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RECRUITMENT POLICY AND PROCEDURES

HUMAN RESOURCE MANAGEMENT

RAVIJOHN PRN:067 SECB MBA201113

Identifya Vacancy/ Requirement

Scenario: Hilti India Pvt. Ltd. requires a Specification Consultant for their Technical Department at Mumbai. The post has been vacated due to employee promotions. Therefore, a Statement of Procedure is to be prepared for initiating the recruitment process to fulfill this vacancy withasuitablecandidate.TheSOPshouldbeginrightfromidentifying the vacancy in the organization, preparing the job description & job specification, searching for a suitable candidate by means of advertisements in classified columns, media, job portals, human resourceconsultanciesandsoon.Thisshouldbefollowedbydefining theselectionprocedureandfinallyconcludewiththefinalselectionof thecandidate. GeneralBlockDiagramoftheSOP: PrepareJob Referrals,

Description& Job Specification

Internal& External Recruitment

Advertising through variousmedia

Technical Interviews

Arranging& Conducting Interviews

Shortlisting appropriate candidates

Managingthe Response received

Personal Interviews

HiltiRed Thread Dimension Evaluation

Selectionof Candidates

PostSelection Formalities

HumanResourcePlan:

RecruitmentRequest: The Technical department will intimate the HRD about the vacancy created and the requirement of an immediate replacement Specification Consultant. The HRD will evaluate the authenticity and urgency of the request and accordingly check the manpower recruitment budget allocated to the technical department. Once the requirement is validated, the HRD in collaboration with the technical departmentwillfinalizethejobdescription,jobspecificationalongwith thedetailedrolesandresponsibilitiesattachedtothepositioncurrently beingoffered,inthiscase,theSpecificationConsultant. Jobdescription: Thepurposeoftheassignedroleistocontributetowardsthe companysgrowthandprofitabilitybyprovidingcomprehensivefield basedtechnicaladvisorytointernalandexternalcustomersandto generatebusinessfromthisservice. Additionally,differentresponsibilitiesmaybeassignedasandwhen derivedappropriatebythecompany,eitherinverbalorwrittenformof communication JobTitle: SpecificationConsultant Department: TechnicalDepartment Location: Mumbai,Maharashtra Position: PreSalesConsultant TypeofPosition: FullTime

JobResponsibilities: Business Generation though Specification: By developing high level contacts with the designated civil consulting firms, architects, project consultants and ensure continued customer relationship management to secure the companys long term business goals. Formulating and implementing plans involving market segmentation strategies to maximize visibility and brand awareness TechnicalSupport:Byprovidingtechnicaltrainingstointernaland external customers and by supporting them in various design calculations as per existing civil codes and practices. This also consistsofprovidingtimelyupdatesregardingthelatesttechnical dataandinnovationsintheindustry. Quality Management: By maintaining quality in the technical solutionsprovidedbyHiltiandbyindulginginriskavoidance.This also involves generating and documenting test reports and calculations as per corporate guidelines. Maintenance of test equipment and ensuring accurate results by means of proper upkeepandcalibration. Planning & Value Proposition: Assessing the project and customer potential thereby ensuring accurate sales projections. Developing value propositions based on the projects critical success factors and effectively communicating the same to all thoseinvolvedintheoveralldevelopmentoftheaccount. Product Competence: Developing the necessary skills and competencies to perform the duties to conduct the job related activities such as presales calls, seminars, testings, calculations,

etc.Todevelopadequateproduct/applicationknowledgethrough selflearningandthroughlearningimpartedbythecompany. Documentation & Communication: Preparing and updating customerandterritoryfilesonaregularbasissoastoprovidethe company with relevant and accurate information regarding the desired accounts and to communicate the same to all relevant departmentsbymeansofinformationleads. Business Information: To ascertain the depth of competitive productsandserviceswithintheassignedaccountsandaccurately report all information to aid in the formation of new marketing strategiestocounterthesame.Togeneratebusinessinformation on a regular basis on projects, customers, new applications, competition and spread this information through mails, memos, presentations,meetings,etc. RequiredSkills:

QualificationRequired:
Candidate should be a B.E/B.Tech in Mechanical/Civil/Electrical or Automobile. CandidateswithanMBAinMarketingwillbepreferred.

ExperienceRequired:
35yearsofrelevantworkexperienceinSales,MarketingorBusinessDevelopment.

RecruitmentProcess: PanelFormation:
Once the job description has been finalized, then the next stage is to form Interview panel,whichwillberesponsibleforentirerecruitmentprocedure.Thepanelconsistsof followingmembers: 1) OneHRmemberDirectorHR 2) Two Technical Department Members Regional Technical Manager & National TechnicalManager. Thepanelwilltakecareofselectionprocedureandshortlistingofcandidatesforfinal interview.

