tmi project

Talent Acquisition and Talent Management

A

Project Report

On

“RECRUITMENT FOR L&T SHIPBUILDING”

In

TMI NETWORK

Under the guidance of

Mr. Avinash Alexander

Prepared By:

TAJDAR ALAM

VISHWA VISHWANI INSTITUTE OF SYSTEMS AND MANAGEMENT

Dept: PGDM (HR & MKTG)

STUDENT’S DECLERATION

I hereby declare that the project/dissertation entitled:

“RECRUITMENT FOR L&T SHIPBUILDING” FOR TMI NETWORK, HYDERABAD

Submitted in the partial fulfillment for the degree

Of

POST GRADUATE DIPLOMA IN MANAGEMENT (PGDM) 2008-2010.

Is my original work and not for the award of any other degree, fellowship or other similar title of prizes.

TAJDAR ALAM

ACKNOWLEDGEMENT

Life of every human being is full of interaction. No one is completely self sufficient. In our daily life we go ahead by acquiring something from one another. Very rarely we find the opportunity to thank all those who helped me.

At this time of compiling my project I would like to grab this opportunity and extend my sincere thanks to all without whom completing this project wouldn’t have been possible.

Making the pontiff with MR Avinash(Manager-Operations TMI) my respected guide for the project who lightened me with his knowledge. Secondly for motivating and encouraging me during the course of line and providing data as and when needed. I would also like to extend my gratitude to MR. Peter (SR.Manager-HR TMI Ltd.) for extending his full support to work in HR department.

Last but not the least I would like to thank my institute “VISHWA VISHWANI INSTITUTE OF SYSTEMS AND MANAGEMENT” for making provisions for its students to explore their knowledge in different companies for a better and successful future.

TAJDAR ALAM

CONTENTS

SL.NO. TITLE 1.

2.

3.

4.

5.

6. 7.

8.

9.

EXECUTIVE SUMMARY

INTRODUCTION

OBJECTIVE

COMPANY ROFILE OF TMI

PROFILE OF L&T SHIPBUILDING

RECRUITMENT

OUR JOB RESPONSIBILITIES IN TMI

CONCLUSION

BIBLIOGRAPHY

EXECUTIVE SUMMARY

Summer training program are like a bridge between institute and the organization. In institute we acquire theoretical knowledge, which hardly runs parallel in the practical field. Summer training program makes us understand how to apply our theoretical knowledge into practical field to obtain maximum output.

I was lucky to practice and perform my summer training in TMI NETWORK.

TMI Group

One of India’s largest Employer branding agencies in the country

Over 20,000 recruitments in the year – 2007-08

Over 400 clients serviced

Presence in 6 locations in India, Dubai(UAE) and Sultanate of Oman

Regular contributor to The Hindu Opportunities and The Week Magazine

Handled more than 1 lakh candidate queries

The main objective of this summer project was to completely study and understand the process of recruitment used in TMI ltd.by its HR department for appointing employees at all level. To gather the opinion and suggestion from the employees of TMI ltd.regarding the recruitment and selection process. And finally utilizing the ideas and opinions and our own skills for the recruitment of the candidates for LNT Shipbuilding.

INTRODUCTION

“Quality in business is not one thing or another rather it is everything”

The quality of service of an enterprise is nothing but the reflection of its workforce. The more determined, loyal and practicing will be the productivity of that enterprise.

Every organization has one common goal that is to earn profit. Profit comes when the workers work effectively and efficiently to achieve the organizational goals. And for this the organization needs effective and efficient staff members.

The set of procedures used for appointing an employee or giving employment to a person is known as RECRUITMENT AND SELECTION.These are the major function of human resource management. These functions are important because they help the organization to achieve success because they help to ensure that most qualified associates are hired, trained and retained.

Employees are the biggest assets of an organization. So it is necessary to supervise that no wrong candidates gets selected at any level. The only person who can do this is one is aware of each and every step of recruitment and one who has skills to meet the demands of workforce in time.

In order to learn about such a sensitive function of H.R.M reading books, and browsing websites was not enough hence I decided to learn about it as my summer project.

OBJECTIVE

It is rightly said that an objective well defined is half attained. The main objective of my project is to study the recruitment and its effectiveness in TMI NETWORK.

The objective behind studying the recruitment process is to find out the procedure adopted by TMI through which they attract most potential candidates.

The next objective of this project is to obtain the opinion of the employees of TMI regarding the recruitment and selection process used by the human resource department.

The sub objective behind this research work was to provide a helping hand to Human Resource Management of TMI to make current recruitment and select the more efficient as per the requirement of the clients like LNT.

