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Recruitment Process Study at Samsung India Electronics Ltd

By

Aryavarat College of Technology and Management Lucknow

Executive Summary Recruitment Process at Samsung Electronics India Ltd

Samsung is implementing the Recruitment process with hiring cost saving across its global units. The Manufacturing unit is in Noida and Chennai is involved in the rollout of the recruitment across all the offices in India. The company has already implemented the GHR platform for recruitment and payroll. The process of Recruitment in an organization involves numerous steps: a) b) c) d) e) Workforce Planning Manpower requisition Recruitment and Selection Short listing and Offer Induction & Joining

The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organization. In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives.

The main objectives of this project are studying and understanding the entire recruitment process from planning to joining and induction within the organizations.

The project will be completed in three phases:

1. 2.

Understanding the Recruitment Process Induction Process

A detailed explanation of phases one and three (phase two of the project was handled by another intern) are given below in the later chapters.

Table of Contents Executive Summary.................................................................................................................. 1 Table of Contents...................................................................................................................... 4 Project Phase 1.......................................................................................................................... 6 Chapter 1 Introduction.............................................................................................................. 7 About Samsung Electronics................................................................................................. 7 Samsung India Electronics Limited ................................................................................... 7 The Samsung Philosophy....................................................................................................... 7 Our Values.............................................................................................................................. 8 People................................................................................................................................. 8 Excellence........................................................................................................................... 8 Change................................................................................................................................ 8 Integrity.............................................................................................................................. 9 Co-prosperity...................................................................................................................... 9 Vision 2020.......................................................................................................................... 10 ............................................................................................................................................. 11 2000-Present Pioneering the Digital Age.............................................................................. 11 ............................................................................................................................................. 17 ............................................................................................................................................. 17 ............................................................................................................................................. 17 ............................................................................................................................................. 18 ............................................................................................................................................. 18 Recruitment Process................................................................................................................ 21 Sources Of Recruitment.......................................................................................................... 23 Recruitment Policy Of a Company........................................................................................... 24 Recent Trends in Recruitment................................................................................................. 25 Recruitment Strategies............................................................................................................ 26 Beware of asking questions about personal interests. They can get the interview off track or annoy people who want to keep their work and private lives separate. ................................................................................................................................................ 31 SAMSUNG RECRUITMENT PROCESS:........................................................................................ 32 ................................................................................................................................................ 34 ................................................................................................................................................ 36 ................................................................................................................................................ 37

................................................................................................................................................ 38 Process ........................................................................................................................... 39 Resource Request................................................................................................................... 39 Chapter 2................................................................................................................................ 52 2.1 Method........................................................................................................................... 52 Chapter 3 Results and Discussions.......................................................................................... 54 Results................................................................................................................................. 54 Improve X5: Internal Job Posting............................................................................................ 55 A lot of tenured employees in the system have been handling the same profile for a number of years and are not performing at their personal peak. Stagnation in job profile is clearly visible...................................................................................................................................... 55 Set up a process where internal employees can apply for all positions placed in the Samsung Referral Program and have a change of profile which could also include role enhancement. Replacement of employees position would be with a more suitable profile at lower cost.......55 Improve Effect ........................................................................................................................ 55 Employee satisfaction would have the biggest impact along with cost benefits from replacement positions closed.................................................................................................. 55 Improvement Summary........................................................................................................... 56 Chapter 4 Conclusion / Learning............................................................................................. 56 Appendices.............................................................................................................................. 59 Appendix 1: Screen shots of SAP ESS available at IBM.....................................................59 List of Figures

