Study The Employer Branding Business Essay

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The Reliance Group, founded by Dhirubhai Hirachand Ambani, is Indias largest private sector enterprise, with businesses in the energy and materials value chain. Group's annual revenues are in excess of USD 22 billion The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India.

Backward vertical integration has been the cornerstone of the evolution and growth of Reliance. Starting with textiles in the late seventies, Reliance pursued a strategy of backward vertical integration - in polyester, fiber intermediates, plastics, petrochemicals, petroleum refining and oil and gas exploration and production - to be fully integrated along the materials and energy value chain.

The Group's activities span exploration and production of oil and gas, petroleum refining and marketing, petrochemicals (polyester, fiber intermediates, plastics and chemicals), textiles and retail.

Trust enjoys global leadership in its businesses, being the largest polyester yarn and fiber producer in the world and among the top five to ten producers in the world in major petrochemical products. The Group exports products in excess of USD 11 billion to more than 100 countries in the world. There are more than 25,000 employees on the rolls of Group Companies. Major Group Companies are Reliance Industries Limited (including main subsidiaries Reliance Petroleum Limited and Reliance Retail limited), Indian Petrochemicals Corporation Limited and Reliance Industrial Infrastructure Limited.

Across different companies, the group has a customer base of over 50 million, the largest in India, and a shareholder base of over 8 million, among the largest in the world.

Communications (Reliance Communications Ltd.), and financial services (Reliance Capital Ltd), to generation, transmission and distribution of power (Reliance Energy), infrastructure and entertainment.

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Objectives of the Study

The main objective behind conducting this study was to study the employer branding. and objective of this report is to have a study on employer branding by integrating tools of recruitment, selection and employer retention. For this purpose the objective has been divided into two parts.HR deptt nowadays has a lot of responsibility for building employer branding. So, the objectives of the project have been framed as follows -

A) Recruitment and selection

To study the recruitment and selection process in the organization.

To study the sources of recruitment and their relative importance

To learn the system of short listing the resumes for recruitment in the organization.

To study the skills company sought out while recruiting the candidate.

How can recruitment & training be helpful or contribute to the success of an organization?

B) Payroll management system

Study the factors responsible for employee retention in the organization.

To study which HR domain is more responsible for employee retention in the organization NOTE-: Organization - Lucknow branch

OVERVIEW of organization

Hr activities at reliance communications in LUCKNOW includes following:

Talent acquisition

Talent management

Talent development

admin

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The hr department of reliance communications is divided into four categories:

TALENT ACQUISITION- It comprises of RECRUITMENT AND SELECTION of the candidates. Generally this process of finding the suitable candidates is done through the various consultancies such as MARGDARSHAK, ADECO, etc. The selection procedure in RELIANCE is started through the process of short listing the candidates who are eligible and are fit in the culture. The first interview is with the respective HOD and then with the HR HEAD ( Mr. Sanjeev Sharan)and finally with the CIRCLE HEAD( Mr. Gurpreet singh

TALENT DEVELOPMENT- It comprises of the TRAINING AND THE DEVELOPMENT OF THE EMPLOYEES. This work of training and development also includes the PMS which is conducted QUARTELY and the PLI (PERFORMANCE LINKED INCENTIVES) are given to the employees respectively. Various training needs are identified by the HOD and the same is discussed with the HR and the training is scheduled accordingly.

TALENT MANAGEMENT- It comprises of MANAGING THE EMPLOYEES OF THE ORGANISATION with respect to their RETENTION AND SATISFACTION. The team identifies the needs of the employees and the same is fulfilled accordingly. The full employee database is managed through the well known technique SAP.

ADMIN - This department of the HR department includes the rest activities of RELIANCE related to employees. It includes the management of the stationery, the submissions of the checks etc

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Values and Commitment:-

It recognizes that despite rapid technological change, the most important resource available to a company is its people. It aims to play a vital role in the health of organizations by maintaining the highest professional standards at all times, by continuously improving performance, and utilizing effective teamwork in order to deliver a superior service to all our clients, candidates, colleagues and suppliers

Recruitment Philosophy

The search process is designed to attract exceptional talent in the shortest possible time frame.

Many recruitment agencies feel recruitment is just getting the right person at right time at right place and at right price, but it's not that simple. Recruitment is not just getting vacancy filled, in opinion of the company it is just halfway through recruitment, because the problems start after that, which are

Attrition

False commitments

Discrepancy in perceived role and responsibility

Increasing market and responsibility

Interpersonal issues with peers and superiors

Work delegated not in tune with professional interest

Hence the recruitment philosophy takes into account all these parameters while hunting a prospective employee for any employer.

