Deepika Proj 07

RECRUITMENT & SELECTION
EXECUTIVE SUMMARY
Honeywell Automation India Ltd. (HAIL) is a leading provider of integrated automation and
software solutions that improve productivity enhance comfort and ensure safety and security of
your homes and business premises. With over 2500 employees and an annual turnover of about
Rs. 500 crores, HAIL is headquartered in Pune with 11 offices all over India.
HAIL has five strategic business divisions to put varied innovation to work for you.
• HPS (Honeywell Process Solution)
• HBS (Honeywell Building Solution)
• GES (Global Engineering Services)
• E&CC (Environmental and combustion control)
• S&C (Sensing and Control)
• HSG (Honeywell Security Group)
Human resource management is concerned with processes of acquisition, development,

motivation and maintenance of people. We will be focusing on recruitment and selection
of staff, team building and roles that individual play within teams and training and
development of staff.
Recruitment and selection are fundamental in HR management process. Time is spent

establishing the ‘profile’ of a vacant post through the three document of job analysis, job
description and person specification. Recruitment is also done through:-
• Internal or External recruitment
• Outsourcing
• Staff Retention
In today’s rapidly changing business environment, organizations have to respond quickly to

requirements for people. Hence, it is important to have a well-defined recruitment policy in
PGDBM Summer Project

place, which can be executed effectively to get the best fits for the vacant positions. Selecting the
wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the
organization. Selection is one area where the interference of external factors is minimal. Hence
the HR department can use its discretion in framing its selection policy and using various
selection tools for the best results.
TABLE OF CONTENTS (INDEX)
• Introduction to the topic
 Executive Summary
 Company Profile
• Research Methodology
 Objective of study
 Source of information
 Limitation
• Scope of study
 Honeywell History
 Organizational Chart
 Honeywell stock chart
• Human Resource
 Defining recruitment & selection as a tool.
 Recruitment & Selection Process in HAIL.

 Methodology of Recruitment.
• Honeywell policies and procedure
• Basic Documents For Recruitment
 Recruitment Procedure
• Documents Required For Offer Letter
• Conclusion
• Analysis and Suggestion
 The Portal Hunt
• Bibliography
• Webliography

COMPANY PROFILE:
Honeywell International is a $30 billion diversified technology and manufacturing leader,

serving customers worldwide with aerospace products and services; control technologies for
buildings, homes and industry; automotive products; turbochargers; and specialty materials.
Whether you’re flying on a plane, driving a car, heating or cooling a home, furnishing an
apartment, taking medication or playing a sport, Honeywell products touch most peoples’ lives
everyday. We are building a world that’s safer and more secure … more comfortable and energy
efficient … more innovative and productive.
Honeywell Automation India Ltd. (HAIL) is a leading provider of integrated automation and
software solutions that improve productivity enhance comfort and ensure safety and security of
your homes and business premises. With over 2500 employees and an annual turnover of about
Rs. 500 crores, HAIL is headquartered in Pune with 11 offices all over India. HAIL is a listed
company on the Indian Stock Exchange and is part of Honeywell Inc. the technology leader with

100000 employees across 95 countries world wide.

Innovation and adaptability are the hallmarks of HAIL and we aim at creating value for our
customers in an ever-changing market. The Company drives the nation's growth by being
responsible to its leadership position in running the "core" business sectors of the Indian
Economy, be it Infrastructure, Petrochemicals, Refining, Chemicals, Mining & Metals or
Automobiles and Hospitality. Honeywell brands can be seen on the thermostats in buildings, in
the electronic voting machines, process control systems in refineries and
factories or as sensors in the automobiles.
HAIL has an impressive 36000 sq ft. state-of-the-art manufacturing facility in Pune, and is the
first Automation and Control Solutions company in India to receive double certifications of ISO
9001 and OHSAS 18001 certifications. Strict adherence to quality and being receptive to
customer needs has helped the Company provide innovative solutions, high-end consulting and
engineering designs to organizations, both in India and globally, leading to enormous savings to
the customers through better productivity, optimal use of materials and energy, lesser wastage
and better maintenance of equipment.
Set up in 1988 with manufacturing, design and engineering facilities in the industrial city of Pune
(160 km southeast of Mumbai), Honeywell is today the market leader in most of the business
areas it operates in.
Honeywell International is a $30 billion diversified technology and manufacturing leader,

serving customers worldwide with aerospace products and services; control technologies for
buildings, homes and industry; automotive products; turbochargers; and specialty materials.
Based in Morris Township, N.J., Honeywell's shares are traded on the New York, London,
Chicago and Pacific Stock Exchanges. It is one of the 30 stocks that make up the Dow Jones
Industrial Average and is also a component of the Standard & Poor's 500 Index.

HONEYWELL PRESENCE IN NEARLY 100 COUNTRIES:

OUR CULTURE:
In this section, we profile some of the most prominent initiatives and organization principles that
help define our culture. We invite you to learn more about our pioneering Six Sigma strategy,
which enables us to continuously improve the way we do things so that we can capture greater
value not just for us, but also for our customers. We also offer a look at our often-benchmarked
approach to staying contemporary through learning opportunities for all employees that sharpen
personal skills and build deeper knowledge. We value our diversity and leverage it as a
competitive advantage. And our leaders are among the most respected in business.
VISION:
• To enhance productivity, comfort and safety for everyone through continuous learning
and investment in technology
MISSION:
• Mission is to improve the businesses of our clients and we carry out that mission by
delivering leading-edge automation and control solutions, equipment and services.

History
1885 1927
1963 1988
About Honeywell Automation India Limited
HISTORY OF HONEYWELL AUTOMATION INDIA LTD:
Set up in 1988 with manufacturing, design and engineering facilities spread over 36000 square
feet in the industrial city of Pune, the $120 million Honeywell Automation India Ltd., (HAIL),
has more than 2500 employees based in 11 offices in India.
Erstwhile known as Tata Honeywell, HAIL has reaped the benefits of its association with the
Tata lineage, India’s first business family. A listed company on the Bombay Stock Exchange
(BSE) today, HAIL is the first Indian automation company to be certified for ISO14001 and
OHSAS18001.
Since November 2004, when the parent Honeywell acquired the remaining 40% stake from the
Tata’s, HAIL has come a long way, stepping out from the shadows and emerging as the market
leader in most of the business areas it operates in, a fact that is underlined by the presence of
Rashtrapathi Bhavan in its clientele list.
With its five strategic businesses, namely, the Global Services, Honeywell Building Solutions,
Honeywell Process Solutions, Control Products and the Honeywell Security Group, HAIL drives
the nation's growth by playing a major role in the smooth running of the "core" business sectors

of the Indian Economy, be it Infrastructure, Petrochemicals, Refining, Chemicals, Mining &

Metals or Automobiles and Hospitality.
An open, transparent, meritocratic, and performance driven culture encourages HAIL employees
to excel in what they do. The JRD Tata Automation Training Center delivers extensive training to
its customers to handle the complex technologies and arms engineering students with enough
practical knowledge thereby bridging the industry-academia gap. With the average age of
employees being 30, the cultural club and the sports and adventure activities are a major hit with
the employees serving to constantly rejuvenating them for renewed vigor in their work.
Code of Business Conduct:
Honeywell's Integrity and Compliance program reflects our vision and values. It helps our
employees, representatives, contractors, consultants and suppliers worldwide comply with a high
standard of business conduct. Honeywell employees are proud of their company's strong
reputation for ethical conduct; this program helps protect that reputation.
At the core of the Integrity and Compliance program is Honeywell's CODE OF BUSINESS
CONDUCT. All agents, consultants, contractors, representatives, suppliers, and employees of
Honeywell are ultimately responsible for conducting themselves in an ethical manner in
compliance with applicable laws. Our Code provides guidelines to ensure that we are successful
in this endeavor.
Under the leadership of the Integrity and Compliance Council, we pursue a dynamic corporate-
wide enforcement effort that engages Business Conduct Leaders in each business unit and each
region of the world.

BUSINESSES OF HONEYWELL:
With a vision that spurs the Company to enhance productivity, comfort and safety for everyone
through continuous learning and investment in technology, HAIL today, has emerged as a young
and dynamic leader delivering cutting edge automation solutions, equipments and services.
At Honeywell Automation India Ltd, innovation is a way of life and technology is used to make
lives safe, comfortable and productive.
HAIL has five strategic business divisions to put our varied innovations to work for you.
They are as under:
About Honeywell
Our Businesses
HSG
Text
IMC
S&C
Honeywell Automation India Limited HPS
ECC HBS
GES

• Honeywell Process Solutions (HPS):
Honeywell Process Solutions (HPS) is a strong and vibrant business unit serving the process
industries, which include Refining, Oil and Gas, Pulp, Paper & Printing, Power Generation,
Power Transmission & Distribution, Chemicals & Life Sciences, Petrochemicals, and Metals,
Minerals and Mining.
Oil and Gas – Upstream
The Oil and Gas business provides solutions focused on enabling your day-to-day,
hour-by-hour business decisions.
Oil and Gas – Downstream
With more than 10 years of experience in serving major oil and gas customers in
India, Honeywell enjoys the leadership position in the established businesses of Oil
and Gas Downstream including Terminal and Retail Automation.