TMI

“Integrated Talent Acquisition And Retention Solution”

TMI Group

One of India’s largest Employer branding agencies in the country

Over 20,000 recruitments in the year – 2007-08

Over 400 clients serviced

Presence in 6 locations in India, Dubai(UAE) and Sultanate of Oman

Regular contributor to The Hindu Opportunities and The Week Magazine

Handled more than 1 lakh candidate queries

Talent Acquisition and Talent Management

Ranked Amongst top 5 in Search & Selection in India

50,000 Individual and 300 Corporate Relationships

17 years of experience

India’s largest recruitment advertising firm

Recently started a Joint Venture with Sultanate of Oman

www.tminetwork.com

Over eight years of experience in implementing content

Over 12000 e-Learning hours of custom content

Over 5,000 Custom Content pages published

Over 10,000 students certified on India CISA

Over 20,000 students for Regulation Based Courses

India’s largest third party fresher hiring agency

Employer branding, assessments, recruitment and training under one roof

3,00,000 students assessed

400 cities visited, 600 programs conducted

30,000 lives empowered every year

www.tmifirst.com

www.cnkonline.com

Group Divisions and What TMI do

Genesis

The story of TMI’s Start upEvery organisation has a story to tell. If brick & mortar and infrastructure builds an organisation; its the people, their dreams, ambitions, determination, hardwork and courage that puts soul into it. TMI’s story, like that of any other entrepreneurial venture, is unique. It is a real life drama of success and failure in a roller coaster ride.

What started as a casual conversation over a cup of tea way back in 1987 soon resulted in two IIMA graduates, doing reasonably well in their respective jobs to giving it up and coming together to start a business in the seeds industry. Little did they know then that they were indeed sowing the seeds of a bigger success story that was yet to unfold.

The birth and growth of TMI NetworkThe seeds business wound up in three years with a financial loss of about Rs. 1 million but that did not dent our spirits. The experience left its lessons behind – to never start a business that is not aligned with TMI’s strengths. It taught TMI to be better prepared next time around.

In 1991, TMI started all over again. TMI Network, the Recruitment Consultancy was established in Hyderabad with an initial investment of only Rs.50,000, one telephone, one desk and one desktop. TMI had to go through the initial struggles to get a foothold in the industry. In 1993,

TMI entered the Recruitment Advertising business where TMI was making its presence felt. By the year 2000, TMI expanded their operations to 6 cities with more than 100 customers and over 200,000 professional relationships. They became India's largest Recruitment Advertising agency and one of the top 5 recruiting firms.

Spreading our wingsIn the year 2000, TMI got funded to start a subsidiary called C&K Management for creating a knowledge portal – www.themanagementor.com. They were funded only up to 50% and suddenly the dotcom funding market burst. By September, 2000 they were facing bankruptcy with the huge expenses of a start up and no income. In these years, they had to learn to survive and they did – thanks to a visionary top management and a set of dedicated people. Now, in 2008 they have reached a leadership position in e-Learning. They create courses for top global IT companies in India and slowly coming out of disastrous position they were in due to the under-funding of their venture.

The year 2005 saw the birth of a new baby in the TMI Group – TMI First, which focused on fresher recruitments. The first year was a struggle to stay afloat with an employee strength of 14 and only 3 to 4 active clients at any given time. Today, it is close to a 150 strong arm of their group and has executed close to 23 different projects in the last 12 months alone. Their focus through TMI First was to connect education to employment, more so, in disadvantaged sections of the society. Going by the laurels they have picked up along the way, they sure seem to have succeeded in their realising their vision. Today, they are the employment consultant to the Govt. of Rajasthan and the IT Mission of the Govt. of Kerala. They are the dominant players in the BFSI and Insurance sector with focus on rural employment. They work very closely with NGOs and Govt. establishments.

Touching LivesTMI has come a long way. From being a one room start up to being an organisation with pan India presence, from an initial invest of Rs.50,000 to a group turnover of close to Rs. 320 million, from 2 employees to close to 350 employees, from being recruiters to being employment consultants to state governments – the journey has been remarkable and it has only just begun.

They have recently acquired their UAE Employment Licence. They now manage the full spectrum of career management of individuals which dovetails into the needs of corporates. They constantly interact with candidates worldwide, both individually and through mass media. They also write subject specific content for leading publications, both national and international.

All along, they have built relationships, they have gained people's trust and they have touched human lives. They are catering to the needs of the Global Indian and they would like to be a significant contributor to the building of a talent pipeline for today's and tomorrow's needs.

