HRM ASSIGNMENT NO-02

2/22/2011

SUBMITTED TO:Mr. ARIVOLI N.

SUBMITTED BY:DILIP SINGHDFT(AP-06)

1. List the various steps involved in Selection Process.

Selection Process In HRMThe selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are: -

1. Application

2. Preliminary interview: - Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job and the organization.

3. Application blank: - Application form is a traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection.

4. Selection test: - Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individual’s attitude, behavior and performance. It also provides systematic basis fro comparing the behavior, performance and attitudes of two persons.

5. Employment interview: - An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment.

6. Medical examination: - Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician or to a medical officer approved for the purpose.

7. Reference checks: - The applicant is asked to mention in his application form the names and addresses of two or three persons who know him well.

8. Final approval: - The shortlisted candidates by the department are finally approved by the executives of the concerned department. Employment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should join and other terms and conditions in brief.

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2. List various sources of Recruitment and Factors affecting Recruitment. Explain the Recruitment process being adopted in any organization you are familiar with.

Sources of Recruitment: 

1.Present Permanent Employees: Organizations consider the candidates from this source for higher level of jobs due to availability of most suitable candidates for jobs relatively or equally to external sources, to meet the trade union demands and due to the policy of the organization to motivate the present employees. 

2. Present temporary/casual Employees: Organizations find this source to fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade union pressures or in order to motivate them on present job. 

3. Retrenched or Retired Employees: Employees retrenched due to lack of work are given employment by the organization due to obligation, trade union pressure etc. Sometimes they are re-employed by the organization as a token of their loyalty to the organization or to postpone some interpersonal conflicts for promotion. 

4. Dependents of Deceased, Disabled, retired and present employees: Some organizations function with a view to developing the commitment and loyalty of not only the employee but also his family members. 

5. Employee Referrals: Present employees are well aware of the qualifications, attitudes, experience and emotions of their friends and relatives. They are also aware of the job requirements and organizational culture of their company. As such they can make preliminary judgment regarding the match between the job and their friends and relatives. 

6. Campus Recruitment: These candidates are directly recruited by the Company from their college/educational institution. They are inexperienced as far as work experience is concerned. 

7. Private Employment Agencies/Consultants: Public employment agencies or consultants like ABC Consultants in India perform recruitment functions on behalf of a client company by charging fees. Line managers are relieved from recruitment functions and can concentrate on operational activities. 

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8. Public Employment Exchanges: The Government set up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organization in finding out suitable candidates. As per the Employment Exchange act 1959, makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. 

9. Professional Organizations: Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. They act as an exchange between their members and recruiting firm. 

10. Data Banks: The management can collect the bio-data of the candidates from different sources like Employment Exchange, Educational Training Institutes, candidates etc and feed them in the computer. It will become another source and the co can get the particulars as and when required. 

11. Casual Applicants: Depending on the image of the organization its prompt response participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or handover the application in the Personnel dept. This would be a suitable source for temporary and lower level jobs. 

12. Similar Organizations: Generally experienced candidates are available in organizations producing similar products or are engaged in similar business. The Management can get potential candidates from this source. 

13. Trade Unions: Generally unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment due to latter rapport with the management. 

14. Walk In: The busy organization and rapid changing companies do not find time to perform various functions of recruitment. Therefore they advise the potential candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place. 

15. Consult In: The busy and dynamic companies encourage the potential job seekers to approach them personally and consult them regarding the jobs. The companies select the suitable candidates and advise the company regarding the filling up of the positions.

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16. Body Shopping: Professional organizations and the hi-tech training develop the pool of human resource for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise the organizations themselves approach the prospective employers to place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping. The body shopping is used mostly for computer professionals. Body shopping is also known as employee leasing activity. 

17. Mergers and Acquisitions: Business alliances like acquisitions, mergers and take over help in getting human resources. In addition the companies do also alliances in sharing their human resource on adhoc basis. 

18. E_recruitment: The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the worldwide wed (www). The job seekers send their applications through e-mail using the Internet. 

19. Outsourcing: Some organizations recently started developing human resource pool by employing the candidates for them. These organizations do not utilize the human resources; instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis. 