Project Phase 1

Chapter 1 Introduction About Samsung Electronics

Samsung India Electronics Private Limited (SIEL) is the Indian subsidiary of the US $55.2 billion Samsung Electronics Corporation (SEC) headquartered in Seoul, Korea. It is the hub of Samsungs South West Asia Regional Operations, and looks after its business in Nepal, Bangladesh, Maldives & Bhutan besides India. SIEL commenced operations in India in December, 1995. Initially, a player only in the Color Televisions segment, it later diversified into color monitors (1999) and refrigerators (2003). Today, it is recognized as one of the fastest growing brands in the sphere of digital technology, and enjoys a sales turnover of over $ US 1 billion in a just a decade of operations in India. Samsung in India has a presence in the following areas of business: Consumer Electronics (CE)/Audio Visual (AV) Business Home Appliances (HA) Business Information Technology (IT) Business and Telecomunications For which all the manufacturing is done at the Noida Manufacturing Plant, and a new plant which is has started in Chennai. Samsung India Electronics Limited

The Samsung Philosophy At Samsung, we follow a simple business philosophy: to devote our talent and technology to creating superior products and services that contribute to a better global society.

Every day, our people bring this philosophy to life. Our leaders search for the brightest talent from around the world, and give them the resources they need to be the best at what they do. The result is that all of our productsfrom memory chips that help businesses store vital knowledge to mobile phones that connect people across continents have the power to enrich lives. And thats what making a better global society is all about. Our Values We believe that living by strong values is the key to good business. At Samsung, a rigorous code of conduct and these core values are at the heart of every decision we make.

People Quite simply, a company is its people. At Samsung, were dedicated to giving our people a wealth of opportunities to reach their full potential.

Excellence Everything we do at Samsung is driven by an unyielding passion for excellenceand an unfaltering commitment to develop the best products and services on the market.

Change In todays fast-paced global economy, change is constant and innovation is critical to a companys survival. As we have done for 70 years, we set our sights on the future,

anticipating market needs and demands so we can steer our company toward longterm success.

Integrity Operating in an ethical way is the foundation of our business. Everything we do is guided by a moral compass that ensures fairness, respect for all stakeholders and complete transparency.

Co-prosperity A business cannot be successful unless it creates prosperity and opportunity for others. Samsung is dedicated to being a socially and environmentally responsible corporate citizen in every community where we operate around the globe.

Vision 2020 As stated in its new motto, Samsung Electronics' vision for the new decade is, "Inspire the World, Create the Future." This new vision reflects Samsung Electronics commitment to inspiring its communities by leveraging Samsung's three key strengths: New Technology, Innovative Products, and Creative Solutions. -- and to promoting new value for Samsung's core networks -- Industry, Partners, and Employees. Through these efforts, Samsung hopes to contribute to a better world and a richer experience for all.

As part of this vision, Samsung has mapped out a specific plan of reaching $400 billion in revenue and becoming one of the worlds top five brands by 2020. To this end, Samsung has also established three strategic approaches in its management: Creativity, Partnership, and Talent. Samsung is excited about the future. As we build on our previous accomplishments, we look forward to exploring new territories, including health, medicine, and biotechnology. Samsung is committed to being a creative leader in new markets and becoming a truly No. 1 business going forward.

2000-Present Pioneering the Digital Age The digital age has brought revolutionary change and opportunity to global business, and Samsung has responded with advanced techno-logies, competitive products, and constant innovation. At Samsung, we see every challenge as an opportunity and believe we are perfectly positioned as one of the world's recognized leaders in the digital technology industry. Our commitment to being the world's best has won us the No.1 global market share for 13 of our products, including semiconductors, TFT-LCDs, monitors and CDMA mobile phones. Looking forward, we're making historic advances in research and development of our overall semiconductor line, including flash memory and non-memory, custom

semiconductors, DRAM and SRAM, as well as producing best-in-class LCDs, mobile phones, digital appliances, and more.

