother’s wife

9.Sister’s husband

10.Son’s wife

11.Daughter’s husband

T. A. Rules for attending the Interviews

The company is required to reimburse the travel expenses to the candidates who come for interview as per the Inland Travelling norms of Employees. This will be reimbursed for travelling only, against submission of Proofs/ Tickets.

 

 

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