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RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Human Resource Development

Recruitment & Selection


RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

A STUDY ON RECRUITMENT & SELECTION


(With reference to SOMA ENTERPRISE LIMITED)

A Project Report submitted to GITAM INSTITUTE OF MANAGEMENT,


Visakhapatnam in partial fulfillment

For the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION


Submitted by

Mr. NAVANEETH.M
Under the Guidance of

PROF. G.RAGHAVAIAH

GITAM INSTITUTE OF MANAGEMENT


(An Institution Accredited with ‘A’ Grade by NAAC)
GITAM UNIVERSITY
VISAKHAPATNAM
2009-2011
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

DECLARATION

I, NAVANEETH.M, declare that the project report entitled “A


STUDY ON RECRUITMENT & SELECTION AT SOMA ENTERPRISE
LTD” , is the record of bonafide research/study carried out by me,
under the guidance of Prof.G.Raghavaiah.

I further declare that this is an original piece of work, and has not
been submitted in whole or part to any other organization.

Place:
Name: NAVANEETH.M
Date:
Enrol. No: 1225109126
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

CERTIFICATE

This is to certify that the project entitled “A STUDY ON


RECRUITMENT & SELECTION with reference to SOMA ENTERPRISE
LTD ” submitted by NAVANEETH.M(1225109126) has carried out
his project under my guidance and supervision.

PLACE:
Prof.G.Raghavaiah

DATE :
Project Guide
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

ACKNOWLEDGEMENTS
The internship in which I have undergone at Soma
Enterprise ltd, Hyderabad ,has been very knowledgeable
experience for me. I hereby take this opportunity to express my
deep sense of gratitude to all those who have given their valuable
time, able guidance, support and inspiration to undertake this
challenging task.

I take this opportunity to thank the Management of GIM, GITAM,


and Prof. G.Subramanyam,Vice Chancellor,Gitam University,
Prof.K.Siva Ramakrishna, Principal, GIM and Dr. M.V. Ram
Prasad, Academic chairperson and also to our Vice Principal
Prof.P.Sheela for extending their support and valuable
encouragement for undergoing the internship.

I would like sincerely express my deep gratitude


to my guide Prof. G. Raghavaiah, GITAM Institute of
Management, GITAM University, for his valuable guidance in
pursuing my project.

I am deeply indebted to Mr.A.Anil Kumar


(Dy,General Manager)&Mr.V.Venkata Narayana (Manager-
Recruitment), Soma Enterprise ltd, Hyderabad, for giving me
permission to undergo the training in the organization, and for
giving me all the necessary information as also for extending his
kind cooperation in helping me complete my project.

I would like to thank the entire faculty of MBA


department for giving me this opportunity and their full support.

Lastly I would like to thank my parents and my


classmates for their encouragement and their help in making this
project a success.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Contents

1. Theoretical framework
a. Main subject

b. Topic related concepts


2. The Present Study/ Methodology
a. Objective of the study
b. Scope of the study
3. Organization Profile
a. Organization profile

b. Industry profile
4. Analysis

5. Findings, Suggestions, and Conclusion


RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

EXECUTIVE SUMMARY

Human Resource Planning is a vital ingredient for the


success of the organisation in the long run. There are
certain ways that are to be followed by every
organisation, which ensures that it has right number and
kind of people, at the right place and right time, so that
organisation can achieve its planned objective.
The objectives of Human Resource Department are
Human Resource Planning, Recruitment and Selection,
Training and Development, Career planning, Transfer and
Promotion, Risk Management,
For every organisation it is important to have a right
person on a right job. Recruitment and Selection plays a
vital role in this situation. Shortage of skills and the use
of new technology are putting considerable pressure on
how employers go about Recruiting and Selecting staff. It
is recommended to carry out a strategic analysis of
Recruitment and Selection procedure.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

SECTION - 1
Theoretical Framework:
Introduction to HRM:
Human resource is an important corporate asset and the overall
performance of company depends on the way it is put to use. In
order to realize company objectives, it is essential to recruit
people with requisite skills, qualification and experience. While
doing so we need to keep present and future requirements of
company in mind.

