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HUMAN RESURCE MANAGEMENT

ASSIGNMENT NO-02

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List the various steps involved in Selection Process

The selection process checklist

Step 1 - Preparation

The need for the position was considered

The possibility of job redesign was examined

An up-to-date position description was available

The position description adequately supported the selection process

Step 2 - The Selection Committee

At least one member was trained in Staff Selection

The selection process gave a high priority to achieving a timely resolution

All information relevant to the selection process was kept confidential

Equal opportunity issues were drawn to the attention of members

All members were involved at all stages of the selection process

The committee was appropriately constructed in terms of membership

Gender balance was achieved

The same core questions were asked of each applicant

Provision of feedback for unsuccessful applicants was arranged and carried out

All information used in the selection process was returned to the convenor

The principles of merit based selection were applied at all times

A clear process for reaching a decision existed

Each applicant was objectively and impartially assessed against the selection criteria

The same panel members were retained throughout the selection process

Step 3 - Selection Criteria

The selection criteria:

proved assessable/verifiable during the selection process

were kept to an essential minimum

had input from all members of the committee

were clearly communicated to applicants

were lawful

were not altered once the process commenced

were assessed in the context of written applications

were assessed in the context of referee reports

were assessed in the context of interview

were not used to eliminate an "over qualified" applicant

were derived from the position description

were not structured to favour an "acting" appointment

Step 4 - Advertising

The advertisement:

did not exceed 75 words

contained a contact point for information

discouraged unsuitable applicants

attracted sufficient quality applicants

specified a closing date

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was supported by additional information handouts

Step 5 - Shortlisting

Shortlisting commenced after the closing date for applications

The process involved all members of the selection committee

The shortlist was developed against the selection criteria

Concerns or conflicts of interest were dealt with

The shortlist included applicants who satisfied all essential Selection criteria

Unsuccessful applicants were notified once eliminated from consideration

Interviews were granted on merit

Step 6 - Referees

Referees were directed to comment against selection criteria

Referees provided information that contributed to the selection decision

Reports were read by all members of the selection committee

Only information from nominated referees as opposed to "unofficial" referees was considered

Reports were held in strictest confidence

Applicants were advised if contact was to be initiated with referees

Step 7 - Structuring the Interview

All committee members had input in structuring questions

Each criterion was sufficiently covered by interview questions

Example based questions were asked

The interview had a structure

A record of interview was kept

The role of each committee member during the interview was agreed

Interviews were held, as far as possible, on the same or successive days

Applicants' convenience and comfort was a consideration

Step 8 - Conduct of the Interview

The venue was fit for the purpose

Committee members had read applicants' details

Reception of applicants was arranged

The committee convened 30 minutes before the first interview

Note-taking practice was determined

Qualifications were sighted

Members were introduced and identifiable to applicants

No interruptions occurred during an interview

The convenor explained the interview structure to the applicants

Questions of clarification were used

Applicants were given time to ask questions

Step 9 - Reaching a Selection Decision

A decision process was determined in advance of attempting to reach a decision

First impressions were checked against a number of sources

Possible "halo" effects were avoided

Negative information was balanced against positive information

The selection decision was not influenced by the sequence of interviews

The selection decision was not a rushed decision

The selection decision was not subject to pressure from the convenor

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Step 10 - In Conclusion

Applicants were given timely advice of the outcome of their application

A committee member was delegated to offer feedback to applicants

Committee members contributed input to feedback to be provided

Working papers were returned to the convenor

A good appointment resulted

QUESTION NO 02

List various sources of Recruitment and Factors affecting Recruitment. Explain the

Recruitment process being adopted in any organization you are familiar with.

DEFINITION

“Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs in

an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the

selection ratio. Selection on the other hand tends to be negative because it rejects a good number of those,

who apply, leaving only the best to be hired.”