Displayed the worlds thinnest TV (6.5mm) at CES Launched major restructuring of its businesses Cooperates in creating a foundry with Xilinx of the US Developed the worlds first 40 nanometer DRAM Announced its Blue Earth solar-powered phone Released its V-line Crystal Rose LCD TV Samsung is found No. 1 in customer loyalty for 8 years consecutively b Brand Keys of the USA Samsung Digital Imaging developed an innovative hybrid digital camera Built the worlds largest mobile phone as recorded in the Guinness Book of World Records Received a Quality Management Award in Malaysia SADI, Samsung's design school, received the most iF Concept Design Awards for its entrants Opened samsungmobile.com for its domestic customers Received an Excellence Award from ENERGY STAR of the US Released the worlds thinnest Blu-ray player Introduced Mobile WiMax into Malaysia Released the worlds first full HD camcorder with a 64GB SSD Sold more than 20 million full touch phones in shortest time ever Samsung took up a record high market share in LCD monitors Released the worlds first solar -powered mobile phone in India Released the JET, its new concept full touch screen phone Released its 120Hz 3D monitor Samsung took the No. 1 spot in the global digital sign market for the first time Sold 500,000 units of its LED TVs in 100 days since its release .Opened the visual mobile era with its third generation full touch Haptic AMOLED ,Released the worlds first infrared video ne Became the first in the industry to acquire TCO 3.0 certification for its notebook computers Announced its Green Management strategy Began mass production of the worlds first 40 nanometer DDR3 DRAM Released the worlds thinnest watch phone Developed the worlds lowest power 1GHz mobile CPU core Opened Samsung Application Store Seller Site Attained its most awards ever at IDEA 2009 Released its strategic smart phone, the Omnia

Samsung's Yuna Haptic sold 500,000 units in record time

Named Yoon-Woo Lee as a Vice Chairman & CEO of

Samsung Electronics

Launched OMNIA phone Completed establishing TV manufactory in Russia Kaluga Became the official sponsor of 2010 Guangzhou Asian

20 08

Game

Developed the world's first 2Gb 50 NANO Samsung takes No. 1 spot in U.S. cellphone market Opened Global Brand PR Centre Samsung D'light' No.1 worldwide market share position for TVs achieved

for the 9th quarter in a row No.1 worldwide market share position for TVs achieved for the seventh quarter in a row 20 07
BlackJack bestowed the Best Smart Phone award at CTIA in the U.S. Attained No.1 worldwide market share position for LCD for the sixth year in a row Developed the world's first 30nm-class 64Gb NAND Flash memory

Developed the world's first real double-sided LCD Developed the worlds' first 50nm 1G DRAM Unveiled 10M pixel camera phone Launched "Stealth Vacuum," a vacuum cleaner with the world's lowest level of noises Launched the worlds' first Blu-Ray Disc Player Developed 1.72"Super-Reflective LCD Screen Developed the largest Flexible LCD Panel Ranked 27th in "the World's Most Admired Company" of

20 06

20 05

Fortune

Became the official sponsor of Chelsea, the renowned

English soccer club


Released the world's first 7 mega pixel camera phone Developed the world's first OLED for 40" TV Became the official sponsor of Chelsea, the renowned

English soccer club


Developed the first-ever speech recognition phone Produced the first wrinkle-free steam washer Sold more than 20 million cellular phones in the U.S Developed the world's first 60-nano 8GB NAND Flash

memory chip

20 04

Ranked top in mobile phone sales in Russia Released new PDP TV featuring the highest contrast ratio

in the world

Developed a 3rd Generation Optical Blu-Ray Disc

Recorder

Developed cellular phone chip for satellite DMB system Released 46" LCD TV for the first time in the world Samsung brand value ranked 25th in the world by