Successful recruitment methods include a thorough analysis of


the job and the labour market conditions. Recruitment is almost
central to any management process and failure in recruitment
can create difficulties for any company including an adverse
effect on its profitability and inappropriate levels of staffing or
skills. Inadequate recruitment can lead to labour shortages, or
problems in management decision making.

Recruitment is however not just a simple selection process but


also requires management decision making and extensive
planning to employ the most suitable manpower. Competition
among business organisations for recruiting the best potential has
increased focus on innovation, and management decision making
and the selectors aim to recruit only the best candidates who
would suit the corporate culture, ethics and climate specific to the
organisation.

The process of recruitment does not however end with application


and selection of the right people but involves maintaining and
retaining the employees chosen. Despite a well drawn plan on
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

recruitment and selection and involvement of qualified


management team, recruitment processes followed by companies
can face significant obstacles in implementation. Theories of HRM
may provide insights on the best approaches to recruitment
although companies will have to use their in house management
skills to apply generic theories within specific organiztional
contexts.

RECRUITMENT & SELECTION:


RECRUITMENT:
Recruitment is defined as, “a process to discover the
sources of manpower to meet the requirements of the staffing
schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of
an efficient workforce.” Edwin B. Flippo defined recruitment as
“the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.” In simple
words recruitment can be defined as a ‘linking function’-joining
together those with jobs to fill and those seeking jobs.

SELECTION:
The size of the labour market, the image of the company,
the place of posting, the nature of job, the compensation package
and a host of other factors influence the manner of aspirants are
likely to respond to the recruiting efforts of the company. Through
the process of recruitment the company tries to locate
prospective employees and encourages them to apply for
vacancies at various levels. Recruiting, thus, provides a pool of
applicants for selection.

Definition
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

To select means to choose. Selection is the process of picking


individuals who have relevant qualifications to fill jobs in an
organisation. The basic purpose is to choose the individual who
can most successfully perform the job from the pool of qualified
candidates.

SECTION 2:

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of


potentially qualified job candidates. Specifically, the purposes and
needs are:

• Determine the present and future requirements of the


organization in conjunction with its personnel-planning and
job-analysis activities.
• 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 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.
• Begin identifying and preparing potential job applicants who
will be appropriate candidates.
• Induct outsiders with a new perspective to lead the
company.
• Infuse fresh blood at all levels of the organization.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

• Develop an organizational culture that attracts competent


people to the company.
• Search for talent globally and not just within the company.
OBJECTIVE
• To Understand the process of Recruitment and Selection in
an organisation like SOMA.

• To study the time intervals at which the process of R&S gets


reframed.

• To know the necessary steps of which the organisation


involve in to get right person at right place.

• To know about the employee referral schemes.

SCOPE
• Sourcing and Submission of profiles

• Scheduling Interviews

• Discussing with selected candidates to finalise designation


and salary

• Follow up with candidates till joining

Data Collection Methods:

Primary Data:
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

• Every type of research requires two types of data to be


collected to reach up to any conclusion.

• Primary data are those data,which are directly obtained from


the people by approaching them individually.

• Primary data is generated when the researcher employing


mail questionnaire,telephone surveys,personal
interviews,observations and investigations of particular
problem at hand.

Secondary Data:

The whole study can be termed as a desk research.Hence there


is field work and collection of primary data but the information
is basically is collected from internet ,journals and magazines.

