HR
Content
AN ASSINGMENT O
DISCRIPTION OF ITC HR PRACTICES
ITC's human resource management systems and processes aim
to create a responsive, customer-centric and market-focused
culture that enhances organisational capability and vitality, so
thateach business is internationally competitive and equipped
to exploit emerging marketopportunities.
Requirtment objectives:
To effectively manage the manpower recruitment in coherence
with long term and shortterm manpower planning of the
organization
through
a
standard
recruitment
and
selectionpolicy.
To proactively and systematically identify the recruitment needs
in time. To ensure that allthe recruitment are within the
manpower budget and as per the laid down policy.
The recruited people with required level of skilled and aptitude
for learning and growth.
recruitment Sources:The sources of recruitment may be broadly
divided into two categories: internal sources andexternal
sources. On receipt of the Manpower
INTERNAL METHOD:
1.PROMOTION AND TRANSFERS:
ITC Prefer to fill vacancies through promotion or transfers from
within wherever possible.Promotion involves movement of an
employee from a lower level position to higher level
positionaccompanied by changes in duties, responsibilities,
status and value and value.It may lead to changes in duties and
responsibility,
working
conditions,
etc.,
but
not
necessarilysalary. Internal promotions and transfers certainly
allow people greater scope to experiment withtheir career,
kindling ambitions and motivating them to take a shot at
something they might
otherwise never have considered. The system, of course, works
best for young executives whoare willing to take risks.
JOB POSITION
Job position is another way of hiring people from within. In this
method, the organizationpublicizes job openings on bulletin
boards, electronic media and similar outlets. Hindustan
lever introduced its version open job position in early 2002 and
over 40 positions have since been filedthrough the process. HLL
even allows its employee to undertake career shifts, for
example fromtechnical position system.
EMPLOYEE REFERRALS
Employee referral means using personal contacts to locate job
opportunities. It is arecommendation from a current employee
regarding a job applicant. The logic behind employeereferral is
that ³ it takes one to know one´ employee working in the
organization in this case, areencouraged to recommend the
name of their friends working in other organization for a
possiblevacancy in the near future. In fact, this has become a
popular way of recruiting people in the highlycompetitive
information technology industry now a day. Companies offer
rich rewards also toemployees whose recommendation are
accepted after the routine screening and examining processis
over- and job offers extended to the suggested candidates.
2
.
Extarnal MethodCampus Recruitment
It is a method of recruiting by visiting and participating in
college campuses and their placement centers. Here the
recruiter¶s visits reputed educational institutions such as IITs,
IIMscolleges and universities with a view to pickup job aspirants
having a requisite technical of professional skills. Job seekers
are provided information about the jobs and the recruiter¶s
internget a snap shot of job seekers through constant
interchange of information with respectiveinstitutions.
Advertisement
This includes advertisement in news papers; trade,
professionals and technical journals; radio andTV etc. In recent
time this medium became just as colorful lively and imaginative
as consumer advertising. The ad generally gives a brief outline
of the job responsibilities, compensationpackage, prospects in
the organization etc. This method is appropriate when
the organizationintends to reach a large target group and
the organization wants a fairly good no. of talentedpeople who
are geographically spread out.
Head Hunters
There is an influx of executive search agencies also known as
head hunters who specialize inselection of professionals for
very senior or top posts, where applicants are in short supply
andemployers have no time to go round in search of the best
talents. Such vacancies are fewer and far between and
organizations prefer hiring a head hunter who maintains
confidentiality of theemployer and are specialize in recruiting
the best talent strictly as per the job specification. But,these
specialists bodies charges hefty professional fees. However, the
high cost is outweighed bythe benefit of recruiting the best
talent without going through the cumbersome and time
consumingprocess of internal recruitment system.
SELECTION PROCEDUREScreening of Application :
The ratio between the number of vacancy and the number of
candidate tobe called for test/interview should normally be
1:5.1.
TEST
Depending on the requirement of the job if required,
management mayconduct
written/aptitude/psychometric/physical or any other test as
deemfit.
INTERVIEW:
All the candidates short listed for interview will be informed
through aformal call letter for attending interview at least
15 days in advance.
The candidate will be interview by the interview panel.