TMI thinks ahead

Milestones

Eighteen years in the industry has taught TMI a lot. Each day brings with it a new learning, a new challenge and a new excitement. As they weather new storms, they bring new paths to the

fore. Here are a few milestones they have crossed over the years that encapsulates their memorable and enjoyable journey.

Their Values

Eighteen years of being in business has not been easy. They have had their shares of ups and downs, struggles and achievements. Through it all, they have realised one fact – that only personal integrity helps tide over adversity. They have kept their business philosophy very simple – be fair and ethical in the association with the employees, the candidates and the clients. They have earned the respect, goodwill and sustained relationship with all their stakeholders because their thought process, their beliefs and their actions are governed by their value systems.

TMI’s Value Offerings to Corporates

TransparencyThey are very transparent in the way they go about their business and keep an open dialogue with all stakeholders at all times. If there is something that needs to be addressed, they provide platforms to make sure it does. Each of them wears the “Ask me why” hat and hence if anyone needs information, clarity or guidance, all he has to do is to ask.

PassionTMI takes immense pride in the work that it do. Its aim is to help you succeed and there is only one way they know to do it – "With Passion".

EvolveTheir value where they are today but they constantly and consciously work towards raising the standards of their own performance. Be it better services, better processes or better results, their aim is to improve and to constantly evolve to add value to all their stakeholders

AppreciateThey work like a family. Their most important assets are - 'people', and their interactions with them. They firmly believe that every interaction that they have with their employees, candidates and clients should add value to both of them. They also appreciate not only their own business but also their clients' business and they reflect this fact by helping them optimise costs and increase efficiencies.

LearnThey are not there to “tell” us what to do. They are there to listen to us, understand us and together find a solution. In the process, they want to learn from us, as much as we learn from them.

TMI’s Value Offering to Candidates

Hierarchies are for bureaucracies and governmentsDirection is not something they get. It is something they evolve with their bosses. That is why they bypass their boss if he/she is not able to add value. Hierarchies are stumbling blocks to innovation and their culture does not allow that.

Mediocre success should be punished and failure rewardedThat is why they have been able to learn from their failures and develop business strategies and models that help them remain competitive in turbulent times.

They are employed as adultsThey take ownership for all their actions and decisions. They have the right to a viewpoint and the right to disagree, as long as they apply their mind before they air our views.

'AND' not 'OR' is their approach to responsibilitiesThat is why every one of their associates handles multiple tasks, wears different hats and plays in cross-functional teams.

Everyone of them is a knowledge workerThat's why they take responsibility for their own learning and knowledge and competency enhancement.

All their associates have autonomySince they are treated as knowledge workers, they take responsibility for outcomes and have the autonomy to seek the resources. They, and they alone, are accountable for the quality and quantity of their contribution.

Continuous learning is the key to productivityLearning is most effective when mistakes are shared. Especially, when learning and mentoring are practiced simultaneously.

That men and women on their teams are equalsAll their associates get equal opportunities for growth and put in the same hours as any-body else. They share all the benefits and the pain of working in a new economy company.

That a deadline is as sacrosanct as the actual jobNobody's time is more precious than their client's. “We only sleep when he sleeps”. In an economy that changes by the minute, one is judged by how well they meet their commitments.

Core Team T. MuralidharanChairman, TMI GroupMD, C&K Management Ltd

He firmly believes that 'fitment' is all about making the 'right' candidate work…..

T. SreedharManaging Director,TMI Network

Sreedhar (Sree) is an entrepreneur at heart and loves the challenges

B. RamakrishnanDirector

Ramakrishnan is a Chemical Engineer with a Post-Graduation in Management from Top Schools in India

SethuramanChief Financial Officer,

A Mechanical Engineer from NIT, Trichy & PGDBM from IIM, Bangalore.

M. RameshExecutive Vice President and Head-FMCG/FMCD/BFSI/KPO/ITES/Telecom/Middle East (other than Oil & Gas) Practice

Ramesh is a B.Tech in Chemical

R. KarthikeyanVice President,Head-Manufacturing Practice and Branch HeadChennai

Karthikeyan is a B.Tech

P. SriramVice President

P. Sriram, a Chemical Engineer and a qualified Industrial Engineer, has long years of experience since 1982.

LOCATIONS

Delhi, Mumbai, Pune , Hyderabad, Bangalore, Chennai & Dubai.

Social Responsibility

TMI patronizes two CSR initiatives started by its own employees. Going one step further to its value system of ethical corporate practices, TMI encourages and supports employees to take up community service activities.

Friends2support Friends2support is a not-for-profit voluntary

http://www.friends2support.org/

organisation that works towards the cause of arranging for blood during emergencies through a network of voluntary donors. www.friends2support.org is a registered website where donors from across the country register themselves and during emergencies, they can be contacted directly by the patient thus eliminating the need of a mediator.