SECTION 3:
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

ORGANISATION PROFILE:

The Company

Soma Enterprise Ltd. is one of the fastest growing infrastructure


developers in India focused on construction and development of core
infrastructure projects in the transportation, hydel power and water
resource sectors among others. The organization, with a turnover of
around Rs. 20.12 billion is currently executing projects worth over
Rs.142 billion. It has over 1250 Experienced Senior Engineers / Project
Managers, 3500 Engineers / Technicians – Supporting the Senior team and
over 6000 skilled and semi skilled workforce. As an integral part of its
approach to construction, Soma owns and deploys state of the art
equipment and technology in assets worth over Rs. 10 billion to ensure
efficient execution.

Soma has evolved from a pure EPC player to managing infrastructure


projects on a Build Own Transfer basis. Soma has the capability to
undertake large-scale complex infrastructure projects in the following
areas:
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Projects Executed

A few Landmark projects:

1. Pimpalgaon-Dhule, Maharashtra - 4 Lane, 115 Km long


Highway

2. AP 18 Highway project – 84.5 km, 6 lanes on NH 5 near


Vijayawada

3. Head Race Tunnel for Koyna Hydroelectric Project

4. Aqueduct across River Orsang on Narmada Main Canal

5. Ranganandi Main Tunnel

6. Mumbai - Pune Expressway – Khandala, Kamshet Tunnels

7. Temghar Masonry Dam

8. Maddur – Mysore State Highway Project

9. Mongra Barrage Project


RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Project Portfolio (Select few)


Presently Soma Enterprise Ltd. is implementing projects worth
nearly Rs 14,700 crore
1
Irrigation/ Water Resources projects:
1 
1. Construction of R.C.C (Roller Compacted Concrete) dam
across Vaitarna River, Approach Road and allied works-
s. 505 crore

2. Construction of barrage across Wainganga river for
Dhapewada Lift Irrigation Scheme Stage –II- Rs. 335
crore

3. Construction of Earth Dam for Hiramandalam Reservoir


– 353 crore
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Transportation:
1
1. Construction of 4 lane connectivity to International Container
Transhipment Terminal (ICTT) at Vallarpadam, Cochin – Rs.
329 crore

2. Panipat - Jalandhar Section of NH-1 –BOT - Rs. 3606 crore

3. Design and Construction of 54 Important and Major Bridges


for Western Freight Corridor - Rs. 605 crore

4. 133 km long 4/6 lane highway between Surat – Hazira – BOT


- Rs. 912 crore

5. Six lane highway on the Kishangarh - Ajmer - Bewar Section


of NH-8- Rs. 550 crore
1
Urban Infrastructure:
1 
1. Four Lane Elevated Road from Chennai Port to Maduravoyal
(NH-4) under NHDP Phase VII in the State of Tamil Nadu -
Length -19 Kms – BOT - Rs. 1775 crore

2. Elevated Highway Project on Bangalore - Hosur Section of


NH-7 from Silk Board Junction to Electronic City Junction –
BOT - Rs. 253 crore

3. Development of International Convention centre at


Devanahalli, Bangalore of Rs. 7490 lakhs.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Hydel Power projects:


2 
1. Subansiri Lower HE Project 2000 MW – Rs. 1098 crore

2. Sissri Hydro Electric Project (222MW)- Rs. 1250 crore

National and International Associates


Soma has strong ties with technocrats, consultants, architects
and engineers in both public and private sector organizations to
provide the latest knowledge in infrastructure business. Soma
has close associations with a wide range of specialized
multinationals from across the globe including China, Turkey,
Russia, among others with companies like Limak (Turkey),
China State Construction Engineering (Hong Kong), Continental
Engineering Corporation (Taiwan), China Gezhouba Water &
Power, Isolux Corsán (Spain), Boguchangesstroy (Russia),
Sunway Construction SDN BHD (Malaysia) among others.

INDUSTRY PROFILE:
Infrastructure Industry in India have been experiencing a
rapid growth in its different sectors with the development of
urbanization and increasing involvement of foreign investments
in this field. The Indian government has taken initiatives to
develop the infrastructure sector, with major emphasis on
construction, engineering, IT, entertainment, textiles, food, and
utility to name some.

