HUMAN RESOURCE MANAGEMENT

A Study of Recruitment & Selections

Submitted to: - Prof D. I. Cabral
Submitted by: - Mr. Abhishek Tawde Roll. No. 9005 eMBA - A

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Acknowledgement
Im thankful to PROF.D.I.CABRAL of MET LEAGUE OF COLLEGES for giving me such an opportunity to do a study on the Recruitment and Selection procedure in an organization.

Im thankful to MS. AMRUTHA LILY JATHANNA for spending her precious time with me and helping me to know more about the Recruitment and Selection procedure in KOMPASS AVIATION SERVICES PRIVATE LIMITED. Her first hand insights on the selection and recruitment procedure that took place for positions of Sr marketing manager, marketing Executive, Sr Cabin Crew trainer.

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INDEX
Sr No. 1 2 3 4 5 6 7 8 9 Pg. No. 2 4 5 7 9 12 19 20 21

Topics
Acknowledgement Synopsis Company Profile Subject covered & methodology used Findings Questionnaire Conclusion Recommendation Bibliography

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Synopsis
At the initiation of the project, many topics like motivation and motivation strategies, training and development, performance appraisal system, MBO were attractive to make a project on but at last the one that struck was the topic on Recruitment & Selections. After thinking from the organization point of view how they identify and attract potential candidates from within and outside an organization to begin evaluating them for future employment. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs. Also from the point of view of an employee how they are recruited and selected. The project gradually took off by reading some material about Recruitment & Selections from various books and then by preparing a questionnaire so that it would help me in knowing the procedure of recruitment and selection. After getting an insight about the topic it was time to speak to HR HEAD on how in reality is the procedure done. The company KOMPASS AVIATION SERVICES PRIVATE LIMITED HR Executive was encouraging and was willing to share her experiences and insights on recruitment and selection and how they recruited and selected candidates for the position of Sr Marketing Manager and Executive Marketing Manager, Sr Cabin Crew Trainer. Interaction with her helps me understand the recruitment and selection procedure in her company and threw some light on how the procedure takes place in aviation training service industry.

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Company Profile
Kompass Aviation, a Multinational Company is initiated and managed by Airline Pilots and a highly enterprising and motivated team. A premiere Aviation Company offering courses in Pilot (CPL) Training, Air Hostess & Flight Purser Training, Ground Crew Training, Customer Services, Hospitality, and Travel & Tourism Training. Kompass has expanded its wings in most parts of the country. Being an Authorised Training Centre of Sydney Flight Training Centre, Australia; an Authorised Training Centre of Orion Aviation, California, USA. Kompass Aviation is also an Indian Representative of Hunt & Palmer, one of world's leading charter broking companies having its corporate base at UK.

COURSES OFFERED

AVIATION, HOSPITALITY & AIRPORT OPERATIONS 1.) Commercial Pilot License (CPL) - Ground Training in India & Flying Training Abroad (full time) 2.) Advanced Diploma in Service Industry Management - 1 Year (Part Time) 3.) Dual Diploma in Aviation & Hospitality Management - 8 Months (Part Time)

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4.) Dual Diploma in Customer Services & Ground Operations Management 6 Months (part time) HOTEL MANAGEMENT COURSES 1.) Diploma in Housekeeping Services - 4 Months (Part Time) 2.) Diploma in Food & Beverage Services - 4 Months (Part Time) 3.) Diploma in Front Office Services - 4 Months (Part Time)

FUTURE VENTURES

- IT PLANS TO DIVERSIFY INTO INDUSTRY SPECIFIC VENTURES SUCH AS HELICOPTER &AIRCRAFT - CHARTERS, AIRCRAFT LEASING, AVIATION CONSULTANCY, HR SERVICES & CARGO SERVICES. - KOMPASS IS PLANNING TO START A REGIONAL AIRWAYS CALLED KOMPASS AIRWAYS BY 2013

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Subject covered & methodology used

RECRUITMENT Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc. Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills.
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At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a rsum (also known as a CV) or to complete an application form to provide this evidence.

SELECTION Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire. Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge). The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology. Methodology Used
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Thanks to cooperation of the hr head she shared her experiences and insights on how Recruitment and selection was done in for positions of Sr Marketing Manager,Marketing Executive & Sr Cabin Crew trainer for Quater 4 of year 2009. This gave me a platform to do case study on how the recruitment and selection is done in the industry.

Findings
THE KOMPASS AVIATION SERVICES PVT LTD Recruitment for Quarter 4 (2009) Recruitment Positions for the Marketing Department - 2 Position 1 Sr.Marketing Manager Position 2 - Marketing Executive Recruitment Positions for the Faculty Department - 1 Position 1 Sr.Cabin Crew Trainer Retrenchment technique was used (Advertisements and vendors were avoided) and recruitment was done with the help of Employee referrals & Company database.

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Number of shortlisted resumes for Sr.Marketing Manager 12 Shortlisting was done on the basis of a Marketing Mandate (Job roles & responsibilities, previous exp, ctcetc) by the recruitment executive.