Launched on 14th November 2005, friends2support already has over 50,000 registered donors from across the country. More than 10,000 voluntary donations have already been made through

friends2support totally free of cost and valuable lives have been saved.

SPARSHStarted in August 2006, SPARSH is an unregistered group, comprising of employees from across the TMI Group. Every month, the members contribute money from their own pockets depending on their convenience. This pool of money is then used to help NGOs within the city.

The team targets different NGOs every month with the focus being on selecting those which are not otherwise funded by any government or private establishment. The team first visits the

selected NGO, understands their needs and tries to provide for the most essential of these needs based on the collections for the month. The team also collects used clothes, shoes and usable

household items like toys, bags and utensils that are distributed to the needy through the NGOs.

Till date, SPARSH has provided medicines, grocery, a motor pump, water storage drums and clothes amongst other things to organisations like the Missionaries of Charity, Home for the Disabled, Governtment Schools and Forum for Street Kids in the twin cities. The concept has been a huge success with new members joining every month including non TMI employees.

TMI’s Offerings > Talent Acquisition

Within each of their specialised practices, they cater to Leadership Hiring and Middle Level Hiring for generic, niche and techno-functional skill sets. We realise that a candidate is a key asset in their business and they specialise in identifying the 'right' talent through effective candidate engagement methods. They indulge themselves in corporates who are proactive in meeting their talent acquisition needs and they influence their decision making process

Their Services

Executive Search (Leadership Hiring)

Contingency Search (Lateral Hiring)

Turnkey assignments

Recruitment Process Outsourcing (RPO)

Employer Branding Initiatives for Talent Acquisition (EBITA)

Executive Search (Leadership Hiring)Specific focus in identifying and assessing business leaders pro-actively & reactively through a transparent and inclusive process.

Contingency Search (Lateral Hiring)Hiring solutions for the Recruitment Manager looking for result-driven, off-the-shelf expertise. Success in this depends largely upon pro-active validation techniques. Their existing database of candidates coupled with their candidate engagement techniques strengthens their convictions in providing the 'right' talent for position-based fitments.

Turnkey assignmentsUndertaken for large scale hiring for companies which are on a brownfield expansion or greenfield expansion across functions. So be it employer branding initiatives, response automation and management or handholding candidates till they join you on-board, we take care of all your needs.

Recruitment Process Outsourcing (RPO)Their response management system is intelligent and can personalise specific responses to specific candidates. It takes away client’s worries in terms of having to respond to candidates individually. First level screening and shortlisting is done automatically by the system based on criteria agreed with the client. This reduces cycle time substantially by reducing manual interventions in the screening process. Thus, it enables greater control on large assignments and gives visibility on the status of the project at any given time.

Employer Branding Initiatives for Talent Acquisition (EBITA)

They entered the Recruitment Advertising space way back in 1993. Since then, they have been conceiving contemporary, reflective and award winning ads for their clients. It is no surprise then that year on year we have been winning numerous accolades.

A few things have changed in the last few years.

1. Corporates now have the need to retain existing employees and simultaneously recruit fresh talent that stays.

2. There is a growing need to adopt the Inside-Outside approach – Represent inside facts well to the outside world and reflect outside trends well in the way organisations go about their tasks internally

3. Recruitment Advertising is no longer just about “How” to say it but “What”, “Whom” and “Where” to say it

To cater to these requirements, Recruitment Advertising needs to take an end-to-end approach and go beyond the traditional approaches to Advertising. Drawing from the past 18 years of their insights in the recruitment space, their recruitment advertising division has donned a new role – Employer Branding Initiatives for Talent Acquisition (EBITA)

EBITA caters to the complex needs that corporates face in today's competitive market scenario.

Recruitment Advertising in general is a one-off ad and has very little space to communicate the essence of an organisation. Employer Branding (EB) on the other hand, caters to the two critical needs of an organisation – of understanding the employees in the right perspective and finding better ways to excite them through different communication methodologies. EB therefore leads to partnering with clients – something which they specialise in and enjoy.

Their task now, is therefore, not just attracting the 'right' talent but motivating them to perform to the employer's expectations. Simultaneously, they also need to bring in new talent that is aligned to the organisation's expectations. In doing so, they optimise their hiring costs.

Their service offerings:

They offer pan-India, end-to-end employer branding initiatives which include

External and Internal Communications Prospect Communications Corporate Films Response Management Job Fairs Stall design and execution Strategic Surveys Internal Referral Schemes Their Offerings > Talent Management The challenge of attracting the right talent does not end with Talent Acquisition.