Pathfinder conducts an extensive screening process to ensure the current requirements and the future anticipated problem, are taken care of.

All candidates are evaluated according to the specific job requirements and the prospective candidate's potential & abilities. Reference checks are also done on all the candidates and can be made available on request. It also does the credit and background checks, should the position require personnel with a clean credit history.

Seven-stage recruitment Process of Pathfinder:

Understanding the employer in terms of Brand Acceptability, Market standing, Work Culture, Employee Policies and Benefits.

Nailing down the job requirements to the minutest of details vis a vis - Job Profile, Responsibility, Reporting Structure, Expectations on the job, deliverables, salary bracket for that particular level, salaries of the would be peers.

An idea from the employee as to any specific companies should be targeted.

Hunt for the candidate begins with a 360° approach, i.e. through databases, referrals, advertisements, Head hunting.

Once the pool of prospective employers is generated the extensive screening process starts vis a vis the job requirements, personal and professional skills needed so that the employer does not face any problem with the employee in future.

Then the profiles are recommended to the prospective employers and the company coordinates the interview.

Once the employer accepts the candidate as an employee there is a mechanism of being constantly in touch with the employee check on the satisfaction levels and any arising is brought to the notice of the employer.

In all the recruitment philosophy is a 360° approach to selling an employer to an employee and vice versa, Cautious enough not to undersell or oversell anyone and making the facts as it is available to each so that the relationship of theirs last longer.

Team

People come to the company with intellect, knowledge and energy. Company instill in them both passion and a commitment to work effectively. It's the teamwork that enables the company to take performance and service to new levels of excellence.

The company believes in fulfilling targets on time and providing qualitative services to its employers. The company presently achieves this with its team of dedicated and qualified professionals, who strive to go one step beyond the expected

every employee is awarded a certificate upon completion of our Need Based Training courses.

Customer Service

Leadership - Rules of Engagement

High Performance Attitude

Mentoring

Customer Service

High Performance Team

Other Soft Skill Employee Need Based Training Programs

Team leader Need Based Training

Managing change

Diversity/harassment

Problem solving

Project management

Servant leadership

Stress management

Time management

CMD/CEO

ORGANIZATIONAL HIERARCH

Director (Operations)

Director (Marketing)

Director (HR)

Director (Finance)

Vice President (NEWS) (overseas)

Vice President (NEWS) (overseas)

Vice President (NEWS) (overseas)

Vice President (NEWS) (overseas)

GM

GM

GM

Senior Manager

Manager

Team Lead

Team Lead

Team Lead

Team Lead

Team Lead

Recruiter

Recruiter

Recruiter

Senior Recruiter

Senior Recruiter

2 Recruiters

2 Recruiters

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INTRODUCTION OF RECRUITMENT & SELECTION

Recruitment:

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc

Selection:

Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire. Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).

Objectives and Significance of Recruitment

Attract and encourage more and more candidates to apply in the organization.

Create a talent pool of candidates to enable the selection of best candidates for the organization.

Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment Process:- The recruitment process can be divided into seven stage E:\SSIMT\projects\RECRUITMENT_PROCESS.JPG

. Database Search

Advertising

Networking and Referrals

Processing of Applicants

Submission and Interview

Feedback and offer

Commencement and Retention

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Recruitment Policy:-

A well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme

Components of Recruitment Policy

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

Factors affecting Recruitment Policy

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications

Sources of Recruitment:

There are two sources of recruitment:-

Internal Source:- These sources lie within the organization.

External Source:- These sources lie outside the organization

Both the sources are shown in the figure (Fig 1.1) given below -

Fig 1.1 -

INTERNAL

Transfers

Promotion

Upgrading

Demotion

Retired employees

Retrenched employees

Dependents & relatives of deceased employees

EXTERNAL

Press advertisements

Educational institutes

Placement agencies/outsourcing

Employment exchanges

Labour contractors

Unsolicited applicants

Employee referrals

Recruitment at factory gate

SOURCES OF RECRUITMENT

INTERNAL

Transfers

Promotion

Upgrading

Demotion

Retired employees

Retrenched employees

Dependents & relatives of deceased employees

EXTERNAL

Press advertisements

Educational institutes

Placement agencies/outsourcing

Employment exchanges

Labour contractors

Unsolicited applicants

Employee referrals

Recruitment at factory gate

SOURCES OF RECRUITMENT

Recent Trends in Recruitment:-

The following trends are being seen in recruitment:

1) Outsourcing

In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are:

Company need not plan for human resources much in advance.