-Edwin B flippo

SOURCES OF RECRUITMENT

INTERNAL SOURCES

Internal Sources include personnel already on the pay-roll of the organization. Whenever any vacancy

arises, somebody from within the organization may be looked into:

MERITS

It improves the morale of employees, for they are assured of the fact that they would be preferred over

outsiders when vacancies occur

The employers are in a better position to evaluate those presently employed than outside candidates.

This is because the company maintains a record of the progress, experience and service of its

employees

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It promotes loyalty among the employees, for it gives them a sense of job security and opportunities

for advancement

As the person in the employment of the company are fully aware of, and well acquainted with, its

policies and know its operating procedures, they require little training, and the chances are that

they would stay longer in the employment of the organization than a new outsider would

It is less costly than going outside to recruit.

DEMERITS

It often leads to inbreeding, and discourages new blood from entering an organization

There are possibilities that internal sources may “dry up”, and it may be difficult to find the

requisite personnel from within an organization

Since the learner does not know more than the lecture, no innovation worth the name can made.

Therefore, on jobs which require marginal thinking, this practice is not followed

As promotion is based on seniority, the danger is that really capable hands may not be chosen.

EXTERNAL SOURCES

External Sources of recruitment refer to Prospective candidates outside the enterprise. They usually

include new entrants to the labor force.

MERITS

External sources provide the requisite type of personnel for an organization, having skill, training

and education up to the required standard.

Since persons are recruited from a large market, the best selection can be made without any

distinctions of caste, sex or color.

In the long run, this source proves economical because potential employees do not need extra

training for their job.

DEMERITS

However, this system suffers from what is called “brain drain,” especially when experienced

persons are raided or hunted by sister concerns.

FACTORS AFFECTING RECRUITMENT

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RECRUITMENT PROCESS AT INFOSYS

External environment

Internal environment

Preliminary interview

Selection test

Employment interview

Reference and Background

Analysis

Selection decision

Physical examination

Job offer

Employment contract

Evaluation

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QUESTION NO 03

THE FACTORY ACT 1948 (SECTIONS 44 TO 49)

44. FACILITIES FOR SITTING.

(1) In every factory suitable arrangements for sitting shall be provided and maintained for all workers

obliged to work in a standing position, in order that they may take advantage of any opportunities for rest

which may occur in the course of their work.

(2) If, in the opinion of the Chief Inspector, the workers in any factory engaged in a particular

manufacturing process or working in a particular room are able to do their work efficiently in a sitting

position, he may, by order in writing, require the occupier of the factory to provide before a specified date

such seating arrangements as may be practicable for all workers so engaged or working.

(3) The State Government may, by notification in the Official Gazette, declare that the provisions of sub-

section (1) shall not apply to any specified factory or class or description of factories or to any specified

manufacturing process.

45. FIRST AID APPLIANCES.

(1) There shall in every factory be provided and maintained so as to be readily accessible during all working

hours first-aid boxes or cupboards equipped with the prescribed contents, and the number of such boxes or

cupboards to be provided and maintained shall not be less than one for every one hundred and fifty workers

ordinarily employed at any one time in the factory.

(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.

(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible person who holds a

certificate in first-aid treatment recognized by State Government and who shall always be readily available

during the working hours of the factory.

(4) In every factory wherein more than five hundred workers are ordinarily employed there shall be provided

and maintained an ambulance room of the prescribed size, containing the prescribed equipment and in the

charge of such medical and nursing staff as may be prescribed and those facilities shall always be made

readily available during the working hours of the factory.

46. CANTEENS.

(1) The State Government may make rules requiring that in any specified factory wherein more than two

hundred and, fifty workers are ordinarily employed, a canteen or canteens shall be provided and maintained

by the occupier for the use of the workers.

(2) Without prejudice to the generality of the foregoing power, such rules may provide for - (a) the date by

which such canteen shall be provided;

(b) the standards in respect of construction, accommodation, furniture and other equipment of the canteen;

(c) the foodstuffs to be served therein and the charges which may be made therefor;

(d) the constitution of a managing committee for the canteen and representation of the workers in the

management of the canteen;

(dd) the items of expenditure in the running of the canteen which are not to be taken into account in fixing

the cost of foodstuffs and which shall be borne by the employer;

(e) the delegation to the Chief Inspector, subject to such conditions as may be prescribed, of the power to

make rules under clause (c).