Refining
Serving the Indian Refining industry for more than 15 years, HAIL delivers Products
and Services that help customers achieve the highest possible results from their
investments and operations.
Pulp, Paper and Printing
Honeywell strives to provide innovative answers to meet the changing needs of pulp,
paper, and printing and flat sheet producers by improving their ability to perform in an
increasingly competitive world.
Chemicals and Life Sciences
Whether your business is pharmaceutical manufacturing, biotech innovation, clinical

supplies, or any other life-science business, Honeywell’s Chemicals and Life Sciences
Solutions help you make your operation run more smoothly, more profitably and more
efficiently.
Mines, Metals and Minerals
From concentration to smelting and refining, and from blast furnaces to continuous
casting, Honeywell has a solution to meet all your control needs.
Power Generation
Honeywell Process Solutions has more than four decades of power generation
experience and has delivered state-of-the-art control systems and services to power
generation facilities in more than 50 countries.

Power Transmission and Distribution
Honeywell’s Power Transmission & Distribution business unit offers a complete range
of products, services and solutions for all Electrical Transmission and Distribution
applications.
After Market Services
Welcome to Honeywell Automation India’s After Market Services. Assured peace of

mind when it comes to maintaining your valuable assets.
Advanced Solutions
Helps its customers achieve continuous top-tier performance through reliable

production of on-spec products at optimal cost, emphasis on customer service and
satisfaction and flexibility in operations.
• Honeywell Building Solutions (HBS):

Each building is unique in terms of construction, utilities / facilities provided usage and people.
Due to large number of diverse technologies that exist in any building, managing them
effectively and efficiently is a challenge. Hence, building / facility managers all over insist on a
sophisticated Building Management System that helps them do this. A well-designed Building
Management System ensures smooth operations of the building as well as makes it energy
efficient.
Honeywell Building Solutions (HBS) is the largest and most technically skilled Building
Automation Solutions provider in the Indian Subcontinent
Our Solutions Include:
 HVAC Control Systems.
 Fire Detection Systems.
 Security Systems - Access Control Systems, CCTV Systems & Perimeter Control
Systems.
 Integrated Systems - using Honeywell Building Solutions’ Enterprise Building Integrator
(EBI) which is a powerful suite of applications that integrates cost effective control over
HVAC Systems, Fire Detection Systems, Security Systems and Energy Management
Systems. EBI helps you in maximizing productivity, optimizing assets, lowering your
operating costs, securing your facility & safeguarding your occupants.
 After Market Services to ensure the reliable upkeep and uptime of Honeywell Systems.
 Performance Contracting & Total Asset Management (PC TAM) - From Managing
energy savings & consumption to total outsourcing of technical services in the facility
• Global Engineering services (GES):

Honeywell Global Services provides a complete range of high quality and optimal cost
engineering, software development & programming and hardware design to Honeywell the
world over as well as other global clients, concentrating on the Manufacturing, Utilities and
Construction industries.
We are your strategic business partners for success.
Global Engineering Services - Honeywell Process Solutions
The GES – Honeywell Process Solutions is entrusted with providing better

engineering services to our affiliates.
Global Engineering Services - Honeywell Building Solutions
The GES – Honeywell Building Solutions designs high-end custom applications

required by clients across the world.
Outsource Automation Control Engineering Services
Outsource Automation Control Engineering Services (OACES) offers platform-

independent competitive engineering and software development services.
• Environment and combustion control:

Honeywell is a leading provider of home and building control products & solutions, having a
comprehensive product line that works for environmental controls & combustion control
systems.
In more than 100 million homes and 5 million buildings worldwide, Honeywell products,
components and systems deliver temperature control, comfort, energy conservation and safety.
The ECC business division provides integrated product solutions in heating, ventilation, cooling
& refrigeration, air purification, zoning, humidification, air conditioning, switches, sensors and
controllers. From home to business, ECC offers a superior and complete portfolio of control
products.
The ECC business is divided into Environmental Controls and Combustion Controls.
• Sensing and Control:
Honeywell Sensing and Control provides standard and custom products for many industries.
With a great array of sensing technologies at the core, Honeywell is a world leader in packaging

expertise, incorporating logic and communications into a growing number of electronic and
electromechanical solutions.
You can trust Honeywell Sensing & Control for
 The right products for your applications

 Delivered on time
 That work right the first time
 And every time
 Anywhere in the world.
Electromechanical
“Micro switch” was a brand created by Honeywell in 1937 which is the building block of the
vast array of the electromechanical sensors business consisting of Basic Switches, Limit
switches, Safety Switches, Relays, Sealed Switches, Hour meters etc.
Electronic Sensing
Honeywell’s strong line of electronic sensors consists of Pressure Sensors, Thermal products viz.
Thermostats, Thermistors, Speed and Position Sensors, InfoTech products, Infrared sensors, and
Current Sensors and Optical sensors. As part of Honeywell Sensing and Control, Honeywell
Sensotec continues to manufacture a broad line of products such as: pressure sensors, torque
cells, load cells, accelerometers, LVDT, instrumentation, differential pressure, wireless telemetry,
and more. Our products are a perfect solution for your temperature, force, vibration, pressure,
load, acceleration, and displacement needs.
Automotive-on-Board
AoB includes products and offerings pertaining to passenger vehicles and medium capacity
automotive applications. These products are mainly used in Engine Management, Transmission
Control, Security, Chassis control and In-cabin Controls. Honeywell India offers custom specific
products to meet your exact requirements. Experience the global technologies right here in India
through Honeywell’s state-of-the art facility.

ATOM (Aviation, Transportation, Ordnance & Marine)

ATOM focuses on products and technologies for Aviation, Transport, Ordnance and Marine
applications. It ensures that System Critical sensing and control products meet the accuracy,
ruggedness and reliability needed for the harsh and hostile environments in which they would be
working. You can find them in fighter planes, Earth movers, long haulage trucks and battle tanks.
• Industrial Measurement and Control:
Honeywell's comprehensive portfolio of Industrial Measurement & Control (IM&C) products,

combined with in-house software solutions and open interfaces for data access, enables clients to
manage and even
Optimize enterprise assets by providing the foundation systems for critical measurement, control
and data acquisition.
• Honeywell Security Groups:

Honeywell is committed to security. The Honeywell Security Group (HSG) is one of the world’s
leading and most experienced manufacturers of electronic security systems protecting millions of
homes, businesses and government facilities around the world.
With over $40 million a year invested in research and development, the division strives to bring
out the best and most innovative security products. The best global technologies are leveraged at
the Engineering Centre of Excellence in US, China, India, Scotland and France.
New commercial products include: Integrated Digital Video Manager (DVM), Enterprise
Network Recorder (NVR), Rapid Eye LT and the Lobby Works visitor management system.
These new products are all designed to drive up revenues while making installation and
maintenance easier.
Make the right choice for the future by partnering with the Honeywell Security Group – a
division that is committed to success and to building a world that is safer and more secure.
Some of our value added services are mentioned below –
Video Systems
Full range of products that meet requirements ranging from simple camera systems to a fully
integrated system capable of working over LAN or Internet.
 Camera Speed
 Dome
 Monitor
 Digital Video Recorder
 Matrix
Access Control System

Available for various environments from single door access to integrated systems capable of
managing thousands of doors
 Small, medium and large-scale access control system

 Proximity reader and card
 Smartcard reader and card
 Biometric reader
Intrusion Detection System

A complete range of intrusion detection products ranging from the simplest door contact to the
central station receiver.
 Intrusion Control System
 PIR
 Dual Tech
 Keypad
 Wireless System
 Central Station Receiver
 Door Contact
HAIL LEADERSHIP:
The best leaders lead by example. They set the records and carve out paths for all the rest to
follow. A leader communicates a vision that motivates, inspires and energizes team members to
aim and achieve better heights of personal and organizational success. Honeywell boasts of a
strong leadership team taking care of various Business Units.
We hire the best in the industry and nurture their development with extensive training and

challenging assignments. At HAIL, we promote actively from within the organization to give our
employees the opportunity to excel and advance their careers
MANUFACTURING FACILITIES:
With world-class engineering products for industries and homes manufactured at its state-of-the-
art manufacturing facility, HAIL has an edge when it comes to giving their customers the best.
HAIL’s production facility at Pune is among the few certified not just by Honeywell but also by
several government and defense establishments. Spread over 36000 sq. ft, HAIL’s manufacturing
facility is equipped with System Integration Services, Testing Facilities, Systems Assembly &
Staging Centre, Printed Wiring Assembly (PWA) Manufacturing Facility and a Smart Line
Technology Centre. In 2003, the Company’s GPS Manufacturing was certified by the DRDO, the
premier defense research organization in India. HAIL is also the first automation company in
India to have received a double certification of ISO 14001 and OHSAS 18001.
Honeywell's stated Total Quality Policy is to continuously strive for excellence. The discipline of
Total Quality permeates everything. The corporate aim is to be recognized as a world-class
supplier of best quality products and services. Quality initiatives such as Six Sigma, Lean and a
Business Excellence Model based on the Malcolm Baldrige quality model, form an integral part
of the HAIL culture.
We, at HAIL, are extremely proud of the committed and skilled workforce that constantly strives
to innovate and deliver value to the customer through constant improvement in the product and
service portfolio. With 80 per cent of the organization made up of engineers from different

streams, Honeywell Automation India Ltd. has some of the best technical services and business
solutions to offer. A state-of-the- art Research & Development cell and regular training programs
continuously enhance the skill sets of its people and motivates them to give their best.
TRAINING SERVICES:
At HAIL, providing cutting edge solutions is a manifold commitment. Apart from assuring our
clients of innovative technologies to help them stay ahead in the global competitive market, we
also give them the extra edge by helping them constantly upgrade their skills.
To help our customers keep a finger on the pulse of emerging technologies, our training services
assess their training needs and provide customized training solutions.
Our training initiatives are not restricted to clients alone. HAIL also conducts training programs
for graduating students from various engineering streams. Our initiatives help students
familiarize themselves with emerging technologies and understand how they apply and become
integrated into the core of business, thus bridging the gap between institution and industry.
INVESTOR RELATIONS:

The year 2005 saw accelerated growth in the Indian manufacturing industry. The various
segments, which showed substantial growth, included the metal industry, oil and gas, power
transmission and distribution, pharmaceuticals, biotechnology and the automotive industry
The Company has a healthy order book position and anticipates a positive outlook and favorable
sales growth for the financial year 2006. The results reflect the rise in demand for varied
products and services.
The Company is listed on the Bombay Stock Exchange (BSE) and National Stock Exchange
(NSE) as Honeywell Automation India Limited.
The HAIL Board includes the following members -

John R Ellis – Chairman
Harsh Chitale – Vice Chairman
Vimal Kapur – Managing Director
Gerard Willis – Director
M. N. Bhagwat – Director
S. L. Rao – Director
RESEARCH METHODOLOGY
Meaning
Research Methodology is a technique of performing research. It can be easily understood

by dividing the following headings: Research, Methods, and Methodology.
Research
Research is the detection of a problem, in order to obtain the solution through human
intelligence and in a systematic manner. It may not fully obtain the solutions, but try to

minimize the total uncertainty in the business. It uses the most reliable data available in
the organization.
Definition of Research:
“Systematic investigation to gain knowledge about problems”.