Interbrand 20 03

Ranked 5th on the "Most Admired Electronics Company"

list released by the Fortune Magazine


20 02

Released the first HD DVD combo Development of the 54"TFT-LCD, the largest digital TV

monitor in the world

Launches PDP-TV, the slimmest in the world

Launch of colour mobile phones in which the new

concept UFB-LCD is introduced

Launched new high-definition TFT-LCD colour cellular Ranked No. 1 of world's Top 100 IT Companies by

phone

BusinessWeek 20 01

Unveils 16 Chord Progression Melody Phone Begins Mass Production of 512Mb Flash Memory Device Unveils Industry's First Ultra-Slim Handset Develops World's first 40 inch TFT-LCD Unveils TFT-LCD with Record-breaking Definition Launches PDA phone Samsung Olympic Games Phone selected as the official

mobile phone of the Sydney 2000 Olympic Games

TV Phone and Watch Phone Make Guinness Book of

20 00

World Records

Unveils the Worlds Fastest Graphics Memory Chip Samsung Electronics and Yahoo! Form Strategic Alliance Develops Unique All-in-one DVD Player Developed world's first 512Mb DRAM Developed world's first 512Mb DRAM

Samsung Global Services

Samsung is comprised of companies that are setting new standards in a wide range of businesses, from consumer electronics to petrochemicals, from advertising to life insurance. They share a commitment to creating innovative, high quality products that are relied on every day by millions of people and businesses around the world.

Samsung Electro-Mechanics Samsung SDI Samsung Corning Precision Glass Samsung SDS Samsung Networks Samsung Techwin Samsung Mobile Display Samsung Digital Imaging

Samsung Heavy Industries

Samsung Total Petrochemicals Samsung Petrochemicals Samsung Fine Chemicals Samsung BP Chemicals

Samsung Life Insurance Samsung Fire & Marine Insurance Samsung Card Samsung Securities Samsung Investment Trust Management Samsung Venture Investment

Samsung C&T Corporation Samsung Engineering Cheil Industries Samsung Everland The Shilla Hotels & Resorts Cheil Worldwide S1 Corporation Samsung Medical Centre Samsung Human Resources Development Centre Samsung Economics Research Institute Samsung Lions The Ho-Am Foundation Samsung Foundation of Culture Samsung Welfare Foundation Samsung Life Public Welfare Foundation

INTRODUCTION RECRUITMENT

Recruitment is an important part of an organizations human resource planning and their competitive strength. Competent human resources at the right positions in the organisation are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organisation. In this is competitive global world and increasing flexibility in the labour market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organisations for a competitive, motivated and flexible human resource that can help achieve its objectives. Here we attempt to provide a detailed insight into the concept of recruitments, recruitment process and its sources, recent trends in recruitment, recruitment strategies and the scenario in the industry along with the career options for recruiters. The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organisation.

Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment Process

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.


Arranging the interviews with the selected candidates. Conducting the interview and decision making

1. 2. 3. 4. 5. 6. 7.

Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Sources Of Recruitment Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like Tansfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of The recruitment

Recruitment Policy Of a Company

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation Recruitment services of consultants Recruitment of temporary employees

Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organisation should be such that:


It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY


Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications

Recent Trends in Recruitment The following trends are being seen in recruitment: OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing

people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services Advantages of outsourcing are: 1. 2. 3. Company need not plan for human resources much in advance. Value creation, operational flexibility and competitive advantage turning the management's focus to strategic level processes of HRM

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time

POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:


o o o o o

Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation; it is almost a neverending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well: Performance level required: Different strategies are required for focusing on hiring high performers and average performers.
o o

Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidates experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.
o

3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. 4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate. 5. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

Finding the right people is a make-or-break factor for success in business today. Recruiting the top talent for a job takes time and you have to attract quality candidates who have the knowledge and skills needed to help your company grow.

The fact is, your success with recruitment depends on how well you prepare your job ad, your recruitment vehicles and your interviewing skills. Prepare a job ad that works To start, you want to be sure that your potential candidate truly understands the job. The clearer you are with the task description, working conditions and advantages, the less time you will waste examining and rejecting applications. The essentials of any job description are: a brief description of your company detailed outline of the tasks involved qualifications and experience required equipment and resources used to do the work skills required to use them.

