Parul Institute Of Management

Five Multinational Companies Assignment [HRM]

Prepared by: Faizal. M. Patel Roll No. : 28

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Human Resource Planning (HRP) Wipro:-

Human resource planning is an important component of securing future operations. For sustainability, plans must be made to ensure that adequate resources are available and trained for all levels of an organization. Although police organizations are stretched to meet current service requirements, it is important that they also spend time to create plans to ensure there will be officers to fill future positions. These plans must be prepared well in advance, with targets set for the short, mid and long term.Not only must adequate resourcing be considered for the bulk of the workforce but special consideration must be given for the leadership of each organization. This requires developing specialized succession plans for identifying and grooming potential future leaders. The leader candidates must receive management, leadership, and all relevant knowledge and skills training. Plans should also be created to leverage the knowledge of those leaving todays leadership roles so that future leaders are fully informed. Securing future policing operations requires careful planning and a clear implementation strategy.

When I look at where we have come, what gives me tremendoussatisfaction is not so much the success, but the fact that we achieved this success without compromising on the value we defined for ourselves. Values combined with a powerful vision can turbocharge a company to scale new heights and make it succeed beyond ones wildest expectations. AzimPremj

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The basic purpose of having a manpower plan is to have accurate estimate of required manpower with matching skills requirements. The main objectives are: Forecast manpower requirements. Cope with changes environment, economic, organizational. Use existing manpower productively. Promote employees in a systematic way. Wipro is the first Indian company to adopt Six Sigma. Today, Wipro has one of the most mature Six Sigma programs in the industry ensuring that 91% of the projects are completed on schedule, mush above the industry average of 55%. As the pioneers of Six Sigma in India, Wipro has already put around ten years into process improvement through Six Sigma. Along the way, it has scaled Six Sigma ladder, while helping to roll out over 1000 projects. The Six Sigma program spreads right across verticals and impacts multiple areas such as project management, market development and resource utilization.

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Recruitment:-

Therecruitmentrefers to the process of screening, and selecting qualified people for

a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. A. Internal Sources: Promotions and Transfer Job postings Employee Referrals B. External Sources: Advertisement Employment Agencies On campus Recruitment Employment exchanges Education and training institute The exciting world of Wipro Technologies, India is looking at hiring candidates with expertise in areas like Human Resource / Recruitment/ Training-Finance/ Accounts / Auditing-Marketing /Sales / Business Development-Microsoft, Mainframe &Internet Technologies-Functional & Domain Consultant-CRM / SCM/ ERP / JDE-Enterprise Security

-Testing Services-Legal / Law-Wireless Services / Switching Systems-Independent Verification &Validation-Enterprise Application Integration (EAI)-Banking / Finance / Securities/ Insurance-TISP Solutions OSS / BSS

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WIPRO recruitment process:-

WIPRO recruitment process consists of three rounds. Round 1 : Written test 1. Verbal: This section will have 15 questions related to synonyms,antonyms, Analogies, SC, Prepositions and reading comprehension. 2. Aptitude: These sections will have 15 questions related to aptitudetopics like Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles,Calendars, Clocks, Percentages, and Ratio proportions, Ages, Pipes and Cisterns etc. 3. Technical: This section will have 20 questions related to basictechnical concepts from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, and MicroProcessors etc. Candidates are informed to brush up their technical were covered in their regular academic curriculum. Round 2: Technical Interview This is a major elimination round. Candidates should be thorough skills which

withtheir basic technical skills to clear this round. Candidates are here byinformed to be prepared with their core subjects. Round 3: HR Interview Candidates can expect basic HR interview questions like Tell me about your self, Why should I hire you? Why only WIPRO? What is SIX sigma level?