Factors governing recruitment: 

A. External Factors: • Demand and Supply (Specific Skills) • Unemployment Rate (Area-wise) • Labor Market Conditions • Political and Legal Environment (Reservations, Labor laws) • Image 

B. Internal Factors • Recruitment Policy (Internal Hiring or External Hiring?) • Human Resource Planning (Planning of resources required) • Size of the Organization (Bigger the size lesser the recruitment problems) • Cost • Growth and Expansion Plans 

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Recruitment Process in Ford Motor Company, U.S.A.Ford pays attention on diversity in working place Ford gives opportunity to different employees, no matter what kinds of race, ethnicity, gender, age, and so on. Ford believes that diversity proves company values and diversity team can have better performance. Ford value and respect each individual. Ford’s recruiting is a two-step process: First step- Selecting potential people from the information candidates provideSecond step-Candidates are invited to the talent management conference, where candidates and Ford’s managers and employees can meet each other and have depth understanding of each other. It is meet what Ford emphasizes- Employee Involvement.The employees that Ford looks for are the people who can meet company mission- Consumer- focused company. The qualities that employees should have can be grouped in three clusters- Integrity, Flawless Execution and Relationship.

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3. What do these acts enforce and what are their benefits?

The Factory Act 1948 (Sections 44 to 49)

44. FACILITIES FOR SITTING.

(1) In every factory suitable arrangements for sitting shall be provided and maintained for all workers obliged to work in a standing position, in order that they may take advantage of any opportunities for rest which may occur in the course of their work.

(2) If, in the opinion of the Chief Inspector, the workers in any factory engaged in a particular manufacturing process or working in a particular room are able to do their work efficiently in a sitting position, he may, by order in writing, require the occupier of the factory to provide before a specified date such seating arrangements as may be practicable for all workers so engaged or working.

(3) The State Government may, by notification in the Official Gazette, declare that the provisions of sub-section (1) shall not apply to any specified factory or class or description of factories or to any specified manufacturing process.

45. FIRST AID APPLIANCES.

(1) There shall in every factory be provided and maintained so as to be readily accessible during all working hours first-aid boxes or cupboards equipped with the prescribed contents, and the number of such boxes or cupboards to be provided and maintained shall not be less than one for every one hundred and fifty workers ordinarily employed at any one time in the factory.

(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.

(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible person who holds a certificate in first-aid treatment recognized by State Government and who shall always be readily available during the working hours of the factory.

(4) In every factory wherein more than five hundred workers are ordinarily employed there shall be provided and maintained an ambulance room of the prescribed size, containing the prescribed equipment and in the charge of such medical and nursing staff as may be prescribed and those facilities shall always be made readily available during the working hours of the factory.

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46. CANTEENS.

(1) The State Government may make rules requiring that in any specified factory wherein more than two hundred and, fifty workers are ordinarily employed, a canteen or canteens shall be provided and maintained by the occupier for the use of the workers.

(2) Without prejudice to the generality of the foregoing power, such rules may provide for - (a) the date by which such canteen shall be provided;

(b) the standards in respect of construction, accommodation, furniture and other equipment of the canteen;

(c) the foodstuffs to be served therein and the charges which may be made therefor;

(d) the constitution of a managing committee for the canteen and representation of the workers in the management of the canteen the items of expenditure in the running of the canteen which are not to be taken into account in fixing the cost of foodstuffs and which shall be borne by the employer.

(e) the delegation to the Chief Inspector, subject to such conditions as may be prescribed, of the power to make rules under clause (c).

47. SHELTERS, REST ROOMS AND LUNCH ROOMS.

(1) In every factory wherein more than one hundred and fifty workers are ordinarily employed, adequate and suitable shelters or rest rooms and a suitable lunch room, with provision for drinking water, where workers can eat meals brought by them, shall be provided and maintained for the use of the workers : Provided that any canteen maintained in accordance with the provisions of section 46 shall be regarded as part of the requirements of this sub-section : Provided further that where a lunch room exists no workers shall eat any food in the work room.

(2) The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall be sufficiently lighted and ventilated and shall be maintained in a cool and clean condition.

(3) The State Government may - (a) prescribe the standards in respect of construction, accommodation, furniture and other equipment of shelters, rest rooms and lunch rooms to be provided under this section;

(b) by notification in the Official Gazette, exempt any factory or class or description of factories from the requirements of this section.

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48. CRECHES.

(1) In every factory wherein more than thirty women workers are ordinarily employed there shall be provided and maintained a suitable room or rooms for the use of children under the age of six years of such women.

(2) Such rooms shall provide adequate accommodation, shall be adequately lighted and ventilated, shall be maintained in a clean and sanitary condition and shall be under the charge of women trained in the care of children and infants.

(3) The State Government may make rules - (a) prescribing the location and the standards in respect of construction, accommodation, furniture and other equipment of rooms to be provided, under this section;

(b) requiring the provision in factories to which this section applies of additional facilities for the care of children belonging to women workers, including suitable provision of facilities for washing and changing their clothing;

(c) requiring the provision in any factory of free milk or refreshment or both for such children;

(d) requiring that facilities shall be given in any factory for the mothers of such children to feed them at the necessary intervals.

49. WELFARE OFFICERS.

(1) In every factory wherein five hundred or more workers are ordinarily employed the occupier shall employ in the factory such number of Welfare officers as may be prescribed.