However, you should also include work benefits (e.g., vacation, travel and perks), general working conditions (e.g., scheduling, outside work) and the specific traits required (e.g., teambuilding and communications skills). Ultimately, you want to be perceived as an attractive employer in a competitive market. Find the right recruitment vehicle Choose the vehicle that best works for your company, depending on your budget and resources. Word of mouth, or simply telling your employees, friends and colleagues about a job opening, is a less expensive strategy but generates fewer candidates. The advantage is that you already know something about your recruiters and their skills, knowledge and achievements. This is a preferred method with companies that have a finder's fee program for their employees. Advertising is a toss of the dice. If it goes well, it can help you find ideal candidates in a regional, national, or international pool. If not, it's a costly investment yielding few results. Make sure to factor in the time it takes to go through a large number of resumes. Employment agencies cost more but generally provide a good range of candidates. The employment advisors look at your needs, screen a number of candidates, and only send you the applications that meet your requirements. Bear in mind that the largest employment agencies do not necessarily offer the best choice of candidates. There are numerous agencies that specialize in recruitment in specific sectors.

Recruiting online such as monster.ca, naukri.com, and timesjobs.com. These can provide inexpensive, worldwide access to employees. In fact, 65% of job seekers now have access to these types of services. Online recruiting is also on the rise in the government sector. The federal government has its own job bank where you can post your job openings across Canada. Using the Internet for recruiting usually involves regular visits to specialized recruitment sites, joining newsgroups, and posting your job openings on recruitment sites, electronic publications and on your own Web site. Many specialized online recruitment services that allow you to post your job openings and access a bank of resumes. Some companies will screen candidates and put you in contact only with those who meet all your requirements. Other companies can even offer interactive tests to help identify the applicants' real competencies and aptitudes, such as solving analytical problems, interpersonal skills and ability to manage stress. Key tips You could establish a presence on websites aimed at members of a particular profession in order to reach the type of candidate you are looking for. Ensure that you post an accurate job description to reduce the number of inappropriate applications. Research directly on recruitment sites. Use general search engines like google.ca and yahoo.ca to locate candidates with resumes on their own websites. Register with several recruitment services like jobboom.com (don't forget foreign recruitment services with an international section). Make sure you classify your job correctly, preferably under more than one heading. Make the interview deliver Since the purpose of an interview is to identify and verify the candidate's potential, it should be structured to bring out all the desired competencies and aptitudes. Remember that you have to decide between the candidates: you could create a point system or analysis grid for comparing their strengths and weaknesses. Here are a few points to consider when structuring an interview: Make a list in advance of the points for discussion and corresponding questions. Present the candidates with a situation they could face on the job and ask them how they would react. This will enable you to evaluate the candidates' knowledge, skills and work methods. Ask the candidates to describe some difficult situations encountered in previous jobs and to explain the way in which they were resolved. This will give you the chance to gauge the candidates' self-confidence, creativity and problem-solving skills.

Ask the candidates to describe a difficult situation involving colleagues and how it was resolved. This will enable you to test their aptitude for teamwork. Ask the candidates about their ambitions and plans to ensure they fit your company profile.

Beware of asking questions about personal interests. They can get the interview off track or annoy people who want to keep their work and private lives separate.

SAMSUNG RECRUITMENT PROCESS:

5.3.2(a) Recruitment Resource Request & Processing


User Department
Start

RHSEZ

Raise Request for Resourrce

Approval of Request by HOD

Head HR

Approve Resource Request

Recruitment

Recruitment through: 1 Own database 2 Internal Advert.- Ref 5.3.2(g) 3 Job Portal 4 Partners 5 Advertisement - Ref 5.3.2(b)

Search for suitable profiles


Internal Referral Policy

Validate the Candidature

Own Internal Resume Db

PAF

Own or through partners Resource Partners

Receive Profiles from Resource Partner

Send Candidate Profile to Technical Panel

Contact Candidate to take up interview/ test

Resource Partner

Search and provide suitable profiles

No Online Resume Database

Yes

Technical Panel

Evaluate Candidates Profile

profile suitable

Candidate

Interview / Test

Dept Name: HR Department

Version No:

Process No: 5.3.2

Process Owner: Head (HR)