Candidates will be tested in their communication and vocabulary during technical and HR interviews.
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Round 4: Placement Upon Joining, the incumbent shall be given an employee code number by Manager(HR) and he shall fill up the joining forms and shall submit the same to the Manager(HR) for further course of action.
Wipro recruit 40% employees from campus recruitment. Another popular source for Wipros Recruitment is the Online Placement through NSR (National Skill Registry)

Training:-

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training & Development of individuals is a key focus area at Wipro. Our Talent Transformation Division handles this. For those with less than one year of experience a well-structured induction training Program is conducted. This will cover all aspects of software development skills that are required. As a PCMM Level 5 organization, there is also high focus on Competency Development. Talent Transformation has a mandate to provide technical & business skill training based on the department a land divisional need. All employees are eligible to take training based on the competency gap identified or Project need. In addition to class room training one can take e-Learning with outwaiting for class room training. Compliance and Regulatory training is an important aspect in todays regulated environment and is often implemented as part of corporate initiatives. All large companies have mandatory trainings be it in thefield of Environment, Health & Safety, Ethics, Risk-Management,Finance, Law, etc.

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Wipro Training Models:-

Identify Training Requirement

Define learning Goals & objectives

Conceptualize Training programme

Develop Training content

Review by stakeholder

Pilot Training content

Rollout Training

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Development:-

Wipro Leaders Qualities Survey, which started in 1992, is one of oldest leadership development initiatives. It has successfully contributed in their endeavour to nurture top class business leaders in Wipro. Wipro have 8 Wipro Leadership Qualities, which are based on Wipro vision, values and business strategy. In order to identify and help leaders develop these competencies Wipro adopt a 360-degree survey process. This is an end-to-end program, which starts with the obtaining of feedback from relevant respondents and ends with each leader drawing up a Personal Development Plan (PDP) based on the feedback received. The PDP is developed through Winds of Change which is a seven-step program that helps in identifying strengths andimprovement areas, and determining the action steps.

Performance Appraisal:-

Wipros solution aims at strategic value delivery in the least

possible

time

incorporating rich functional features, aided by smooth workflow, notification, authorization, etc.

Align employee objectives to the business goals. Enable strategic Performance Management through Management by Objectives(MBO) Measure and Assess employee performance periodically and provide feedback and support to achieve quantitative, qualitative and process targets Evaluate and track Hi-Performance and achievers based on Competency driven practices. Enable online Reward and Recognition.

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Compensation:-

Wipro runs 50 offices in India.It has a branch office in USA, Canada, Europe,

Middle East, Africa etc.

Pay scale of Employee at Wipro

Employee class A+ class A class B+ class B class Technical Zero level Total

No. of Employee 128 1240 33000 22000 4000 3440

Salary (Rs/Month) 120000 U.S $ 150000 60000 40000 35000 10000

Competencies:-

1. A strategic bent of mind and ability to understand business needs and conceptualize initiatives linked to that 2. Creative thinking 3. Good Analytical skills as the work involve benchmarking and analysis. 4. Good Communication skills for presenting analyses, articulating presentations, reports and policy. Good persuasion skills for implementation and closures 5. Process orientation and ability to work on details with high level of accuracy 6. Good people skills as the role involve a lot of people interaction and coordination. 7. The role also demands high self drive, enthusiasm, networking and good understanding of business environment and employment market.

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Career Planning and Succession Planning:-

IT company Wipro, which has developed leaders through a well planned process. The succession planning programme is called Talent Review and Planning (TRP). At Wipro, the succession planning starts with identification of suitable candidate through regular quarterly talent engagement and development (TED) reviews, and action plans of each business unit and vertical. Then feedbacks about these candidates are gathered. Wipro has developed "Life Cycle Stage Development Program. Here the employees who are identified to have high leadership talent are given training according to their level in the organisation. There are different kinds of programmes targeted towards different levels. Wipro has programs like 'entry level program', 'New leaders program', 'Wipro leader's program', 'Business leaders program' and 'Strategic leaders program'.

