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Table of Contents

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Serial No Contents of Page Page

no

1. History of Company 5

2. Recruitment Manual 10

3. Selection Procedure 14

4. Recruitment of Outsourced Employees 19

5. Employee involvement activities 22

6. SWOT Analysis 25

7. Tasks Handled 27

8. Bibliography 29



TATA POWER HISTORY

Since the early ‘70s, The Tata Power Company Limited, through itsStrategic Electronics Division (Tata Power SED), has been a leadingprivate sector player in the indigenous design, development, productionand supply of defence systems.

For close to four decades, Tata Power SED has partnered the Ministry of Defence (MoD), the Armed Forces, DPSUs and DRDO with development &supply of state-of-the-art Systems ...

Since the early seventies, The Tata Power Company Limited through itsStrategic Electronics Division For close to four decades is leading brandand Trusted name in Defence Products.

Tata Power SED has partnered the Ministry of Defence (MoD), the ArmedForces, DPSUs and DRDO with development & supply of state-of-the-artSystems and has now emerged as a Prime Contractor to MoD for Indigenous Defence Production.

It secured Orders for Pinaka Multi Barrel Rocket Launcher System fromthe Indian Army and the COTS-based Automatic Data Handling System for

Air Defence from the Indian Air Force.

Tata Power SED, a leading domestic player in Strategic Electronics, is nowglobally recognised for harnessing its “Systems and Engineering”capabilities and has been assessed at Maturity Level 3 under the latestVersion 1.2 of the CMMI model covering System Engineering & Softwareareas.

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The Division is poised to harness its multi-disciplinary capabilities to be along tern reliable partner to Indian Defence forces in this era of DigitalWars.

Success in modern war depends on Integrated operations over distributedgeographies using Sensors and Weapons of varying vintage.

Tata Power SED's team has the right blend of technological andoperational experience in integrating these heterogeneous systems, usingboth industry standard and system specific interfaces and protocols.

In recognition of its pioneering capabilities in Design, Development,Manufacturing and System Integration,

Tata Power SED was nominated by MoD as a Major Work Centre for theSamyukta Electronic Warfare Program under the aegis of DRDO.

Tata Power SED has also received several national awards from industry

associations such as the Federation of the Indian Chamber of Commerceand Industry (FICCI), the Confederation of Indian Industry (CII) and theMinistry of Science and Technology.

The high-tech nature of the development work requires SED to have astate-of-the-art development environment. The Development environmentcomprises high-end PCs and SPARC workstations.

Extensive use is made of CASE and various testing and debugging tools.Languages supported include C, C++ and Visual C.

Through the deployment of networked support systems for ConfigurationManagement and an integrated division-wide ERP, traceability of everysingle hardware and software component throughout the program life cycleis maintained.

4



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Tata Power SED today, provides comprehensive solutions inDefence Systems encompassing Embedding Intelligence inSensors & Weapon Systems and has capabilities in theareas of:

• Engineering and Packaging of large structuralpayloads for launch platforms up to compact electronicunits for airborne applications.

• Robust and Real Time Software for Embedded

Applications]• Simulation• Development of advanced algorithms for Platform

Servo Control, Target Data Processing/ Tracking /Fusion for Radars and other Sensors]

• Artillery Ballistics

Our manufacturing facilities in Bangalore are geared to meet

quality production requirements and are compliant withDefence Standards.

We are backed by a select group of vendors whose facilitieshave been evaluated and approved for defence qualityproduction.

Tata Power SED has a comprehensive state of the art manufacturingfacility which implements the Production Processes needed to achievereliable products. The Processes integrate the following:

• Incoming Inspection• Production Planning & Control• Assembly

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• Line Quality Control• Module / Unit-level Testing• System Integration

• Final Inspection & Testing• Customer Inspection / Testing & Acceptance• Quality Processes

Measurement, Analysis & Improvement

Monitoring & Measurement of Products

In-process Inspection & Testing

Internal Quality Audit

• Repair of Defective Parts returned by Customer • Analysis of Data & Continuous Improvement• Corrective and Preventive Actions

In order to achieve the above, the entire production facility has beenupgraded to provide the following facilities:

Dedicated facility for PCB Assembly, Testing, Rework in Class 100K CleanRoom and ESD Protected Areas.

Dedicated facility for Sub-System Assembly, Testing and Repair in ESDProtected Areas

Dedicated facility for Large System Integration, Testing and tuning

Mechanical Prototyping / Fabrication Facility

6



.

