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Dedication

To our loving Parents, Dear Family who encouraged us to work hard and guide us towards the right destination

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Project Brief

Project Title: Business process Reengineering of Recruitment and Selection Process

Organization: Wateen Telecom

Internal Supervisor: Ijlal Jafari

Created by: M.Mohsin javaid Sharoon Noman Ross Saad Javed Saira Safdar

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Prologue

It was really a very big opportunity for us to do work on this project. This project is mainly comprised of our study, knowledge, skills, exposure and learning through this course of Human Resource Information System

We tried our level best to utilize the learning which we have acquired throughout the study. So in this regard I can say that this is not only a final project but a work consists of our hard work.

We hope that our contribution will get its deserved

Thanks

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Acknowledgment If all trees become paper and all ocean ink, Gods greatness and kindness cannot be explained

We wish to convey our sincere gratitude to respected teacher and supervisor Sir Ijlal Jafari for his keen interest and verbal criticism and inspiring guidance at every step of work.

We are also thankful to my parents for providing me necessary assistance, resources and time for the completion of this Project.

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CHAPTER 1 8 Group Introduction 8

Details of each group member 9 Group SWOT 13 RACI CHART 14

CHAPTER 2 15 Selected Organization 15

Introduction to Wateen 16 Wateen Vision 19 Wateen Mission 19 Corporate Values 19 Why Wateen? 20

CHAPTER 3 21 Project Scope 21

Recruitment and selection 22 Candidate Sourcing 23 Assessment and Selection 26 Recruitment And Selection Process 27 On-Boarding 30 Employee Orientation 33

BUSINESS PROCESS RE-ENGINEERING 36

BUSINESS PROCESS RE-ENGINEERING OF CANDIDATED SOURCING 36 BUSINESS PROCESS RE-ENGINEERING OF ASSESSMENT AND SELECTION PROCESS 40 Recruitment And Selection Process 41 BUSINESS PROCESS RE-ENGINEERING OF ON BOARDING PROCESS 46 BUSINESS PROCESS RE-ENGINEERING OF ORIENTATION PROCESS 50 RETURN ON INVESTMENT OF RECRUITMENT AND SELECTION PROCESS 54 TIMELINE Error! Bookmark not defined.

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CHANGE MANAGEMENT 55
ISSUES IN CHANGED MANAGEMENT 55 REMEDIES IN CHANGE MANAGEMENT 55

Lesson learnt 56
Lesson learnt

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CHAPTER 1
Group Introduction

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Details of each group member

Saira Safder

Age: 22 years Gender: Female Home town: Lahore Political Views: Liberal

SAIRA, derived from an Arabic Origin meaning, a traveler, a bird, Beautiful, Happy, which describes a lot in her personality. She is extrovert type of a person. She loves travelling, a very social and interactive person. As a child she was very notorious thief, was good in melting away hearts, but as she grew up her wand for this magic faded away. She was into all kinds of naughtiness. All she did was make her neighbors nights sleepless, the reason to tell you all this is that her innate passion for things. If she is ever being challenged for anything she makes sure that the victory is with her. The only daughter to the family, with three most loveable brothers is the name of a girl SAIRA. She got her early education from Arab Unity School, Dubai Then did her O and A levels from LACAS, Lahore Further she did her graduation in English literature from Punjab University and last but not the least she is doing MHRM from UMT and intend to study further.

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Time waits for none and time will never be just right, start from where you stand, work with whatever tools you have as the tools will get better as you progress further. Be motivated in whatever you do and always learn to manage your time. Time management is important resource for your life. Go get your goals, as success is promised to no one- Saira Safder

Saad Javed

Age: 23 Gender: Male Hometown: Lahore Political Views: Liberal Saad is of Arabic origin which means Happiness. As the name describes his personality well. Saad, always a happy go type of a person. As cool as a cucumber. Very rare does he arouses his anger in himself. His wrath folds everyone around in his anger. As a child he was very naughty but being a son of a lawyer his pranks were punished well with full confession of the child. Honesty, truth are his core values. Saad did his schooling from DPS, Lahore and later went to USA (university of South Asia) completed his bachelors from there. Currently doing his MHRM from UMT.

