Assignment HRM - Final

8/9/2019 Assignment HRM - Final

1/24

Program: BBA

Course Title: Human resource Management(HMR)

Assignment on

Factory HR Practice of Micro Electronics;

Current and Future prospect


2/24

Factory HR Practice of Micro

Electronics; Current and Future prospect

Course Title: Human resource Management

(HMR)

Submitted to:

Abul Mohaimen NomanCourse Instructor,HRM, Faculty of business

ASA University Bangladesh (ASAUB)

Prepared By:Md.Sohel Rana ID No: 071-12-266

Md. Mustafizur Rahman ID No: 071-12-267

Arifin Ferdaus ID No: 071-12-277

Amira Mabia ID No: 071-12-287

Mohibul Alam ID No: 071-12-273

Abdus Saief ID No: 071-12-262

Koushik Datta ID No: 071-12-223

Md.Sohel Rana ID No: 071-12-263

1st Batch, Section: E, ASAUB

Date of submission: 11-04-2010


3/24

11th April, 2010

Mr. Abul Mohaimen Noman

Course Instructor, Human resource management

ASA University Bangladesh

Subject: Submission of Assignment.

Sir,

We have the honor to state you that, we the members of Group-3 have prepared this

assignment on the Factory HR Practice of Micro Electronics; Current and Future

prospect as a course requirement of your respected course. We request you to receive

the report prepared by us on the basis of your findings.

We have done our level best to complete the report with our teeny experience and

knowledge. We are apologizing for any kinds of errors and mistakes that would have

done by us. We will be delighted to clarify any queries regarding the report.

Your Truly,

On behalf of the group members of Group-3

(Abdus Saief Dip)

Id: 071-12-262, Sec; 1E

Department of Business Administration

ASA University Bangladesh


4/24

"If each of us hires people who are smaller than we are, we shall become a company

of dwarfs, but if each of us hires people who are bigger than we are, we shall become a

company of giants."David Oglivy


5/24

ABSTRACT

Factory HR Practice ofMicro Electronics; Current and Future prospect was used

to study the existing recruitment and selection process and various factor involved in it.

Both primary and secondary sources were used to collect data. The primary data is

collected from both employers and employees of Micro Electronics through a well

constructed questionnaire.

The secondary data was collected from various journals, magazines, articles, various sites

and company records.

From the analysis it was inferred that the organization gave preference to internal sources

rather than external sources. Some of the employees felt that the company would still

fasten the process.

From the study it was found that the employers and employees are satisfied with their

present recruitment and selection process


6/24

Table of Contents

Sl. Contents Page

no-

01 Introduction

1.1 Company profile

1.2 Introduction to the Study

02 Review of related literature

03 Purpose

04 Research methodology

05 Data Sampling06 Findings of the study

07 Recruitment and selection overview08 Search & Selection

09 Suggestion and Recommendation

10 Conclusion

11 Limitation

12 Scope for further study

1. INTRODUCTION

1.1 Company Profile


7/24

Micro Electronics has been working in Manufacturing, designing, marketing, supplying

and installation of UPS, IPS and solar products for various types of uses e.g. Household

lighting, Community lighting, Small Industries, Market, Railway signaling, Rural Clinic,

Remote area communication etc. As of 2005 Micro Electronics has been Commercially

Provided Solar Home Lightings System & Total Capacity estimated 39.310 kWp.

Address: Business address

Address: Micro Electronics, Basic Electronics Complex, 5th Floor, 1/1 Industrial Plot

Avenue # 4, Main Road # 3, Section # 7, Mirpur, Dhaka-1216, Bangladesh

Telephone: 88-02-801-2244 ,801-2288, 900-5109, 900-511

Fax: 88-02-801-2266

Email: [email protected]

Website: www.microelectro.com

Company Position: One of the oldest locally Electronics manufacturing company.