47. SHELTERS, REST ROOMS AND LUNCH ROOMS.

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(1) In every factory wherein more than one hundred and fifty workers are ordinarily employed, adequate

and suitable shelters or rest rooms and a suitable lunch room, with provision for drinking water, where

workers can eat meals brought by them, shall be provided and maintained for the use of the workers :

Provided that any canteen maintained in accordance with the provisions of section 46 shall be regarded as

part of the requirements of this sub-section : Provided further that where a lunch room exists no workers

shall eat any food in the work room.

(2) The shelters or rest rooms or lunch rooms to be provided under sub-section (1) shall be sufficiently

lighted and ventilated and shall be maintained in a cool and clean condition.

(3) The State Government may - (a) prescribe the standards in respect of construction, accommodation,

furniture and other equipment of shelters, rest rooms and lunch rooms to be provided under this section;

(b) by notification in the Official Gazette, exempt any factory or class or description of factories from the

requirements of this section.

48. CRECHES.

(1) In every factory wherein more than thirty women workers are ordinarily employed there shall be

provided and maintained a suitable room or rooms for the use of children under the age of six years of such

women.

(2) Such rooms shall provide adequate accommodation, shall be adequately lighted and ventilated, shall be

maintained in a clean and sanitary condition and shall be under the charge of women trained in the care of

children and infants.

(3) The State Government may make rules - (a) prescribing the location and the standards in respect of

construction, accommodation, furniture and other equipment of rooms to be provided, under this section;

(b) requiring the provision in factories to which this section applies of additional facilities for the care of

children belonging to women workers, including suitable provision of facilities for washing and changing

their clothing;

(c) requiring the provision in any factory of free milk or refreshment or both for such children;

(d) requiring that facilities shall be given in any factory for the mothers of such children to feed them at the

necessary intervals.

49. WELFARE OFFICERS.

(1) In every factory wherein five hundred or more workers are ordinarily employed the occupier shall employ

in the factory such number of Welfare officers as may be prescribed.

(2) The State Government may prescribe the duties, qualifications and Conditions of service of officers

employed under sub-section (1).

PAYMENT OF WAGES ACT 1936

Applicability

It applies in the first instance to the payment of wages to persons employed in any factory, to persons

employed (otherwise than in a factory) upon any railway by a railway administration or, either directly or

through a subcontractor, by a person fulfilling a contract with a railway administration, and to persons

employed in an industrial or other establishment specified.

Responsibility for payment of wages

Every employer shall be responsible for the payment to persons employed by him of all wages required to be

paid under this Act:

Provided that, in the case of persons employed (otherwise than by a contractor)-

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in factories, if a person has been named as the manager of the factory

in industrial or other establishments, if there is a person responsible to the employer for the

supervision and control of the industrial or other establishments

upon railways (otherwise than in factories), if the employer is the railway administration and the

railway administration has nominated a person in this behalf for the local area concerned.

The person so named, the person. so, responsible to the employer, or the person so nominated, as the

case may be; [shall also be responsible] for such payment.

TRADE UNION ACT 1926

Section 2(h) of the Trade Unions Act, 1926 has defined a trade union as

“Any combination, whether temporary or permanent, formed primarily for the purpose of regulating the

relations between workmen and employers, or between workmen and workmen, or between employers and

employers, or for imposing restrictive conditions on the conduct of any trade or business, and includes any

federation of two or more trade unions.”

Then this definition talks about three relationships. They are relationship between the:

Workmen and workmen

Workmen and employers

Employers and employers.

THE MINIMUM WAGES ACT, 1948

An Act to provide for fixing minimum rates of wages in certain employments. WHEREAS it is expedient to

provide for fixing minimum rates of wages in certain employments.