The country’s core sector, comprising six key infrastructure


industries, accelerated by 5.1 per cent year-on-year in April
2010, compared with 3.7 per cent in April 2009, according to
the data released by the Union Ministry of Commerce and
Industry. The growth was primarily led by an increase in the
production of cement, which stood at 18.87 million tonnes (MT),
compared to 17.36 MT during April 2009.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Electricity production grew by 6 per cent in April 2010, as


against 6.7 per cent in the same month of the previous fiscal.
Finished steel production registered a growth of 4.7 per cent
during the month, against a decline of 1.3 per cent in the
corresponding period of 2009. Among other industries,
production of crude petroleum rose by 5.2 per cent, as against
minus 3.1 per cent, while production of petro-products
registered an increase of 5.3 per cent, as compared to a
contraction of 4.5 per cent during April 2009.

Meanwhile, a committee on infrastructure under Prime Minister


DrManmohan Singh will conduct quarterly review of
development of power, road, ports, civil aviation and railways
sectors, announced the Planning Commission of India recently.
Further, the cabinet committee on infrastructure (CCI) will
handle specific infrastructure cases that may require necessary
policy correction or solving issues affecting projects

Airports
The domestic airlines flew about 4.78 million passengers in May
2010, an increase of almost 22 per cent over the number
carried in the same period in the previous year.

The Union Minister of State for Civil Aviation, MrPraful Patel,


stated that the country will become the top-five civil aviation
markets in the world in the next five years. India is the ninth
largest civil aviation market in the world at present.

The Airports Authority of India (AAI), the agency responsible for


civil aviation infrastructure, is likely to spend over US$ 1.01
billion on the modernisation of non-metro airports in the
current year.

Roads
An in-principal approval for converting 10,000 km of state roads
to national highways has been given by the Empowered Group
of Ministers (EGoM). It is estimated that around US$ 3.3 billion
would be required over the next five years to undertake this
project.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Further, the Cabinet Committee on Infrastructure (CCI) has


approved four highway projects of about US$ 543.8 million on
June 10, 2010. These projects would cover states such as
Gujarat, West Bengal, Bihar, Uttar Pradesh and Madhya
Pradesh.

Anil DhirubhaiAmbani Group (ADAG)’s flagship company


Reliance Infrastructure Ltd (R-Infra) won a US$ 197.3 million
project from the National Highways Authority of India (NHAI). It
is the tenth road project it won from the NHAI.

Earlier, R-Infra won a US$ 218.3 million road project from the
Gujarat government, within a week after winning the US$ 380
million Pune-Satara Road project from the National Highway
Authority of India (NHAI). The project is to execute a 71
kilometre four-six lane corridor connecting the ports of Mundra
and Kandla in Gujarat.

Government Initiatives

The infrastructure finance companies (IFC) are being included


in the category of non-banking finance company (NBFC) by the
Reserve Bank of India (RBI). The IFCs would require a capital
adequacy ratio of 15 per cent and the similar criteria of NBFCs
would be applied to IFCs as well. Further, RBI stated that at
least 75 per cent of the assets of these institutions should be
used in infrastructure and their net owned funds should be US$
64.6 million or more.

While presenting the Union Budget this year, the Finance


Minister has announced the allocation of US$ 37.7 billion,
around 46 per cent of the total plan outlay of US$ 81 billion for
2010-11 to infrastructure sectors. In the last fiscal, this
proportion was about 30 per cent.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

SECTION 4: ANALYSIS

Information Flow (E-R Diagram) – Corporate Office:


RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

STRATEGIES OF SOMA:
R – A – C – I (Responsible – Accountable – Consulted – Informed)
Matrix

R A C I
For the below sub Who is Who is
processes Who is Who is
Responsible Accountabl
Consulted? Informed?
? e?