Value creation, operational flexibility and competitive advantage

turning the management's focus to strategic level processes of HRM

Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

Company can save a lot of its resources and time

2) Poaching/Raiding

"Buying talent" (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

3) E-recruitment

Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV's in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The two kinds of e- recruitment that an organization can use is -

Job portals - i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization.

Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criteria's and requirements (skills, qualifications, experience, payroll etc.) of the job.

Some of the advantages and the disadvantages of e- recruitment are as follows:

Advantages of E-Recruitment are:

Lower costs to the organisation. Also, posting jobs online is cheaper than advertising in the newspapers.

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring time).

Facilitates the recruitment of right type of people with the required skills.

Improved efficiency of recruitment process.

Gives a 24*7 access to an online collection of resumes.

Online recruitment helps the organizations to weed out the unqualified candidates in an automated way.

Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc

Disadvantages of E-recruitment are:

Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations.

There is low Internet penetration and no access and lack of awareness of internet in many locations across India.

Organizations cannot be dependant solely and totally on the online recruitment methods.

In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

ROI ( Return of Investment) on Recruitment:-

An organisation makes a tremendous amount of investment in its recruitment processes. A lot of resources like time and money are spent on recruitment processes of an organisation. But assessing or quantifying the returns on the recruitment process, or, calculating the return on investment (ROI) on recruitment is a complicated task for an organisation. Indeed, it is difficult to judge the success of their recruitment processes. Instead, recruitment is one activity that continues in an organisation without anyone ever realizing its worth or measuring its impact on the organization's business.

A recruitment professional or manager can calculate and maximize the return on investments on its organization's recruitment by

Clear definition of the results to be achieved from recruitment.

Developing methods and ways measuring the results like the time - to - hire, cost-Per-Hire and effectiveness of the recruitment source etc.

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments.

Providing and ensuring proper training and development of the recruitment professionals.

Assessing the ROI on recruitments can assist an organisation to strengthen its HR processes, improving its recruitment function and to build a strategic human resource advantage for the organisation.

RECRUITMENT STRATEGIES

The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

Candidates to target

The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidate's experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment.

Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by the information management systems to the HR of organizations. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are explained below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.

Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.

Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool which helps to save the time and costs of the recruiters and improving the recruitment processes.

FORMS OF RECRUITMENT:-

Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below:

1) Centralized:-

When the HR / recruitment department at the head office performs all functions of recruitment, the recruitment practices of an organization are centralized. Recruitment decisions for all the departments of an organization are carried out by the one central HR or recruitment department. Centralized form of recruitment is mainly practiced in government organizations.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Uniformity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central office

Decentralized: -

Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. Since the business areas and offices are diverse and geographically spread, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization.

Lower level staffs as well as top level executives are recruited in a decentralized manner.

HEADHUNTING

Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting involves convincing the person to join your organization.

4.8 SELECTION:-

Once the recruiting effort has developed a pool of candidates, the next step in the HRM process is to determine who is best qualified for the job. This step is called the selection process. Selection involves mutual decision and prediction. The enterprise decides whether to make a job offer and how attractive the offer should be. The job candidate decides whether the enterprise and the job offer fit his or her needs and personal goals. The process also seeks to predict which applicants will be successful if hired. Success, in this case, means performing well on the criteria the enterprise uses to evaluate employees. Selection decision can result in four possible outcomes. They are represented below in table-

Job Performance

Selection Decision

Accept

Reject

Successful

Correct Decision

Reject Error

Unsuccessful

Accept Error

Correct Decision

Correct selection decisions are those where the candidate was predicted to be successful in advance and prove to be successful on the job. At times the applicant is predicted to be unsuccessful and, as expected, performs unsatisfactorily after getting selected. While in the first case, we the worker is successfully accepted, in the later the worker is successfully rejected. Errors arise when we reject a candidate who would have performed successfully on the job. This is termed as reject error. In certain situations a worker is accepted ultimately and performs unsatisfactorily. This is called accept errors. Both the above errors can be minimized if the system is impartial, has a degree of objectivity and follows a fairly uniform standard of assessment. A skilled manager should understand the benefits of good selection and also should be aware of the cost of poor selection decision.

process. Selection involves mutual decision and prediction. The enterprise decides

whether to make a job offer and how attractive the offer should be. The job candidate

decides whether the enterprise and the job offer fit his or her needs and personal goals.

The process also seeks to predict which applicants will be successful if hired. Success, in

this case means performing well on the criteria the enterprise uses to evaluate employees.

While doing the selection process some errors may occur which are of two types.

Reject error:- Errors arise when we a candidate is rejected who would have performed successfully on the job. This is termed as reject error.