1 Short Title and extent

2 Interpretation

3 Fixing of minimum rates of wages

4 Minimum rate of wages

5 Procedure for fixing and revising minimum wages

6 Advisory committees and sub-committees

7 Advisory Board

8 Central Advisory Board

9 Composition of committees etc.

10 Correction of errors

11 Wages in kind

12 Payment of minimum rate of wages

13 Fixing hours for normal working day etc.

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14 Overtime

15 Wages of worker who works for less than normal working day

16 Wages for two or more classes of work

17 Minimum time rate wages for piece work

18 Maintenance of registers and records

19 Inspectors

20 Claim

21 Single application in respect of a number of employees.

22 Penalties for certain offences

22A General provision for punishment of other offences

22B Cognizance of offences

22C Offences by companies

22D Payment of undisbursed amounts due to employees

22E Protection against attachment of assets of employer with Government

22F Application of Payment of Wages Act 1936 to scheduled employments

23 Exemption of employer from liability in certain cases

24 Bar of suits

25 Contracting out

26 Exemption and exceptions

27 Power of State Government to add to Schedule

28 Power to Central Government to give directions

29 Power to Central Government to make rules

30 Power of appropriate Government to make rules

30A Rules made by Central Government to be laid before Parliament.

31 Validation of fixation of certain minimum rates of wages

WORKMEN'S COMPENSATION (AMENDMENT) ACT, 1948.

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An act to amend the enhancement relating to compensation to women for injuries suffered in the course of

their employment. [22nd December, 1948.]

In this Act

the expression “the Acts of 1897 and 1900” means the Workmen's Compensation Acts, 1897 and

1900;

the expression “the Act of 1906” means the Workmen's Compensation Act, 1906;

the expression “the Act of 1934” means the Workmen's Compensation Act, 1934 (No. 9 of 1934);

the references to a weekly payment by way of compensation under the Acts of 1897 and 1900 or the

Act of 1906

include references to any sum payable under section 14 of the Act of 1934

Sections

1 Definitions.

2 “The appointed day.”

3 Supplementary allowance to workmen entitled to weekly payments under the

Workmen's Compensation Acts, 1897 and 1900, and the Workmen's Compensation

Act, 1906.

4 Amendment of section 5 of the Act of 1934.

5 Amendment of the Second Schedule to the Act of 1934.

6 Amendment of the Third Schedule to the Act of 1934.

7 Institution of proceedings to recover compensation under the Act of 1934 in non-

fatal cases where workman in receipt of voluntary payment.

8 Revocation of certain orders.

9 Short title and collective citation.

MATERNITY BENEFIT ACT, 1961

An Act to regulate the employment of women in certain establishment for certain period before and after

child-birth and to provide for maternity benefit and certain other benefits.

BE it enacted by Parliament in the Twelfth Year of the Republic of India as follows:-

1.Short title, extent and commencement.-

(1) This Act may be called the Maternity Benefit Act, 1961.

(2) It extends to the whole of India1

(3) It shall come into force on such date2as may be notified in this behalf in the Official Gazette,-

o (a)in relation to mines and to any other establishment wherein persons are employed for the

exhibition of equestrian, acrobatic and other performances, by the Central Government; and

o (b) in relation to other establishments in a State, by the State Government.

2.Application of Act.-

1) It applies, in the first instance,-

(a) to every establishment being a factory, mine or plantation including any such establishment belonging to

Government and to every establishment wherein persons are employed for the exhibition of equestrian,

acrobatic and other performances;

(b) to every shop or establishment within the meaning of any law for the time being in force in relation to

shops and establishments in a State, in which ten or more persons are employed, or were employed, on any

day of the preceding twelve months:

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Provided that the State Government may, with the approval of the Central Government, after giving not

less than two month's notice of its intention of so doing, by notification in the Official Gazette, declare that

all or any of the provisions of this Act shall apply also to any other establishment or class of establishments,

industrial, commercial, agricultural or otherwise.