Process Resource Request 1. The user department raises a request for a resource using the Manpower Requisition Form. The resource request has to be approved by the HOD of the requesting department. 2.The approved resource request from the department goes to the Head HR , HR Expatriate and Managing Director for approval. On their approval the search for suitable candidate begins. The search for suitable candidates is carried out using one or more of the following channels: a. Own search Job Portals / Employee Reference b. Manpower Consultants c. Advertising for recruitment 3. For cases where the help of a manpower consultant is to be taken, prior approval has to be taken from Head HR 4. The recruitment team searches for suitable profiles from internal resume database as well as job portals. 5. All the resumes are collected and scrutinized. Once the profile is validated, it is sent to the technical panel for consideration 6. The Manpower Consultant searches for suitable profile and sends to the Recruitment Team in HR Department. 7. The technical panel evaluates the candidates profile and decides if it is suitable for the requirement. They send in their comments on the candidate profile to HR. 8. If the profiles are not found suitable , then step 4 or 6 are repeated.

Short listing Candidates are requested to give a suitable time for interview. On the confirmation of interview timings by the candidate the same is intimated to the technical panel that is to take the Level 1 interview ( first round). The mode of interview (Telecon or personal) is also intimated to the technical panel. 2. The member of the technical panel (usually the immediate manager or supervisor) takes the Level 1 interview along with the HR representative of the respective business division. 3. If the candidate is rejected, the resume is sent to the internal database and the search for a new candidate begins again. 4.For candidates that clear the Level 1 interview, a Level 2 interview is arranged and the panellists are intimated 5.Shortlisted candidates are asked to fill Samsung Applicant Form. 6. The technical panel takes the Level 2 interview .The level 2 interview is taken by the Department Head and HR Head ( Refer Interview Matrix ) 7. If the candidate is rejected, his resume is sent to the internal database and the search for a new candidate begins again. 8.For candidates selected for band S4 and above (Manager & Above), a Final Interview would be conducted by the Managing director . 9.If the candidate does not clear the final interview, his resume is sent to the internal database and the search for a new candidate begins again. 10.For candidates that clear the final interview a reference check is carried out if necessary and fitment of salary is done. 11.On the approval of salary fitment and offer terms by the Head HR, the offer letter is sent to the candidate. 12. Where there is a need to edit the offer, the changes are done and sent to Head HR for approval. If the offer cannot be changed and the candidate is not ready to accept the offer in its current form, the search for a new candidate starts again. 13. If the candidate accepts the offer letter, the acceptance letter is received by the recruitment team and joining process is initiated.

Joining

1. On the receipt of the acceptance letter intimation is sent for the induction training on joining. Arrangements are made for initial accommodation of the candidate for joining (if required). The detail of the same is informed to the candidate along with other joining details. 2. The candidate fulfils the required joining formalities by filling up the joining documents. These include the details of Personal information, Provident Fund, Pension and Agreement. 3. The new employee undergoes a 2 day induction program.

RECRUITMENT PROCESS FLOW CHART

Process Flow Diagram


INPUTS
Manpower Req. Form

OUTPUTS

Resignation

Man Power Requisition With Job Description


JD JD forward forward to to Vendors Vendors for for CV CV sourcing sourcing

Open Position

Direct Direct Line Line Up Up

CV CV Received Received from from Vendors Vendors

CV Received

Matching Profiles Identifies


Short listing of CV

Schedule Interviews

Interview Interview Confirmation Confirmation

Line Up Confirmation

ProcessFlowDiagram
INPUTS

After Confirmation
Technical Interview If Not OK

OUTPUTS
Interview Status

Ok
HR Interview

HR Rejected

Interview Status

Ok
Technical Interview

If Not OK

Interview Status

(HOD)

