ORGANIZATIONAL ANALYSIS Recruitme

nt
AND APPLICATION PROJECT

Group 3
 AGENDA

COMPANY PROFILE
INTRODUCTION-Defi nition
THE RECRUITMENT PROCESS
FORMS OF RECRUITMENT
PL ANNING AND FORECASTING
RECRUITMENT EFFECTIVENESS
EFFECTIVE RECRUITMENT PRACTICES
SOURCES OF RECRUITMENT
EMPLOYMENT DIVERSITY
EMPLOYMENT L AWS AND POLICIES
VIRTUAL TOOLS OF RECRUITMENT
ETHICAL ISSUES
CONCLUSION
THE COMPANY
 Siemens AG is a German multinational conglomerate
company headquartered in Munich, Germany
It is the largest Europe-based electronics and
electrical engineering company
Visited Siemens at Airoli, Navi Mumbai
Mr. Rajesh Mhatre Unit Head HR at
Siemens Limited (Transformer works),
Airoli, Navi Mumbai
 RECRUITMENT

A process to discover the sources of

manpower to meet the requirements of the
staffi ng schedule and to employ eff ective
measures for attracting that manpower in
adequate numbers to facilitate eff ective
selection of an effi cient workforce.

The process of searching for prospective

employees and stimulating them to apply for
jobs in the organization. - Edwin B. Flippo
Source - Edwin B. Flippo is the author of Principles Of Personnel
Management
 RECRUITMENT

Siemens defi nition on Recruitment

The aim of the recruitment process of Siemens is to
ensure that Siemens understand the career goal,
aspirations and experience of potential employees, as well
to give a chance those potential employees to decide
whether Siemens is the right place for them.

Source -Siemens web -http://www.siemens.com/jobs/en/index.php

 PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool

of potentially qualifi ed job candidates. Specifi cally, the
purposes are to:

Determine the present and future requirements of the

organization
Increase the pool of job candidates at minimum cost
Help increase the success rate of the selection
process by reducing the number of visibly, under
qualifi ed or overqualifi ed job applicants
Help reduce Attrition rate
 PURPOSES AND IMPORTANCE

Induct outsiders with a new perspective to lead the

company
Infuse fresh blood at all levels of the organization
Develop an organizational culture that attracts
competent people to the company
Devise methodologies for assessing psychological
traits
Design entry pay that competes on quality but not on
quantum
Increase organizational and individual eff ectiveness
in the short term and long term.
 THE RECRUITMENT PROCESS

IDENTIFYING VACANCY

PREPARING JOB DESCRIPTION AND JOB SPECIFICATION

ADVERTISING THE VACANY

MANAGING THE RESPONSE

SHORT-LISTING CANDIDATES

ARRANGING INTERVIEWS

INTERVIEW CALL
 DIFFERENT FORMS OF
RECRUITMENT

FORMS OF
RECRUITME
NT

CENTRALIZE DECENTRALIZ
D ED
Recruitment decisions Each department
for all the businesses carries out its own
and departments of an recruitment.
organization are
carried out by the one
central HR or
recruitment
department
 PLANNING THE RECRUITMENT

Most of the successful tactics for diversifi ed

recruitment are identifi ed and implemented during
the planning stage
Conversely, failure to cover key issues in planning
can rarely STRATEGIC
be fi xedVERSUS
laterOPERATIONAL
in the recruitment process
CONSIDERATIONS
SEARCH ISSUES
EFFECTIVE COMPOSITION OF THE SELECTION
COMMITTEE
UNDERSTANDING TARGET GROUPS

CASTING THE DISSEMINATION NET WIDELY

RECRUITMENT BUDGET

RECRUITMENT TIMETABLE
FORECASTING THE RECRUITMENT

Once the factors aff ecting the future

manpower forecasts are known,
planning can be done for the future
manpower requirements in several work
units. EXPERT
FORECAST
TREND
ANALYSIS
FORECASTI WORK LOAD
NG ANALYSIS
WORK FORCE
ANALYSIS
BUDGET
ANALYSIS
 QUESTIONNAIRE

1. How do you plan

for recruitment?
2. Do you use any
. Attracting best techniques for
talent planning/forecas
. Manpower budget ting recruitment?
is fi xed . MPR Form
. Budget fi xed based . Department heads
on 4 sectors prepare the MPR
 RECRUITMENT EFFECTIVENESS

Measures to verify the eff ectiveness of the

recruitment process is vital as it consumes a huge
portion of the companys income which could have
otherwise been invested elsewhere for yielding
better returns
The recruitment manager measures the eff ectiveness
of the recruitment process by comparing the costs
involved in recruitment like -
THE COST OF
SCREENING THE TIME AND COST
EXPENSE OF
APPLICATION AND INVOLVED IN
CALLING NEW
BACKGROUND PROCESSING THE
RECRUITS
CHECK APPLICATION
VERIFICATION
RECRUITMENT EFFECTIVENESS

THE BENEFITS

NUMBER OF PEOPLE APPLYING FOR THE JOB

NUMBER OF EFFECTIVE REFERENCES

OBTAINED
THE ABILITY TO RECRUIT TO 100%
CAPACITY WITHIN THE STIPULATED TIME
PERIOD
THE SPEED AT WHICH NEW RECRUITS
BREAK EVEN THE COST INVOLVED
 MEASURING RECRUITMENT
PRACTICES

Evaluation of recruitment practices is necessary to

provide a guide for future improvements

Evaluation of recruitment processes assesses whether

recruitment methods are:
I. Delivering the quantity of staff required
II. Encouraging applications from those with suffi cient
basic skills
III. Retaining competent staff with prior experience
SOURCES OF RECRUITMENT

LEGAL RECRUITMENT
HR PLANNING JOB ANALYSIS CONSIDERATI
ON SOURCES

INTERNAL EXTERNAL

HR
EMPLOYEE INVENTORY
REFERRAL CAMPU WALK-INS
S S
VISITS
JOB
POSTING
ADV.