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His motto for life is The day is for honest man, the night for thieves Believe in whatever you do, listen to your heart and not mind. One thing I have learnt in my life is that no matter whoever teaches you, what matters is what you learn. Gain the maximum from your surrounding as learning can be done even from you 2 year old nephew. Saad Javed

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Muhammad Mohsin Javaid

Age: 24 Gender: Male Hometown: Sargodha Political Views: Liberal Mohsin, the meaning of his name is Beneficent A very humble and soft- hearted person, full of life, always smiling. As a child he was much disciplined in everything he did. His mother was Professor in Queen Mary College Girls. A brother of two sisters, he has that meekness in himself which a person requires when talking to someone. He got his early education from Beacon house School System, Lahore. Further he did his bachelors from Punjab College. Currently studying in UMT. People often deceive you with your sweet talks that does not mean you counter attack them. Give your enemy the chance you have a look in your finest part heart -Mohsin Javaid

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Sharoon Nauman Ross

Age: 24 Gender: Male Home town: Lahore Political views: Liberal Sharoon meaning of the name is the Plains Sharoon being a child was very naughty. He hardly gave time anyone to speak as he never closed his book of questions. All he wanted to know was who created this world? Where the water does comes from? And so on. As he grew, he used to get inspired from things around him. He is a great lover of nature. Sharoon got his early education from Cathedral School, Lahore. Further he did his bachelors from FC. Currently doing his Masters from UMT.

Your time is limited, so don't waste it living someone else's life. Don't be trapped by dogma - which is living with the results of other people's thinking. Don't let the noise of other's opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary- Sharoon Noman Ross

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Group SWOT
Strengths: Coordination Team-work Open to suggestions Motivate each other Trust

Weakness: Punctuality

Opportunities: Perform better Reach at the higher level of performance Able to do projects on most of the companies in industry

Threats: Not able to perform with that competency which we require to perform Unable to show that skills and capability which we have within us at the time of presentation

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RACI CHART
ACTIVITIES Mohsi n Saad Sharoo n Saira

Group info Information of Organization Visit to Wateen Get Data form Wateen BPR Metrics Formatting & Design PowerPoint

A R C A C I I I

A I R A I I A I

C R I I C A C C

R C R A R C R R

R- Responsible A- Accountable C- Consulted I- Informed

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CHAPTER 2

Selected Organization

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Introduction to Wateen
Wateen Telecom Ltd. embarks on providing leading international voice retail and wholesale communication services to its esteemed customers through its ability to seamlessly connect and enable smarter, faster, cost-effective and flexible solutions. Wateen continues to build on the heritage of its parent company - The Abu Dhabi Group. We believe in leadership through people. Our technology and service-delivery strengths stems from our valued employees who have joined Wateen from all over the world to earn customer trust and loyalty with a continuing commitment to the deployment of innovative products and services, reliable, high-quality service and excellent customer care.

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The Abu Dhabi Group has several International investments including:

Abu Dhabi Vegetable Oil Company - Manufacturer of edible oils

Al-Ain Palace Hotel - A 4-star hotel in Abu Dhabi

Dhabi Contracting - A special category construction company

Dhabi Drilling - Offshore rig operations in collaboration with Sedco Forex

99999Dhabi Enterprises Leasing - A company leasing several of the group's real estate properties across Abu Dhabi

Iranian Sanden Industries PJS Co. - A joint venture with Sanden Singapore for the manufacture of car air conditioners in Iran

J.C. Maclean and Co. - Manufacturer of high quality furniture

Le Royal Meridien Hotel - Previously known as the Abu Dhabi Grand Hotel, re-branded in 2003 as Le Royal Meridien Hotel (it is a 5-star hotel in the heart of Abu Dhabi)

Nama Development Enterprises - A representation of leading companies in UAE in the fields of oil and gas, engineering, equipment supplies, consultancies, etc.