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Human Resource Planning (HRP) McDonald:-

HR plannings purpose is to determine what HRM requirements exist for current& future supplies & demands of workers. To realize the McDonald's service vision, the organization believes in strengthening their team and ensures to deliver the right skills and knowledge to the right person for getting the right job done. The strength, for making the strong team players to shine under the Golden Arches lies in the People Practice and Development Program. If you take over the liabilities of your employees they will take yours

Job Analysis:-

Job analysis is the procedure of determining the duties and skills required for a joband the kind of person who should hired for it.Analysing the job in McDonalds is done by the Human Resource Department.They develop the job description related

to different departmentsregarding their duties, responsibilities, reporting relationships, wo rking conditions andsupervisory responsibilities. Once when the job description is prepar ed,restructuring in the job is done based on the observations of the seniors.In McDonalds job Analysis is done on the basis of Interviews.

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Job Analysis and Design:Job analysis is the procedure of determining the duties and skills required for a job and the kind of person who should hired for it. Analysing the job in McDonalds is done by the Human Resource Department. They develop the job description related to different departments regarding their duties, responsibilities, reporting relationships, working conditions and supervisory responsibilities. Once when the job description is prepared, restructuring in the job is done based on the observations of the seniors. In McDonalds job Analysis is done on the basis of Interviews.

Recruitment:-

Recruitment is a phase that immediate precedes selection. Its purpose is to pavethe way of the selection process by producing ideally, the smallest number if candidates who appear to be capable. The objective of recruitment procedure is toattract suitable candidates in order to produce a short list for future investigationin the selection process.

Recruitment process:-

In McDonalds the recruiting and hiring process for selecting starts from theapplications submitted by the individual. We provide their CVs along with theapplications. These applications and CVs are screened out on the basis of: Merit; Institute; and Experience etc. After this, The Candidates who meet the criteria are selected for the further process. Then the H.R Department lists out the salient features of the CVs (onlythe accepted CVs). Then the H.R. Manager takes a test based on: English comprehension
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Basic mathematics I.Q. and Some questions about the particular job, for which the applicants have applied. In McDonalds Recruitment is done on the demand of the Organization. There aretwo types of Recruitment is done Internal Recruitment External Recruitment

Internal Recruitment:-

McDonalds do internal recruiting i.e. they select the candidates from the inside by considering a specific number of internal potential candidates who haveapplied for the job on the basis of their past performances and qualifications for the required job. Any employee at a reasonable post can submit his /her application for the job. The management has all the information relating to the persons record about the job he/she is currently performing. On yearly basis, thesummary of the employees is maintained in the form of records, which gives theorganization maximum chance in selecting the potential employees as the heads of the departments. The HR manager and the Head Manager of the specificdepartment interview the selected employees.

External Recruitment:

McDonalds often go for the external recruitment they mostly try to go for theinternal recruitment or internal promotion of the employee to the high post but incase an employee leaves the organization They Organization have a bulk of application received through the website www.rozee.pk .The organizationadvertise through newspapers or web.

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Criteria Required For Employment: The qualifications required for employment in McDonalds are as follows: Appearance and grooming Professional Qualifications Experience and knowledge Communication skill in English Leadership skills Potential for growth Reasoning and Judgment Computer skills McDonalds

Selection Process:-

With the pool of applicants, the next step is to select the right person for the jobthis usually means whittling down the applicant pool by using the screening tools. In McDonald the selection process involves the following steps: Initial Screening Employment Test Background Investigation Medical Examination Permanent job offer Employment Tests: Every big organization in the world uses a test for the hiring of people, frominside as well as outside. These companies use many types of tests to judge the people we are hiring and to have utmost guarantee that the people we are hiringare perfect from every point of view. These test judge the candidate according tohis mental and cognitive abilities.McDonalds take tests as far as their candidates are concerned to check there fullabilities. The tests are of different nature like:

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Test of Cognitive Abilities These kind of tests include IQ tests, general and intellectual abilities,verbal fluency, vocabulary etc. These tests are generally conducted whilerecruiting executives and supervisors. Motor and Physical Ability Tests These tests include checking the performance of the employee usuallyworking on the machines in operation department to check their reflexesand while working at their work place. Measuring Personality Interests Involves taking into consideration the personal interests and motivations of the person in his field.