Corporates today face the critical need to retain existing talent and at the same time bring in new talent that stays. To achieve this, it is essential to cater to the varied training needs of organisations across the employee life cycle.

They offer services starting from the induction of new joiners till the continuous professional learning needs of practicing managers. C&K Management Ltd was the pioneer in the knowledge management space, having established the first of its kind Continuous Professional Educational (e-CPE) tool for practicing managers – the www.themanagementor.com portal. Today, they have a dedicated Content and Software Development Center (CSDC) and they design customised online courses and Catalog courses for their national and international clients.

TMI First has been successfully bridging the gap between education and employment through its tailor made employability programs and other training & developmental modules designed for fresher recruits. The Smartly Tailored Employability Programme is one such initiative.

Together, they offer end-to-end talent management solutions across the employee training spectrum.

Their Clients These are some of their clients spread across the country. This is not an exhaustive list.

Our Preferred Client

ADITYA BIRLA GROUP

IT Applabs AIG Software SolutionsAvaya – Global ConnectBank of AmericaConvergysDellDeloitteGoogleHCLHexaware TechnologiesInfosysInfotech EnterprisesIntelenet GlobalL&T InfotechNokiaOracleR.R.DonnelleySitel TCSTraneUBSWiproWNS

Non IT A V Birla Group 3MAxles IndiaBharti Comtel Canar SystemsChemplast SanmarChevron Coromandel Fertilizers LtdDalmia Cements Bharat LtdDemag Cranes & ComponentsElite Brands Ennore Foundries LtdEscorts IndiaEssel Propack - Zee GroupFord IndiaFullerton India Credit Co LtdGala PrecisionGE ShippingGVK Bio-SciencesHas GroupHDOHoneywell ED & SHyundai Motor India LtdICICI Prudential Life Insurance Co Ltd.Idea CellularInternational Tractors Ltd. ITW GroupJubilantL&TMahindra & MahindraMahindra International Moser Baer MustangOrissa Cements LtdPentaGlobalPerlosRadioMirchiRane Group

Saint GobainSamsung India ElectronicsSanmar GroupSchneider Electric SecovaSeiger SolutionsStandard & Chartered (Mumbai) SwatchTata ChemicalsTata TeleservicesTCE Consulting Engineers Ltd.Titan (Sonata)TorrentTVS GroupVestas Wind EnergyVGSLVisteon IndiaVSNL

LNT Shipbuilding

L&T Shipbuilding Limited, a Joint Venture of L&T and TIDCO, was formed and Joint Venture agreement was signed on April 15, 2008.

L&T, a USD 8.5 billion company with global operations, is one of the largest and most respected companies in India's private sector. A strong customer-focused approach and constant quest for top-class quality have enabled L&T to attain and sustain leadership in its major lines of business for about seven decades. L&T has vast expertise in Heavy Engineering Works and an existing shipyard at Hazira near Surat in Gujarat.

L&T now proposes to expand its current shipbuilding activity into the sophisticated field of large size and high-tech Shipbuilding and the existing operations in fabrication of offshore platform jacks and decks to higher end offshore structure fabrication.

Shipbuilding and Repair YardThe demand potential for defense vessels in India and the long-term world-wide demand for commercial ships provide an opportunity for setting up a Greenfield shipyard in India. L&T has participated extensively in India’s first Nuclear Powered Submarine (INS Arihant). L&T’s role included engineering, pressure hull construction, equipment installation, outfitting, systems integration and trials. This experience provides the company an opportunity to participate in similar and other defense vessel projects. Refits of naval vessels will also be carried out in the shipyard.

L&T is already constructing smaller specialized commercial ships from its facility at Hazira in Gujarat. Due to the design and flexible layout of the Kattupalli Shipyard, it will also be able to build commercial ships upto a length of 165 meters initially.

Positions at L&T

Senior Management Positions (23+ yrs of exp)

Production

Planning

Technical Services

Purchase

Quality Assurance/Quality Control

Middle Management Positions (13 - 22 yrs of exp)

Naval Production Technical Services

Naval Production Planning Utilities

Production (Commercial) Plant Maintenance

Planning (Commercial) Non Destructive Test/Welding

Quality Control Sourcing

Engineeers/Managers (3 - 12 yrs of exp)