CEO:Mrs. Hasina Daulla

Facilities: System Design

Details: Solar Home Lightings Systems, Railway signaling, Rural Clinic, Remote area

communication etc

Facilities: Manufacturing

Details: solar products for various types of uses e.g. Household lighting, Community

lighting, Small Industries, Market, Railway signaling, Rural Clinic, Remote area

communication etc

Facilities: Research and Development

Details: UPS, IPS and solar products for various types of uses e.g. Household lighting,

Community lighting, Small Industries, Market, Railway signaling, Rural Clinic, Remote

area communication etc
mailto:[email protected]:[email protected]


8/24

Product Name: UPS

Description: not available

Product Name: IPS


Product Name: Solar Home Lightings System


Working Days: Sunday-Thursday


9/24

1.2 Introduction To The Study

The study was conducted in Micro Electronics, Pondicherry to find the effectiveness of

recruitment and selection process. Recruitment and selection process is a crucial factor in

any organization for selecting the right person for the right job. The study intends to find

how effectively recruitment and selection process followed in the organization. The study

on effectiveness of recruitment and selection process provides the organization to know

how effectively the process is going on because attrition rate is one of the major factors in

call centers.

2. REVIEW OF RELATED LITERATURE

Recruitment Meaning

Employing the right staff is an important human resource challenge faced by all

employers.

Recruitment is an expensive business, which includes the cost of advertising and the

cost of current employees time interviewing and selecting the right candidate.

Good recruitment and selection can result in:

a] reduced labor turnover b] reduced absence c] reduced stress levels

A recruitment process should be:

a] efficient - cost effective in method and sources

b] effective - producing enough suitable candidates

c] fair - ensuring that decisions are made on merit without discrimination.


10/24

Recruitment and Selection

Definition

Recruitment is the process of identifying and attracting potential candidates from within

and outside an organization to begin evaluating them for future employment. Once

candidates are identified, an organization can begin the selection process. This includes

collecting, measuring, and evaluating information about candidates qualifications for

specified positions. The study is based on survey results.

Recruitment and Selection Practices

Better recruitment and selection strategies result in improve organizational outcomes.

The more effectively organizations recruit and select candidates, the more likely they are

to hire and retain satisfied employees.

3. PURPOSE

The objectives of this study were to:

1. Identify general practices that organizations use to recruit and select employees.

2. Determine which recruitment and selection practices are most effective.

3. Determine how the recruitment and selection practices affect organizational outcomes.


11/24

4. RESEARCH METHODOLOGY

Sources of data collection:

Primary data

Primary data are collected afresh and for the first time. It is the data originated by theresearcher specifically to address the research problem. In this study, primary data is

collected primarily to understand the existing recruitment and selection process the

organization is using.

Secondary Data

Secondary data is collected from internet, registers, records, journals, articles, magazines

and annual reports of the organization

Data collection Instrument:

Questionnaire Design begins with an understanding of the capabilities of a

questionnaire and how they can help in research. If it is determined that a questionnaire is

to be used, the greatest care goes into the planning of the objectives.

5. DATA SAMPLING:

Data sampling process includes the following steps that are sequentially shown:

Define the Target Population

Define the Sampling frame

Determine the sample size

Execute the sampling process

Sample Size Design

It refers to the number of elements to be included in the study. A sample design is a

definite plan for obtaining a sample from a definite population. It refers to the technique


12/24

or the procedure the researchers would adopt in selecting items for the sample. It is

determined before data is collected. In this study---

5 samples are collected from the employers.

10 samples are collected from employees.

Sampling Process

Convenience Sampling: A convenience is obtained by selecting convenient population

units. The method of convenience sampling is also called the chunk. A chunk refers to

that fraction of the population being investigated which is neither by probability nor by

judgment but by convenience.

6. FINDINGS OF THE STUDY

A majority of the respondents prefer to post their resume through company web sites

and job sites.

The percentage analysis shows that the organization relies heavily on internal

sources.

Most of the employees said that a newspaper source reaches them soon.

A majority of employees inferred that they are satisfied with the response given after

recruitment.