- C.A. Moser
Steps in Research
1. Statement of the problems and need for its solution.
2. Study of literature.
3. Selection of the most promising method of solution.
4. Listing all the factors involved.
5. Laying down the methods varying each factor.
6. Experiments being conducted while varying one or more
factors.
7. Variation of the methods by varying the factors.
8. Analysis of the results.
Methods
Method means any way through which the target can be reached. In Research, it is a tool
to gather the necessary information. It is scientific, and information obtained is reliable.
Methods of Research:
There are two methods of Scientific Research. They are the inductive and deductive
methods. Induction proceeds from the particular to general while deductive proceeds
with general to particulars.
a) Inductive Method
Inductive logic involves process of reasoning from particular facts to general

principles. It involves following steps:
i) Observation
ii) Formation of Hypothesis

iii) Generalization
iv) Verification
b) Deductive Method
Deductive logic involves process of reasoning from general principles to Particular

facts. It involves following stages:
i) The formulation of which the facts are to be analyzed.

ii) The process of logical reasoning whereby interferences are
drawn.
iii) Verification of conclusion arrived at.
Methodology
The philosophy of research process is known as Methodology. It includes criteria or

principles which are used by persons or researchers for interpreting data and reaching
conclusion. It also includes assumptions or interferences and values that serve as
rationale or intelligence for research.
When a person writes hypothesis, it depends upon the factors and such factors are
determined by research methodology. And also, it determines what levels of evidence or
proof is required to make the decision to accept or reject a hypothesis.
OBJECTIVES OF THE STUDY
The objective behind conducting the project exercise was to get useful insight about the
investment sector. I have prepared this report with some specific objective. The
objectives are as under.

 To get an exposure in the real working environment in the corporate sector.

 To have a better understanding of the investment options available.
 To have an understanding of Recruitment and Selection process in HAIL.
 To learn and understand the behavior of individual client and candidate during the
period of recruitment.
 Develop oneself personally while carrying out the functions of Releasing offer
letter to candidates.
 Inculcate the dynamic behavioral traits that will help one prosper in the profession.
Sources of Data
Data:
For Research, data is needed. Data is the raw information which is be analyzed in order to
obtain information. Data can be defined as a collection of facts from which conclusions
may be drawn.
Sources of Data:
1. Internal Sources
2. External Sources

1. Internal Data Sources:
Internal data is generated by the organization and government department as their regular
function. They gather such information or data and print it for their own purpose.
2. External Data Sources:
External data is collected from the outside (such as investors). These sources can be
classified into two groups:
a) Primary Data Sources
b) Secondary Data Sources
a) Primary Data Sources:
Primary Sources are those sources from which the information is gathered for the first
time. Information is gathered by the researcher himself. Following are the methods of
collecting primary data:
i) Direct Personal Interview.
ii) Indirect Personal Interview.
iii) Information from Correspondence.
iv) Mailed Questionnaires.
v) Questionnaires to be filled by the enumerators.
b) Secondary Data Sources:
Secondary data is the one which is collected by some other agency and is used for further
studies in research when primary data is insufficient. Following are some
methods/sources of secondary information:
i) Government Publications
ii) International Publications
iii) Semi-officiel Publications
iv) Private Publications
v) Personal Documents
vi) Other Documents

Data Collection for this Project:
The data required for the successful execution of this project was gathered from various
internal and external sources. Internal sources include first hand information gathered
from the company, which included various reports, formal as well as informal
conversation with the Staffing Managers and the Staffing partner. Data was also collected
from various persons associated with the company.
Data from external sources was collected from various web sites, books,
government publications, publications of the company, etc
LIMITATIONS
• Restrictions on making the presentation in various companies.

• As we have been working as a Management Trainee, we were assigned with a

limited task and were not allowed to go through all the policies and procedure
of the company.
• No sufficient access to the database and the computer.
ORGANIZATIONAL CHART:

DIFFERENT BU’s IN HONEYWELL:

HIERARCHY OF THE HR DEPARTMENT:
 COE stands for Centre of Excellence
HR HEAD
COE COE COE

STAFFING COMPENSATION & LEARNING & HR LEADERS
BENEFITS DEVELOPMENT
HR-Business
Partners
(HR-BP’s)
STAFFING
PARTNERS

Honeywell Automation India Limited: Company Snapshot

Figures in Indian Rupees
STOCK CHART
Stock Price (3/16/07): 1,608.15

Description: Recent stock performance
Honeywell Automation India Limited Formerly known
as Tata Honeywell Limited. The Company's principal
activity is to develop security solution systems for 1 Week
small commercial establishments and homes in India. 1.7%
The Solutions include intruder alarm, access control,
and CCTV and fire alarm systems. 4 Weeks
-5.7%
13 Weeks
-5.5%
52 Weeks
-10.4%

KEY DATA:
Honeywell Automation India Limited
Ticker: 517174
Exchanges: BOM
2005 Sales: 4,930,002,000
Currency: Indian Rupees
Fiscal Year Ends: December
Share Type: Ordinary
Country: India
Major Industry: Electronics
Sub Industry: Systems & Subsystems
Employees: 885
Market Capitalization: 14,218,495,212
Total Shares Outstanding: 8,841,523
Closely Held Shares: N/A
http://www.corporateinformation.com/snapshot.asp?SentBy=Home&cusip=C3569F400

As on 25-APR-2007 13:27:07 Hours IST

Security Information
Security Name Symbol Series Market Type Market Lot
HONEYWELL
AUTOMATION
INDIA LIMITED HONAUT EQ N 1
Face Value ISIN Code Ex Date Purpose
AGM/DIV-
RS.10/-
10 INE671A01010 29-Mar-07 PER SH
No delivery start No delivery end 52 week high 52 week low
date date price price
- - 1999 926
Price & Turnover Information

Prev. Close Open High Low Average Price
1654.75 1655 1659.95 1647 1653.88
Total traded Turnover in
Last Price Change % Change
quantity Rs.Lakhs
1651 -3.75 -0.23 538 8.9
Order Book
Buy Qty Buy Price Sell Price Sell Qty
7 1651 1662.4 5
9 1650 1663 1
10 1647 1665 10
2 1645 1668.9 7
2 1640.1 1671 10
672 Total Buy Qty Total Sell Qty 206
Other Information
Security-wise
Delivery Position -
Rolling Settlement
- 24APR2007
% of
Deliverable
Deliverable
Quantity (gross
Quantity Traded Quantity to
across client
Traded
level)
Quantity
528 381 72.16

Current Value at
Risk (VaR)

Results
Scrip Code : 517174 Company Name : Honeywell Automation India Ltd
Type
UnAudited
UnAudited
UnAudited
UnAudited
UnAudited
Date begin
1-Jan-07
1-Oct-06
1-Jul-06
1-Apr-06
1-Jan-06
Date End
31-Mar-07
31-Dec-06
30-Sep-06
30-Jun-06
31-Mar-06
Description
Value (Rs. Million)
Gross Sales
1955
2020
1570
1466
1586
Excise Duty
-65
-66
-56
-45
-36
Net Sales
1890
1954
1514
1421
1550
Other Income
5
28
2
8
4
Total Income
1895
1982
1516
1554
Expenditure
-1667
-1697
-1313
-1234
-1337
Operating Profit
228
Note : 1. The results displayed here are as furnished by the company at the relevant point of time.
285 2. Quarterly, Half Yearly, Annual will be displayed for current period and 3 immediately preceding periods.
203 3. Where no data is available for any of the immediately preceding period, then there will be no display for that
195 period.
217
Interest
-1
-2
-4
-11
-5
Gross Profit
227
283
199
184
212
Depreciation
-24
-30
-23
-22
-27
Profit before Tax

203
253
176
162
185
Tax
-45
-101
-26
-23
-46
Profit after Tax

158
152
150
139
139
Net Profit
158
152
150
139
139
Equity Capital
88
88
PGDBM 88 Summer Project
88
88
EPS
17.2
16.95
15.8
15.72