2) Accept error: - While in certain cases a candidate is accepted ultimately

and performs unsatisfactorily. This is called accept errors.

Hence correct selection decisions are to be made so as to avoid the time and the cost involved in selecting a wrong candidate. Correct selection decisions are those where the candidate was predicted to be successful in advance and prove to be successful on the job.

Steps in the Selection Process

There are broadly four steps in the selection process and each step can further be

subdivided depending on the need.

1. Screening of application forms:-

Application forms are wealth of information and should be used wisely. It should be

interpreted correctly. The primary objective would be to eliminate applicants failing to

meet minimum qualifying requirements.

2. Tests:-

These include tests of intelligence, aptitude, ability and interest. Tests in intellectual

ability, spatial and mechanical ability, perceptual ability is the tests conducted for many semi-skilled and unskilled operative jobs in the industrial organizations. Intelligence tests are reasonably good predictors for supervisory positions.

There are two sets of tests - performance and psychological. The following are

some such tests:

Performance simulation tests -These tests are aimed to find out if the applicants can do

the job successfully by asking them to do it.

• Work sampling-- It is an effort to create a miniature replica of a job. The

applicants demonstrate that they possess the necessary skills by actually doing the

tasks

• Assessment center-- In assessment centers, line executives, supervisors and

qualified psychologists evaluate candidates as they go through two to four days of

exercises that simulate real problems that the candidates are likely to encounter on

the job

Psychological test - Psychological tests are considered extremely beneficial. These tests are a most sophisticated tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision. Some such psychological tests are described below:

Intelligence tests: - These tests are conducted to asses the subject knowledge in relation to the job of the candidate who is applying for.

Aptitude tests :- These tests measure whether an individual has the capacity or

latent ability to learn a given job if given adequate training.

Interest tests :- These tests are designed to find out the interest of an applicant in

the job he has applied for.

Personality tests :- This test is of great importance and should be conducted for all

posts. Individuals possessing intelligence, aptitude and experience for a certain

job have often been found unsuccessful because of their inability to get along with

others.

Interview :-

Interviews are designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidates' motivation, ability to work under stress, inter-personal skills and ability to fit-in the organization.

Selection decision:-

In practice, the final decision will probably be between three or four candidates. It is

unlikely that any of the three or four remaining applicants meet the person specification

in every way. The personnel specialist together with line management will now have to weigh up the strengths and weaknesses of each candidate. The right decision depends on

management judgment.

Offer of Appointment

Ref. No.:

Date:

Name:

Address:

Dear Sir/Madam,

Subject: Offer of Appointment

Please refer to your application and subsequent interview you had with us on ……. for the position of

………………. .

We are pleased to offer you employment in our organization as …………. on salary mutually discussed

and agreed upon. The compensation information is confidential. You are advised to join your duties on or

before …………. at our Office/Plant.

The letter of appointment defining the terms and conditions of employment will be handed over to you at the

time of your joining. Please bring the following in ORIGINAL along with a COPY at the time of joining:

1. Proof of of age (birth certificate or school leaving certificate).

2. Academic certificate/s.

3. Experience certificate/s.

4. Relieving letter from the previous employer.

5. Salary certificate and Form 16 from previous employer for IT formalities.

6. Total compensation details including PF etc. of previous employer.

7. Three coloured photographs (stamp size).

8. A copy of PAN card.

We will be proud to have you as a member of our team to jointly make ………. a world class organization.

In case of any assistance, you may contact the undersigned.

We will appreciate if you send us your confirmation accepting this offer of appointment and also advise the

date by which you will be joining our organization.

With best wishes.

For XYZ

Head-Human Resources

RECRUITMENT AND SELECTION PROCESS AT PATHFINDER:-

The recruitment process in Pathfinder is whole and sole through the technology i.e. through internet. Hence, it follows the modern method of recruitment which is E-recruitment. The process starts by getting the requirements from the clients, then according to the requirements the recruiter search for CV's. The process is as follows:

CV screening process: - In this process, the recruiter logs in to various job portals. Then various skills required for a particular requirement are specified in the portal. Then according to the skills the CV's are displayed. Then to the respected CV's mass mailing is done.

Mass mailing:- It is a process in which the job description (JD) is mentioned in the mail body and is mailed to the candidates in bulk. Some advantages of mass mailing are:-

It is time saving

It reduces workload

Process of mass mailing: -

The recruiter selects the candidates of the page, which is displayed after mentioning the skills. Then a page comes where the recruiter needs to create a new folder & needs to create a new letter, where the following information needs to be filled up

Subject line: - Here the subject about the opening in a particular company is mentioned.