In-charge
Profiles Sourcing
Corporate HR In-charge Internal
& Interview co- Recruiter
(Recruitment Corporate HR Customers
ordination
)
Candidate Director-HR/
In-charge Internal
Selection & Issue In-charge Internal
Corporate HR Customers /
of appointment Corporate HR customers /
(Recruitment) Director-HR
letter Regional HR
In-charge
Post issue of Site HR / Internal
Corporate HR
appointment Recruiter Regional HR / customers /
(Recruitment
letter Candidates Regional HR
)

R – A – C – I (Responsible – Accountable – Consulted – Informed)


Matrix for recruitments by In-charge Regional HR

R A C
I
For the below Who is Who is Who is
sub processes Responsib Accounta Consulted Who is Informed?
le? ble? ?

Profiles Recruiter /
In-charge In-charge
Sourcing & In-charge
Regional Corporate Internal Customers
Interview co- Regional
HR HR
ordination HR
Candidate Internal
Selection & In-charge In-charge Customers
Internal customers /
Issue of Regional Regional / Corporate
Site HR
appointment HR HR HR /
letter Director-HR
Post issue of Recruiter / In-charge Site HR / Internal customers /
appointment In-charge Corporate Regional Site HR
letter Regional Hr HR HR /
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

(Recruitme
Candidates
nt)
Recruitment Process of Corporate Responsibility
HR
In-charge Corporate HR
Manpower Requisition: (Recruitment)
Collect position requisition form approved by
director / Function head / Sector head / division
head
In-charge Corporate HR / In-
Sourcing of Profiles & Interviews Co-ordination charge Corporate HR
1. Finalise channel for sourcing like head hunt / (Recruitment) / Recruiter
networking / internal reference / Newspapers /
Job portals / Consultants (or) combination of
more than one channel based on the
requirement.
In-charge Corporate HR /
2. In case of choosing advertisement in In-charge Corporate HR
Newspapers/Job portals or Consultants (Recruitment)
channel, collect proposals from vendors and
validate them, negotiate with them and put the
proposals for approval to Director-HR and Head-
Finance. Contracts if any to be signed will be Recruiter
sent to legal department for vetting.

3. Identify suitable candidates, conduct


preliminary discussion over phone, check the
suitability for our requirement, collect updated Recruiter
CV/CTC/joining time details and forward the CVs
to internal customer.

4. Seek feedback on CVs submitted and possible


dates for conducting interviews from the
internal customer. Co-ordinate with candidates Recruiter
on interview dates and inform internal
customers the interview schedule.

5. Employment application form to be shared with


the shortlisted candidates and candidates to In-charge Corporate HR
bring the filled form while attending the (Recruitment)
interview. To send PAT document by email to
candidates for the DGM & above position and
collected filled document before interview takes
place.

6. If travel expenses to be reimbursed then


approval needs to be taken from internal
customer and Head-Finance
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Candidate Selection & Issue of Appointment


letters

1. Collect feedback on interviews & Recruiter


recommendations from internal customer.
Collect expected salary, designation & joining
time and three professional references from
selected candidates.
In-charge Corporate HR
2. Conduct reference check of the candidates. On (Recruitment)
successful reference check, work out salary and
designation as per company structure and take
the approval from Director-HR. On receipt of
approval, issue the appointment letter to the
candidate.
Recruiter

3. If the candidates’ expectations and our offer do


not match, then check with internal customer
the suitability of other interviewed candidates.
If other candidates does not match our
requirement, fresh sourcing to be initiated. Recruiter

Post issue of appointment letters


In-charge Corporate HR
1. Copies of appoint letter to be emailed to (Recruitment) / Recruiter
concerned reporting executive and regional HR
in-charge

2. Weekly joining status of the candidates is


mailed to concerned reporting executives till Recruiter
the joining

3. If the candidate fails to join, check the


suitability of back-up candidates or initiate the
sourcing again

4. Concerned HR executive will enter the


employee details in ERP after checking the
documents like qualification & service
certificates etc.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

GET / DET Recruitment

1.Identify suitable colleges and selection criteria and get it


approved by Director HR. To take the approval of Director-HR
on the number of GETs and DETs to be recruited.
2.Inform the selection criteria to placement officers and collect
list of students and their percentage marks.