(2) Save as otherwise provided in sections 5A and 5B, nothing contained in this Act, shall apply to any

factory or other establishment to which the provisions of the Employees, State Insurance Act, 1948 (34 of

1948), apply for the time being.

THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970

An Act to regulate the employment of contract labour in certain establishments and to provide for its

abolition in certain circumstances and for matters connected therewith.

Provision of the Act:

The Act applies to every establishment/contractor in which 20 or more workmen are employed or were

employed on any day in the preceding 12 months as contract labour and to every contractor who employs or

who employed on any day of the preceding 12 months, 20 or more workmen. It does not apply to

establishments where the work performed is of intermittent or seasonal nature. An establishment wherein

work is of intermittent and seasonal nature will be covered by the Act if the work performed is more than

120 days and 60 days in a year respectively. The Act also applies to establishments of the Government and

local authorities as well.

THE INDUSTRIAL DISPUTES ACT, 1947 [11th March, 1947.]

An Act to make provision for the investigation and settlement of industrial disputes, and for certain other

purposes. WHEREAS it is expedient to make provision for the investigation and settlement of industrial

disputes, and for certain other purposes hereinafter appearing.

Salient Features of the Act:

1.Any industrial dispute may be referred to industrial tribunal where generally both parties to such dispute

agree with each other.

2.Am award shall be binding on both parties to the dispute for a specified period not exceeding one year. It is

enforced by government ( Award : judgment of Court)

3.Strikes and lock outs are prohibited

o aDuring pendency of conciliation and adjudication proceedings (pending compromise, final decision

procedure)

o During pendency of settlement during the course of conciliation proceedings. (strike is weapon of

trade unions, loc out is weapon of management)

o During pendency of awards of Industrial Tribunal

4.During emergency appropriate government declares the following industries to be public utility services

for a maximum period of six months.

o Transport of passengers or goods by land water or air

o Coal

o Cotton textile

o Food stuffs

o Iron and steel

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5.In case of layoff or retrenchment of workmen employer is required to pay compensation to them (retrench :

remove excess people permanently )

6.Provision has also been made for payment of compensation to workmen in case of transfer or closure of an

undertaking

7.Authorities under the Act :-

o Works Committee

o Conciliation Officer

o Board of Conciliation

o Court of Inquiry

o Labour Court

o Industrial Tribunal

o National Tribunal

Machinery for the settlement of dispute or Authorities under the Industrial Dispute Act, 1947

1.Works Committee :

Section 3 provides that

1. In an establishment where 100 or more workmen are employed the appropriate government may

constitute works committee (Works Committee) as described. The number of representatives of workmen

and the employer must be same. Such representatives of workmen are selected from workmen in

consultation with trade union, if any.

2.It is the duty of Works Committee to preserve amity and good relation between employer andworkmen to

comment (discuss) upon matters of common interest and to find out an amicable solution (peaceful) towards

the same. The main task of the Works Committee is to reduce friction between management and workmen

in day to day work. The Works Committee does not supersede trade union for collective bargaining. They are

not entitled to consider substantial changes in the conditions of service.

EQUAL REMUNERATION ACT, 1976

An act to provide for the payment of equal remuneration to men and women workers and for the prevention

of discrimination, on the ground of sex, against women in the matter of employment and for matters

connected therewith or incidental thereto.

Be it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follow: -

Prefatory Note – Statement of Objects and Reasons. – Article 39 of Constitution envisages that the

State shall direct its policy, among other things, towards securing that there is equal pay for equal work for

both men and women. To give effect to this constitutional provision, the President promulgated on the 26th

September, 1975, the Equal Remuneration Ordinance, 1975 so that the provisions of Article 39 of the

Constitution may be implemented in the year which is being celebrated as the International Women’s Year.

The Ordinance provides for payment of equal remuneration to men and women workers for the same work

or work of similar nature and for the prevention of discrimination on grounds of sex.

The Ordinance also ensures that there will be no discrimination against recruitment of women and provides

for the setting up of Advisory committees to promote employment opportunities for women.

The Bill seeks to replace the Ordinance.