SELECTION
PROCESS
 QUESTIONNAIRE

3. How do you 4. What are the

measure internal and
recruitment external sources
eff ectiveness? of recruitment?

. Online System . Tie ups with

[ MPR forms] help external agencies
to increase . Internal
eff ectiveness recruitment
through
CONNECT
 QUESTIONNAIRE

5. What is the
6. Do you do
mostly followed campus
cost saving recruitments and
source? summer inter
Online SAP system recruitments?
helps to reduce Campus recruitment
considerable cost for engineering
students
Summer internships
in SIES, Symbiosis,
NITs etc
 QUESTIONNAIRE

7. What are the

recruitment
practices 8. How eff ective are
followed by the practices?
Siemens?
. Boarding process . Laptops , Bank A/c
o. Pre-joining Nos etc given on
questioning the day of joining
o. SIP . Special ID cards
o. 3 Days training
 EMPLOYMENT DIVERSITY

In an eff ort to promote equal employment

opportunities for individuals with a diverse cultural
background as well as promote tolerance for
individual diff erences, the employment diversity
specialist has become a vital position within
organizations

It is fundamental to the success of the organization to

remain within compliance of federal regulations to
ensure that employees are not subject to
discrimination such as gender, race, religion, age,
marital status, or sexual orientation
EMPLOYMENT DIVERSITY

PRINCIPLES
AT SIEMENS

NO
NO
EXCLUSIO NO SILOS
PREJUDICE
NS
 QUESTIONNAIRE

9. Current diversity in Siemens?

.Diversity guidelines to be followed

.Female employees given encouragement
.Intra city transfer policy
 EMPLOYMENT LAWS & POLICIES

Re c r u i t m e n t p o l i c y o f a n y o rg a n i z a t i o n i s d e r i v e d f ro m t h e p e r s o n n e l p o l i c y
o f t h e s a m e o rg a n i z a t i o n . I n o t h e r w o rd s t h e f o rm e r i s a p a r t o f t h e l a t t e r

Re c r u i t m e n t p o l i c y s h o u l d c o m m i t i t s e l f t o t h e o rg a n i s a t i o n s p e r s o n n e l
policy

T h e f o l l o w i n g f a c t o r s s h o u l d b e t a ke n i n t o c o n s i d e r a t i o n i n f o rm u l a t i n g
re c r u i t m e n t p o l i c y. T h e y a re : -

I. G o v e rn m e n t p o l i c i e s
II. Pe r s o n n e l p o l i c i e s o f o t h e r c o m p e t i n g o rg a n i z a t i o n s
III. O rg a n i s a t i o n s p e r s o n n e l p o l i c i e s
IV. Re c r u i t m e n t s o u rc e s
V. Re c r u i t m e n t n e e d s
VI. Re c r u i t m e n t c o s t
VII.S e l e c t i o n c r i t e r i a a n d p re f e re n c e
 QUESTIONNAIRE

10.Are there any

specifi c laws which
Siemens follow 11.Are there any
other than the laid incidences of
down government employees breaking
laws? laws? What are the
impacts?
BCG guidelines
Signed every 2 years None as such because
of the strict BCG
and must for all to
guidelines
sign
 VIRTUAL TOOLS OF RECRUITMENT

Due to changes in the recruitment scenario,

companies use new methods of recruitment
These methods help in optimum utilization of
available resources, both for employer as well as for
employees

VIRTUAL
TOOLS

COMPANY
HEADHUNTE
WEBSITE JOB
RS
LOGINS
 ETHICS QUESTIONNARE

1. The pressure of hiring someone

who has been recommended by a
friend , someone from your family
or top executive .

. Yes, but panel decision is fi nal.

. Depends if he is right candidate or
not.
 ETHICS QUESTIONNARE

2.Discrimination based on sex, culture,

religion, disability or another prejudicial
basis of the person doing the sources(HR
manager)

No encouragement of casteism. Very

transparent appraisal process is followed.
 ETHICS
QUESTIONNARE
3. Internal candidates who are competent
(knowledge, skills, abilities) &eligible for
promotion are overlooked and external
candidates are sought for key management
decision.

Yes it happens in all organizations

Also promotion is a management decision and it is
not the right of the employee
 ETHICS QUESTIONNARE

4. The HR manager is required not to disclose

procedures & policies for determining pay &
amounts of pay within groups or individual
within the organization . No transparency .

Total transparency as it takes place online

Round table conference before increment
Fixed budget is kept for increment
Gross functional department discussion
 ETHICS QUESTIONNARE

5. Ignore/take no heed of sexual harassment

complaints against senior member or star
performer of the organization.

Can go to the highest authority

Can go to special committee which is composed of:-
Retired judge
Advocate lady
Person from NGO & Company
 ETHICS
QUESTIONNARE
6. Enforce on ethical code.

BCG guidelines are there

SIPS training is given

Every employee has to undergo this program

 CONCLUSION

RECOMMENDATIONS

Should improve bench employees strength

Should not rely more on internal source to large

extent
 CONCLUSION

LEARNINGS FROM THE PROJECT

How recruitment process occurs

Every person applied for job is important

How sexual harassment committee is formed

 CONCLUSION

LEARNINGS FROM THE GROUP

Group co-ordination and inputs

Every individuals unique ability and

need

Patience
THANK YOU !