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Ventures of Wateen Wateen Telecom's majority shareholder, the Abu Dhabi Group, is the single largest foreign investor group in Pakistan. The group has diverse business interests across the Middle East, Africa and Asia. Abu Dhabi Groups major investments outside the Middle East:

Alfalah Exchange Company - a fully licensed exchange company

A joint venture between Bank Alfalah Limited

and GHP Financial

Services Ltd. (Switzerland) - in the business of fund management

Alfalah Insurance Company - a general insurance company

Bank Alfalah Limited - the fifth largest and fastest growing private bank in Pakistan with over 160 branches all over the country Raseen is a company that develops and markets software and applications for mobile and fixed telecommunications networks Taavun (Pvt.) Ltd. - a joint venture between the Government of Punjab and Abu Dhabi Group, focusing on property and real estate development United Bank Limited - the third largest private bank in Pakistan (major shareholding)

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Warid Telecom Pakistan - the 3rd largest and fastest growing mobile GSM company in Pakistan

Warid Telecom Bangladesh - the latest licensee for mobile GSM services in Bangladesh

Warid Telecom Congo Brazaville- the latest full communication operator including GSM mobile, WiMAX and infrastructure

Wateen Vision
To launch Pakistan into the 21st century digital revolution by providing complete communication and media solutions to Telecom Operators, Corporate and Consumers, to be the leading Carriers Carrier by creating a world-class cutting-edge network and to deliver a diverse range of reliable, affordable and quality customer-centric services.

Wateen Mission
To provide affordable communication services that meet and exceed customers' expectations To deliver high-quality, flexible and innovative solutions that are cost-

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effective and conducive To provide complete customer satisfaction on time, every time To make Broadband Pakistan a reality

Corporate Values
Simplicity Friendline ss Quality Premier services; no compromises Practical and easy-to-use Customer satisfaction is foremost

Why Wateen?
The greatest weakness of all is the great fear of appearing weak Wateen, arousing as one of the biggest telecommunication in Pakistan, has a lot in it. What they are lacking is proper resources to look after it. The reason why we chose Wateen, as it is considered to be the least competitive amongst all the telecommunications. By choosing any other telecom industry we would not have done justice to our capabilities and skills. There are lot of articles and news arising against Wateen and spoiling its image. So we considering ourselves as the BPR Managers took up this challenge to improve its current status and will make sure by the end of this presentation you all will run back home and buy a new connection of Wateen

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CHAPTER 3

Project Scope

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Recruitment and selection

General Employee Selection Process Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. We have divided the Process of Recruitment and Selection of Wateen Telecom in Four Divisions. Which stats from Candidate Sourcing and ends at Orientation of Employee

CANDITATE SORUCES ASSESSMENT AND SELECTION ON BOARDING ORIENTATION

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Candidate Sourcing
PROCESS OF CANDITATE SORUCES OWNER GM HR & Admin

PURPOSE To source candidates for filling vacant positions in the organization.

INPUTS Manpower Planning Employee Exit

ENTRY CONDITION Manpower Planning Employee Exit

RELATIONSHIPS Manpower Planning Employee Exit Selection and Assessment

KEY PERFORMANCE INDICATORS (KPIS) % sourced through external suppliers

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% sourced by HR dept 3 days to post position on the website / Recruitment agency

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Candidate Sourcing Process

No Futher Action Required

Approved

Ye

Requireme nt Of

Request For External Advertiseme nt Approval

Initiate Candidate Sourcing Process

Place Advertiseme

No
Application Received

Manpower Planning

Ye
Employee Exist

Selection &

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DESCRIPTION OF THE PROCEDURE OF CANDIDATE SOURCING PURPOSE To source candidates for filling vacant positions in the organization DESCRIPTION Ascertain the requirement for position The need to source candidates is instigated by either the manpower process or employee exit process. Human Resources need to ascertain the requirement for the position to be filled. The output from this is a position profile that can be used for communicating the requirements of the position.. Request for advertisement approval: Once all of the above means for sourcing candidates have been exhausted then Human Resources must send a request for approval to Head of HR Division for undertaking external advertisement in order to generate interest in the position.

Place advertisement: Once approval is received Human Resource must develop and place the recruitment advertisement in co-ordination with Marketing Communications Department. If applications/CVs are received assessment and selection process is kickstarted. If no applications/CVs are received, the request for advertisement would be initiated again.

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Assessment and Selection

PROCESS OF ASSESSMENT AND SELECTION OWNER GM HR & Admin

PURPOSE Undertaking an assessment of candidates to fill vacant position

INPUTS Candidate Sourcing

OUTPUTS Resource Assessment and Selection.

ENTRY CONDITIONS None

EXIT CONDITIONS Applicant Finalized for Selection

RELATIONSHIPS On Boarding

KEY PERFORMANCE INDICATOR % appointment letters signed versus total number of offers made 1 Week for short-listing of CVs 2 days for decision from Line Manager

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2 days to Organize an Interview 2 weeks for decision (including CEO) from the 1st and last interview.