Ok

Yellow Form

Application Formalities Documentation & Salary Verification Offer Letter

Salary Pledge

Offer Letter and Salary Details Offer Drop Letter Of Intent New Employee

Joining Of Candidate

Process Flow Diagram


INPUTS
Invoice
Bill Raised

OUTPUTS
Validation and Approval

Ok
Forward to Finance department

Bill Processing

Cheque forward to HR department

Transfer or Check made

Payment to vendors

Replacement (3 months)

End

Induction Process

1. INTRODUCTION Induction is a systematic process, which enables new employees to become familiar with the Organization, its values & culture, people, systems and processes. It enables the New Joinee to get integrated into the Organization in a short period of time. 2. PURPOSE A Systematic induction process will : 2.1 Introduce new employees to Samsung in a positive way in line with good employment practice of creating customer delight 2.2 Begin the process of engendering a corporate culture and commitment within the Organization 2.3 Support new employees so that they can effectively and competently carry out their job as soon as possible. 2.4 Reduce risk of employee turnover in the early stages of employment 2.5 Support effective integration of new employee into their new working environment

3. PRINCIPLES 3.1 All regular new employees would be covered under this system 3.2 The major part of induction would happen in the workplace and not on an induction course 3.3 All those employees associated with the Induction process would have to comply with the defined SLAs (Service Level Agreement)

3.4 The process will be structured to ensure that urgent knowledge is communicated immediately and important but less urgent information is dealt with later. Managers must be aware of the problem of information overload for new staff. 3.5 It will be responsibility of HR to ensure the compliance to the defined induction process

4. THE PROCESS 4.1 The Induction process would be for a period of 2 days .

4.2 The whole process is underpinned by a comprehensive checklist which is central to effective induction.

4.3 Employees involved in Induction would be intimated by the Recruitment team 1 week in advance in order to book their slot according to the Induction Schedule

5. EVALUATING THE EFFECTIVENESS OF INDUCTION 5.1 The 2 day induction process will be evaluated by the new employee feedback. This will help to ascertain the degree to which it meets its objective. 5.2 A sample of new employees will be surveyed to find out how comprehensive and effective their induction was, and how or if it could be improved. 5.3 Effective induction is thought to reduce turnover and so turnover rates will be monitored and compared with historical data to ensure that the process is effective.

Chapter 2

2.1 Method

REDUCE HIRING COST/ JOINEE

Sn Project Y

Vital X

Improvement Strategy

Improvement Done Before Method


No Process in place

Current Method
Portal (Naukri.com) initiated abd being used. Samsung connect site made and beingused sucessfully.

Trail Run Date and Status

Implementation date

On line hiring Portal

To Do

--

2-May-08

Referral Program

Critical Element No Process in place

25-May-08

2-Jun-08

Reduce Hiring 3 Cost per Employee


4

Database

To Do

No Process in place

Manual Datebase being mainteined, automated one Being created in SISC, TBD would be copied by August end. Implemented in 5 colleges N/A and 8 joinees made.

15-Aug-08

Campus Initiative

To Do

No Process in place

25-May-08

Internal Job Critical Element No Process in place Posing

Implemented and process being tracked.

26-Jun-08

30-Jun-08

On- line Hiring Portal.

We have started using on line hiring portal to directly source CV for some of the open positions in which we do not need to search for the candidates from specific company's (competitors) having the same kind of profile. A lot of manpower is required to make this process sucessful.

2. Referral Scheme.

In this activity, we have made a platform where selected positions are placed for all SIEL employees to view. Any employee having a friend / old colleagues who fits the requirement, can send us the CV. This source gives us candidates who would be aware of the working and would have good knowledge of our culture. Excessive interaction with the employees is required. 3. Campus Initiative. In this, we try to directly visit college campuses where we can get fresh graduated (Technical and non technical) for position that came on a regular basis around the year. Interviews are done between augustNovember in a year, and the candidates join us in June the following year. Prediction of Requirements would limit the extent that we could go. 4. Database. We need to have a robust system where all CV that we receive can be stored for future reference. This would help in maintaining status for each open position with us, as well as maintain track on the number of candidates that we have met, and can meet at any later date 5. Internal Job Posting. We have a large number of tenured employees whos job profile can be rotated within the organization. This activity would help such employees get a wider exposure to the organization and help in retaining talent