From: - Here the mail id of the recruiter is written

Mail Body: - Here the JD is specified

It can be more clearly understood by following example:-

Subject: - Excellent opening for Siebel in IBM

From: - swati.ukey@pathfinder.net.in

Mail body:- Job description:-

Company name:-

Placement: - Permanent/Temporary

Interview Location: -

Total Exp: -

Primary skill: -

Secondary skill: -

In the next step, a letter template name is specified and is saved. In order to mail the same for the next candidates of the next page, the letter template name can be specified. Then need to click on an option of send mail. For mailing the candidates of next page, the folder name & letter template name is specified, where the mail body is automatically generated. The letter template name & folder name reduces the effort to write the mail body for the candidates repeatedly. Mass mailing is different in different job portals. For e.g.: In Monster india it is done through power search whereas in Naukri it is done through advanced search.

After mass mailing, the reply from the interested candidate comes to the mail id of the respective recruiter & he/she needs to call up the candidate and confirm their status. If at all a situation comes where no mails are in the inbox, then individually the recruiter needs to call up the candidates. While calling up the candidates various questions are asked like the candidates total experience, relevant experience, current CTC, expected CTC, notice period, date of birth, passport No etc.

Then the recruiter needs to fill up the details of the candidate in the format provided by the company and needs to put the details in two folders, namely with details and without details. The only difference between the two folders is that in with details folder phone number & e-mail id is specified whereas in without details they are not specified. The details in without details folder is send to the client whereas the with details folder are kept with the company itself.

Then the selection process starts by the client. The short listing comes to the recruiter after some rejections. The short listed candidates are then scheduled for the telephonic round of interview according to the time specified by the client. It is followed by scheduling of HR round. If the candidate is offered and he joins the company within the notice period then the joining of that candidate is considered for the recruiter who has done all the above procedures for making that joining. In this process the recruiter also needs to follow up the candidate & co-ordinate with client.

This is the process followed by each and every recruiter of the company.

After this process the recruiter needs to manage his/her respective MS outlook, mail formats and also needs to manage the entire database to keep a record of the recruiter's performance. This is done at the end of recruitment process. It needs to be done on daily basis.

Getting requirements from clients

Mass mailing to screened candidates

Receiving responses

Reply from interested candidates

No reply

Call up the candidate

Call individually to the candidates to whom mass mailing is done

Confirm the status by asking details

Provide the

JD

Details filled in PF format

With Details

Without Details

RECRUITMENT PROCESS OF

PATHFINDER (PF)

Kept with company for record

Send to client

Short listing from client end

Selection Process

Names of Short listed candidates sent to recruiter

Scheduling for rounds of interview

Client co-ordination

Follow up with candidate

If selected

Job offer to candidate

Appointment letter

If accepted

Managing MS outlook & Mail formats

Whatever mails which we receive or are sent is properly categorized and are then fed in MS outlook. In inbox there are various folders. It will be clearer from the following :- INBOXCandidate Folder

Sent

Client folder

Client name

Client Location

Name of recruiter

Sent

Mails to S/L candidates

Client name

Pathfinder team

Name of employee

Sent

Recruiter's database

In D & E drive we save the database. In database we maintain the candidate's mail which we receive as per the skills after mass mailing is done

RECRUITER'S DATABASE

Client

Name of clients

All MIS sheets

Location

With details

Without details

Master Sheet

Daily Reporting Sheet

Daily Workflow Sheet (need to write)

Performance Sheet

Target Sheet

Requirement Sheet

Master Sheet

Submission Sheet

Feedback Sheet

S/L Candidates

Interview Scheduled

Status

Performance Sheet

Requirement Sheet

Submission Sheet

The Target sheet is prepared according to the format which company follows i.e. in a month the recruiter

New Joinee Form

NAME: ………………………………..........……….. DATE OF JOINING: …………………….....….……

DATE OF BIRTH: ………………………..........…… DESIGNATION: ………………......…………………

FATHER'S NAME: ……………………………......... DEPARTMENT: ………………......………………...

PERMANENT ADDRESS: ………………….......... PRESENT ADDRESS: ………….....………………

……………………………………………….......…… …………………………………….....……………….

……………………………………………..….......…. …………………………………..…………………….

PIN CODE ………………………………..........…… PIN CODE ……………………………………………

PHONE NO./S………………………………........... PHONE NO/S. …………………....…………………

ARE YOU A MEMBER OF PF (YES/NO): ………. IF YES, PF NO.: ……………………………………

I hereby require that in the event of my death all amount payable as wages/salary including my pay for the

period of leave with wages not availed of shall be paid to ………………………………………. who is my

……………………………… and resides at ………………………………………………………………………

The nomination shall remain in force until is cancelled or revised by another nomination.