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Recruitment And Selection Process

Approved

Ye

Inform Candidate

No
Second Interview

Inform Candidate

No

Approved

Ye
LM Call Candidat e for Interview Assess and select Applicant Undertak e Assessme nt Of Resume Candidate sourcing Forward Short Listed Resumes To LM

First Interview First Interview Issue Appointment Letter To Employees

On-Boarding

Agreement With Employees Joining Date

Review And Sign

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DESCRIPTION OF THE PROCEDURE OF ASSESSMENT AND SELECTION PURPOSE Undertaking an assessment of candidates to fill vacant position DESCRIPTION Undertake assessment of resumes: Human Resources undertake an assessment of the resumes in accordance with pre-determined assessment criteria, and a short-list is created of the most suitable candidates.

Line manager Call Cadidate for interview. After the assessment of the entire resume Line manager call candidate for the interview

First interview: An interview is conducted by a person from Human Resources and the LM. A pre-determined assessment criteria is used to establish the suitability of the candidates on the interview evaluation form.

Panel interview: If the candidate is approved by the interviewers at the first interview then the candidate is called for the second interview which is a panel interview. The relevant GM,GM Hr, Division head interviews the candidate using the pre-determined assessment criteria on the interview evaluation form. If the candidate is not approved then Human Resources must screen other applicants to be put through the interviewing process. Candidates for DGM and above level positions must be interviewed by the CEO. Issue offer letter to employee: Once the employee appointment letter is approved by the CEO Human Resources issues this to the respective candidate, who is required to sign it within a specified period of time.

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Review and sign: The selected candidate reviews the appointment letter and if satisfied will sign the letter. If the candidate is not satisfied the terms of the appointment letter then he/she will discuss this with Human Resources until a satisfactory outcome is reached for both the candidate and the organization. If the candidate is not satisfied and declines from joining the organization then the candidate sourcing process is kickstarted again.

Agree with employee start date: If the selected candidate agrees to terms and conditions of the appointment letter and decides to join the organization then Human Resources must agree a joining date with the employee. Once this step is completed the on-boarding process is kick-started

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On-Boarding
PROCESS OF ON BOARDING OWNER GM HR & Admin

PURPOSE To on-board employees that have joined the company

INPUTS Assessment and Selection

RELATIONSHIPS Assessment and Selection Predecessor Orientation

KEY PERFORMANCE INDICATOR % signed Facilities form within first week Number of received facilities from the date of Joining against # of joining

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On Boarding Process

Create Employee Record

Tell Employee About Facilities &

Initiate On Boarding Process

Selection & Assessment

Employee Sign Facilities Form

Orientation

Issue Employee Number

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DESCRIPTION OF THE PROCEDURE OF ON BOARDING Create employee records: Human Resources then create the employee records which contain all the basic information about the employee, this is both a hard copy file and in the system used by the organization to maintain employee records.

Tell employee about Facilities and Benefits: After creating employee records the HR tell the employee about the benefits and facilities they are providing to the employee. Arrange benefits: Human Resources arrange all the benefits that were included in the on boarding plan.. Employee signs facilities form: The employee joining the organization on receiving the facilities, benefits and assets signs the official document related details all this information, which Is then filled in the employee file. Once fully on-boarded the orientation process is kick-started. Issue Employee Number: After signing the facilities form the HR issue an employee number to the employee.

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Employee Orientation
PROCESS OF ORIENTATION OWNER GM HR & Admin

PURPOSE To provide an orientation of the job and organization to new employees joining the organization INPUTS On Boarding

OUTPUTS Orientation Performed

ENTRY CONDITIONS On Boarding

EXIT CONDITIONS Orientation Performed.

KEY PERFORMANCE INDICATOR % employees completed orientation versus on boarded

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% employees completed review form versus Orientated

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Employee Orientation Process

Conduct Orientation Workshop

Create Orientation Schedule

Employee Oriented Orientation Kit

Employee Handbook
Initiate Orientation Plan

Analysis Employee Feedback & Prepare Employee On Boarded

Employee Feedback Form

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DESCRIPTION OF THE PROCEDURE OF ORIENTATION DESCRIPTION Create orientation schedule: Human Resource creates an orientation schedule once the Employees have been on-boarded. Normally this is done for a minimum of five employees but if there is a gap of more than two weeks then Human Resources should go ahead and schedule the Orientation for less than five employees.