Joining Formalities:
Employees joining shall first report in the HR
departmentwill facilitate in completing the joining formalities
such asfilling of joining report and other necessary forms.
HR department will ensure that the candidates will beallowed to
join subject to their being found medically.
DISCRIPTION OF RALLIS INDIA HR PRACTICES
Rallis India is one of Indias leading agrochemicals companies,
with a century old tradition of servicing rural markets and the
most comprehensive portfolio of pesticides for Indian
farmers.The Company is known for its deep understanding of
Indian agriculture, sustained relationshipswith farmers, quality
agrochemicals, branding and marketing expertise and its strong
productportfolio.
Rallis is also recognized for its manufacturing capabilities and
ability to develop newprocesses and formulations supported by
the capability to register new products. It has
marketingalliances with several multinational agrochemical
companies, including FMC,
COMMPERATIVE ANALYSIS
The HR
policies of
Rallis India are greatly influenced by Tata HR
practices. Itgives more emphasis on attracting and retaining
great talent in their organization.Their recruitment and
selection process is technical. They use recent software intheir
recruitment and selection process. They provide great carrier
developmentopportunities to it employee to motivate existing
employees and to attract the newtalents.
Rallis India use
EmpXtrack performance management system to controlthe
performance of employees.ITC has one most powerful
recruitment and selection procedure inIndia. They use the
internal and external sources of recruitment in best
manner.They give more emphasis on motivation of employees and
give freedom to
employees for their innovativeness. They always welcome new
ideas fromemployee¶s side.
allis India use software in recruitment and selection process in
great extant,which have their own demerits.
y
R
allis India must give emphasis on employee benefits, especially
in terms of monetary benefits.
y
They must give emphasis on providing good working environment to
itsemployees. Its play vital role in employee¶s performance.
R
ecommendation for ITC: y
The recruitment and selection process of ITC is very long and
timeconsuming. Make their recruitment and selection process
flexible in someextent.
y
Only freedom for innovativeness is not enough to motivate employees.
R
eward for innovativeness is required.
y
E
xtra benefits for employees, especially in terms of monetary
benefits
DISCRIPTION OF ITC HR PRACTICES
ITC's human resource management systems and processes aim
to create a responsive, customer-centric and market-focused
culture that enhances organisational capability and vitality, so
thateach business is internationally competitive and equipped
to exploit emerging marketopportunities.
Requirtment objectives:
To effectively manage the manpower recruitment in coherence
with long term and shortterm manpower planning of the
organization
through
a
standard
recruitment
and
selectionpolicy.
To proactively and systematically identify the recruitment needs
in time. To ensure that allthe recruitment are within the
manpower budget and as per the laid down policy.
The recruited people with required level of skilled and aptitude
for learning and growth.
recruitment Sources:The sources of recruitment may be broadly
divided into two categories: internal sources andexternal
sources. On receipt of the Manpower
INTERNAL METHOD:
1.PROMOTION AND TRANSFERS:
ITC Prefer to fill vacancies through promotion or transfers from
within wherever possible.Promotion involves movement of an
employee from a lower level position to higher level
positionaccompanied by changes in duties, responsibilities,
status and value and value.It may lead to changes in duties and
responsibility,
working
conditions,
etc.,
but
not
necessarilysalary. Internal promotions and transfers certainly
allow people greater scope to experiment withtheir career,
kindling ambitions and motivating them to take a shot at
something they might
otherwise never have considered. The system, of course, works
best for young executives whoare willing to take risks.
JOB POSITION
Job position is another way of hiring people from within. In this
method, the organizationpublicizes job openings on bulletin
boards, electronic media and similar outlets. Hindustan
lever introduced its version open job position in early 2002 and
over 40 positions have since been filedthrough the process. HLL
even allows its employee to undertake career shifts, for
example fromtechnical position system.
EMPLOYEE REFERRALS
Employee referral means using personal contacts to locate job
opportunities. It is arecommendation from a current employee
regarding a job applicant. The logic behind employeereferral is
that ³ it takes one to know one´ employee working in the
organization in this case, areencouraged to recommend the
name of their friends working in other organization for a
possiblevacancy in the near future. In fact, this has become a
popular way of recruiting people in the highlycompetitive
information technology industry now a day. Companies offer
rich rewards also toemployees whose recommendation are
accepted after the routine screening and examining processis
over- and job offers extended to the suggested candidates.