Naval Production Technical Services

Naval Production Planning Quality Control

Production (Commercial) Purchase

Planning (Commercial) Non Destructive Test/ Welding

Utilities / Plant Maintenance

http://www.lntltsb.com/inner/em_utilities_plant_maintenance.asp

http://www.lntltsb.com/inner/em_non_destructive_test_welding.asp

http://www.lntltsb.com/inner/em_planning_commerical.asp

http://www.lntltsb.com/inner/em_purchase.asp

http://www.lntltsb.com/inner/em_production_commerical.asp

http://www.lntltsb.com/inner/em_quality_control.asp

http://www.lntltsb.com/inner/em_naval_production_planning.asp

http://www.lntltsb.com/inner/em_technical_services.asp

http://www.lntltsb.com/inner/em_naval_production.asp

http://www.lntltsb.com/inner/mmp_sourcing.asp

http://www.lntltsb.com/inner/mmp_quality_control.asp

http://www.lntltsb.com/inner/mmp_non_destructive_test_welding.asp

http://www.lntltsb.com/inner/mmp_planning_commercial.asp

http://www.lntltsb.com/inner/mmp_plant_maintenance.asp

http://www.lntltsb.com/inner/mmp_production_commercial.asp

http://www.lntltsb.com/inner/mmp_utilities.asp

http://www.lntltsb.com/inner/mmp_naval_production_planning.asp

http://www.lntltsb.com/inner/mmp_technical_services.asp

http://www.lntltsb.com/inner/mmp_naval_production.asp

http://www.lntltsb.com/inner/smp_quality_assurance.asp

http://www.lntltsb.com/inner/smp_purchase.asp

http://www.lntltsb.com/inner/smp_technical_services.asp

http://www.lntltsb.com/inner/smp_planning.asp

http://www.lntltsb.com/inner/smp_production.asp

JOB DESCRIPTION AND RESPONSIBILITIES

Senior Management Positions (23+ yrs of exp)

PRODUCTION

Head - Commercial Production

Qualification(s):

1. B.E (Naval Architecture/ Mechanical / Electrical) .2. PG preferable.3. Additional qualifications on Project Management desirable.

Experience Profile

1. In Private / Public yards in charge of production2. Experience on construction of Commercial vessels preferable

Key Responsibilities of the Position:

1. Timely delivery of commercial ships.2. Cost control of the ships.3. Internal collaboration with design, marketing, procurement departments. Optimisation of

production processes.4. Induction of latest production techniques.5. Enabling smooth customer interface.

Key Skills

Mandatory: Meticulous Planning, Quick Decision Making, Efficient Administration, Effective Organisation, and HR Skills

Desirable skills:Proficiency in IT Tools

Head - Naval Production

Qualification(s):

1. B.E (Naval Architecture / Mechanical / Electrical) 2. PG preferable3. Additional qualifications on Project Management desirable

Experience Profile

1. In Private / Public yards in charge of production.2. Experience on construction of Naval vessels preferable.


1. Timely delivery of warships and submarines.2. Cost control of the warships and submarines.3. Internal collaboration with Design, Marketing, Procurement departments.4. Optimisation of production processes.5. Induction of latest production techniques.6. Enabling smooth customer interface.

Key Skills



Head - Production Planning (Commercial) Qualification(s):

1. B.E ( Naval Architecture/ Mechanical / Electrical ). 2. PG preferable.3. Additional qualifications on Project Management desirable

Experience Profile

1. In Private / Public yards in charge of planning 2. Experience on construction of Commercial vessels preferable


1. Effective planning for construction and refit programs of commercial ships.2. Cost control of the construction/ refit projects.3. Internal collaboration with Design, Marketing, Procurement departments.4. Optimisation of production processes.5. Induction of latest planning techniques.6. Enabling smooth customer interface.

Key Skills



Head - Naval Production Planning Qualification(s):

1. B.E ( Naval Architecture/ Mechanical / Electrical ). 2. PG preferable.3. Additional qualifications on Project Management desirable.

Experience Profile

1. In Private / Public yards in charge of planning2. Experience on construction of Naval vessels preferable


1. Effective planning for construction and refit programs of warships and submarines.

2. Cost control of the construction / refit projects. 3. Internal collaboration with Design, Marketing, Procurement departments.4. Optimisation of production processes.5. Induction of latest planning techniques.6. Enabling smooth customer interface.

Key Skills



Head - Technical Services Qualification(s): BE/B.Tech in Mechanical, Civil, Electrical. Additional qualifications in IT desirable

Experience ProfileHandling all aspects of technical services in Heavy Engineering Industry / Shipyards.


1. Handling all departments of technical services, rendering plant maintenance, utilities, IT services and dock master complex.

2. Ensuring uninterrupted availability of services for production.3. Maintenance/ upgrading of related systems and induction of latest technologies.4. Ensuring safe and proper usage of technical services.