Most of the employees said that the final decisions about appointment should be based

only on merit.

A majority of employers inferred that there organization is following a step by

step process with certain rules and regulations in identifying job vacancies.

The percentage analysis shows that the organization is conducting job analysis

and job description for each job position.

A majority of employers said that their organization using newspaper and

employee referral sources mostly.


13/24

Most of the employers inferred that they are measuring the cost for the

recruitment sources by comparing the validated budget versus approved budget.

The correlation analysis shows that the questions asked in the interview and

comfortableness with the interviewer is positively correlated.

Most of the employees are satisfied with the present recruitment and selection

process.

A majority of the employers inferred that the present recruitment and selection

process is effective.

7. Recruitment and selection overview

Findings Overview

Although internal candidates typically stay in positions and are more successful than

external candidates, organizations fill positions with external candidates, on average, 75

percent internal candidates and 25 percent external.

a. The organization wants to increase its budget on selection by 75 percent.

b. The organization plans to significantly change its current approach to both

recruitment and selection within the next two years.

Recruitment Strategies

Recruitment Strategies

a. For recruiting managerial/professional candidates- internal source.

b. For recruiting mid-level and marketing manager- use both internal and external

sources

c. For general employee and sales people- external source(newspaper advertisement.)

Organizational Offerings

The quality of an organizations offerings affects its ability to attract job candidates.


14/24

a. Organization believe that it offers candidates a strong company reputation and high-

quality benefits packages and learning opportunities.

b. This organization does not offer stock options or child care options.

Best Practices

Organizations with the most effective recruiting strategies were 15 to 19 percent more

likely to offer candidates high-quality options such as:

Potential for advancement, Company reputation, transportation facilities, Benefits

package etc.

Current and Future Selection Practices

a. The organization makes extensive use of applications, manual resume screening, and

reference checks in its selection systems.

b. In case of higher level manager, organization currently uses testing or assessment

methods extensively in their selection process.

Barriers to Effective Recruitment and Selection

The surveyed organizations report that the top barriers to effective recruitment and

selection of candidates are:

a. Shortage of qualified applicants.

b. Competition for the same applicants.

c. Difficulty finding and identifying applicants.


15/24

8. SEARCH & SELECTION

Introduction

The search and selection process is the foundation for all future employee relations

activities. As such, a considerable amount of employee resources is rightfully spent on

working on screening committees and in hiring employees. This document has been

developed to assist hiring supervisors, committee members and others in defining

effective search and selection processes, thereby maximizing the efforts to identifying

and attracting the best candidates.

Planning

As will become evident in further review of this document, planning is an essential

component to nearly every step of the search and selection process. We must plan the

way the position can meet the needs of the department while appropriately using

available resources, plan a recruitment strategy, and plan a screening strategy and, finally,

a selection strategy

a) Needs assessment

The first step in any process is to determine the goals that you would like to accomplish.

In Search and Selection, this process usually takes one of two forms:

1) An addition to staff: In the event that the job is new and has not been graded before,

it will be necessary for the supervisor to complete the Position Analysis

Questionnaire, which will identify the job responsibilities and competencies required,

as well as aid in establishing the appropriate salary grade for the position.

2) A replacement of staff : The time when a current employee vacates an existing

position can be an optimal time to review the organization and determine if a

reallocation of position responsibilities is appropriate. Often, a juggling of

responsibilities within a unit can create promotional opportunities, new skills, job

enrichment and could better match the remaining incumbents skills with the skills

required for the position.


16/24

b) Identification of minimum requirements and preferred qualities

During the posting and recruitment process, the college identifies and announces

minimum requirements for fulfilling the responsibilities of the position as well as those

qualities which the supervisor believes will lead to further success in the position.

c) Development of Screening Materials

Once the position requirements and preferred qualities are identified, it should be easy

for the supervisor to identify the screening questions. Since the committee should only be

asking questions which related to the decision of who to forward to the supervisor in the

next step of the process, the only topics the committee needs to address are those whichhave been identified by the supervisor as being either preferred or necessary

qualities (as defined in the Notice of Vacancy).