Recruitment ProcessINCLUDEPICTURE "http://scanconsulting.net/images/recruitment process.jpeg" \* MERGEFORMATINET

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Open-Door Policy

TATA POWER is committed to an Open Door policy.

Every associate is encouraged to discuss problems, complaints, needs or requests with those in supervisory positions.Our business is a challenging one that requires a healthy attitude.

By keeping our doors open to you, we hope to keep problems or frustrations from diminishing your spirit for the job of satisfying our guests.

Should you face a problem or have a need that requires special attention,

your Supervisor or Department Head is a good place to start.

1. Immediately discuss the problem with your Supervisor or DepartmentHead.If you do not feel comfortable discussing the matter your Supervisor or Department head, bring the matter to the attention of your HumanResources Department.

2. If, after preliminary discussion, the matter has not been resolved,you are encouraged to discuss the situation with your HumanResources Director.This individual will consider the complaint and will inform you of theresolution without delay.

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RECRUITMENT MANUAL

Aim -

To put all the recruitment processes, policies and practices in a

“Recruitment Manual" which will help the company to streamline and follow.

Learning objectives

Understanding the Recruitment Process

Suggesting any changes and Alteration in the process

Knowing about the day to day activities like leavesmanagement & attendance rectifications.

Recruitment:

Process of identifying and hiring best-qualified candidate

(from within or outside of an organization) for a job vacancy, in a most

timely and cost effective manner.

A recruiting program has following goals

– Attract highly qualified candidates. – Help ensure that individuals who are hired will stay with the

company.

– Achieve cost efficiency.

– Assist a company’s efforts to comply with nondiscrimination

laws

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http://www.businessdictionary.com/definition/process.html

http://www.businessdictionary.com/definition/candidate.html

http://www.businessdictionary.com/definition/organization.html

http://www.businessdictionary.com/definition/job.html

http://www.businessdictionary.com/definition/cost.html

http://www.businessdictionary.com/definition/effective.html

http://www.businessdictionary.com/definition/process.html

http://www.businessdictionary.com/definition/candidate.html

http://www.businessdictionary.com/definition/organization.html

http://www.businessdictionary.com/definition/job.html

http://www.businessdictionary.com/definition/cost.html

http://www.businessdictionary.com/definition/effective.html



Factors affecting recruitment

• Business Strategy.

• General Economic Conditions.

• Specific Labor Market Conditions.

• Government Regulation – EEO

• Job Design - Skill Requirements.

• Time/Cost Constraints

• Other HRM Activities.

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SOURCING THE CANDIDATES

• Direct mailers

• Naukri.com

• Employee referrals

• Resume Drop Box

• Consultants

• Rehires

• Consultants

• Transfers

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Advertising Source sR ec ruitme nt Activities

Newspaper Networking

Jo urn al an d p rofessional p ublications Ask fo r referrals fro m cow orkers, p eers, et

Min o rity Publications Hire Search Firm /Headhunter

W ebsites (your com pany) Po st p o sition an nouncements at co nferenfairs, and p ublic bullet in bo ards

Electronic Jo b Bo ards (m onster. CO M,rxc areerc enter.com, etc.)

Send p o sit ion announcements toco lleges/schools with p rograms in area o f i

Pro fess ional Associations (jo b boards, an d list

serves)

Send to l o cal chapters of p rofessional

ass o ciations. Seek n ominations from o ther

Pos t Op enings on internal bullet in bo ardsSearch yo ur applicant tracking sy stem d at

for p ast applicants

An n o un ce an d ad vertise i nterna lly

(n ews letters, mem o’s, e-mail, etc.)

Dev elo p relationships wi th mi nority o rgani

to en co urage referralsPos ting at c o nferences and o ther professional

events

Us e tempo rary agencies and Pro fessional

Emp lo yment O rganizations (PEO)

Co lleges an d un iversity placement o fficesO btain l ists and ma il letters to th e member p ro fessional as sociations

Ca reer Fairs Dev elo p sourcing p ipeline p rograms to culfuture ap p licants (ap prenticeships, affirm a

actio n p rograms, internships, etc.)