Chapter 3 Results and Discussions

Results Improve X1: On line Hiring Portal Root Cause: Vendor cost is maximum, so need to find alternative source of CV generation. Improvement Content: On-line Portal Before Improvement : Currently we have the Vendors source all the CV for us, and we give them a flat rate of 8.33% on total CTC for all position offered and candidate joins us through them. After Improvement : We have started sourcing CV our self through online portal (Naukri.com) and closed 25+ open positions without the use of Vendors. This process require a dedicated manpower, and reduced the closure time with no zero cost.

Improve X2: Referral Program

In the Employee Referral Program, the existing employee refers someone known to him /her for open vacancies in the organization. There is no formal process where employees get to know what positions are open in the company and how they can get someone that they know interviewed and placed in the organization. Samsung Connect is a new program that we have launched where all position that are open in the company are placed in this site on Mysingle, and employees can see the same and refer candidates. Payout of 15K/ Joinee is also given to the employee as added incentive.

Improve X5: Internal Job Posting

A lot of tenured employees in the system have been handling the same profile for a number of years and are not performing at their personal peak. Stagnation in job profile is clearly visible.

Set up a process where internal employees can apply for all positions placed in the Samsung Referral Program and have a change of profile which could also include role enhancement. Replacement of employees position would be with a more suitable profile at lower cost.

Improv e Effect

Employee satisfaction would have the biggest impact along with cost benefits from replacement positions closed.

Improvement Summary
Sn Project Y Vital X Improveme nt Strategy Improvement Done Before Method
No Process in place

Current Method
Portal (Naukri.com) initiated abd being used. Samsung connect site made and beingused sucessfully.

Trail Run Date and Implementation Status date

On line hiring Portal

To Do

--

2-May-08

Referral Program

Critical Element

No Process in place

25-May-08

2-Jun-08

Reduce Hiring 3 Cost per Employee


4

Database

To Do

No Process in place

Being created in SISC, would be copied by August TBD end. Implemented in 5 colleges and 8 joinees made.

15-Aug-08

Campus Initiative

To Do

No Process in place

N/A

25-May-08

Internal Job Posing

Critical Element

No Process in place

Implemented and process being tracked.

26-Jun-08

30-Jun-08

Chapter 4 Conclusion / Learning The phase 1 of the project provided an in depth knowledge of Recruitment processs in general and the HR Polices and Reducing Hiring cost in particular. The major learning from this are Understanding of Recruitment Process

Types of Recruitment Recruitment Statertiges How to reduce hiring cost in an organisation

References Project Guide: Ms Pooja Srivastava (Delivery Manager, Recruitment team) Mr. Shishir Joshi (Senior Project Manager, BTO team) Mr Ramesh Rampalli (SAP HCM Consultant, Configuration team) Mr. Chetan malhotra (Payroll-MIS, Payroll Team)

(Book) Scott Snell and George Bohlander (2008), Human Resource Management,

Cengage Learning, Delhi

(Website Links) http://www.samsung.com http://en.wikipedia.org/wiki/recruitment http://www.sysoptima.com/erp/erp_modules.php http://www.answers.com/topic/recruitment-ag-adr http://en.wikipedia.org/wiki/SAP_AG http://www.microsoft.com/dynamics/ax/product/overview.mspx http://www.collegiateproject.com/articles/Seven%20Steps%20in%20the%20ERP http://en.wikipedia.org/wiki/Samuel_J._Palmisano

%20Process.pdf

Appendices Appendix 1: Screen shots of SAP ESS available at IBM

Main Purposes of Global Posting

Workforce Planning 5.3.1

Recruitment Resource Request 5.3.2 (a)

Recruitment Shortlisting 5.3.2 (c)

Recruitment Joining 5.3.2.(d)

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