Conduct orientation workshop: Human Resources are responsible for the running of the orientation workshop. During the workshop the employees are provided an orientation kit along with an employee hand book. Complete employee feedback form: The new joining employees complete the employee feedback form and return this to Human Resources. Analyzing employee feedback and prepare report: Human Resources analyzes the feedback received from the new joining employees and prepares a report containing the findings, analysis and recommendations for improvement. This feeds into the employee satisfaction process.

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BUSINESS PROCESS RE-ENGINEERING BUSINESS PROCESS RE-ENGINEERING OF CANDIDATED SOURCING

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Candidate Sourcing Process

No Futher Action Required

Approved

Ye

Referrals From Internal Employees

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Requireme nt Of

Job Posting

Check Database

No
Avail-ability

Request For External Advertiseme nt Approval

No
Avail-ability

Initiate Candidate Sourcing Process Avail-ability

No

Place Advertiseme

Ye Ye
Manpower Planning Selection & Employee Exist

No Ye
Application Received

Ye

DESCRIPTION OF THE PROCEDURE OF CANDIDATE SOURCING Ascertain the requirement for position The need to source candidates is instigated by either the manpower process or employee exit process. Human Resources need to ascertain the requirement for the position to be filled. The output from this is a position profile that can be used for communicating the requirements of the position.

Job posting: In this step the vacant position is first communicated internally. Job posting is a way through which you can encourage the current employees by applying for the vacant position. If interest is received then the details of the interested employees is forwarded to the relevant person in Human Resources to kick-start the assessment and selection process. If any of employees didnt match the given criteria then the next process is started.

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Check internal database internal candidates: If the job posting did not encourage any internal interest in the position then Human Resource must check the internal database to find suitable candidates. If candidates are identified from the internal database then the assessment and selection process is kick-started. If no candidates are identified then the next step in this process is instigated.

Request for referrals from current employees: Human Resources request referrals from current employees. This is done by communicating the requirements internally and getting employees to complete a referral form. If referrals are received then the assessment and selection process is kick-started. If no referrals are received then the next step in this process is instigated.

Request for advertisement approval: Once all of the above means for sourcing candidates have been exhausted then Human Resources must send a request for approval to Head of HR Division for undertaking external advertisement in order to generate interest in the position.

Place advertisement: Once approval is received Human Resource must develop and place the recruitment advertisement in co-ordination with Marketing Communications Department. If applications/CVs are received assessment and selection process is kickstarted. If no applications/CVs are received, the request for advertisement would be initiated again.

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BENEFITS OF CANDIDATE RESOURCE THROUGH BPR Internal Posting: Through this the company will be able to increase the internal employee growth rate. Through internal posting the company will save their time as well as the hiring cost. Database checking: Through data base checking it is much easier for the HR department to fill the vacant position quickly. And also save the time. Referral Check: Through referral check is a easy way for the HR to find a competent and trustworthy candidate. These things also decrease the hiring time and hiring cost.

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BUSINESS PROCESS RE-ENGINEERING OF ASSESSMENT AND SELECTION PROCESS

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Recruitment And Selection Process Third Interview

Inform Candidate

Approved

No

DGM & Above

Ye

Ye
Inform Candidate

Approved

No
Interview Evaluation Second Interview

Inform Candidate

No

Approved

Ye
Undertake Assessment Of Short Listed Resumes Assess and select Applicant Undertak e Assessme nt Of Resume Candidate sourcing Forward ShortListed Forward Resumes Short Listed Resumes To LM

First First Interview Interview

Interview Evaluation Issue Appointment Letter To Employees

Organize Interview

On-Boarding

Agreement With Employees Joining Date

Review And Sign

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DESCRIPTION Undertake assessment of resumes: Human Resources undertake an assessment of the resumes in accordance with pre-determined assessment criteria, and a short-list is created of the most suitable candidates.

Forward short listed resumes to Line Manager (LM): Human Resources prepare the list of selected candidates and send it to the LM for assessment and short-listing.

LM Undertake assessment of short listed resumes: The LM uses the predetermined assessment criteria to assess the short-listed candidates.