INTERVIEW SELECTION PROCEDURE

RESPONSIBLE PROCEDURE REMARKS

Human ResourcesDepartment Head

Source candidate for the vacant position(Through Data Bank, PlacementConsultant, Reference Candidates)

Employee Requisition Formto be given by DepartmentHead in case the positionshave been frozen

Personnel Manager Conduct first interview with PersonnelManager (Interview AssessmentSummary to be filled up by Interviewer)

Within 2 weeks of receivingthe Employee RequisitionForm

Human Resources Within 15 days

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Regret Letter to

candidates not

short listed



Human ResourcesDepartment HeadDivision Head

Employment Application Form to be filledup by the candidate. Interview withDepartment Head/ Division Head for second preferably the same day.Interview Assessment Summary to befilled by the Interviewer

After First interview

Human Resources Within 15 days

Director of HumanResourcesGeneral Manager

Final round of Interview with Director of Human Resources/ General Manager After Second interview

Human Resources Reference Check to be conducted for the

selected candidates

After Final interview

Human ResourcesContact the successful candidateregarding the employment particularssuch as starting date, salary, medicalcheck-up etc

ASAP

Human ResourcesUpon receiving medical report, candidateto be informed and confirmed theappointment at TATA POWER Mumbai

ASAP

Training Manager

New employees to attend GeneralOrientation on a reporting day

Training Manager to beinformed about theexpected team membersevery Friday (for MondayOrientation)

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Regret Letter to

candidates not



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INTERVIEW AND SELECTION PROCEDURE :

FIRST ROUND OF INTERVIEW- HUMAN RESOURCE ROUND

• Conducted by the Human Resource Officer

• Salary expectations

• Interview assessment form is filled

• Employment application form to be filled in with the

candidate.

• Rejected candidates to be given a regret letter within 15

days.

SECOND ROUND OF INTERVIEW – DEPARTMENT HEAD

• After the candidate clears the HR round.

• Conducted by Department head.

• Fills the interview assessment form.

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THIRD ROUND OF INTERVIEW-DIVISION HEAD

• After clearing the second round.

• Mostly takes place on the same day along with the

Department head round.

• Technical ability of the candidate is checked i.e. if the

candidate is suitable for the vacant position.

• Interview assessment form is filled

• Candidate who are not short listed to be given regret letter

within 15 days.

Reference check has to be done before the candidate appears for

the final interview

FINAL ROUND OF INTERVIEW- GENERAL MANAGER/ DIRECTOR OF

HUMAN RESOURCE

•Conducted after all the previous rounds are successfullycleared by the candidate.

• Comments on the interview assessment form.

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If the candidate is not selected then he/she had to be

informed about the same by a regret letter.

If selected, contact candidate within 2 days to confirm

their date of joining.

CHECK IN PROCEDURE

1. Salary is finalized.

2. Prepare Letter of Appointment, Job Description and Salary &

Benefit Grid.

3. Letter of Appointment to be signed and approved-director of

Human resource, Division head and Director of finance- within

5 days of employee joining.

- New Hire Forms/ Career Profile/ Transfer Form (if

applicable)/

Copy of Appointment letter to sent to Area Director

Human Resources- within 3 days of employee joining.

4. The list to be given to the security one day in advance listing

the names of the new joiners.

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5. Essential Documents to be given to selected candidates

– Letter of Appointment

– Salary Structure

– Grooming Standards

– Job Descriptions

– Submission of Documents

– Pre-Employment Medical Letter

– Pre-Employment Kit

–

6. Formalities on day of joining-

• Filing of Joining forms (Joining Report, PF, ESIC,

Nomination for Personal Accident & Hospitalisation, Tax

Declaration, etc) - to be completed within 4 days of

employee joining.

•Submission of Documents & Photographs.

• Bank Account for Salary.

FOLLOWING ITEMS GIVEN

– Food Coupons

– Basic Stationary

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– Permanent Employee ID Card

– Medi Assist Card

– Visiting Cards

– Temporary ID Card

– PC

– SIM card

– E-mail ID

– Permanent Access card

– SMILE Induction Kit

– Buddy

– Bank Account Formalities

ESSENTIAL TO DO'S POST LOA

– Salaries to be fed in Prism on the basis of a New Hire Form.

– signed copy of LOA, copy of Job Description & salary sheet

to be given to the Personnel Officer in charge of Personal

files the day the candidate joins. These documents have to

filed by the respective Personnel Officer

– Copy of this mail to be physically handed over to Security.

– Personnel Announcement to be prepared and sent to the

Director of Human Resources.

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– A group photo to be clicked and a soft copy to be pasted in

the Personnel Announcement.