Training:-

The employees are given training in the Training Room in the form of lectures.Firstly the employee is given the on-job training and then he/she is given theactual task to perform. McDonalds arranges summer crash courses and wrapsection for the employees. Job Rotation is done within the specific departmentsand not outside the departments.

Development:-

McDonalds

is

large

organization

with

many

employees

working

in

differentdepartments of the company. Every year the company hires many people for itexecutive as well as managerial posts. In McDonalds there are different types of development plans for management for e-gMDP 1, MDP 2, MDP 3 and CLDC(Crew Leader Development Course).There are also development programs for the low level jobs for enhancing the skills of the employees.

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Career Development and Fair Treatment:-

McDonalds provides facilities to employees for career development during their employment. Different training courses are offered to their employees such as summer crash courses arranged. Transfers of the employees are carried out with the consent of the employees. The communication of employees is directly with their head of the department. There is a vital concept of two-way communication. At McDonald's, employment is at will. This means that employees are free to terminate their employment at any time, for any reason, with or without cause, and McDonald's retains the same rights. The Management career in McDonald's Operations starts from the position of Trainee Manager, and follow the path like the one outlined below. Trainee Manager Second Assistant Manager First Assistant Manager Restaurant Manager Beyond Manager

Performance Appraisal:-

Performance

Appraisal

is

structured

formal

interaction

between

subordinateand supervisor ,that usually takes the form of a periodic interview , in which thework performance of the subordinate is examined and discussed, with a view toidentify weakness and strength as well as opportunities for improvement and skilldevelopment.

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Compensation:McDonald's benefits and compensation program is designed to attract, retain and engage talented people who will deliver strong performance and help McDonald's achieve our business goals and objectives. Benefits and compensation:

Medical Dental Profit Sharing Vacation Sabbatical Program Employee and dependent life insurance Incentive Pay Recognition Programs

Other Initiatives:Most organizations handle their employees in a universal fashion across the business, tailoring their policies and initiatives only by job level. However, developing specific initiatives targeted to different age groups provides more opportunities to boost employee satisfaction. McDonald's tailors its policies and programs to different age groups based on the three principles of engagement, relevance, and empowerment.

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Human Resource Planning (HRP) Coca Cola:-

Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company, cultural and political differences need to be taken into account. Therefore, the focus of this paper will be on four tasks and duties of Human Resource Management based on the United States procedures. Basically the HRM practices are necessary for every organization. But unfortunately in Pakistan not so much used HRM practices. In multinational companies like coca cola have their own separate department of HRM. According senior executive of HR WaqarMahmood our HR department consist of 29 people in Gujranwala plant. Every organization has its own policies and strategies by which they control the functions of their departments. Similarly, we also have own policies and strategies by which we control all the functions of our departments. coca cola HR department is also conducting all the practices of HRM like Job analysis and design of work, recruitment and selection, training and development, performance appraisals, compensation, employee relationships, staff welfare and medical policies and some other things like that. These all practices are conducted by own policies and strategies.HR department not make decisions related of its own department, they also conduct in companys decision.

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Job analysis and designing:-

Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hire for it. Job analysis consists of two products one is job description and second job specification. Job description: a list of job duties, responsibilities, reporting relationship, working conditions, and supervisory

responsibilities-one product of a job. Job specification: a list of a jobs human requirements that is requisites education, skills, personality, and so on-other product of a job analysis. Coca cola company HR department check its own job description and job analysis in which they get the information about employees work activities, human behaviour, performance standard, job context and human requirements and also other information related to thisconduct.HR department of coca cola used this information for Recruiting, selection, compensation, performance appraisal, training, and employees relationship.