3.Review the available question papers and revise the same if


required with the help of internal technical team. 3 sets of
test papers to be prepared and get it approved by Director-
HR
4. Finalise the panel members from each region in consultation
with regional HR in-charges, finalise the dates for selections
and inform the same to regional-HR in-charges. Share the
selection criteria and test papers with regional HR in-charges.
5.Collect list of selected candidates from regional HR in-charges
on completion of selections and send the offer letters to
placement officers with a copy to regional HR in-charges

6. Finalise the induction schedule for GETs based on course


completion of students and inform the same to placement
officers and regional HR in-charges. Induction material to be
shared with regional HR in-charges for conducting the
program. Collect feedback on induction program from
regional HR in-charges.
7. Allotment of trainees to various projects in consultation with
Director HR and issue of appointment letters to trainees after
completion of induction program.
8. Collect joining details from project sites and follow-up with
candidates yet to join and send the reports to project sites
periodically.
9.Submit a consolidated final report to Director-HR after
trainees joining completion.

MOMs & MIS


RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

1. Weekly review of recruitment team and plan for subsequent


week in the form of MOM

2. Update MIS with new appointments and joining for the letters
issued through corporate HR.

Process description (Recruitment by regional HR Responsibility


for Manager & Below positions)
Manpower Requisition
Collect position requisition form approved by director / In-charge regional HR
Function head / Sector head / division head

Sourcing of Profiles & Interviews Co-ordination


1. Finalise channel for sourcing like head hunt / In-charge regional HR
networking / internal reference / Newspapers / Job
portals / Consultants (or) combination of more than
one channel based on the requirement.

2. In case of choosing advertisement in Newspapers or In-charge Regional


Consultants channel, the same to be discussed with in- HR
charge corporate HR. Collect proposals from vendors
and validate them, negotiate with them and put the
proposals for approval to in-charge corporate HR &
Director-HR and Head-Finance. Contracts if any to be
signed will be sent to legal department for vetting.

3. Identify suitable candidates, conduct preliminary In-charge Regional


discussion over phone, check the suitability for our HR
requirement, collect updated CV/CTC/joining time
details and forward the CVs to internal customer.

4. Seek feedback on CVs submitted and possible dates


for conducting interviews from the internal customer. In-charge Regional
Co-ordinate with candidates on interview dates and HR
inform internal customers the interview schedule.

5. Seek feedback on CVs submitted and possible dates


for conducting interviews from the internal customer.
Co-ordinate with candidates on interview dates and In-charge Regional
inform internal customers the interview schedule. HR

6. Employment application form to be shared with the


shortlisted candidates and candidates to bring the
filled form while attending the interview. In-charge Regional
HR
7. If travel expenses to be reimbursed then approval
needs to be taken from internal customer and
Regional Heads / Head - Finance
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

In-charge Regional
HR

Candidate Selection & Issue of Appointment letters

1. Collect feedback on interviews & recommendations


from internal customer. Collect expected salary,
designation & joining time and three professional
references from selected candidates.

2. Conduct reference check of the candidates. On


successful reference check, work out salary and In-charge Regional
designation as per company structure and take the HR
approval from HoD/Regional Head / Sector Head /
Director-HR. On receipt of approval, issue the
appointment letter to the candidate.
In-charge Regional
3. If the candidates’ expectations and our offer do not HR
match, then check with internal customer the
suitability of other interviewed candidates. If other
candidates does not match our requirement, fresh
sourcing to be initiated.

