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| The company may adopt one of the following methods to hire the manpower
resources based on viability and significance of the source of recruitment |
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Direct - Advertisements |
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Direct - Contacts |
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Referrals |
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Placement Consultants |
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| Request for Human Resource |
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The concerned departments identify the requirement of resources and a Project
Management plan is prepared by the respective Project Managers of the project
and the respective head of functions prepares Support Maintenance plan. This
plan would be approved by the management, which would also cover the Work
Management plan requirement of the number of human resource and their roles and
responsibilities thus aiding to fulfil the needs of the project/service. Based
on this plan the Human Resource Requisition Form is filled and approved before
it is being sent to the HR. |
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| Human Resource Assignment Procedure |
| On receipt of the approved human resource plan from the respective heads, the
HR checks for internal availability. On non-availability of human resource
within the organisation, the HR advertises externally and/or searches for the
right candidate fitting to the required skill requirement. On availability of
the right match the HR updates the employee’s departmental assignment, roles
and responsibilities in the human resource tracker spreadsheet within its
organization. |
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| Internal Assignment Procedure |
| The HR refers the Internal Pool for availability of resource. On availability
of a resource he notifies the respective heads of the project/support
department. The respective heads conducts an interview and if the candidate is
considered to be suitable, the PM informs the status to the HR Manager. The
candidate hands over the documents and/or records to the existing PM and gets
approval of the various concerned heads on the project exit form. In the case
of rejection by the project manager, the same is notified to the HR Manager and
the internal assignment procedure is repeated.
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| External Recruitment Procedure |
| HR advertises externally and/or searches the database for the right candidate’s
resume fitting to the required skill, updated experience and qualification. On
finding a match the HR would conduct a preliminary round and gives a brief
introduction to the prospective candidate on the nature of the work and a
technical interview will be scheduled. The date and time would be decided and
would be approved by the head of the project/support department.
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| The PM/departmental heads conducts a technical interview/domain specific
interview and assesses the skill of the candidate based on his experience,
certifications and qualifications. The VP/HR would conduct a personal interview
to determine the attitude and inclination to work. On the positive reference of
the interview feedback in the form of Technical Interview Skill Assessment and
Feedback Form from the PM and VP, the HR conducts a pre employment check and
finally the salary negotiation and the reporting date would be fixed.
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| The selection / rejection of the candidates who appear for the interview will
be updated in the Recruitment Status Report. This report will be updated on a
regular basis during the interview process. The reason for rejecting a
candidate in any phase will also be mentioned in this report, if any.
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| On the selection of the candidate, the HR would inform the System
Administration head for the allocation of system, work place and creation of
system login and email id. He would inform the general administration for the
allocation of chair, ID card and Name Card. He would also inform the respective
head of the project/ department on the date of joining. |
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| All new starters will attend a Corporate Induction Programme. Every fortnight,
HR Advisor will send a detailed Recruitment Status Report to Vice President –
HR. On availability of the right match the HR updates the employee’s
departmental assignment, roles and responsibilities in the Human Resource
Tracker Spreadsheet within its organisation. On the rejection of the candidate
the external recruitment procedure is again carried out.
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| Internal Pool |
| The HR Manager determines the resource allocation completion status from the
human resources tracker spreadsheet. Every month the HR Manager is updated by
the respective head on the status of the employees under each project team and
support department. On availability of the resource from the team, the internal
pool list, skill matrix and employee experience is updated. On availability of
a resource he notifies the respective heads of the projects/support department,
the steps followed in the Internal Assignment Procedure is carried out.
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| On non availability of an internal resource, HR advertises externally and/or
searches for the right candidate fitting to the required skill requirement
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| Pre Employment Checks |
| Selected candidate will commence employment only after successful completion of
all pre-employment checks, whereby the background verification will be done for
the candidate and after the submission of the required Documents. |
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| Details received during the background verification will be stored in a form
called Employee Verification Form. |
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| Candidates who pass all phases of interviews and the pre-employment checks
successfully and are willing to take up the job will be given an Offer Letter.
A mutually convenient start date will be arranged for the candidate for joining
the organisation. On the start Date/Date of Joining the selected candidate will
submit a Joining Report and will sign a Non-Disclosure Agreement (NDA)
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