1. HRM ASSIGNMENT NO-02
2/22/2011
SUBMITTED TO: SUBMITTED BY:
Mr. ARIVOLI N. DILIP SINGH
DFT(AP-06)

2. 1. List the various steps involved in Selection Process.
Selection Process In HRM
The 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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3. 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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4. 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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5. 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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6. 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 provide
Second 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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7. 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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8. 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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9. 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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10. 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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11. 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
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12. 19 Inspectors
20 Claim
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
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13. 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
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.
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14. 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.-
(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.
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15. 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
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
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16. 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 )
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.
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17. 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: -
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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