In-charge Regional
4. Candidates selected through internal reference for
HR
senior manager and above positions with the
approval of Sector / Division / Function / Project Heads
will be sent to Corporate HR for issuing appointment
letters.
In-charge Regional
Post issue of appointment letters
HR
1. Copies of appoint letter to be emailed to concerned
reporting executive and site HR in-charge

2. Weekly joining status of the candidates is mailed to


concerned reporting executives till the joining

In-charge Regional
3. If the candidate fails to join, check the suitability
HR
of back-up candidates or initiate the sourcing again

4. Concerned HR executive will enter the employee In-charge Regional


details in ERP after checking the documents like HR
qualification & service certificates etc.
In-charge Regional
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

HR

Outputs To
Candidates’ joining at various project locations, regional offices and head /
corporate office
Joining Status Reports – Every Internal Customers / Regional HR In-
Saturday charge
Indent Status Reports – Every Internal Customers / Regional HR In-
Saturday charge

FLOW CHART
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Start

Obtain Position Requisition forms


from internal customers

Approval from Director -HR &


Head-Finance if chosen paper
Channels for talent advertisements (or) Consultants
acquistion (or) New job portals

Collect proposals from Vendors ,


Negotiate and obtain approval
from Director -HR & Head-
Finance

Source profiles , check suitability ,


speak to candidates & send Finalise Consultant /
suitable profiles to internal Newspapers /Magazines /
customers Jobportal

Obtain shortlisted candidates list &


interview dates from internal
customers .

Send Employment application


forms to candidates . To send PAT
form also for DGM & above
positions . Obtain filled forms .

Approval from internal customers


Schedule interviews and obtain and Head -finance if travel fare to be
feedback on the interviews reimbursed to the candidates

Collect break -up of present salary ,


expected salary and three
professional references from
selected candidates

Consider back -up candidates if suitable or


start the process again
Proposed offer to be sent for
approval of Director -HR On
Stop
successful reference check

If candidate rejects the Candidates’ joining


offer Discuss the proposed offer with
candidates

If candidate accepts , Issue appoint Send joining status reports till


letter and send copy of the letters candidates’ joining every Saturday
to reporting executive & regional to reporting executives
HR
Candidate dropped
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Merits and Demerits of ‘Recruiting people from


‘within’
Merits Demerits

1) Economical: The cost of 1) Limited Choice: The


recruiting internal organization is forced to select
candidates is minimal. No candidates from a limited pool.
expenses are incurred on It may have to sacrifice quality
advertising. and settle down for less
qualified candidates.
2) Inbreeding: It discourages
2) Suitable: The organization
entry for talented people,
can pick the right
available outside an
candidates having the
organization. Existing
requisite skills. The
employees may fail to behave
candidate can choose a right
in innovative ways and inject
vacancy where their talents
necessary dynamism to
can be fully utilized.
enterprise activities.
3) Inefficiency: Promotions
3) Reliable: The organization based on length of service
has the knowledge about rather than merit, may prove
suitability of a candidate for to be a blessing for inefficient
a position. ‘Known devils are candidate. They do not work
better than unknown hard and prove their worth.
angels!’

4) Bone of contention:
4) Satisfying: A policy of Recruitment from within may
preferring people from within lead to infighting among
offers regular promotional employees aspiring for limited,
avenues for employees. It higher level positions in an
motivates them to work hard organization. As years roll by,
and earn promotions. They will the race for premium positions
work with loyalty commitment may end up in a bitter race.
and enthusiasm.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

Merits and Demerits of External sources of


Recruitment:

Merits Demerits

Wide Choice: The organization Expenses: Hiring costs could go


has the freedom to select up substantially. Tapping
candidates from a large pool. multifarious sources of
Persons with requisite recruitment is not an easy task
qualifications could be picked up. either.

Infection of fresh blood: People Time consuming: It takes time to


with special skills and knowledge advertise, screen, to test and test
could be hired to stir up the and to select suitable employees.
existing employees and pave the Where suitable ones are not
way for innovative ways of available, the process has to be
working. repeated.