Key Skills

1. Excellent technical knowledge and background, both in application and theory.2. Knowledge of all the latest technologies.3. Good knowledge of IT services and applications.4. Knowledge of docking/ undocking operations desirable.

Head - Purchase Qualification(s): Diploma/Engineering Degree with Post Graduate in Materials Management (desirable)

Experience ProfileExperience in Private & Public Shipyards OR in any Heavy Engineering Industry.


1. Purchase of Ship construction machinery & equipments as per plan. 2. Prepare schedule of comparison / Issuance of Purchase orders. 3. Handle all commercial aspects of procurement4. Negotiate the best credit terms to benefits to the Company. 5. Develop and maintain a good global data base of Vendors6. Exposure to ERP/Materials Management Module.

Key Skills

1. Strong Negotiation Skills2. Skills in Costing & Estimation3. Vendor Management4. Communication and Interpersonal Skills 5. High level of Integrity

Head - Quality Assurance / Quality Control Qualification(s): BE in Mechanical/ Civil/Electrical. PG in quality control or any relevant subject.



1. Lead entire team for engineering, electrical and structural divisions of QC2. Authorize and fund inspection related instruments.3. Head calibration cell and in-charge of documentation cell4. Approving all QCP/MP’s.5. Implement latest inspection techniques6. Recruit contract QC inspectors7. Resolving major technical issues with customer

Key Skills

1. Knowledge of latest inspection techniques2. Good managerial and communication skills

Head - Quality Assurance / Quality Control Qualification(s): BE in Mechanical/ Civil/Electrical. PG in quality control or any relevant subject.



1. Lead entire team for engineering, electrical and structural divisions of QC2. Authorize and fund inspection related instruments.3. Head calibration cell and in-charge of documentation cell4. Approving all QCP/MP’s.5. Implement latest inspection techniques6. Recruit contract QC inspectors

7. Resolving major technical issues with customer

Key Skills

1. Knowledge of latest inspection techniques2. Good managerial and communication skills

Middle Management Positions (13 - 22 yrs of exp)

AGM / DGM - Naval Production Qualification(s):


Experience Profile

1. In Private / Public yards in charge of production2. Experience on construction of Naval vessels preferable


1. Timely delivery of warships and submarines2. Cost control of the warships and submarines3. Internal collaboration with Design, Marketing, Procurement departments4. Optimisation of production processes5. Induction of latest production techniques6. Enabling smooth customer interface

Key Skills



AGM / DGM - Naval Production Planning Qualification(s):

1. B.E ( Naval Architecture / Mechanical / Electrical) 2. PG preferable3. Additional qualifications on Project Management desirable

Experience Profile

1. In Private / Public yards in charge of planning2. Experience on construction of Naval vessels preferable


1. Effective planning for construction and refit programs of warships and submarines

2. Cost control of the construction / refit projects 3. Internal collaboration with Design, Marketing, Procurement departments4. Optimisation of production processes5. Induction of latest planning techniques6. Enabling smooth customer interface

Key Skills



AGM / DGM - Production (Commercial) Qualification(s):


Experience Profile

1. In Private / Public yards in charge of production2. Experience on construction of Commercial vessels preferable


1. Timely delivery of commercial ships2. Cost control of the ships3. Internal collaboration with Design, Marketing, Procurement departments4. Optimisation of production processes5. Induction of latest production techniques6. Enabling smooth customer interface

Key Skills



AGM / DGM - Production Planning (Commercial)

Qualification(s):


Experience Profile

1. In Private / Public yards in charge of planning2. Experience on construction of Commercial vessels preferable


1. Effective planning for construction and refit programs of commercial ships2. Cost control of the construction / refit projects 3. Internal collaboration with Design, Marketing, Procurement departments4. Optimisation of production processes5. Induction of latest planning techniques6. Enabling smooth customer interface

Key Skills



AGM/ DGM - Quality Control

Qualification(s): BE in Mechanical/ Civil/ Electrical. PG in quality control or any relevant subject.

Experience ProfileShould be from Private / Public yards in charge of QC.


1. Lead entire team for engineering, electrical and structural divisions of QC.2. Authorize and fund inspection related instruments.3. Head calibration cell and in-charge of documentation cell.4. Approving all QCP/ MP’s.5. Implement latest inspection techniques.6. Recruit contract QC inspectors.7. Resolving major technical issues with customer.

Key Skills

1. Knowledge of latest inspection techniques.2. Good managerial and communication skills.

AGM / DGM - Technical Services Qualification(s): BE/B.Tech in Mechanical, Civil, Electrical. Additional qualifications in IT desirable

Experience ProfileHandling all aspects of technical services in Heavy Engineering Industry / Shipyards.