Recruitment process:-

Our recruitment process is well established first of all we give ads in news-papers, company website, institutions etc.Once we receivean application form, from candidates with required documents and CV. Internal recruitment External recruitment

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Selection process:-

The selection process will vary depending on the position youreapplying for, as one process cant fit all the different roles we havehere at CCE. However, in most cases a combination of any of thefollowing tools will be used:
Interview Group Exercises Presentations Psychometric testsRole plays/Situational

ExercisesInterview Group exercises: Were very much a team at CCE so these will show us howeffectively you work with people. Theyre a good opportunity for usto see how you communicate, influence and involve other people inthe workplace. Presentations: Presentations give you the chance to show your ability to communicate to a group of people on a specific topic. You may be given a topic in advance or on the day, but dont worry youll have plenty of time to prepare. Psychometric tests: Psychometric tests are timed exercises that examine your abilitiesand potential. On occasions, we may also use a personalityassessment tool that is designed to find out more specific thingsabout you. If youre asked to complete a psychometric test, wellsend you information and advice in advance on how to prepare.

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Training process:-

Training process is essential part of every employee with outtraining; employee can not come to now the procedure of work, rulesand regulations of firm, some times when new technology isintroduced it is also responsibility of a firm to train its employees. After recruiting the fresh employee we train them for threemonths and also pay them salaries after three months they become part of a firm They also give training to already exist employee it depend uponcondition for example if new technology is introduced first of all give full training to them about new technology then we allow them to start their job.

Performance appraisal:Coca cola performance appraisal is annually Hr manger waqarmahmood said that we appraise the employee due to their performanceabout goals of the

organization.we set the goals startedthe year and tell the employees about the goal if the employeesachieve this goal we appraise the employees.

Coca Cola Compensation and Benefits:The compensation offered by Coca Cola varies, depending on the position reached with the company. All positions offer a 401k and disability reassurance. However, only salaried positions offer vacation time. The monetary compensation also varies, depending on the position within the company, with both salary and hourly positions available. It is important to remember that Coca Cola prefers to hire from within. Many of their current salaried employees started out earning hourly wages in part-time positions. The most common way to achieve this status is to maintain and uphold Coca Cola's primary values. These values include leadership, collaboration, integrity, accountability, diversity, passion and quality.

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Other Initiatives:Kolkata, July 23 (IANS) Coal India Limited (CIL) will come up with a sustainability report which will constitute a part of the corporate social responsibility activity of the company, for which an annual investment of Rs.250 crore has been earmarked. The report would include details of the different initiatives that CIL needs to take to improve its business and at the same time to maintain interests of various stakeholders and protect environment. 'Coal India is hiring a private consultancy firm during this financial year to develop the report,' CIL chairman N.C. Jha told reporters here Saturday. 'We will require outside help to develop the sustainability report,' Jha said. He said the company was in the process to hire a consultancy firm to develop the report. He, however, refused to divulge details about it Posting: Candidates may be posted anywhere in Coal India / Subsidiary companies especially in coalfield areas. Service Agreement Bond: A candidate is required to serve the company for a minimum period of 50 months. An amount of Rs.1000/- per month will be deducted from the salary for a period of 50 months. Failure on the part of candidate to serve the Company for a minimum period of 50(fifty) months would result in forfeiture of the said deposit and the balance may be recovered from the candidate. The amount so deducted will be refunded in full without interest on completion of 50 months of service. Medical Examination: Before joining service, the selected candidates will have to undergo initial medical examination by the company Medical Officer as per the Medical Attendance Rules of the company.

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Recruitment:-

While recruiting new employees, Infosys took adequate care to identify the right candidates. On the qualities that Infosys looked for in a candidate, Nilekani said, "We focus on recruiting candidates who display a high degree of 'learnability.' By learnability we mean the ability to derive generic knowledge from specific experiences and apply the same in new situations.We also place significant importance on professional competence and academic excellence. Other qualities we look for are analytical ability, teamwork and leadership potential, communication and innovation skills, along with a practical and structured approach to problem solving."

Training:-

Training at Infosys was an on-going process. When new recruits from colleges joined Infosys, they were trained through fresher training courses. They were trained then on new processes and technologies. As they reached the higher levels, they were trained on project management and later were sent for management development programs, followed by leadership development programs. Infosys also conducted training programs for experienced employees. The company had a competency system in place which took into account individual performance, organizational priorities, and feedback from the clients.