(2) The State Government may prescribe the duties, qualifications and Conditions of service of officers employed under sub-section (1).

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Payment of Wages Act 1936

Applicability

It applies in the first instance to the payment of wages to persons employed in any factory, to persons employed (otherwise than in a factory) upon any railway by a railway administration or, either directly or through a subcontractor, by a person fulfilling a contract with a railway administration, and to persons employed in an industrial or other establishment specified.

Responsibility for payment of wages

Every employer shall be responsible for the payment to persons employed by him of all wages required to be paid under this Act:

Provided that, in the case of persons employed (otherwise than by a contractor)-

in factories, if a person has been named as the manager of the factory

in industrial or other establishments, if there is a person responsible to the employer for the supervision and control of the industrial or other establishments

upon railways (otherwise than in factories), if the employer is the railway administration and the railway administration has nominated a person in this behalf for the local area concerned.

The person so named, the person. so, responsible to the employer, or the person so nominated, as the case may be; [shall also be responsible] for such payment.

Trade Union Act 1926

Section 2(h) of the Trade Unions Act, 1926 has defined a trade union as

“Any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or between workmen and workmen, or between employers and employers, or for imposing restrictive conditions on the conduct of any trade or business, and includes any federation of two or more trade unions.”

Then this definition talks about three relationships. They are relationship between the:

Workmen and workmen

Workmen and employers

Employers and employers.

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THE MINIMUM WAGES ACT, 1948

An Act to provide for fixing minimum rates of wages in certain employments, whereas it is expedient to provide for fixing minimum rates of wages in certain employments.

1 Short Title and extent

2 Interpretation

3 Fixing of minimum rates of wages

4 Minimum rate of wages

5 Procedure for fixing and revising minimum wages

6 Advisory committees and sub-committees

7 Advisory Board

8 Central Advisory Board

9 Composition of committees etc.

10 Correction of errors

11 Wages in kind

12 Payment of minimum rate of wages

13 Fixing hours for normal working day etc.

14 Overtime

15 Wages of worker who works for less than normal working day

16 Wages for two or more classes of work

17 Minimum time rate wages for piece work

18 Maintenance of registers and records

19 Inspectors

20 Claim

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21 Single application in respect of a number of employees.

22 Penalties for certain offences

22A General provision for punishment of other offences

22B Cognizance of offences

22C Offences by companies

22D Payment of undisbursed amounts due to employees

22E Protection against attachment of assets of employer with Government

22F Application of Payment of Wages Act 1936 to scheduled employments

23 Exemption of employer from liability in certain cases

24 Bar of suits

25 Contracting out

26 Exemption and exceptions

27 Power of State Government to add to Schedule

28 Power to Central Government to give directions

29 Power to Central Government to make rules

30 Power of appropriate Government to make rules

30A Rules made by Central Government to be laid before Parliament.

31 Validation of fixation of certain minimum rates of wages

WORKMEN'S COMPENSATION (AMENDMENT) ACT, 1948.

An act to amend the enhancement relating to compensation to women for injuries suffered in the course of their employment. [22nd December, 1948.]

In this Act

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the expression “the Acts of 1897 and 1900” means the Workmen's Compensation Acts, 1897 and 1900;

the expression “the Act of 1906” means the Workmen's Compensation Act, 1906;

the expression “the Act of 1934” means the Workmen's Compensation Act, 1934 (No. 9 of 1934);

the references to a weekly payment by way of compensation under the Acts of 1897 and 1900 or the Act of 1906

include references to any sum payable under section 14 of the Act of 1934

Sections

1 Definitions.

2 “The appointed day.”

3 Supplementary allowance to workmen entitled to weekly payments under the Workmen's Compensation Acts, 1897 and 1900, and the Workmen's Compensation Act, 1906.

4 Amendment of section 5 of the Act of 1934.

5 Amendment of the Second Schedule to the Act of 1934.

6 Amendment of the Third Schedule to the Act of 1934.

7 Institution of proceedings to recover compensation under the Act of 1934 in non-fatal cases where workman in receipt of voluntary payment.

8 Revocation of certain orders.

9 Short title and collective citation.

MATERNITY BENEFIT ACT, 1961

An Act to regulate the employment of women in certain establishment for certain period before and after child-birth and to provide for maternity benefit and certain other benefits.

BE it enacted by Parliament in the Twelfth Year of the Republic of India as follows:-

1.Short title, extent and commencement.-

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(1) This Act may be called the Maternity Benefit Act, 1961.

(2) It extends to the whole of India1

(3) It shall come into force on such date2as may be notified in this behalf in the Official Gazette,-

o (a)in relation to mines and to any other establishment wherein persons are employed

for the exhibition of equestrian, acrobatic and other performances, by the Central Government; and

o (b) in relation to other establishments in a State, by the State Government.