Motivational force: It helps in De-motivating: Existing


motivating internal employees to employees who have put in
work hard and compete with considerable service may resist
external candidates while seeking the process of filling up vacancies
career growth. Such a competitive from outside. The feeling that their
atmosphere would help an services have not been recognized
employee to work to the best of by the organization, forces then to
his abilities. work with less enthusiasm and
motivation.
Long term benefits: Talented
people could join the ranks, new Uncertainty: There is no
ideas could find meaningful guarantee that the organization,
expression, a competitive ultimately will be able to hire the
atmosphere would compel people services of suitable candidates. It
to give out their best and earn may end up hiring someone who
rewards, etc. does not fit and who may not be
able to adjust in the new setup.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

METHODS OF RECRUITMENT
Internal Methods:

Promotions and Transfers


This is a method of filling vacancies from internal resources
of the company to achieve optimum utilization of a staff
member's skills and talents. Transfer is the permanent
lateral movement of an employee from one position to
another position in the same or another job class assigned to
usually same salary range. Job Posting

Job Posting is an arrangement in which a firm internally posts


a list of open positions (with their descriptions and
requirements) so that the existing employees who wish to
move to different functional areas may apply. It is also
known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of
looking for better perspectives outside. It also helps
organization to retain its experienced and promising
employees.

Employee Referrals
It is a recruitment method in which the current employees
are encouraged and rewarded for introducing suitable
recruits from among the people they know. The logic behind
employee referral is that “it takes one to know one”. Benefits
of this method are as follows:

• Quality Candidates
• Cost savings
• Faster recruitment cycles
• Incentives to current employees
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

SECTION 5:

FINDINGS
1. Recruitments in SOMA is totally handled by the Corporate
HR level.

2. The work load on single person is very high due to


inefficient recruitment.

3. The programme of selection is not designed to choose a


permanent candidate,they often look for a temporary
candidate.

4. The time span of the hiring process is long i.e 60 to 90


days.

5. There is no proper allocation of fund for Recruitment &


Selection.

6. The best part of SOMA is right person at the right place.

SUGGESTIONS:
1. The corporate level should give authority to the regional
level to take decisions at their levels.

2. The R&S Programme should be improved timely.

3. The company should consider the candidate as a long


term investment on an asset.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

4. Monetary Rewards should be given to the refferals in order


to increase their morale.

5. One of the method of R&S for an efficient candidate can


be a non wage board employee.

CONCLUSION
The employees of any organization are its life blood, without
doubt. With the dawn of this realization upon the present day
business organizations, there appears to be a major shift
towards human resource management. In fact, the employees
of today are encouraged to participate in the major decisions
and thus play a vital role in the management of the firm. The
performance of the organization depends on the efficiency that
its employees exhibit. Hence it is of crucial importance that
employees with the most suitable qualifications be selected.
This is where the processes of recruitment and selection come
in. It is difficult to separate one from the other.

The various company illustrations given in this report indicate


that these processes require a great deal of thought and
advanced planning. In fact, it is not only the HR department
that is involved. The finance department provides the budget
for the processes and the manpower gap is determined by
inputs from all the departments. Also the grueling procedure
through which the candidate goes through is, in itself, an
indicator of the significance of these processes in the efficient
functioning of the organization.
RECRUITMENT & SELECTION SOMA ENTERPRISE LTD, HYDERABAD

BIBLIOGRAPHY

BOOKS:

1.Subba Rao, Essentials of HR Management and Industrial


Relations, Vikas Publishing House, New Delhi, 1998, Fourth
Edition.
2.Gupta C.B., Business Studies, Tata McGraw-Hill Publishing
Company Limited, New Delhi, 1998, Third Edition.

3.Prasad L.M., Principles and Practice of Management, Sultan


Chand & Sons Educational Publishers, New Delhi, 2001, Sixth
Edition.