Nos. of Shares -
Non Promoters
1659048
1659048
1659048
1659048
1659048
Percent of Shares -
Non Promoters
18.76
18.76
18.76
18.76
18.76
Result Type
Q
INTRODUCTION
Q
Q
Q
Q
RECRUITMENT
Recruitment is an important part of an organization’s human resource planning and their

competitive strength. Competent human resources at the right positions in the organization 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 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. (Naukrihub.com)
RECRUITMENT & SELECTION:
HUMAN RESOURCE MANAGEMENT is concerned with the processes of acquisition,

development, motivation, and maintenance of people. We will be focusing on the recruitment and
selection of staff, team building and the roles that individuals play within teams, and the training
and development of staff.
Projects by their very definition are finite activities with staff employed or seconded to the
project team for the fixed duration of the project- which can vary from a few days or weeks to a
number of years. The short-term nature of project work can be challenging to the management of
people. Because of the short time scale you need to ensure that the right people are recruited to
the project as there will often be little time for extensive periods of training to get people ‘up to
speed’. Indeed training and development of project staff can often be overlooked entirely whilst
the goals of the project take priority. This is a rather short-term view however as effective
training and development can lead to greater motivation and satisfaction of staff; both of which
can be beneficial to the achievement of the ultimate aims of the project. A successful project will
often lead to follow-on activities being developed and staff from the original project will go on to
manage and develop these subsequent programmes. You also need to be aware of how project
staff will fit with your existing staff and organization structures. It can be a cause of resentment
amongst existing staff if you have to pay more to recruit good, IT aware staff, for example.
Recruitment and selection are fundamental in the HR management process particularly, as we

have explained, when managing project work. It is recommended that some time is spent
establishing the ‘profile’ of a vacant post through the three documents of job analysis, job
description and person specification.
The first step in recruiting to a vacant post is to carry out a job analysis to identify the:
• Purpose of the job

• Job tasks

• Level of responsibilities
• Contact with other people
• Physical/environmental factors
• Skills, knowledge and attitude required to perform the job effectively.
The information identified for the job analysis provides the data used in the job description and
person specification.
A job description states the purpose, responsibilities and reporting structure of a job. It clarifies
exactly what a job involves and provides the individual, their line manager and others in the
organization with a clear picture of a post. Documenting tasks and responsibilities provides an
opportunity of ensuring that these are always contributing to the overall aims of the project. As
well as a recruitment tool the job description is a valuable documents for individuals. Having a
set of defined job tasks and responsibilities is an aid to self-evaluation and can be used for
initiating an appraisal discussion or other staff development activities.
The exact layout of the job description will depend on your organizational circumstances and in-
house practices but it should include the following:
Title: This should be descriptive of the post.
Purpose: Probably one sentence describing the overall purpose and objectives of the job.
Reporting structure: Job titles of the line manager and any posts reporting to the post.
Tasks and Responsibilities: A list of responsibilities and duties which should be clear and
precise, using adjectives such as ‘designing’, ‘planning’; avoid vague terms such as ‘in charge
of’.

Scope of the post: An indication of the importance of the job, how it fits into the organization,
external contacts.
Other information: Statements on (for example) equal opportunities and other terms and
conditions of employment.
Job description templates: ------------------
JOB DESCRIPTION/ POSTING GCTS
Job title: Credit Manager

Band: 4
Job Location: Pune
Job Description
• Responsible for the management of account receivables portfolio for Honeywell

Automation India Limited (HAIL) centralized within the Global Credit and Treasury
Services organization.
• Has management responsibility for 20+ collection, cash application employees and team
leaders. Guides a staff of professional credit personnel to ensure that customer
satisfaction is achieved while improving cash flow but minimizing past due receivables
and meeting DSO goals.
• Interfaces with contracts, sales, order entry, program managers, etc. to develop credit
terms and ensure customers pay within established terms. Provides education to business
units on credit, financing and treasury-related matters.
• Minimizes exposure of company assets through continuous monitoring of credit risks and
receivables balances. Coordinates major credit decisions with program managers, sales &
marketing, contracts and field service representatives.
• Develops and negotiates special customer plans participates in development of creative
financing packages.
• Champions and leads Six Sigma efforts to streamline existing work flow processes.
Drives digitization initiatives within the organization to eliminate manual processes and
effectively measure and monitor past due reduction performance.
• Provides education to business unit personnel on credit and collection issues. Plays a
major role in the successful integration of business unit credit and collection departments
into the centralized Credit & Treasury Services organization.

• Develops and monitors metrics that will track credit and collection performance and
receivables exposure for the business and allow effective monitoring of customer
satisfaction. Generates department level financial analysis and reports. Travel required
(less than 25%).
QUALIFICATIONS
• Good knowledge of accounting principles.

• Well developed skills to lead and manage large, complex financial and business
projects. Comprehensive financial analysis skills that enable the development of
cash collection forecasts, receivable analysis and customer credit risk evaluations.
• Good understanding of the products of the products manufactured at each
business unit, including sales volume and typical customer base.
• Excellent oral, written, and presentation communication skills required. Must be a
high- energy, self-motivated individual and have strong team building and
influencing skills. Ability to deal tactfully, confidently, and ethically with internal
and external customers at all organizational levels.
• Must demonstrate strong problem solving, leadership, and interpersonal skills and
a commitment to Six sigma.
• Demonstrate experience with PC- based software tools such as- Microsoft Word,
Excel, and Access. Greenbelt certification preferred.
EDUCATION/ EXPERIENCE
• Bachelor’s degree in a related discipline plus 8 years directly related

experience, five years of which must have been in responsible leadership
positions. MBA preferred.
• Or, 12 or more years of directly related experience may be substituted for
the specified formal education when such experience yields the same level
of knowledge.
Salary Cap: X-y L is what we will pay, so please look for candidates who are
at least 30% below the same.

Target Cos: Cummins, Thermax, Yokogawa, L&T, any other engg /

manufacturing organization, candidates from Banks from the SME segment
who are involved in Credit Analysis could be targeted.
RECRUITMENT PROCESS
Vacant Positions In The

Organization
Resume Details Requisition Process:

NO
Manpower requisition
REQUISITION Requisition approval
DIRECT
RECRUITMENT
SEARCH FOR
APPLICANT Applicant Short-List

DATABANK MATCH
Call For Evaluation
REJECTION / HOLD

Evaluation Process
Offer Letter To Selected

Candidates
The Recruitment function encapsulates and analyses exhaustive details of

applicants and matches the parameters to the job requisitions. All in a
fraction of time taken otherwise. (Humansys.com)
The Applicant Databank is A Central Repository of Applicant related information.

The Recruitment Process has different options – Direct and Through Requisitions:
Direct : The Candidate required for a vacant position in the organization is

searched from the Applicant Data Bank and given an offer.
Through Requisitions: The Requisition Process Comprises of Manpower Requisitions

from the organization.
After Approval of the Requisitions the Applicants are Short listed from the Applicant Data Bank
based on the Position, Experience, Skill Set, Qualification as required from the Requisition.
The Short Listed Applicants are then called for an Evaluation Process that is based on Predefined
Steps for the respective Positions.
After clearing the evaluation process an offer letter is given to the selected applicants.
If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to
the Applicant Data Bank with appropriate status. (humansys.com)

INTERNAL OR EXTERNAL
RECRUITMENT?
Once the recruitment documentation has been drawn up and you are ready to advertise, you will
need to decide whether you are going to recruit new staff from outside of the organization or
redeploy existing staff.
Recruiting externally is likely to be more costly and will usually take more time, however it will
introduce ‘new blood’ and fresh ideas into the organization.

Recruiting internally is likely to be cheaper and quicker ( but you can be left with another
vacancy to fill). It does however give existing staff the opportunity for development and their
existing knowledge of the organization can be a benefit. They will also probably need less time
to ‘settle into’ their new post.
Staff within the organization who are keen to be considered for secondments to project work
could be encouraged to keep up to date copies of their CVs on record. Then, when vacancies do
arise the requirements of the post, as identified in the job analysis and person specification can
be matched with the skills and attributes of existing staff.
OUTSOURCING
An alternative to recruiting to fill a vacancy might be to contract out the work. Although this
may initially be more expensive you can save time by contracting for specific items of work to
be completed to a fixed timescale. If you employ a contractor you will immediately have
someone on site to carry out specified work without a ‘lead in’ time for training or induction into
the organization. You can also save on having to purchase specialist equipment. Outsourcing
particular activities allows you to get in the expertise that you don’t have and can’t easily recruit
for in-house-especially if it is for a very particular or specialized skills set. Indeed for less
experienced organizations outsourcing (digitization) work may be particurly appropriate.
However, do bear in mind that if you do outsource work the opportunity is missed to develop
new skills in-house for the future and by using subcontractors existing staff are not given the
chance to develop new skills. There may also be issues relating to pay and condition if
contractors, who you would expect to pay substantial more for a fixed, short term period, are
working alongside employees of the organization.
You could also consider outsourcing specialist tasks, such as bulk scanning for digitization, for
example, to agencies. The work would normally be carried out off site, at the agencies premises.
This would be particularly appropriate if the activity is a one-off, where training your staff would
not be cost effective and would require the purchase of expensive equipment that might only be
needed for a short time.
Well qualified staffs with appropriate technical skills are in sort supply, particularly in the public
sector so you should think carefully about targeting your recruitment advertising to make the best
use of limited recruiting budgets. Vacancies may be suitable for recent graduates from local
universities and colleges for example, so you might consider getting in touch with appropriate
college departments who may advertise posts at little or no charge. You may have to be prepared
to offer on the job training for someone with the technical skills but who lacks knowledge of

your organization or community. When recruiting for specialist jobs, such as highly skilled
technical staff, recruitment agencies may be useful.
STAFF RETENTION
Once they have been recruited, retaining staff on a fixed term contract (if it is for a longer period)
or to work on future projects and activities can be difficult. Ideally you should be able to offer
the same levels and quality of training and development including appraisals and career guidance
to project staff as that which is available for all permanent staff in the organization. As well as
formal training and development activities however, there are a variety of other initiatives that
can provide the motivation and job satisfaction that staff need to encourage them to remain with
the project/ organization.
• In the later stages of the project you may be thinking of ways to sustain and develop the
project activity once the initial funding has ceased. Look to redeploying the skills and
experience that the project has helped to develop within the existing staff.
• Providing flexible employment can make a job more attractive. Such initiatives include:
job shares; home-working; flexible working hours, compressed working week.
• Posts could also be split between people with complementary skills or to make part time
working an option.