Forward short listed resumes: Once the assessment by the LM is completed they intimate to Human Resources which candidates they would like to be called to interview.

Organize Interview: Human Resources according to the requirements of the LM organize the interviews of the short listed applicants.

First interview: An interview is conducted by a person from Human Resources and the LM. A pre-determined assessment criteria is used to establish the suitability of the candidates on the interview evaluation form.

Second interview: If the candidate is approved by the interviewers at the first interview then the candidate is called for the second interview with the relevant GM. The relevant GM interviews the candidate using the pre-determined assessment criteria on the interview evaluation form. If the candidate is not approved then Human Resources

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must screen other applicants to be put through the interviewing process. Candidates for AM and above level positions must be interviewed by the CEO.

Third Interview: The CEO must interview all candidates for AM and above positions using the pre-determined assessment criteria and fill out the interview evaluation form. If they are approved after this interview, the next step is initiated. If the candidate is not approved then Human Resources must screen other applicants to be put through the interviewing process.

Preparation of Employee offer: For approved candidates Human Resources prepare the employee appointment letter, which is sent to the CEO for review and approval.

Issue offer letter to employee: Once the employee appointment letter is approved by the CEO Human Resources issues this to the respective candidate, who is required to sign it within a specified period of time.

Review and sign: The selected candidate reviews the appointment letter and if satisfied will sign the letter. If the candidate is not satisfied the terms of the appointment letter then he/she will discuss this with Human Resources until a satisfactory outcome is reached for both the candidate and the organization. If the candidate is not satisfied and declines from joining the organization then the candidate sourcing process is kickstarted again.

Agree with employee start date: If the selected candidate agrees to terms and conditions of the appointment letter and decides to join the organization then Human Resources must agree a joining date with the employee. Once this step is completed the on-boarding process is kick-started

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BENEFITS OF ASSESSMENT AND SELECTION THROUGH BPR

Screening: When the company receive the application if the applicant the HR screen the application and forward to the line manager. then the line manager assess the resume again. If there is a arability that any resume is not up to the mark then application is out of the pool of candidates and then they short listed to the relevant GM;S in this way then time of the relevant GMS not wasted and you can fill the position more quickly and accurately form.

You are properly document the interview evolution form in data base for further use

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BUSINESS PROCESS RE-ENGINEERING OF ON BOARDING PROCESS

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On Boarding Process

Prepare On Boarding Plan

Create Employee Record

Arrange Employee Facilities

Arrange Employee Benefits

On Boarding Employee
Initiate On Boarding Process

Selection & Assessment

Employee Sign Facilities Form

Orientation

Employee On Boarded

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DESCRIPTION OF THE PROCEDURE OF ON BOARDING Prepare on-boarding plan: Human Resource prepare an on-boarding plan for the new employee joining the organization. The plan must include all the facilities and assets (e.g. fuel card, PC/laptop, etc) that are required by the employee in line with the organization policy.

Create employee records: Human Resources then create the employee records which contain all the basic information about the employee, this is both a hard copy file and in the system used by the organization to maintain employee records.

Arrange employee facilities: Human Resources arrange all the facilities that were included in the on-boarding plan.

Arrange benefits: Human Resources arrange all the benefits that were included in the on boarding plan.

On-board employee: On the day of joining the employee reports to Human Resources and is officially on-boarded. In the on-boarding session Human Resources hands over to the employee all the assets, facilities and benefits.

Employee signs facilities form: The employee joining the organization on receiving the facilities, benefits and assets signs the official document related details all this information, which Is then filled in the employee file. Once fully on-boarded the orientation process is kick-started.

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BENEFITS OF BOARDING THROUGH BPR

After the selection of the candidate, the On Boarding plan will help HR to making the list that what facilities and benefits have to be given to the selected employee.

Through this the HR will be able to arrange all the facilities and benefits.

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BUSINESS PROCESS RE-ENGINEERING OF ORIENTATION PROCESS

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Employee Orientation Process

Prepare Orientation Workshop

Conduct Orientation Workshop

Orientation Tour

Create Orientation Schedule

Orientation Kit

Employee Oriented Employee Satisfaction Monitoring

Employee Handbook
Initiate Orientation Plan

Request Employee Feedback

Analysis Employee Feedback & Prepare

Employee On Boarded

Employee Feedback Form

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Department Introduction

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DESCRIPTION OF THE PROCEDURE OF ORIENTATION

Create orientation schedule: Human Resource creates an orientation schedule once the Employees have been on-boarded. Normally this is done for a minimum of five employees but if there is a gap of more than two weeks then Human Resources should go ahead and schedule the Orientation for less than five employees.