– Format of the Personnel Announcement for Level 6 & above

in the power point format for reference. – The vacancy list and the hiring schedule has to be updated

as per the new joiners and the attrition report.

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S O U R C E S O F R E S U M E S

T e l e p h o n i c E n q u i r y R e s u m e D r o p B o x R e s u m e M a i l toR e c r u i tm e n t A g e n c y H u m a n R e s o u r c e

E m p lo y e e R e fe r e n c eK I V ( K e e p I n V i e w ) F i le s

N a u k r i .c o m

S c r e e n in g O f R e s u m e( w i th th e h e l p o f

E m p l o y e e S p e c i f i c a ti o n s

A n d r e v i e w th eV a c a n c y L i s t )

I f th e r e s u m e is d e c l i n e dS e n d R e g r e t E-m a i l / C a l l w i th i n 4 8 h r s

I f th e r e i s N o Va c a n c y th e r e s u m e i s K e p t

H o l d ( K I V F i l e s ) a n d th e n a n E-m a i l / o r w eC a l l th e c a n d i d a t e a b o u t th e s ta t u s

F i r s t I n t e r v i e wH u m a n R e s o u r c e sL e v e l 1 t o 3 – P e r s o n n e l O f f i c e r /

H u m a n R e s o u r c e s C o o r d i n a to r L e v e l 4 t o 8 – P e r s o n n e l M g r . / H R M g r .

D i r e c to r o f H u m a n R e s o u r c e s

R e c ru i t m e n t To o l su s e d d u r in g t h is p r o c e s s

H I A p p l ic a t i o n F o r m +C a r e e r P r o fi l e + R e s u m e +

E v a l u a ti o n F o r m( L e v e l 1-3 )

C o r e C o m p e t e n c ie s

&( L e v e l 4-8 )

L e a d e r s h i pC o m p e t e n c i e s

C a n d i d a t eS e l e c t i o nW o r k f l o w

A f te r s h o rF i r s t R

S a l a r y D i s c u

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S e c o n d I n te r v i e wO p e r a t i o n a l /

D e p ar t m e n ta l H e a dT h i r d I n te r v i e wD i v i s i on a l H e a d

C a n d i da t eR e fe r e n c e C h e c k i s d o n e fr o m

th e P a s t E m p lo y e r

F i n a l I n te r v i e wG e n e r al M a n ag e r /

R e s id e nt M a na g e r

O n c e s e l e c t e d th ec a n d i d a te i s i n v i t e d f o r

c o l l e c t i n g :

• L e tt er o f A p p o i n tm e n t

• J o b D e s c r i p ti on• G r o o m i ng S ta n da r d s• M e d ic a l K it f or P r e-

E m p lo y m e n t M e d ic a l

P r o c e s s• L i s t o f do c u m e n ts t o be

s u b m i tt ed

R e cr u it m e n t C y c le :

1 . C u r r e n t l y c a n d i d a t e v i s i t t h e h o t e l tw i c e

a n d h a s 3 o r 4 r o u n d s o f i n te r v i e w s in a l l .2 . O n t h e v e r y fi r s t v i s i t 2 r o u nd s o f i n te r v i e w a r e ta k e n

( H R In te r v i e w & D e p a r tm e n ta l H e a d In te r v i e w A r e c o n d uc te d )

3 . O n t h e s e c o n d v i s i t r e m a i n in g 2 r o u n d s a r e t ak e n

( D i v i s io n al H e a d & t h en w i th G e n e r al M a n a g e r /

R e s id e nt M a n ag e r )2 . E n t i r e p r o c e s s i s c l o s e d w i th i n 8 t o 1 0 d a y s p e r i o d .3 . A l l s e l e c t e d c a n d i d a t e s t h e n j o i n o n 1s to r 1 5th o f e v e r y

m o nth ( T w i c e a m o nth )

I f t he ca nd i da tei s s e l e c t ed

F i n a l S a l a r yN e g o ti a ti o n i s d o n e

I f th e r e s u m e i s d e c l i n e dS e n d R e g r e t E-m a i l / C a l l w i th i n

4 8 hr s O r K e p t o n H o l d

( K I V F i l e s ) & w e c a l l th ec a n d i d a t e a b o u t t h e s t a t u s

If t he r e s u m e i s d e c l i n e dS e nd R e g r e t E-m a i l / C a l l w i th i n

4 8 hr s O r K e p t on H o l d

( K I V F i l e s ) & w e c a l l th eC a n d i d a t e a b o u t t h e s t a t u s

If th e r e s u m e i s d e c l i nS e n d R e g r e t E-m a i l / C a l l w i t

4 8 hr s O r K e p t o n H o l

( K I V F i le s ) & w e c a l l tC a n d i d a t e a b o u t th e s t

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RESPONSIBLERECRUITMENT OF OUTSOURCED

EMPLOYEES

Human

Resources

If the Departmental Heads requires staff

.Inform the H.R.D. HRD will inform the

Contractual company for the requirement.