My Pal – Employee Referral Program
Objective :
The objective of this policy is to leverage on the network of our employees to

attract a external talent pool. My Pal provides an unique opportunity to all HAIL
employees to refer their contacts who are interested in pursuing a career with
HAIL. And in this process , it also helps employees get a reward.
The policy will be applicable from 15th October 2005.
Eligibility :
All HAIL employees are eligible to receive award under this Scheme except
following
- HR professionals, Employees involved in the assessment process of the
candidate and the Function Head /BU/SBU Head of the position under
consideration.
Guidelines :
• My Pal mail will be flashed on alternate Friday with all the current openings.
• Resumes must be submitted to mypal@honeywell.com and to

http://www.honeywell.com/sites/acs/hail/careers.htm to qualify for a referrals
award. Resume in the body text of the e-mail is preferred over attachments.
Forwarded Resume / lead must be sent with correct name, email and active
contact number. The title of the job opening must be mentioned in the subject of
the e-mail.

• Only soft / electronic copies of Resumes will be eligible.
• Referee will get the reward after the candidate completes 1 month of service in the
organization. The staffing partner will process the reward and the amount will be
credited to the Referees salary account.
• Referee will be eligible for the award only if the staffing cell has received the
Resume from him/her first. In case the sent Resume is already available with the
staffing team or has already been processed, the same will be communicated to
the Referee and he/she will not be eligible for the award.
• Once the resume is sent to My Pal , it will be stored in the resume database and it
will be considered for any suitable job opening. The first HAIL employee who
referred the candidate will qualify for the referral award, which will be at the sole
discretion of the staffing cell. When the resume gets processed, the status of the
same will be informed to the referee by staffing cell.
• The validity of each resume sent will be 6 months and the same needs to be
renewed after the validity period gets over to remain eligible for reward.
• Referral of fresh college graduates, interns are not eligible for a cash award.

Internal Job Opportunity
Objective:
The objective of the policy is:
1. To help employees enhance their functional and managerial competence.

2. To provide job enrichment to the employees.
3. To encourage learning and knowledge sharing across-SBUs/functions.
This IJO policy the designed to facilitate movements across the BUs/Functions at HAIL.
Internal Job Opportunities at Honeywell serves many individual and organizational

needs. As a career development tool, it gives employees an opportunity to self nominates
for new positions within the company that can fulfill their career aspirations.
As a staffing tool, it broadens the pool of candidates for new positions by allowing
managers to access, and utilize our internal talent pool more effectively.
As an organizational tool, internal job posting enables all of our businesses to leverage
our human resources more effectively.
This will come into effect from 15th October 2005.
Eligibility :
This policy applies to all employees of Honeywell Automation India Limited who
- Have spent at least 2 years in the organization in the current role.
- Meet the specifications mentioned in the IJO
Employees meeting above criteria need to apply directly to staffing partners and the
staffing group will maintain the confidentiality of the application. The current
BU/Function will be informed only after the selection of the employee for the IJO
position has been confirmed.

Exception :
If an employee who has not finished continuous 2 years in the current role is
interested in applying, he/she may also do so, however, the employee should get
alignment from their respective HRBPs and then send the application to staffing.
Guidelines :
The process followed for invitation of applications and fulfillment of position will be as follows :
Job Posting :
All the relevant Job Openings will be posted through a separate Email sent to all employees at
HAIL every alternate Friday.
Employee Application :
Eligible employees can send their CVs directly to the staffing partner.
If an employee has not finished continuous 2 years in the current role, the employees will be
required to inform their HRBP regarding the interest in the job put up in IJO. The HRBP would
normally encourage such application, however, if there are concerns about his/her relieving from
current role, the HRBP will discuss with the concerned Manager and will get back to the
employee with the appropriate reasons.
Selection Process:
The Staffing Partner will forward the relevant CVs to the Hiring Manager for short listing and
assessment.
The Hiring Manager will complete the necessary assessment process and confirm the status on
Final selection to the staffing partner.
Transition :
After the staffing partner gets a confirmation from hiring Manager about the selection of a
particular employee, employee’s current HRBP and the Manager will be informed. Until then the
information will be kept confidential.

The employee will be communicated about the selection by the Staffing partner. The current
BU/Function will relieve the employee within 60 days of the information to the
HRBP/Concerned
Manager or the replacement of the position, whichever happens earlier.
Employee Rehire Policy
Objective:
The rehire policy is designed to facilitate movements of talented resources who have left
the organization and are interested in joining HAIL.
As a staffing tool, it broadens the pool of candidates for new positions by allowing to give an
opportunity to those who were our talent pool.
This policy will come into effect from 15th October 2005.
Eligibility :
An employee who has resigned from HAIL and wants to rejoin.
The ex Employees wanting to rejoin can be considered for any suitable open position in the
organization. The candidate will be considered for the position only if staffing gets a clearance
from his earlier SBU/BU/Function Head. This is done to ensure that the employee who have left
the Company without a proper handover/ or employees with poor performance record are not
inducted back into organization.
Guidelines :
Upon getting the Cv of the interested Ex employee of HAIL, staffing will get in touch with the
SBU/BU/Function Head of the said candidate and find out the past performance and the process
followed while getting relieved.
The CV will be processed only after a satisfactory report from the concerned people.


Recruitment Procedure
Tips to develop the Recruitment Strategy.
Pre-requisition as well Documents
1. Manpower Requisition Form(MRF):

a) Discussion with BU Head/ Manager
b) Source of Hiring: Portals, My Pal, Head hunting, Add, IJO Job positing –, E-
apps/ e Talent.
Sources of resumes at HAIL
Channe l M ix - Late ral Hire - HAIL - 2006
IJO Misc
Consultants 2% 7%
3% Portals
23%
Portals
Print Ads My Pal
26% Print Ads
Consultants
IJO
Misc
My Pal
39%
C) Pre Screening
D) Sending CVs to the Managers/ Bu Head.

2. Interview Assessment Form (Technical Assessment and HR assessment).

3. Application Form (Duly Filled by the Candidate).
4. Curriculum Vitae.
After the Hiring manager’s Technical assessment HRBP will take his/her HR-interview
(Sometimes HRBP takes first round of interview then Hiring manager). After the all
assessment it comes to staffing partners either way.
Staffing partner will collect candidate’s information like current CTC, Notice period
during the pre-screening round.
Candidate need carry following documents while coming for the interview or else can mail it
to them.
5. Employee salary slip (Latest one) of his current Company.

or
6. Salary Breakup.(CTC)
Then for compensation
Before sending the offer need to take care of following things :
7. Parity Sheet- (Comparison with one of the Honeywell Employee)

8. Comparison and comparison (Candidates current CTC and our proposed CTC)
9. Mercer code & Mercer Level
10. BU Code
11. Dept Code

12. Confirm on date of Joining.
13. Offer Letter.

Send him/her an e-mail if he/she expects the offer letter and revert.
Then few days prior joining confirm.
• EDN (Employee Detail Notice) is prepared.

• EHN (Employee Hiring Notice).Inform to all stake holders for the sitting up and the
infrastructure needs.
• EID (Employee Identification) of the employee is generated.
• Ensure all the arrangements are done.
Check with Leader-Learning and Talent Management HR for mandatory 2 days NEO
(New Employee Orientation).
• EIP (Employee Information Portal) Self Service Application is generated for new
induction.
• Check out the relieving letter and the Resignation letter within 2days
• On Monday employee have to submit the Joining report Kit.
• Employee have to under go the Medical Examination
Employees are requested to do a pre-employment medical check-up. This check up is
mandatory for employment, and all the Team lease converts are requested to go through
this checkup.
Those at the region can do the medical test as listed below at any government hospital /
clinic. The charges will be reimbursed up to Rs. X/-. These reports need to be handed
over to X in original.
The list of tests are:
 Physicians check up
 Urine routine
 Chest x ray
 ECG
 Vision Test
 Pathology
 Haemogram
 Blood Sugar Fasting
 Cholesterol
 Triglycerides
After the person joins –the Appointment letter is released.
12. Appointment Letter.

13. Closing of Case.
14. Database with HR (Ms. X – Honeywell Payroll and Ms. Y- Team lease) in Soft people
or RDBM.
You will be required to complete three steps in the selection process:
Telephone Interviews
After the application closing date, all applications will be reviewed. If you’re successful in
gaining a telephone interview, you will be notified either by us or one of our representatives.
This stage of the process will be used to find out more about you and why you are interested in a
career with us. We will make sure you have applied to the right business unit and confirm your
preferred location, start date and also your availability for the further stages in the process.
Group Assessment
This will begin with an introduction to our business. It will expand on what you have already
learnt about the business and also the opportunities that we can offer.
Through various exercises with you, you’ll get a better insight into our values and behaviors
including team building, problem solving, communication and interpersonal skills.
Assessment Centers are being held in Pune, Mumbai etc.
Face-to-Face Interview
This behavioral interview will be conducted by a manager within the location and business unit
and will demonstrate how well you will fit into our business as well as answer any outstanding
questions or queries that you may have.

