1. RAJEEV SHARAN
RAJEEV SHARAN
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HUMAN RESURCE MANAGEMENT
ASSIGNMENT NO-02

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 List the various steps involved in Selection Process
The selection process checklist
 Step 1 - Preparation
 The need for the position was considered
 The possibility of job redesign was examined
 An up-to-date position description was available
 The position description adequately supported the selection process
 Step 2 - The Selection Committee
 At least one member was trained in Staff Selection
 The selection process gave a high priority to achieving a timely resolution
 All information relevant to the selection process was kept confidential
 Equal opportunity issues were drawn to the attention of members
 All members were involved at all stages of the selection process
 The committee was appropriately constructed in terms of membership
 Gender balance was achieved
 The same core questions were asked of each applicant
 Provision of feedback for unsuccessful applicants was arranged and carried out
 All information used in the selection process was returned to the convenor
 The principles of merit based selection were applied at all times
 A clear process for reaching a decision existed
 Each applicant was objectively and impartially assessed against the selection criteria
 The same panel members were retained throughout the selection process
 Step 3 - Selection Criteria
The selection criteria:
 proved assessable/verifiable during the selection process
 were kept to an essential minimum
 had input from all members of the committee
 were clearly communicated to applicants
 were lawful
 were not altered once the process commenced
 were assessed in the context of written applications
 were assessed in the context of referee reports
 were assessed in the context of interview
 were not used to eliminate an "over qualified" applicant
 were derived from the position description
 were not structured to favour an "acting" appointment
 Step 4 - Advertising
The advertisement:
 did not exceed 75 words
 contained a contact point for information
 discouraged unsuitable applicants
 attracted sufficient quality applicants
 specified a closing date
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 was supported by additional information handouts
 Step 5 - Shortlisting
 Shortlisting commenced after the closing date for applications
 The process involved all members of the selection committee
 The shortlist was developed against the selection criteria
 Concerns or conflicts of interest were dealt with
 The shortlist included applicants who satisfied all essential Selection criteria
 Unsuccessful applicants were notified once eliminated from consideration
 Interviews were granted on merit
 Step 6 - Referees
 Referees were directed to comment against selection criteria
 Referees provided information that contributed to the selection decision
 Reports were read by all members of the selection committee
 Only information from nominated referees as opposed to "unofficial" referees was considered
 Reports were held in strictest confidence
 Applicants were advised if contact was to be initiated with referees
 Step 7 - Structuring the Interview
 All committee members had input in structuring questions
 Each criterion was sufficiently covered by interview questions
 Example based questions were asked
 The interview had a structure
 A record of interview was kept
 The role of each committee member during the interview was agreed
 Interviews were held, as far as possible, on the same or successive days
 Applicants' convenience and comfort was a consideration
 Step 8 - Conduct of the Interview
 The venue was fit for the purpose
 Committee members had read applicants' details
 Reception of applicants was arranged
 The committee convened 30 minutes before the first interview
 Note-taking practice was determined
 Qualifications were sighted
 Members were introduced and identifiable to applicants
 No interruptions occurred during an interview
 The convenor explained the interview structure to the applicants
 Questions of clarification were used
 Applicants were given time to ask questions
 Step 9 - Reaching a Selection Decision
 A decision process was determined in advance of attempting to reach a decision
 First impressions were checked against a number of sources
 Possible "halo" effects were avoided
 Negative information was balanced against positive information
 The selection decision was not influenced by the sequence of interviews
 The selection decision was not a rushed decision
 The selection decision was not subject to pressure from the convenor
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 Step 10 - In Conclusion
 Applicants were given timely advice of the outcome of their application
 A committee member was delegated to offer feedback to applicants
 Committee members contributed input to feedback to be provided
 Working papers were returned to the convenor
 A good appointment resulted
QUESTION NO 02
List various sources of Recruitment and Factors affecting Recruitment. Explain the
Recruitment process being adopted in any organization you are familiar with.
DEFINITION
“Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs in
an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the
selection ratio. Selection on the other hand tends to be negative because it rejects a good number of those,
who apply, leaving only the best to be hired.”
-Edwin B flippo
SOURCES OF RECRUITMENT
INTERNAL SOURCES
Internal Sources include personnel already on the pay-roll of the organization. Whenever any vacancy
arises, somebody from within the organization may be looked into:
MERITS
It improves the morale of employees, for they are assured of the fact that they would be preferred over
outsiders when vacancies occur
 The employers are in a better position to evaluate those presently employed than outside candidates.
This is because the company maintains a record of the progress, experience and service of its
employees
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 It promotes loyalty among the employees, for it gives them a sense of job security and opportunities
for advancement
 As the person in the employment of the company are fully aware of, and well acquainted with, its
policies and know its operating procedures, they require little training, and the chances are that
they would stay longer in the employment of the organization than a new outsider would
 It is less costly than going outside to recruit.
DEMERITS
 It often leads to inbreeding, and discourages new blood from entering an organization
 There are possibilities that internal sources may “dry up”, and it may be difficult to find the
requisite personnel from within an organization
 Since the learner does not know more than the lecture, no innovation worth the name can made.
Therefore, on jobs which require marginal thinking, this practice is not followed
 As promotion is based on seniority, the danger is that really capable hands may not be chosen.
EXTERNAL SOURCES
External Sources of recruitment refer to Prospective candidates outside the enterprise. They usually
include new entrants to the labor force.
MERITS
 External sources provide the requisite type of personnel for an organization, having skill, training
and education up to the required standard.
 Since persons are recruited from a large market, the best selection can be made without any
distinctions of caste, sex or color.
 In the long run, this source proves economical because potential employees do not need extra
training for their job.
DEMERITS
 However, this system suffers from what is called “brain drain,” especially when experienced
persons are raided or hunted by sister concerns.
FACTORS AFFECTING RECRUITMENT
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RECRUITMENT PROCESS AT INFOSYS
External environment
Internal environment
A
P Preliminary interview
P
L
I Selection test
C
A
T Employment interview
I
O
N Reference and Background
R
E Analysis
J
E
C Selection decision
T
E
D Physical examination
Job offer
Employment contract
Evaluation
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QUESTION NO 03
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.
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;
(dd) 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.
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(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.
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).
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)-
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 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.
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.
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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
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.
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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.
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:
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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 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
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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.
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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