Contract

Company

Contract Company will co-ordinate with Human

Resources and send candidates for interview.

Division

Head/

DPT HEAD

Divisional Head / Departmental Head will first

interview the candidate if shorlisted will be

forwarded to Human Resource Department for

Director of Human Resources approval.

Process

YES

If the applicant is

approved then

further processingwill be required by

the contractual

company as per the

check list

NO

Rejected. Original

paper will be sent

back to the

contractual company

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Contracted

Company

4 days prior to the

employee joining.. A

list will be sent

Human Resources

with Date of Joiningand Date of Birth

mentioned

Contracted

Company

On the day of

joining the

contracted company

shall handle overthe Xerox Biodata ,

Photograph and

confirmation of

reference to the

Human Reference

Department

Process

P.F no, within 2 days

of

employee joining

and ESIC no. within

45 days of an

employee joining.

Process

24

PF Challan and ESIC

Challan to be

submitted in the HR

Dept by 21st of



Performance Development

It is important that you maintain open communication with your Supervisor at all times to ensure that you review and build on your strengths, andidentify those areas of your performance that require improvement.

Performance development discussions are ordinarily conducted during thefirst quarter of each year to formally discuss your performance,and to allow you and your Supervisor to plan for the future. Annual salary

increases are also considered at this time.

Training and Development

TATA POWER is committed to delivering the best training solutions toenhance your performance, help you exceed department expectations andachieve company goals. Training resource formats are listed below.

• Classroom training provides the opportunity to examine and discusstopics of common interest with colleagues in a group setting.

• E-learning allows associates to learn at an office desktop or, in somecases, at home.

Some of the topics included in the curriculum:

• Communication

• Management

• Professional Development

• Technical Skills

Associates are encouraged to work with their managers to identify a pre-existing learning curriculum for their job, or develop a custom plan basedon their particular needs.In the event an associate has aspecific need, please contact HumanResources.

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Employee involvement activities

• One activity compulsorily takes place every month.

• Celebrate earth day every year

• Food festival every month

• Birthday celebration every month

• Employee suggestion box (best suggestion awarded)

• Gallup survey.

• Celebrating all cultural festivals round the year

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SWOT Analysis

STRENGTHS

• Responds to the manning needs effectively.

• Young energetic and committed team.

• Promotions from within.

• Timely review.

• Transfers within the department and hotels encourage development.

• Benefits offered to ensure employee involvement

• Brand name

• Events and games round the year.•

• Location

WEAKNESS

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• Attrition rate is high.

• Replacements can be costly.

• Does not encourage Walk In.

• Cannot attract outstation candidates.

• Employees expected to work long hours.

• Current salary structure cannot attract quality employees.

OPPORTUNITIES

• Can provide educational assistance to people willing for long termassociation with the company i.e. investing in the potential.

• Ample scope for growth through job rotation• See what benefits competitors offer that we don’t.• See what competitors target with respect to selecting candidates.• Increasing the budget for hiring competitive manpower.• Identifying communication channel to enhance hr interaction with

employees.

THREATS

• The pace at which the competitors are growing.• People leaving after the induction period adding to the training cost.

RECRUITMENT

Making calls to the candidates who have forwarded their resume and

scheduling their Interviews.

Coordinating for the final interviews

Doing reference check of the employees before they join.

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Making their Letter of Appointment

Giving the LOA to that particular employee who joins the organization andexplaining the him / her the salary structure.

Welcoming the candidates who join on the very first day of joining.

BIBLIOGRAPHY

• naukri.com

• www.Citehr.com

• Employee handbook

• Half yearly recruitment report

• www.erexchange.com

• www.pyramidnet.com

• www.Human Resource Planning Journal.com

• www.training magazine.com

29

http://www.erexchange.com/

http://www.pyramidnet.com/

http://www.training/

http://www.erexchange.com/

http://www.pyramidnet.com/

http://www.training/



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