If you’re successful, you will be offered a position after all second round interviews have taken
place.
Manpower Requisition Form
Date
Type of Employment
Position Title
Hiring Details – (New hiring /Transfer
/ Replacement / Conversion)
Location
No. of positions
BU Name & Code
Dept. Name & Code
Interview Panel (3 names please)
Supervisor Name & Designation
People soft Code
Band
Headcount Details
Type of On rolls as To be joining /Hired Budget (AOP 2007)

Employment on …….. / Transferred Total
If Contract Hiring
ORN/Non ORN If ORN mention the code

Time bound/Open If Time bound mention the
ended duration
Renewal (Yes/No) If yes, name of the
employee
Key Specifications :
Qualification
Age
Years of experience
Salary Range (Min - Max)

JOB DESCRIPTIONS:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
COMPETENCIES DESIRED / PREFERED :

• Computer Literacy :
• Domain Experience :
• Supervisory Skills :
• Leadership Skills :
• Customer / Vendor Interactions :
TARGET COMPANIES :

Hiring Manager Head HR / HR BP BU /Functional Head

(Name& Signature) (Name& Signature) (Name& Signature)
* Please Note: Any Hiring in Band 1, 2 & 4 category needs to be approved by

Head–HR
To be Filled By Staffing:
Employee Name
Designation Offered
Date of Joining
CTC (with or without Perks)
Staffing Partner
(Name & Signature)

Pre Screen Notes.
1. Name
2. Explain your educational
1.
background?
3. Explain your work 1.

Experience/could you expand any
of the achievement?
2.
3.
3 a. Current Organization/ Client
3 b. Current Role/ Designation
4. What are your current

responsibilities at the Present Job?

5. Why do you want to leave the

Present Job? / Reasons for
Change?
6. Current CTC
7. Expected CTC
8. Current Location / Relocation
9. Availability for Interview
COMMENTS:
Behavioral:
Technical Assessment:
Communication:

Honeywell
APPLICATION FORM
* Position applied for:
* Source through which you were informed of this position :

(Advertisement/Placement/Website/Referral/Portal/Direct)
Name of the Consultant/Referee :
* PERSONAL INFORMATION
Name: Mr/Mrs/Miss:
(First name) (Middle name) (Surname)
Date Of Birth : Age : Yrs
(dd/mm/yy)
Gender/Sex: Male / Female:
Present Address:
Permanent Address :
Contact no : Telno. Cell no. Email id.
Do you have a Passport : Yes / No

If Yes- Passport No Date of Issue: Issued by Place

* FAMILY PARTICULARS :
Relation Name Age Occupation

Father
Mother
Sister
Brother
Spouse
Children 1)
2)
LANGUAGES KNOWN:
OTHER TRANING PROGRAMS ATTENDED
Training/Development Institute/Organization Location From To

Programs attended/IT
skills acquired
* EDUCATIONAL DETAILS :
(Begin with the most recent qualification)
Degree/ School/College/ Board/ Period Special Class/Gr Type

Course Institution University From To Subject ade/%M Fulltime/
(s) arks Part time/
Correspondence
* Gaps in educations if any :
* WORK EXPERIENCE
(Give present or most recent employer first.)
Organization Period Designation Major Responsibilities Annual CTC
From To

GENERAL
1)* Present Cost To the Company :
a) CTC Fixed : Variable: Benefits:
2)* Overall Experience : Relevant Exp:
3) Physical Disability(if any)
a) Detail of major illness
4)* Have you been interviewed before by HAIL ? Yes/No
a) If yes , For Position on(Date)

(dd/mm/yy)
5)* Have you been Offered by HAIL? Yes/No
a) If yes, date of Offer :

(dd/mm/yy)
6) Are any of your relatives/friend employed by HAIL in India or aboard? Yes/No
a) If yes, specify : Name Relationship :
b) Position/BU/Location
7) * Are you bound by a Service Contracts/Bond/Confidentiality agreement? Yes/No

a) If Yes, furnish details :
8) * Notice Period : Days
9) *Would you like to refer any of your friends/relatives for employment in HAIL for similar skill
set, if yes, Please mention his/her :
Name Organization Position Contact Details
10) *Are you a member of any e- group Yes/No

a) If yes, name the group
*REFERENCES (Other than Relatives/Friends)
Name Organization Name/Designation Email id& Tel No
* ORGANISATION CHART-
(Org chart of your current company, mark out where your current position is in the chart)

I hereby certify that the particular given above are true and correct to the best of my knowledge and belief.
I agree that if any of this information so found to be false/incorrect, the Company is free to terminate my
services contract and /or cancel my selection/appointment.
Date:
Place:
Signature of the application
INTERVIEW ASSESSMENT FORM
(To be filled by Staffing Partner)

Name of the
Candidate
Date of Interview
BU & Dept.
Total Experience
Educational
Qualifications
Year of Passing
Relevant
Experience
Current Location
OBSERVATIONS (Rate personal traits on a scale of 1, 2,3,4,5 where 1= Poor, 5=Excellent)

1
3
5
7
9
Academic Performance/Quality of institute
Openness to Travel
Gaps in Education if any
Earliest Joining Time, Date
Technical / Functional assessment
Position Short listed For Location

HR assessment
Choose the behaviors level and rate as per the following scale
(E-Exceeds, A-at par, B-Below)
(Choose one Level)
Growth and Customer Focus: (Recognize the need of thinking differently in order to grow. E
Believe that the customer is the cornerstone of organization success. Exhibits high degree of A
commitment in doing a superb job for customers everyday inequality, delivery, value and B
technology .
E
Leadership Impact : (Carries potential to think like a leader Regardless of the job. Committed to A
delivery and has an ability of being a role model for other. Passion for work and care about the B
people in the organization. Ability to:1) conceptualize anissue,2) develop an action plan to address
the issue,3) execute the plan)
Gets Result : (Consistency in meeting commitments of the Business and other. Quickly translate E
business requirements into actions by “who dose what by when” to ensure plans are executed. A
B
Fosters Teamwork and Diversity : (Defines success in terms of the Whole teams. Understands E
and capitalize on the fact that the organization. workforce is composed of individuals who A
represent a great diversity of values, opinions, backgrounds, cultures and goals. Recognizes B
diversity as an important value and develops diverse teams .Meets expectations of the assigned role as leader
and also set and meet the expectations of team members )
Effective Communicator :(Is effective in providing timely and concise information to others and E
using clear and thoughtful oral and written communication is about listening and being listened to A
but is not always about being in agreement) B
Integrative Thinker: (Decides and takes action by applying intuition, Experience and judgment to the data E
available. Demonstrates ability to assimilate various and conflicting information or opinions into A
a well considered decision. Understands the implications of individual actions or recommendations on other B
systems, markets, processes and functions)

Technical or Functional Excellence(Is capable and effective in a particular area of expertise. E

Constantly keeps updated of advance and current His/her fields and looks for ways to apply the latest A
technologies to his/her area of work) B
Reasons for leaving earlier organization:
Recommendations (Tick anyone of the below)
Recommended for hiring Consider for another position Rejected

Mention BU
________________________________
Reason for Rejection
Interview Panel
Name of the Interview Panel
Signature Date:


Staffing Partner
Candidate Name:
Date: Remarks Time: Status(Please tick)
Sr No Documents
1 MRF/DOJ/Designation
2 Application Form
3 Interview Record Sheet
4 CV
5 Salary Sheet
6 Mercer code
7 Parity Sheet
8 Comparison Sheet
9 Sourcing
10 EHN
Signatur
e:
Sadaf
Date: Documents Time:
Offer documents along with
EDN & EHN
Signatur
e
Cheryl
Date: Time:
Sr No Documents
1 EHN
2 EDN
Signatur
e:

Manpower Requisition Form
Date
Type of Employment
Position Title
Hiring Details – (New hiring /Transfer
/ Replacement / Conversion)
Location
No. of positions
BU Name & Code
Dept. Name & Code
Interview Panel (3 names please)
Supervisor Name & Designation
People soft Code
Band
Headcount Details
Type of On rolls as To be joining /Hired Budget (AOP 2007)

Employment on …….. / Transferred Total
If Contract Hiring
ORN/Non ORN If ORN mention the code

Time bound/Open If Time bound mention the
ended duration
Renewal (Yes/No) If yes, name of the
employee
Key Specifications :
Qualification
Age
Years of experience

Salary Range (Min - Max)
JOB DESCRIPTIONS:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
COMPETENCIES DESIRED / PREFERED :

• Computer Literacy :
• Domain Experience :
• Supervisory Skills :
• Leadership Skills :
• Customer / Vendor Interactions :
TARGET COMPANIES :

Hiring Manager Head HR / HR BP BU /Functional Head

(Name& Signature) (Name& Signature) (Name& Signature)
* Please Note: Any Hiring in Band 1, 2 & 4 category needs to be approved by

Head–HR
To be Filled By Staffing:
Employee Name
Designation Offered
Date of Joining
CTC (with or without Perks)
Staffing Partner
(Name & Signature)

Honeywell
APPLICATION FORM
* Position applied for:
* Source through which you were informed of this position :

(Advertisement/Placement/Website/Referral/Portal/Direct)
Name of the Consultant/Referee :
* PERSONAL INFORMATION
Name: Mr/Mrs/Miss:
(First name) (Middle name) (Surname)
Date Of Birth : Age : Yrs
(dd/mm/yy)
Gender/Sex: Male / Female:
Present Address:
Permanent Address :
Contact no : Telno. Cell no. Email id.
Do you have a Passport : Yes / No

If Yes- Passport No Date of Issue: Issued by Place
* FAMILY PARTICULARS :
Relation Name Age Occupation

Father
Mother

Sister
Brother
Spouse
Children 1)
2)
LANGUAGES KNOWN:
OTHER TRANING PROGRAMS ATTENDED
Training/Development Institute/Organization Location From To