2.Application of Act.-

1) It applies, in the first instance,-

(a) to every establishment being a factory, mine or plantation including any such establishment belonging to Government and to every establishment wherein persons are employed for the exhibition of equestrian, acrobatic and other performances;

(b) to every shop or establishment within the meaning of any law for the time being in force in relation to shops and establishments in a State, in which ten or more persons are employed, or were employed, on any day of the preceding twelve months:

Provided that the State Government may, with the approval of the Central Government, after giving not less than two month's notice of its intention of so doing, by notification in the Official Gazette, declare that all or any of the provisions of this Act shall apply also to any other establishment or class of establishments, industrial, commercial, agricultural or otherwise.

(2) Save as otherwise provided in sections 5A and 5B, nothing contained in this Act, shall apply to any factory or other establishment to which the provisions of the Employees, State Insurance Act, 1948 (34 of 1948), apply for the time being.

THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970

An Act to regulate the employment of contract labour in certain establishments and to provide for its abolition in certain circumstances and for matters connected therewith.

Provision of the Act:

The Act applies to every establishment/contractor in which 20 or more workmen are employed or were employed on any day in the preceding 12 months as contract labour and to

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every contractor who employs or who employed on any day of the preceding 12 months, 20 or more workmen. It does not apply to establishments where the work performed is of intermittent or seasonal nature. An establishment wherein work is of intermittent and seasonal nature will be covered by the Act if the work performed is more than 120 days and 60 days in a year respectively. The Act also applies to establishments of the Government and local authorities as well.

THE INDUSTRIAL DISPUTES ACT, 1947 [11th March, 1947.]

An Act to make provision for the investigation and settlement of industrial disputes, and for certain other purposes. WHEREAS it is expedient to make provision for the investigation and settlement of industrial disputes, and for certain other purposes hereinafter appearing.

Salient Features of the Act:

1.Any industrial dispute may be referred to industrial tribunal where generally both parties to such dispute agree with each other.

2.Am award shall be binding on both parties to the dispute for a specified period not exceeding one year. It is enforced by government ( Award : judgment of Court)

3.Strikes and lock outs are prohibited

o aDuring pendency of conciliation and adjudication proceedings (pending compromise, final

decision procedure)

o During pendency of settlement during the course of conciliation proceedings. (strike is

weapon of trade unions, loc out is weapon of management)

o During pendency of awards of Industrial Tribunal

4.During emergency appropriate government declares the following industries to be public utility services for a maximum period of six months.

o Transport of passengers or goods by land water or air

o Coal

o Cotton textile

o Food stuffs

o Iron and steel

5.In case of layoff or retrenchment of workmen employer is required to pay compensation to them (retrench : remove excess people permanently )

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6.Provision has also been made for payment of compensation to workmen in case of transfer or closure of an undertaking

7.Authorities under the Act :-

o Works Committee

o Conciliation Officer

o Board of Conciliation

o Court of Inquiry

o Labour Court

o Industrial Tribunal

o National Tribunal

Machinery for the settlement of dispute or Authorities under the Industrial Dispute Act, 1947

1.Works Committee :

Section 3 provides that

1. In an establishment where 100 or more workmen are employed the appropriate government may constitute works committee (Works Committee) as described. The number of representatives of workmen and the employer must be same. Such representatives of workmen are selected from workmen in consultation with trade union, if any.

2.It is the duty of Works Committee to preserve amity and good relation between employer andworkmen to comment (discuss) upon matters of common interest and to find out an amicable solution (peaceful) towards the same. The main task of the Works Committee is to reduce friction between management and workmen in day to day work. The Works Committee does not supersede trade union for collective bargaining. They are not entitled to consider substantial changes in the conditions of service.

EQUAL REMUNERATION ACT, 1976

An act to provide for the payment of equal remuneration to men and women workers and for the prevention of discrimination, on the ground of sex, against women in the matter of employment and for matters connected therewith or incidental thereto.

Be it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follow: -

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Prefatory Note – Statement of Objects and Reasons. – Article 39 of Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. To give effect to this constitutional provision, the President promulgated on the 26th

September, 1975, the Equal Remuneration Ordinance, 1975 so that the provisions of Article 39 of the Constitution may be implemented in the year which is being celebrated as the International Women’s Year. The Ordinance provides for payment of equal remuneration to men and women workers for the same work or work of similar nature and for the prevention of discrimination on grounds of sex.

The Ordinance also ensures that there will be no discrimination against recruitment of women and provides for the setting up of Advisory committees to promote employment opportunities for women.

The Bill seeks to replace the Ordinance.

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