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Infosys conducted a 14.5 week technical training program for all new entrants. The company spent around Rs 200,000 per year on training each new entrant. The new recruits were trained at the Global Education Canter (GEC) in Mysore, which had world class training facilities and the capacity to train more than 4500 employees at a time. GEC, which was inaugurated in February 2005 was spread over 270 acres and was the largest corporate training canter in the world with 58 training rooms and 183 faculty rooms.

Performance Appraisal:-

The first step toward carrying out performance appraisal at Infosys was the evaluation of personal skills for the tasks assigned to an employee during the period of appraisal. To evaluate the performance, different criteria like timeliness, quality of work carried out by the employee, customer satisfaction, peer satisfaction, and business potential, were considered. The personal skills of the employees were also evaluated based on their learning and analytical ability, communication skills, decision making, change management, and planning and organizing skills. Each of these criteria was measured on a scale of 1 to 5 (with 1 signifying above the expected performance level and 5 below the expected performance level).

Job Description:As a software engineer (SE) you would get the opportunity to work with various business units aligned with various industry verticals like banking, life sciences, and retail to name a few. As an SE you would be responsible for: Understanding client requirements and preparing designs for translating those needs into deliverables Building best-of-breed applications and software per-specification and on-time delivery of identified work-products Ensuring compliance to corporate policies, processes and standards Maintaining and enhancing applications and software per specific client-contractual norms.
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Compensation:Infosys TalentEdge's Compensation and Budgeting solution manages annual base compensation planning and awards ad-hoc variable compensation by way of bonus and rewards, taking budgetary requirements and constraints into consideration. The solution helps maintain salary plans, grades and salary increase matrices. Variable compensation plans, goals, payout formulas, and valuation rules can also be defined and maintained.

Succession planning:-

Infosys has set up the Infosys Leadership Institute (ILI) at its Mysore campus to identifying high performers and giving them opportunity to emerge as future leaders. The company identifies leaders from its multi-national, multi-cultural employees on the basis of several parameters. The chosen few undergo a three-year programme that includes training, personal development programme, interacting with other participants, understanding the company better and resolving real business issues.

Career Planning:-

Career planning is an essential process of any organization. It is an important tool to retain and motivate employees. Infosys TalentEdge's Career Planning business process module leverages employee talents to its full potential. The process assesses and ranks workers, records job preferences, creates career paths, develops long-term goals, assigns mentors, identifies competencies, devises training plans, and creates development plans. The career planning solution leverages Oracle PeopleSofts Career Planning module.

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Human Resource planning:This is handled by doing the planning at the beginning of every year. At the end of the year, the Human Resource department from each Branch receives therequirement for the person for whole year. Then the planning of recruitment andtraining is done by training manager and recruiting manager which is approved fromHead of HR Department.

Recruitment:Recruitment is a process of searching for prospective candidates for the given job inthe industry. As we know it is very important for an industrial concerns to haveefficient and effective personnel with right quality and at right time and at right placeavailable whenever they are needed. Every organization needs employee time bytime because of promotion or retirement of an employee. For this purpose anorganization need to search for the right candidate. And so it needs to encouragethis type of right candidates whenever they require. CENTRALIZED RECRUITMENT The recruitment practices of an organization are centralized when the HR recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations.

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Benefits of the centralized form of recruitment are: Reduces administration costs Better utilization of specialists Uniformity in recruitment Inter changeability of staff Reduces favouritism Every department sends requisitions for recruitment to their central office

DECENTRALIZED RECRUITMENT Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly.Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. HDFC SLI follows a Centralized mode of Recruitment as it offers various benefits as indicated above.

Sources of Recruitment: Personal data of candidates and data bank maintain by the HR.department. Campus recruitment. Companys own website. Placement consultants. Advertisement in the news papers like Times of India, GujaratSamachar. Employee reference.