Programs attended/IT
skills acquired
* EDUCATIONAL DETAILS :
(Begin with the most recent qualification)
Degree/ School/College/ Board/ Period Special Class/Gr Type

Course Institution University From To Subject ade/%M Fulltime/
(s) arks Part time/
Correspondence
* Gaps in educations if any :
* WORK EXPERIENCE
(Give present or most recent employer first.)
Organization Period Designation Major Responsibilities Annual CTC
From To

GENERAL
1)* Present Cost To the Company :
a) CTC Fixed : Variable: Benefits:
2)* Overall Experience : Relevant Exp:
3) Physical Disability(if any)
a) Detail of major illness
4)* Have you been interviewed before by HAIL ? Yes/No
a) If yes , For Position on(Date)

(dd/mm/yy)
5)* Have you been Offered by HAIL? Yes/No
a) If yes, date of Offer :

(dd/mm/yy)
6) Are any of your relatives/friend employed by HAIL in India or aboard? Yes/No
a) If yes, specify : Name Relationship :
b) Position/BU/Location
7) * Are you bound by a Service Contracts/Bond/Confidentiality agreement? Yes/No
a) If Yes, furnish details :
8) * Notice Period : Days
9) *Would you like to refer any of your friends/relatives for employment in HAIL for similar skill
set, if yes, Please mention his/her :

Name Organization Position Contact Details
10) *Are you a member of any e- group Yes/No

a) If yes, name the group
*REFERENCES (Other than Relatives/Friends)
Name Organization Name/Designation Email id& Tel No
* ORGANISATION CHART-
(Org chart of your current company, mark out where your current position is in the chart)
I hereby certify that the particular given above are true and correct to the best of my knowledge and belief.
I agree that if any of this information so found to be false/incorrect, the Company is free to terminate my
services contract and /or cancel my selection/appointment.

Date:
Place:
Signature of the application
INTERVIEW ASSESSMENT FORM
(To be filled by Staffing Partner)
Name of the
Candidate
Date of Interview
BU & Dept.
Total Experience
Educational
Qualifications
Year of Passing
Relevant
Experience
Current Location
OBSERVATIONS (Rate personal traits on a scale of 1, 2,3,4,5 where 1= Poor, 5=Excellent)

1
3
5
7
9
Academic Performance/Quality of institute
Openness to Travel
Gaps in Education if any
Earliest Joining Time, Date
Technical / Functional assessment

Position Short listed For Location
HR assessment
Choose the behaviors level and rate as per the following scale
(E-Exceeds, A-at par, B-Below)
(Choose one Level)
Growth and Customer Focus: (Recognize the need of thinking differently in order to grow. E
Believe that the customer is the cornerstone of organization success. Exhibits high degree of A
commitment in doing a superb job for customers everyday inequality, delivery, value and B
technology .
E
Leadership Impact : (Carries potential to think like a leader Regardless of the job. Committed to A
delivery and has an ability of being a role model for other. Passion for work and care about the B
people in the organization. Ability to:1) conceptualize anissue,2) develop an action plan to address
the issue,3) execute the plan)

Gets Result : (Consistency in meeting commitments of the Business and other. Quickly translate E
business requirements into actions by “who dose what by when” to ensure plans are executed. A
B
Fosters Teamwork and Diversity : (Defines success in terms of the Whole teams. Understands E
and capitalize on the fact that the organization. workforce is composed of individuals who A
represent a great diversity of values, opinions, backgrounds, cultures and goals. Recognizes B
diversity as an important value and develops diverse teams .Meets expectations of the assigned role as leader
and also set and meet the expectations of team members )
Effective Communicator :(Is effective in providing timely and concise information to others and E
using clear and thoughtful oral and written communication is about listening and being listened to A
but is not always about being in agreement) B
Integrative Thinker: (Decides and takes action by applying intuition, Experience and judgment to the data E
available. Demonstrates ability to assimilate various and conflicting information or opinions into A
a well considered decision. Understands the implications of individual actions or recommendations on other B
systems, markets, processes and functions)
Technical or Functional Excellence(Is capable and effective in a particular area of expertise. E
Constantly keeps updated of advance and current His/her fields and looks for ways to apply the latest A
technologies to his/her area of work) B
Reasons for leaving earlier organization:
Recommendations (Tick anyone of the below)
Recommended for hiring Consider for another position Rejected

Mention BU
________________________________
Reason for Rejection

Interview Panel
Name of the Interview Panel
Signature Date:
CURRICULUM VITAE
Prakash Shetty
Email ID : prakashsshetty@rediffmail.com
Cell NO : 9975202226.
Professional Summary
 Five years of experience in Accounts and Finance Department.
 Complete cycle of Bills Receivable and Bills Payable accounting experience in ERP system.
 Actively involved in implementation of ERP system [Accounts & Finance Department] in the plant.
 Three years of functional accounting experience in Accounts & Finance department in an Automotive Cable
Industry.
 1 - Year experience of working in Sales and Purchase accounting as Assistant-Accounts in Mumbai.
 1-year experience of working in NBFC Company as a documentation controller of Loans and Deposits.
 B. Com graduate from Sri Bhuvanendra College, Karkala, and University of Mangalore. PGDBA appeared and
result awaited.
Suprajit Engineering Limited, Bangalore.
Leading Manufacturers of Automotive cables & speedometers in Inda.

Having seven manufacturing & sales plants in INDIA.

Overall turnover of rs. 185 crores.
Designation: Asst. Officer - Accounts
Duration: April 01, 2004 – Till Date.
Valued Customers: Bajaj, TVS, Hero Honda, Yamaha, Telco, and Mahindra & Mahindra.
Role:
• Managing working Capital account.
• Planning on cash Inflow & Outflows.
• Dealing with debtors, creditors, bankers.
• Handling statutory activities Excise, CST, VAT, monthly return filing, TDS, PF, and Profession Tax,
Service Tax.
• Office administration – Power, Payroll, Travelling, Staff Welfare, Canteen, Telephone.
• Period Closing, Preparation of sales annexure, Collection analysis, creditor Payment, Manufacturing
Expenses payment, Maintaining TB, GL reconciliation. Making Schedules to Profit & Loss Account.
• Reporting to corporate management about financial performance of the branch, clarification, co-
ordination for finalizations.
Responsible For:
 Working as an Officer- Accounts with the key responsibility of Accounts Receivable and Accounts
Payable.
 Reporting to the corporate office about Bank accounts, Cash accounts, payables made and due as well as
timely collections made and debtor collections due and its analysis.
 Responsible for Internal audit system of accounts, scheduling monthly Profit & Loss account and its
analysis.
 Co-coordinating and communicating with the corporate office regarding account reconciliation, GL
maintaining, maintaining Trial Balance and monthly /yearly Finalizations.
 Monthly Sales Register updating, its analysis, customer wise sales report updating.
 Monthly Purchase Register updating, its analysis, report updating within the state purchase & outside the
state purchase.
 Payments of daily / monthly manufacturing /administrative expenses and Vendor Payment.
 Maintaining and reconciliation of registers for sales / purchase and passing necessary debit notes and credit

notes.
 Collection analysis, receipt disputes resolving, debtor outstanding updating and its follow –up.
 Controlling the activities of invoicing / purchase bill booking / cash / Bank voucher accounting /
Supplementary invoice settlement of customers & vendors.
 Debtor collection / updating of outstanding of debtors & creditors outstanding ageing.

 Fund management, Bank reconciliation and dealing with the banks.
 Monthly stock valuation /analysis and auditing of FGS & RMS inventory.
 Maintaining Excise registers [RG1 Book, PLA Modvat Credit, Service Tax credit, GTA payment] and filing
monthly returns.
 Calculation of monthly Vat Set-off available and Vat Liability and its monthly return.
M/s. Philcoat India

Manufacturers of Powder Coating Powder.
Designation: Assistant - Accounts Duration: Jan. 2003 – Mar. 2004.
Accounting of Purchase and Sales.
Roles & Responsibilities:
 Taking verbal orders from customers and Sales billing.
 Raising purchase orders for raw material and consumptions and forwarding to vendors.
 Material In warding and purchase bill booking.
 Preparation of stock register and its reconciliation.
 Reconciliation of Bank Statement.
 Maintaining Sales and purchase registers.
 Handling cash and voucher accounting.
M/s. Manipal Finance Corporation of India.

Designation: Controller - Documents. Duration: Dec 2001 – Oct 2002.
Job Description:
 Maintaining Jewel Loan, Housing Loan, Hire Purchase loan as well as Deposits documents.
 Handling Cash and voucher accounting.

 Reconciliation of Bank statements
 Front office job and office administration.

Education
 B. COM - Sri Bhuvanendra College, Karkala. Mangalore University.
 Passed in April 2001 with 57 %.
 PGDBA – appeared, result awaited. Annamalai University.
 Additional qualification of Tally, M S Word, M S Excel, Internet, Email., ERP end user exposure.
Extra-Curricular Activities
 Hobbies include listening to music and playing cricket.
 Took responsible to maintain the 2S in the Office.
Personal Information
Date of Birth : 01-01-1980.