The three parts to the screening process

a) Paper review

b) Interviews with the candidates

c) Interviews with each, respective candidates references

d) The interviews with the candidates

As addressed previously, the interview questions should cover specific areas of concern.

In the previous section, sample interview questions are offered for the hiring

supervisor in developing the interview questionnaire. Similar to developing the

rating scale in the paper review process, the supervisor will assign maximum point

values to each question, based on their relative importance to other criteria being

reviewed.

Qualities that could fall into this category include:

ability to adapt to change

ability to display a positive outlook

ability to follow instructions


17/24

e) Development of Recruitment strategy

Even though s/he is not part of the screening process, the hiring supervisor steers the

search by developing the recruitment criteria, the position requirements and preferredqualities, the rating scales and interview questions. The recruitment strategy is the stage

where the hiring supervisor determines, with assistance from Human Resources, the

timing for the search as well as the way that the position vacancy will be communicated.

f) Recruitment Metrics

Recruitment can be an expensive and time-consuming endeavor, and understanding the

value of the results means knowing whether or not the time and money are being used

effectively. A few common recruitment metrics:

1) New Hire Quality:

Three to six months after hire, the hiring manager should complete an evaluation of the

new employee that compares expectations prior to recruiting with the actual performance

of the employee. Facets of quality to be evaluated include knowledge and skills,

performance, experience, motivation, multitasking abilities, learning curve, customer

compatibility, and organization compatibility.

2) Recruiting Cost Ratio:

The RCR is used to determine average HR spending on recruiting activities in relation

to the starting compensation of new hires (positions filled) that result from staffing

activities. This metric calculates the Total Recruiting Costs (both internal and external)

and divides it by the Total Compensation Recruited (the sum of the base annual

compensation of the positions filled through recruitment).

3) Recruiting Efficiency:

Closely related to RCR is the metric for Recruiting Efficiency. Recruiting Efficiency

gives a percentage in relation to complete efficiency, which is considered to be 100%.


18/24

9. SUGGESTIONS AND RECOMMENDATIONS

From the study, it is found that majority of the employees prefer to post their

resume in companies website. So the company can have exclusive career link in its

website to post resume.

By using a separate link with resume screening software, the resumes can be

screened and managed effectively.

From the study, it is found that newspaper is the effective medium to advertise for

recruitment. Since this company focus on candidates from Pondicherry, they can

advertise for mass recruitment.

Relocation is the main problem for a candidates rejecting an offer. So by

providing a good salary and accommodation, relocation problem can be solved. Thus the

recruitment process can be made effective by retaining the recruited candidate.

Some of the employees said that the response given after recruitment is not

satisfactory. If the recruitment feedback mechanism is not effective, there is high risk of

loosing good candidates to other companies. So they can give the response for candidates

immediately whether they are short listed or rejected.

It is found that the company is not conducting the medical examination for

employees during selection process. They can conduct medical examination in order to

prevail themselves if any problem happens to the employees.


19/24

10. CONCLUSION

This project Factory HR Practice of Micro Electronics; Current and Future

prospect was helpful to know about the recruitment and selection process in E-

Publishing Company. This study inferred that most of the employers and employees

are satisfied with the present process. This study was helpful to study the sources of

recruitment and selection techniques & methods used. The study on recruitment and

selection is more an ART rather than a process HR professional is having a big

responsibility to hire a best person from the available talent pool. At the same time, one

needs to be cost conscious. The employer should judge on individual merits and set the

same standards for all. In the present scenario, It is the biggest challenge for a HR

manager to hunt for talent.

11. LIMITATIONS

The entire study applies only to the specific concern.

The period for study is so short, so the detailed analysis about the process is difficult.

The study was made only with limited number of samples.

The respondents may give false information.