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Recruitment Process:The job evaluation of the vacancy is done so as to understand to understandthe skills required in the candidate. Recruitment when done via externalsources generally follows the following process in HDFC SLI: 1. CV Submission Information regarding the vacancies and required eligibility criteria is published in the newspapers, websites, employment magazines etc. Potentialcandidates interested in joining the Co are required to send their complete curriculum vitae. An acknowledgement of receipt is sent for all submittedapplications to the candidate's email. 2. Application Evaluation The Human Resources department evaluates all incoming applications,against prerequisite abilities and skills set for all current openings. Allapplications are kept based on strengths and specialization, for futurereference. 3. Ability Tests Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and psychometric, when deemed necessary. 4. Capability Based Interviews To ensure that our recruitment process is fair and consistent, all candidateswho are successful at the exams are invited for a capability based interview.Interviews are based against capabilities, required for each position for which the candidate is interviewed for. A capability or competency is anability described in terms of skills & behaviours that are essential toeffectively perform within a job. A part from the educational and academic capability, the chief attributes HDFC SLI looks out for in a candidate are as follows: We look out for a candidate who values Integrity Has a zeal for Excellence Is focused on Results Is Self driven and Enthusiastic
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Is a good Learner and Team Player Is dedicated to Customer Satisfaction 5. Reply Letters At all stages of the process candidates are kept informed of the status of their applicationwith an email reply letter. 6. Job Offer If a candidate successfully reaches the final stage, a position offering is made in conjunction with a competitive reward package.

Selection: Selection is the process of taking individuals out of the pool of job applicants withrequisite qualifications and competence to fill jobs in the organization. It is defineas the process of differentiating between applicants in order to identify and hirethose with a greater likelihood of success in a job. Selection is based on probation base, they are taking experienced person for 6months probation and for fresher the probation period is 1 year.While the selection of the senior level post, is taken by head office at Mumbai. Training and Development Training aims at increasing the aptitudes, skills and abilities of workers to performspecific job. It makes employees more effective and skilful. In present dynamicworld of business training is more important there is an ever present need for training men. So that new and changed techniques may be adopted. A new andchanged technique may be taken as an advantages and improvement affected inthe old methods. Training is learning experience that seeks relatively permanent change in anindividual that will improve his/her ability to perform on the job.

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They provide on the job training to their employees in the branch as they selectthese employees for selling various products of bank by direct marketing.Whenever they select new candidates for any post, they use to give them on the job work. In case of sales persons to distribute their various products, in the beginning theperson has to work under the observation of his senior then the have to go inmarket to have their own experience. The time for training program for the candidate is depends up on the relevantposition of his work area. They also provide training related to customer care andcommunication.

Performance Appraisal: An organizations goals can be achieve only when people put in their best efforts. Performance appraisal may be understood as the assessment of an individuals performance in a systematic way. It is define as the systematic evaluation of the individual with respect to his/her performance on the job and his/her potential for development. To appraise the performance of the employee they have developed a credit system on the basis of the given target to the employee. After appraising the performance of the employee they put the grade of each employee in the following grade criteria.

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Compensation:-

All employees, including our Managing Director, Executive Directors and officers, receive the benefit of our gratuity and provident fund retirement schemes. Our superannuation fund covers all employees at manager level or above, including our Managing Director. Our gratuity fund, required under Indian law, is a defined benefit plan that, upon retirement, death while employed or termination of employment, pays a lump sum equivalent to 15 days basic salary for each completed year of service. The superannuation fund is a retirement plan under which we annually contribute 13.0% (15.0% for the Managing Director) of the eligible employees annual salary to the administrator of the fund. Under the provident fund, required by Indian law, both we and the employee contribute monthly at a determined rate (currently 12.0% of the employees basic salary). Of this, the Bank contributes an amount (currently 8.33% of the lower of Rs. 6,500 or the employees basic salary) to the pension scheme administered by the Regional Provident Fund Commissioner, and the balance is contributed to a fund we set up which is administered by a board of trustees. We have no liability for future provident fund benefits other than our annual contribution, and we recognize such contributions as an expense in the year incurred.

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Reference: Google.com Wikipedia.com Company website

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PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II

Parul Institute Of Management

PGDM SEM-II