Age : 27 years
Marital Status : Single
Gender : Male
Languages able to speak : English, Hindi, Kannada. To read & write : English, Hindi & Kannada
Permanent Address : Kallambadi Moodumane, Nitte Post, Karkala T.Q. Udupi Dist, Karnataka.
Present Address : B-2/8, Yamuna Bldg., Siddhivinayak Prastha, Pradhikaren, Nigdi.
References
 Hemanath Shetty, Manager – [O] Suprajit Engineering Limited, Pune. Ph.: 09845671931
 Jhoteesh Nair, Asst. Manager – Accounts & Finance, Suprajit Engineering Limited, Bangalore. Ph.:
09980459114.
I hereby declare that all the information provided above is true to the best of my knowledge.
PRAKASH SHETTY

CONCLUSION
The key to successful recruitment is to ensure that the criteria of suitability are overt and relevant
to the job itself. Once these criteria are agreed and shared it is possible to make more rational...
Person-job fit or person-organization fit?
 A two-way process
It is important for both the job applicant and the organization to ensure that the right job
goes to the right person. Taking the wrong job may be just as disastrous for the employee
as for the organization. Recruitment and selection, therefore, involves the organization
(represented by the manager) and the applicant trying to discover the extent to which
their separate interests are likely to be served by the appointment. In other words, it is a
two-way process.
 Person job fit

The traditional approach to recruitment and selection is based on the view that
organizations should specify the requirements of the job as closely as possible and
then look for individuals whose personal...
SPECIFYING JOB AND PERSON REQUIREMENTS

INITIAL ASSESSMENT
To find the right person for the job, you need to have an accurate idea of the job itself and of the
particular skills and attributes it demands.
JOB ANALYSIS
Job analysis involves examining a job systematically and in detail. There is no single way of
doing this. Direct observation may be helpful if you are analyzing repetitive manual jobs.
ORGANISATIONAL ANALYSIS
The broader organizational requirements can be as important as the specific ones for the job
itself. The organization needs creativity, flexibility, the ability to work in a small team, and so
on…
JOB DESCRIPTION
From your analysis of the job you can write a job description which will state what the job holder
is responsible for and what they are required to do.
PERSON SPECIFICATION
Once the job and organizational analyses and the job description have been completed the next
stage is to write a specification of the kind of person needed to fill the job.
RECRUITING AND SELECTING INTERNAL CANDIDATE
Where an existing member of staff is applying for a post, you will already have knowledge of
their personality, skills, fit with the organization and so on.
ATTRACTING APPLICANTS
You have now established the criteria for recruiting the kind of person you are looking for; the
next step is to find someone who meets these criteria.
ADVERTISING
If you are managing the recruitment process by a traditional route you will now need to consider
advertising the vacancy. Your organization may have a specific policy or rules governing
advertising.

FURTHUR PARTICULARS, APPLICATION FORMS AND DEALING WITH PAPER

WORK
One way of offering more information than can be put into an advertisement is to send further
particulars to people who respond.
SHORTLISTING
It is common to shortlist up to six applicants per position, but the exact number may reflect the
time you have available for interviewing and the strength of the applicants.
REFERENCES
References can be useful, but they do have some limitations: no one would supply the name of a
referee who was likely to give a bad reference.
METHODS OF SELECTION
THE INTERVIEW AS A SELECTION METHOD : PRONS & CONS
Traditionally, the interview has been the main means of assessing the suitability of
candidates for a job. Almost all organizations use the interview at some stage in their
selection process.
TESTS AS A SELECTION TOOL
There are various types of tests and ways in which they might be used as part of the
selection process.
THE SELECTION INTERVIEW
The aim of the selection interview is to determine whether the candidate is interested in
the job and competent to do it.

STRUCTURING THE INTERVIEW
In a panel interview one member will need to take the chair; this person will then be
responsible for initiating, controlling and closing the interview.
CLOSING AND DECIDING
Up to now we have been considering how to control and conduct the main body of an
interview. There remains, however, the need to draw it to a satisfactory close.
ANALYSIS AND SUGGESTION
“Looking for jobs is no longer restricted to just newspapers and job portals as
job seekers today have more than one option to hunt for the perfect job across
various domains, discovers”- Vishaal Shah.
THE PORTAL HUNT
Almost everyone agrees on the ‘war for talent’ that organizations are facing today. Employees
have probably never had it better and the current job market scenario can easily be termed as a
seller’s market (with employees being the sellers of their services to companies). The traditional
route to identify vacancies as well as ‘announce’ one’s existence to employers has been through
job portals over the last decade. With technology being embedded deeper into our lives
companies and candidate are looking at newer mediums beyond job portals.
• BLOGS: The web log or blog started out as a platform to voice one’s thoughts and
opinions. Probably one of the earliest applications based on web2.0, blogs are, today used
by a large part of the online population in the country. With recruiters looking to get up
and close to candidates, blogs provide an ideal route which they cannot get through a

traditional interview. Blogs also form an important selection criterion as they help us
answer questions we would have asked about the candidate as well as analyze his/her
attitude. Blogs also help to understand if an employee can articulate himself/herself,
which is becoming a necessity in the corporate world today.
• SOCIAL NETWORKING: A trend which has caught the imagination of the youth within
the country over the last two years, social networking in its current standing can best be
described as a craze for Indians online. While networking sites did gain popularity, it is
the social networking portals that has attracted more peoples as compared to business
networking sites. With a number of people latching on the networking phenomenon in
India, companies have started to realize the potential in social networking portals. One
also needs to stay updated with online trends. If one takes the example of Facebook and
Orkut, Facebook has been finding favour off late among people as compared to the initial
popularity of orkut.
• VIDEO RESUMES: Some candidates have started utilizing video resumes in an effort to
break away from the clutter. A recruiter is more likely to notice a candidate who sends in
a video resume as compared to a test based one. Shankar opinions,” Video resumes are
the buzz for HR professionals and the trend is slowly gathering momentum. A candidate
with a video resume definitely has an edge over the others.
• SCOUNTING AROUND WEB 2.0 : The newer forms of websites coming up offer a
candidate several ways to leave his/her mark in the online space. There are sites like
Slides share, where one can upload presentations about anything(including a resume).
YouTube and other sites can be used to display your work online in a video format rather
than having to send a CD with your work to people.

“ THE ONLINE SYSTEM IS COST EFFECTIVE AND IT GIVES

PROSPECTIVE APPLICANTS THE CONVINIENCE TO SURF
THROUGH THES USER FRIENDLY PORTALS”
– Pankaj Shankar, Global Head, (HR and RMG, Info gain).
BIBLIOGRAPHY
References:
• Bills berry, J. (2000) Finding and keeping the Right People, 2nd edn,
London, Prentice-Hall
• Cowling, A.G. and Mailer, C.J.B (1981) Managing Human Resources,
London, Edward Arnold.
• Ludlow, R. and Panton, F. (1991), The Essence of Successful Staff Selection,
London, Prentice-Hall.
• Humansys, Calibre HR solutions…
• Times Ascent, Super Careers 2008, Times of India presentation.

• A.Barver, “Recruiting Employees”, Thousand Oaks, CA: Sage,1998.

• P. Mehra,”Outsourcing HR: Does it works?”, The Hindustan Times,15
feb,2001.
Webliography
INTERNET
www.openlearn.open.ac.uk/course
www.icmrindia.org/casestudies/catalogue/Human%20Resource%2
0and%20Organization%20Behavior/HROB044.htm
www.books.google.co.in
http://www.corporateinformation.com/snapshot.asp?SentBy=H
ome&cusip=C3569F400
www.honeywellautomationindialimited.com
www.monsterindia.com
www.naukri.com

www.naukrihub.com
www.timesofindia.com
www.google.com

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RECRUITMENT & SELECTION

• HPS (Honeywell Process Solution)

• HBS (Honeywell Building Solution)

• GES (Global Engineering Services)

• E&CC (Environmental and combustion control)

• S&C (Sensing and Control)

• HSG (Honeywell Security Group)

Human resource management is concerned with processes of acquisition, development,

Recruitment and selection are fundamental in HR management process. Time is spent

• Internal or External recruitment

In today’s rapidly changing business environment, organizations have to respond quickly to

PGDBM Summer Project

TABLE OF CONTENTS (INDEX)

• Introduction to the topic

 Honeywell stock chart

 Defining recruitment & selection as a tool.

 Recruitment & Selection Process in HAIL.

PGDBM Summer Project

• Honeywell policies and procedure

• Basic Documents For Recruitment

• Documents Required For Offer Letter

• Analysis and Suggestion

 The Portal Hunt

PGDBM Summer Project

Honeywell International is a $30 billion diversified technology and manufacturing leader,

PGDBM Summer Project

100000 employees across 95 countries world wide.

Honeywell International is a $30 billion diversified technology and manufacturing leader,

PGDBM Summer Project

HONEYWELL PRESENCE IN NEARLY 100 COUNTRIES:

PGDBM Summer Project

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About Honeywell Automation India Limited

HISTORY OF HONEYWELL AUTOMATION INDIA LTD:

PGDBM Summer Project

of the Indian Economy, be it Infrastructure, Petrochemicals, Refining, Chemicals, Mining &

Code of Business Conduct:

PGDBM Summer Project

PGDBM Summer Project

• Honeywell Process Solutions (HPS):

Oil and Gas – Upstream

Oil and Gas – Downstream

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Pulp, Paper and Printing

Chemicals and Life Sciences

Whether your business is pharmaceutical manufacturing, biotech innovation, clinical

Mines, Metals and Minerals

PGDBM Summer Project

Power Transmission and Distribution

After Market Services

Welcome to Honeywell Automation India’s After Market Services. Assured peace of

Helps its customers achieve continuous top-tier performance through reliable

• Honeywell Building Solutions (HBS):

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• Global Engineering services (GES):

PGDBM Summer Project

Global Engineering Services - Honeywell Process Solutions

The GES – Honeywell Process Solutions is entrusted with providing better

Global Engineering Services - Honeywell Building Solutions

The GES – Honeywell Building Solutions designs high-end custom applications

Outsource Automation Control Engineering Services

Outsource Automation Control Engineering Services (OACES) offers platform-