SIGNATURE OF EMPLOYEE

Date: ……………………………

E-Mail ID:

Ref. No.:

Date:

Name:

Address:

Dear Sir/Madam,

SUBJECT: YOUR APPOINTMENT IN THE SERVICES OF THE COMPANY AS

This has reference to your application and subsequent interview you had with us. Based on our assessment

at this stage, the management is pleased to appoint you as ………………. with effect from …………. at

………… Office/Plant located ………………………..on the following terms and conditions:

1. REMUNERATION

Your remuneration shall be as given in ANNEXURE - I to this Appointment Letter.

2. PROVIDENT FUND

You shall be covered under Government's Employee's Provident Fund and Employee Pension Schemes

as per rules.

3. GROUP PERSONAL ACCIDENT INSURANCE SCHEME

You shall be covered under Company's Group Personal Accident Insurance Scheme as per rules. The

Company can not be held responsible for any delay or rejection and/or deficiency in service on the part of

the empanelled Insurance Company.

4. GRATUITY

You will be entitled to Gratuity as per the provisions of The Payment of Gratuity Act, 1972 and rules made

thereunder, as may be amended from time to time.

5. REPORTING

You will report to the designated officer/s in the manner as may be specified/instructed by the management

from time to time.

6. PROBATION

You will be on probation for a period of six months after completion of your training period. The probation

period may be extended /curtailed depending upon your performance during the probation period.

7. CONFIRMATION

You will be confirmed in the services of the Company in writing on successful completion of probation

period. You will be on probation till the time your services are confirmed in writing by the Management to be

effective from the date as may be specified in the order of confirmation.

Appointment Letter

8. LEAVE ENTITLEMENT

You will be eligible to leave/s in accordance with Leave Rules framed by the Company, as may be amended

from time to time.

9. SUPERANNUATION

As per Company's Policy, the Superannuation age is 58 years. As per records, being furnished by you,

your date of birth is ………. .

10. PHYSICAL AND MENTAL FITNESS

Your appointment and subsequent continuation in service of the Company is subject to medical fitness as

assessed by the Doctor/s on the panel of the Company from time to time. Your services are liable to be

terminated for absence from duty on medical grounds for more than 60 days without any notice or

compensation.

11. ATTENDANCE

Your hours, shifts and timings of work shall be governed by the rules framed by the Company from time to

time and keeping in view the exigencies of work. Your attendance will be marked as per the rules/system

of the Company and you are required to be punctual.

12. CONFIDENTIALITY

You will maintain utmost secrecy on the state of affairs of the Company and will not divulge and/or cause

to be divulged any information whatsoever to any person, firm, agency, institution, company, research

organization, etc.

In the unfortunate circumstances, specified as loss of confidence or breach or commitment or involvement

in any act which is inconsistent with the service of your appointment or any practice which contravenes or

which may contravene the interest of the Company and its business credibility, the Management reserves

its right to discontinue your services immediately, without giving any notice or notice pay to that effect.

13. TERMINATION

During the probation period, this contract of service may be terminated by either side without assigning any

reason and with one week notice. After confirmation, your services may be terminated by the Company by

a notice period of one month. If you desire to leave the services of the Company, a written notice of one

month will have to be given by you to be counted from the date of receipt of the resignation letter by the

Departmental Head and/or Appointing Authority. During the notice period, you will not be eligible for any

leave and you are required to discharge your duties and responsibilities as advised by the Management.

However, in the event you desire to be relieved immediately from the services of the Company, you are

liable to pay notice pay in lieu of notice period.

In the event of discontinuation/ separation in service, you shall be required to handover your charge to

such person/s as may be nominated for this purpose by the Management and deliver such articles and

effects of the Company, movable or immovable as may be in your possession including notes, notebook,

documents, articles, floppies/CDs, Laptop, computer, printer, stationary including letter heads, papers,

brochures, drawings, maps, reports, records, correspondences, policies, procedures, business plans,

scientific, R & D, technical, financial and commercial data/information, presentations, mobile phone handsets,

landline phones installed at residence, company car, etc.

The Company will be entitled to adjust outstanding dues from you against any amount payable to you

at the time of full and final settlement of your account. Should your outstanding due's is not sufficient to

cover the full amount, then you will have to pay the balance amount to the Company, failing which recovery

proceedings, civil, criminal or both can be initiated by the Company against you in the court of law.