RecruitmentMethod:
HRD after finalizing the number of vacant post, panel formation and the job specificationrequiredwillstarttheselectionprocedurewhichcanbeofthreetypes: 1. InternalRecruitment 2. ReferralRecruitment 3. ExternalRecruitment

InternalRecruitment:
In order to nurture potential talent by providing them suitable growth opportunity withinorganizationinternalrecruitmentwillbedoneagainstthevacancy.HRDwillfirst checkitsdatabasewhethertherearepotentialcandidateswhocanbepromotedtothat post to suffice the requirement and if no then HRD will look for candidates in organization who will be interested for that post, HRD will take care of all procedures andcommunicationsregardingjobspecification,profile,eligibilitycriteria,deadlineetc. toemployees.

Job posting will be done on companys bulletin board, employee publication and corporateintranet.Interestedandeligibleemployeeshavingnecessaryskill,knowledge andexperiencematchingthoseofrequiredforjobwillapplythroughproperchannelto HRD i.e. either online or in hardcopy. Candidate applying for post will be filling up application and will be sending it to HRD along with one copy of their recent CV. Candidateswillbeshortlistedbypanelmadeforrecruitmentandwillbecalledforfinal interviewandnotforgroupactivitystage.

EmployeesReferralRecruitment:
Employee may refer potential candidates in their social network who fits the specifications given in job descriptions for vacant positions which Human Resources posts in common forum for employees reference. The softcopy of the referred candidatessuitableandeligibleforpostwillbesenttoHRDbyanemployee.Fromthere onwards panel will screen the resumes and decide whether the candidate should be shortlistedforrecruitmentprocedureornot.Ifthereferredcandidateisselectedand he/shecompleteshis/hertrainingperiodthenthereferralamountwouldbepaidtothe employee who referred them. An employee at most can refer three candidates in a financialyear.Followingmemberswillnotbepartofreferralpolicy: 1. MembersofHRD 2. Directors 3. VicePresidentsandBoardofDirectors.

ExternalRecruitment:
Thiscanbedonein2ways: 1. Byusingexternalsourcesofrecruitment 2. Byhiringconsultant/outsourcing Beforeexternalrecruitmentprocessanadvertisementwillbepreparedgivingdetailsof job.Theadvertisementwillbewellwithinthebudgetapproved.

1)UsingExternalsourcesofrecruitment:
Fourdifferentmodescanbeusedas: 1. Placementagenciesorheadhunters 2. WebRecruitment

2)HiringConsultant/Outsourcing:
Theywillbeusedwhenlargevolumeofrecruitmentistobedoneinshortspanof time.Inthiscasewewillnotgoforthisoption.

SelectionProcedure:
EntireSelectionProcedureisdividedinto3stages: StageI:TechnicalInterview(RedThreadEvaluation) StageII:PersonalInterview(RedThreadEvaluation) StageIII:HRInterview(SalaryNegotiations)

StageITechnicalInterview: The candidate will be interviewed by the Regional Technical Manager who will assess the level of functional expertise, technical proficiency andsuitabilityofthecandidatetotheroleoffered.Sincethepositionis only offered to engineers fromcore fields,questions willbebased on their understanding of various engineering concepts and applications. Only candidates with sound technical knowledge will be allowed to attendthePersonalInterviewwiththeNationalTechnicalManager StageIIPersonalInterview: The candidate will be interviewed by the National Technical Manager whowilltrytounderstandthecandidatesfuturegoalsandobjectives, hisunderstandingofthemarketscenario,hiscontactsintheindustryas well as his networking skills, his ability to work independently, with others as well as to lead a team. He will be subjected to questions based on the Red Thread Dimensions, a unique recruiting method followed by Hilti in which various soft factors and moral attributes of thecandidatesareassessedsothathemayfitinandbeabletolivethe cultureof the organization.CoreValuessuchasIntegrity,Teamwork, CourageandCommitmentaregivenalotofweightagehere.

StageIIIHRInterview: After the earlier rounds have concluded, the candidate will be interviewed telephonically by the HR Director, who will try to gauge andevaluatethecandidatescommunicationandothersoftskills. Negotiation of compensation will also be a part of this round. Candidates will be explained nature of job, their position, company informationandanyfurtherqueryfromcandidate. After Interview feedback from the candidates regarding interview procedurewillbetakentoimproverecruitmentprocedureforfuture.

PostSelectionProcedure: TheselectedCandidates will begivenan offer letter.One copy of the offerletterwillstaywiththeHRmemberandwhichwillbesignedby the candidate stating he/she agrees to terms and condition of the organization. The Offer letter will also consist of other important information like Salary Breakup, Joining date, joining formalities etc. SelectedCandidateswillalsobegivenwelcomekitasatokenfromthe company. The Selected candidates will undergo a 20days Induction cum Pre trainingProgrambeforetheycantaketothefield.