12. SCOPE FOR FURTHER STUDY

The Project throws light on the need for learning about recruitment and selection

process.

This study will be useful to find out the sources and techniques used in the recruitment

and selection process.

It will be helpful for the company to know the effective sources and techniques in

recruitment and selection process.


20/24

ANNEXURE-1


21/24

Questionnaires

A STUDY ON

FACTORY HR PRACTICE OF MICRO ELECTRONICS;

CURRENT AND FUTURE PROSPECT

EMPLOYER PERSONAL DETAILS:

1. Name:

2. Designation:

3. Age:a) 18 -25 b) 26 35 c) 36 -45 d) above 45

4. Marital status:

a) Married b) unmarried

5. Educational Qualification:

a) Below Hr. Sec. b) Hr. Sec c) ITI or others d) UG OR PG

6. Years of Experience:

a) 0 2 years b) 3 5 years c) 6 8 years d) Above 8 years

RECRUITMENT

1. What type of process are there for identifying job vacancies in your organization?

a) Follow step by step process with certain rules. b) No step by step process.

c) Not aware.

2. Is job analysis conducted for each position?

a) Yes b) No

3. Do you give consideration to internal candidates for all jobs before outside

recruitment begins?

a) Yes b) No

4. Do you accept late applications?

a) Yes b)No


22/24

5. Is there any job description for each vacancy including the purpose, tasks

and responsibilities?

a) Yes b) No

6. What kind of recruitment sources does your organization use?

a) Newspaper sources b) Professional journals/periodical c) Campus recruitment

d) Employee referral e) Consultancies

7. Which recruitment source do you prefer very effective from the above?

8. Does your organization measure the cost of these recruiting sources?

a) Yes b) No If yes specify,

9. To whom are the performance measure and recruiting costs are usually

communicated?

a) Finance department b) Accounts department c) Administration department

10. Identify any one factor which affects you to recruit best candidate?

a) Image of the organization b) Government influence

c) Internal organizational policies d) None of the above

SELECTION

11. Do you have any standard pattern in selection process? (From initial interview

to final placement)

a) Yes b) No

12. Does HR department perform all initial screening of candidates?

a) Yes b) No

13. How many candidates are typically interviewed before final placement?

a) 10 b) Below 10 c) Above 10 d) None of the above

14. Are panel interviews are used?

a) Yes b) No

15. Can you allow a referee as a panel member?

a) Yes b) No


23/24

16. Are reference checks considered on all candidates?

a) Yes b) No

17. Are candidate telephone interviews, teleconferencing or video conferencing

conducted before personnel interview?

a) Yes b) No

18. What type of tests is mostly used in your organization during selection process?

a) Personality tests b) Psychometric tests c) Judgment tests c) Ability tests

d) Not aware

19. Do you professionally validate the tests used in selection process?

a) Yes b) No

20. What your organization will do if short listed applicant cannot be interviewed on

the scheduled day?

a) Offer another date, location. b) Will hold the applicant and used whenever needed.

c) Consideration may be given to exclude that person from the process. d) No opinion.

21. Does your organization conduct medical examination for employees during

selection process?

a) Yes b) No

22. Finally rate the recruitment and selection process used in your organization

a) Effective b) Very effective c) Not effective

Signature of the Interviewee: Signature of the Interviewer:

Date: Date:


24/24

ANNEXURE-2

1. Mr. Sayed Eikball Alam (HR manager of Micro Electronics)

2. Mr. Tanvir Alam (Marketing manager)

3. Mr. Isalm Uddin (Sales Executive)

4. Website:

I. www.microelectro.com

II. www.hrprac.com

III. www.managementparadise.com

5. Books

I. Human Resource Management By Gary Dessler
http://www.microelectro.com/http://www.hrprac.com/http://www.microelectro.com/http://www.hrprac.com/

Date post:	29-May-2018
Category:	Documents
Upload:	saiefdip
View:	227 times
Download:	1 times

Assignment HRM - Final

Documents