2
.
Extarnal MethodCampus Recruitment
It is a method of recruiting by visiting and participating in
college campuses and their placement centers. Here the
recruiter¶s visits reputed educational institutions such as IITs,
IIMscolleges and universities with a view to pickup job aspirants
having a requisite technical of professional skills. Job seekers
are provided information about the jobs and the recruiter¶s
internget a snap shot of job seekers through constant
interchange of information with respectiveinstitutions.
Advertisement
This includes advertisement in news papers; trade,
professionals and technical journals; radio andTV etc. In recent
time this medium became just as colorful lively and imaginative
as consumer advertising. The ad generally gives a brief outline
of the job responsibilities, compensationpackage, prospects in
the organization etc. This method is appropriate when
the organizationintends to reach a large target group and
the organization wants a fairly good no. of talentedpeople who
are geographically spread out.
Head Hunters
There is an influx of executive search agencies also known as
head hunters who specialize inselection of professionals for
very senior or top posts, where applicants are in short supply
andemployers have no time to go round in search of the best
talents. Such vacancies are fewer and far between and
organizations prefer hiring a head hunter who maintains
confidentiality of theemployer and are specialize in recruiting
the best talent strictly as per the job specification. But,these
specialists bodies charges hefty professional fees. However, the
high cost is outweighed bythe benefit of recruiting the best
talent without going through the cumbersome and time
consumingprocess of internal recruitment system.
SELECTION PROCEDUREScreening of Application :
The ratio between the number of vacancy and the number of
candidate tobe called for test/interview should normally be
1:5.1.
TEST
Depending on the requirement of the job if required,
management mayconduct
written/aptitude/psychometric/physical or any other test as
deemfit.
INTERVIEW:
All the candidates short listed for interview will be informed
through aformal call letter for attending interview at least
15 days in advance.
The candidate will be interview by the interview panel.
Joining Formalities:
Employees joining shall first report in the HR
departmentwill facilitate in completing the joining formalities
such asfilling of joining report and other necessary forms.
HR department will ensure that the candidates will beallowed to
join subject to their being found medically.
DISCRIPTION OF RALLIS INDIA HR PRACTICES
Rallis India is one of Indias leading agrochemicals companies,
with a century old tradition of servicing rural markets and the
most comprehensive portfolio of pesticides for Indian
farmers.The Company is known for its deep understanding of
Indian agriculture, sustained relationshipswith farmers, quality
agrochemicals, branding and marketing expertise and its strong
productportfolio.
Rallis is also recognized for its manufacturing capabilities and
ability to develop newprocesses and formulations supported by
the capability to register new products. It has
marketingalliances with several multinational agrochemical
companies, including FMC,
COMMPERATIVE ANALYSIS
The HR
policies of
Rallis India are greatly influenced by Tata HR
practices. Itgives more emphasis on attracting and retaining
great talent in their organization.Their recruitment and
selection process is technical. They use recent software intheir
recruitment and selection process. They provide great carrier
developmentopportunities to it employee to motivate existing
employees and to attract the newtalents.
Rallis India use
EmpXtrack performance management system to controlthe
performance of employees.ITC has one most powerful
recruitment and selection procedure inIndia. They use the
internal and external sources of recruitment in best
manner.They give more emphasis on motivation of employees and
give freedom to
employees for their innovativeness. They always welcome new
ideas fromemployee¶s side.
allis India use software in recruitment and selection process in
great extant,which have their own demerits.
y
R
allis India must give emphasis on employee benefits, especially
in terms of monetary benefits.
y
They must give emphasis on providing good working environment to
itsemployees. Its play vital role in employee¶s performance.
R
ecommendation for ITC: y
The recruitment and selection process of ITC is very long and
timeconsuming. Make their recruitment and selection process
flexible in someextent.
y
Only freedom for innovativeness is not enough to motivate employees.
R
eward for innovativeness is required.
y
E
xtra benefits for employees, especially in terms of monetary
benefits