14. TRANSFER

Your services can be transferred to any of our Plant/s, Office/s, Associate/s, Division/s, Affiliate/s, Section/

s, Unit/s, Department/s, Job/s, etc. which is in existence or may come into existence, anywhere in India

at the sole discretion of the Management. In such an event, you will not be eligible for any extra remuneration

or any other extra benefit and all terms and conditions of your service will continue to remain unchanged.

Consequent to the communication of your transfer order no cognizance of any leave, including sick

leave, will be taken by the Company. The Management may, however, review at its discretion, such cases,

where sickness is supported by medical certificate from a civil surgeon of government hospital or registered

medical practitioner, whose qualification is recognized by Medical Council of India, following a medical

examination arranged at with Company's consent and cost.

Following the communication of transfer order, if you do not report at the transferred location by the

stipulated date or such date as permitted in writing by the Management, it will be deemed that you have left

the employment of the Company without notice to the Company.

On being transferred to any of the Plant, Office, Associate, Division, Affiliate, Section, Unit, Department,

Job, etc., you shall be reimbursed the re-allocation expenses, as applicable to your grade and level as per

Company's rules, as may be in force from time to time. Such expenses shall be recoverable in case you

resign from the services of the Company within next six months of joining your duties in your new assignment,

consequent to your transfer.

15. OTHER TERMS AND CONDITIONS OF EMPLOYMENT

i. As a responsible result-oriented and disciplined employee, you will perform your duties as per the

guidelines and instructions given to you by the Company and your superiors from time to time with

regard to all aspects of your responsibility.

ii. You will be in full time employment with the Company and shall not engage or devote any time or

attention to any other employment or business or monetary position without prior written permission of

the Management.

iii. In case the information provided by you regarding personal details and work experience or other relevant

details, are found to be false or by concealing or not disclosing material facts, the Management has

right to terminate your services without notice or pay in lieu thereof.

iv. You will be governed by the service rules of the Company, which may be amended from time to time as

annexed.

v. Any information or material in connection with scientific, industrial, technical, business, marketing,

research and development, etc. undertaken to carry out research and investigations, to improve and

invent, to process new and better techniques or methods in which you have wholly or partially contributed

during the period of employment with the Company shall be deemed to be the intellectual property of

the Company for which you shall have no right or claim for ownership, co-ownership, fee, royalty,

patent, copyright, etc. Further, in connection with the above, the Company shall have the sole patent

rights and its right to put in use any information for commercial purposes or otherwise.

vi. You will communicate to the HR and Admn. Department of the Company any change in your address

as well as personal status. All communication sent to you in the normal course at the address given by

you shall be deemed to have been received by you.

vii. You will inform Management at once of any act or action prejudicial to the interest of the Company on

the part of any person which may come to your knowledge.

viii. If any question of interpretation of any terms and conditions of your appointment/ employment arises,

the decision of the Management shall be final and binding on you.

16. JURISDICTION

Any dispute arising out of and/or related to your employment with the Company shall be subject to court

under ……… High Court Jurisdiction only.

If the above terms and conditions are acceptable to you, kindly sign and return to us the duplicate copy

of this letter as a token of your acceptance.

We look forward to have you as a member of our team to jointly make …………., a world class

Organization.

Thanking you

Yours faithfully

For XYZ

Head-Human Resources

I confirm having read and understood the above terms and conditions and also accept that transfer is an

incident of service and promise to abide by all terms and conditions of this employment contract and also

fulfill to best of my abilities the expectation stipulated of my role and responsibilities in the Company.

I declare that the information and particulars I have given in my Bio-Data, Personal Profile Form and at the

time of interview are true.

Signature of Employee

Encl.: As above

Apex Reliance 36x40

PAYROLL MANAGRMENT SYSTEM

Payroll :- In a Company is the sum of all financial records of salaries ,wages, bonuses and deductions.

In accounting payroll refers to the amount paid to employees for services they provided during a certain period of time.

Payroll plays a major roles in a company of several reason. Form an accounting point of view, payroll is crucial because payroll and payroll taxes considerably affect the net income of the most companies and they are subject to laws and regulation.

From ethics in business viewpoint payroll is critical department as employees are responsive to payroll errors and irregularities: good employees morale requires payroll to be paid timely and accurately.

The primary mission of the payroll department is to ensure that all employees are paid accurately and timely with the correct deductions. This includes salary payments , tax withholding, and deductions from a paycheck.

Payroll means maintain records of employees, processing salaries, payments like PF, ESI &TDS deductions

PAY CHEQUE

A pay Cheque is a paper document issued by an employer to pay an employee for services provided

In recent times, the physical pay cheque has slip been replaced by electronic direct deposit to bank accounts.