Number of Candidates who attended the Interview 9 Interview rounds as mentioned below. For the mentioned position a Dual Interview round were held (2 interviewers) and then a one on one base with the CMD. HR Round. Ops Round (Marketing Head) Final Round with the CMD Only 3 Candidates were further again shortlisted for the final round with the CMD, Out of which the best one was selected and the respective HR and Marketing Dept is Informed. The rest of the 2 are kept on hold incase there is a case of attrition. The joining formalities are taken care of (Letter of Offer, Appointment, HR Hand book, ID card)

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 Induction Period begins on the first day. 5 day period. (First 2 days introduce the company, 3 days the profile, and introducing the employee to the staff) During the Induction we identify/analyze the pros and cons of the employee. This is done via projects that we ask the employee to make and various interactive sessions The Marketing Manager along with the Training & Development Dept, prepare a Training Module in relation to the expected competencies.

A KPI Structure then follows.

Within a period of a quarter the performance appraisals are conducted with the help of the KPI structure. This is conducted by the HR and Marketing Manager. Following which it is decided whether to extend the probation or imbibe further training or to ask the employee to move on.

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Questionnaire
What is the first step in your recruitment process & how do you go about it? 1. Client (Kompass Aviation) mandate need assessment a.. Define objectives and specifications of the Vacant positions c.. Understand the profile specifications d.. Understand roles and responsibilities of the prospective candidate e.. Develop a search plan 2. Candidate Identification a.. Identify target sources b.. Extensive organization mapping, research & database search of the profile c.. Provide status report to client about the available talent pool 3. Candidate assessment and Presentation a.. Screen and evaluate candidates b.. Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit c.. Discuss the shortlist with the Dept.(HR & OPS) 4. Candidate interview, selection & Presentation of Offer a.. Facilitate interviews with the client b.. Obtain feedback c.. Participate in decision making process d.. Provide inputs on candidate's desired compensation

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Do you have an induction programme? How do you go about it? Yes we follow an Induction programme. You can follow these steps while preparing Induction Manuel1. Introduction of the Organization 2. Vision 3. Mission 4. Reporting Hierarchy 5. Job Description 6. Rules & Responsibilities of the the Job 7. Policies & procedures of the organization. Example -Here below find an Induction checklist of HR department 1) The unit/Department mission, goals, and specific objectives 2) Structure of the unit/Department/Organization (ORGANIZATION CHART) 3) Probationary Period 4) Time Keeping/ Recording Hours, breaks and Lunch-time 5) Leaves and Holidays 6) Pension Schemes and Life Insurance
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7) Car and other EXPENSES Claims 8) Disciplinary Procedure 9) Grievance Procedure 10) General rules, regulations and Employee relations reference materials 11) Department Special Policies 12) Transfer

How important is the induction program? Induction training is very essential for any company because it helps an individual/new recruit to grow within a company and motivates him/her. It inculcates in the employee, more confidence to progress. It is during induction that a new recruit gets to know about the organization's employment philosophy, physical work environment, employee's rights, employee's responsibilities, organization, culture and values along with key business processes. A new entrant should culturally fit in an organization. Interaction at this stage shapes an individual's disposition and outlook for work and motivation levels. The importance of induction cannot be underestimated.

How do you monitor the performance of the new candidate?

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Employee performance needs to be monitored for several reasons: 1) To ensure work is being done and targets met. 2) To provide data for any incentives/bonus that the employee may be eligible for at the year end. 3) To help in the growth and development of the employee. 4) To identify areas of discontent and solve for them to retain employees and reduce attrition. 5) To encourage employees to share their concerns with the right people at the right time thus creating an environment of well being and high morale. Depending on your reason/s for tracking employee performance, you can do it at different levels for best results: 1) Informal conversations with the reporting person on a weekly basis. 2) Monthly meetings to monitor performance against targets and provide concrete steps to improve performance. Goal Setting and Tracking: In this process we provide a written Goal Sheet to every employee which consist of his/her Goals with the specific tasks he is supposed to do. He is assigned targets which he needs to meet in a given time frame. At frequent intervals he is supposed to report the achievement against each goal. However, managing these two process is a big task. Often it cannot be done manually. You need to do it through some software.

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Conclusion

As recruitment was for 3 positions which were at management level and senior level they gone ahead with Retrenchment technique (Advertisements and vendors were avoided) and recruitment was done with the help of Employee referrals & Company database.

Elaborate procedure for recruitment and selection was followed. Even attrition was taken care of.

The K.P.I structure was also set in place for the new recruits.

The whole exercise was well planned and all aspects were taken into consideration

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Recommendation
The Hr managers should also look at candidates from outside the company database. As the company would need experts in the field the correlate to the company commitment statement To provide quality standards to our customers and clients through our professionalism, integrity and expertise approach. They should look to train and promote potential employee of the company to managers post as the company is growing and is expansion phase. This will motivate the employees and help save cost and correlate with company growth plans.

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Bibliography
Class Notes Prof. Darryl Cabral

www.kompassaviation.com

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