Prepare orientation workshop: Human Resources must prepare for the orientation workshop and this entails preparing the presentation, materials, handouts, room facilities and arranging the presenters. This should include presentations from Head of HR Division, a GM and ideally the CEO if available. And it should cover an overview of the organization structure, key people, mission, vision, objectives, strategy and the history of the organization.

Conduct orientation workshop: Human Resources are responsible for the running of the orientation workshop. During the workshop the employees are provided an orientation kit along with an employee hand book.

Orientation tour: Human Resources then take the new employees on an organization orientation tour to meet key staff and familiarize them with the facilities.

Department introduction: The Line Manager is responsible for organising and delivering a department introduction for the employee. This should include details about the department and job, and the objectives, etc of the department, and introduction to key people in the department

Request employee feedback: In order to ensure that the assessment and selection, on-boarding and orientation process are effective it is necessary to obtain feedback from new joiners regarding their experience of these processes. Human Resources must request new joining employees to provide formal feedback of all these processes

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Complete employee feedback form: The new joining employees complete the employee feedback form and return this to Human Resources. Analyzing employee feedback and prepare report: Human Resources analyzes the feedback received from the new joining employees and prepares a report containing the findings, analysis and recommendations for improvement. This feeds into the employee satisfaction process.

Probation Completion/Probation Extension Form: The line manager fills out the probation completion/probation extension 3 months from the time the employee has joined the company.

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RETURN ON INVESTMENT OF RECRUITMENT AND SELECTION PROCESS

From candidate sourcing internally the morale of the employee increases so it will become more productive for the organization and the companys retention rate also increases. Through this we can say that the employee will become a loyal and productive member. The company will be able to hire the person who is having all the skills and abilities which are required for the specific position. After hiring that type of competent person, the company will become more productive and the return on investment increases. From boarding process the company is giving such type of benefits and facilities to the employee which make motivated which also helps the employee to become a productive member of the company and through this the return on investment increases.

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Metrics Used
Advertisement + agency Fees + employees reference + travel cost of applicants + staff relocation cost + recruiter pay and benefits cost/ No. of Hires Turnover Rate NO. of separation during month/Avg.No of employee during month multiply by 100 Vacancy Cost Total of the cost of temporary workers independent contracters+other outsourcing overtime+wages and benefits not paid to vacant position

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CHANGE MANAGEMENT ISSUES IN CHANGED MANAGEMENT

One of the most important issues that will be faced by the Organization during the recruitment process is, that there is an Approval sign by the C.E.O of that organization is always required for the recruitment of a new employee. So if the organization is in dire need of an employee, at some important position and if the C.E.O is not available or is out of station the seat remains vacant for that particular time period which may prolong to 3 to 4 months or maybe more. This will also reduce the productivity level and increases the cost

REMEDIES IN CHANGE MANAGEMENT

There is an issue which comes out after the change. So the solution of this, the position which is below from the GM level, can be approved by the Relevant GMs with the Mutual consensus of GM HR.

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Lesson learnt
Nothing that is worth knowing can be taught A very short span of 2 months flew away like 3 hours class. The very first session of the class was like we were blank and nervous by just reading the heading of the course. We could not even think in our wildest dream that WE could even know a bit about IT and HR in such a beautiful and single integrated sessions of HRIS. We got a lot of things to learn from the very first class till the last SAP session. We would never have known what the tern Dashboard management, Skill inventory, Data warehousing mean. KSA Model has taught us a lot in our personality and personal behaviors. Theres no map to human Behavior If earlier we would ever go through an HRIS topic we would definitely have skipped the page to avoid it, but after having this helpful course, the interest for HRIS is deepened down our brains and hearts that we can definitely stand anywhere and explain anyone regarding the HRIS design and the way to implement it. Let us rise up and be thankful, for if we didn't learn a lot today, at least we learned a little, and if we didn't learn a little, at least we didn't get sick, and if we got sick, at least we didn't die; so, let us all be thankful

1 University of Management and Technology