Such employees may still receive a complete pay slip package, but the attached cheque is noted as non- negotiable.

In Reliance Communication instead of direct deposit they are using E- Transfer method for providing salary to their employee.

PAY SLIP: -

A, pay slip, pay advice, or something pay cheque, is a document an employee receives either as a notice that the direct deposit transaction or E- transfer has gone through, or as part of their pay cheque.

It will typically detail the gross income and all taxes and any other deduction insurances or charitable contributions taken to make final net amount of the pay.

PAYROLL CARD

Far employees who do not have access to a bank account there is a solution, offered by most major payroll service Providers.

Instead of an employee receiving a cheque, and paying up to 5-10% to cash the cheque for getting cash against that cheque, the employee can have the deposit into a debit card.

In this a company can save money on printing cheque, not buy the experience cheque stock, and not having to worry about cheque fraud due to cheque being lost or stolen.

A payroll card is a plastic card allowing an employee to access their pay by using a debit card.

A payroll card can be more convenient teller machines (ATM) to withdraw cash, to make purchase.

Most payroll cards will charge a fee if used at an ATM more than once per pay.

The payroll card account may be held as a single account in the employer's name.

In that case, the account holds the payroll funds for all employees using the payroll card system.

Some payroll card programs establish a separation account for each employee, but other do not.

Many payroll cards are individually owned DDA(demand deposit account) that are owned by the employee.

These cards are more flexible, allowing the employee to use the card for paying bills. Most payroll card accounts are insured are insured, but some not

In Reliance communication HDFC-bank & Yes bank provides these all facilities to the employee because there is a tie-up in between the bank and organization. So the only transfer money to the bank account of employee rest processing (as providing related facilities) is done by bank itself.

Payrolling is the business practice of referring a contingent worker to a payrolling provider so that they are the employer of record responsible for employer taxes payroll.

Different from recruiting where the staffing vendor uses internal recruiters to locate contractors on behalf of the requesting company or clint, payrolled workers are indified by the client.

Often payrolled workers are known to the client as former employees. Because the costs of recruiting workers in to contract position are eliminated the payrollees are often processed at reduced mark up rates.

In the last several years, some payrolling companies have emerged in the staffing industry to provide payrolling companies have emerged in the staffing industry to provide payrolling services at reducted pricing around the world

In Reliance communication the salary cycle goes from first of the month.( That is thirty first of the month except February).

If the joining date of an employee is in between 1st to 15th that at the end of the month the salary will be according to the working days for example if joining date is 8th of the month than employee will get the salary of (15+8=23 days).

And if the joining date of employee is in between 16th -30/31st then in the salary cycle of current month that employee will not come because employee name is not present in the attendance cycle. Now that employee will get salary in next month.

In next month employee will get salary of one month, and salary of working days of previous month (according to the date of joining ) but in the from of arrear .

In Reliance Communication, salary processing also depend upon the attendance cycle which goes 16th of last month to 15th of current month

There are some rules and regulations for the employees as the working time of employee is 9:30 am 6:00 pm.

There is ART machine for the attendance of employee. Which is collect the attendance of each and every employee with the help of employee identity card now the HR department collect the attendance of employee and set the salary for the month according to the working days and hours.

Finaly they sent it to the head office which is establish in Mumbai. The they send the salary of their respective account which are present in HDFC-bank by E-Transfer Process.

PROVIDENT FUND

Provident Fund(PF) is a kind of benefit for the employees. Employee contributes 12% of his monthly basic salary to the PF account and the employer also contributes 12% to the account.

It is kind of saving .

Employee can avail loan from the PF account also. At end of job employee can close the account and gets the amount with interest.

Payroll is calculation of salary /wages to the employees. As a HR you will calculate the leave availed and intimate the loss of pay(LOP) to the concerned person.

The Employees Provident fund Organization (EPFO) is a satatutory body of the Government of india under ministry of Labour and Employment.

It administers a compulsory contributory provident fund, pension and a insurance scheme for Indian work force

It is one of the largest social security organization in the world in terms of members and volume of financial transactions.

PF is the fund which is composed of the contribution made by the employee during the time he has work along with an equal contribution by his employers.

It is calculated as a percentage of his salary, say, 12% and is returned to him on his retirement.

The provident fund was originally set up in a bid to provide monetary security to employees when they retire.

The provident fund is designed into a provide the retiring person with dignity and security.

However. It turn developed into a broad plan for social security which covers the retirement, buying houses medical expenses and related expenses.

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