1. Handling all departments of technical services, rendering plant maintenance, utilities, IT services and dock master complex.

2. Ensuring uninterrupted availability of services for production.3. Maintenance/ upgrading of related systems and induction of latest technologies.4. Ensuring safe and proper usage of technical services.

Key Skills

1. Excellent technical knowledge and background, both in application and theory.2. Knowledge of all the latest technologies.3. Good knowledge of IT services and applications.4. Knowledge of docking/ undocking operations desirable.

AGM / DGM - Utilities Qualification(s): Diploma/ Engineering degree in Mechanical, Civil, Electrical.

Experience ProfileManagement of technical services in engineering industry, preferably in shipyards.


1. Effective maintenance of all essential services, utilities and related equipments for smooth running of the shipyard.

2. Ensuring availability of systems with least down time.3. Managing contracts/ agreements with service providers.4. Timely upgrading of equipments and systems5. Induction of latest techniques to enhance productivity.

Key Skills

1. Good technical knowledge. 2. Knowledge and experience in ship production/ heavy engineering industry/

manufacturing industry.3. People management skills.

AGM / DGM - Plant Maintenance Qualification(s): Diploma/ Engineering degree in Maintenance, Mechanical, Civil, Electrical.

Experience ProfileShould have experience in maintenance of heavy engineering equipments.


1. Effective maintenance of all plant machineries with minimum down time.2. Management of AMC/ Repair contracts for machineries.3. Timely upgrading of machineries.4. Induction of latest equipment to enhance productivity.

Key Skills

1. Good technical knowledge of machines.2. Knowledge of latest technical trends in production engineering.3. Decision making skills.4. IT savvy.5. People skills.

AGM / DGM - Non Destructive Test / Welding Qualification(s): Diploma/ BE/ B.Tech in Mechanical, Civil, Electrical. Specialization in welding technology.

Experience ProfileShould have experience in welding and NDT (Non Destructive Testing) in heavy engineering industries/ shipyards.


1. Development of suitable welding and NDT (Non Destructive Testing) procedures for shipbuilding.

2. Ensuring correct NDT (Non Destructive Testing)/ welding procedures are adapted in the yard.

3. Analysis of weld defects and developing procedures towards zero defects.4. Maintenance of NDT (Non Destructive Testing) equipments.5. Induction of latest welding/ NDT (Non Destructive Testing) techniques.6. Training personnel on NDT (Non Destructive Testing) and welding.

Key Skills

1. Excellent technical knowledge and background, both in application and theory.2. Knowledge of all the latest technologies in welding and NDT( Non Destructive

Testing )3. People managing skills.

AGM / DGM – Sourcing Qualification(s): Diploma/Engineering Degree with Post Graduate in Materials Management (desirable)



1. Purchase of Ship construction machinery & equipments as per plan. 2. Prepare schedule of comparison / Issuance of Purchase orders. 3. Handle all commercial aspects of procurement4. Negotiate the best credit terms to benefits to the Company. 5. Develop and maintain a good global data base of Vendors6. Exposure to ERP/Materials Management Module.

Key Skills

1. Strong Negotiation Skills2. Skills in Costing & Estimation3. Vendor Management4. Communication and Interpersonal Skills 5. High level of Integrity

Engineers/ Managers (3 - 12 yrs of exp)

Manager - Naval Production Qualification(s): BE in Naval Architecture/ Production/ Mechanical/ Civil/ Electrical/ Instrumentation & Control



1. Provide technical, craft, quality & production leadership2. Manage all production activities for warships and submarines.3. Responsible for production of machine building ship equipment like rudder

(propeller units), outfitting, devices, mechanisms / fittings, crane building, etc4. Assist in the identification of equipment and process. 5. Undertake completeness of all documentation & Shop floor production training

to assure smooth transition from product design and testing into manufacturing.

Key Skills

1. Ability to train / guide the production team.2. Proficient in continuous process improvements & productivity norms. 3. Adherence to Production norms & strict compliances on Quality standards4. Ability to prepare precise reports on all production areas.

Engineer - Naval Production Qualification(s): Diploma/ BE in Naval Architecture/ Production Engineering/ Mechanical/ Civil/Electrical/ Instrumention & Controls

Experience ProfileExperience in Private / Public yards OR in any Heavy Engineering Industry.


1. Undertake manufacture of all types of plates like flat sections, module & blocks of superstructure hull sections, nozzles, rudders & mounting of flanges / fittings of all types of sections.

2. Production of duct design taking into consideration size factors & penetration through web / girders.

3. Undertake compiling of worksheets / specifications of orders & prepare / maintain progress of reports regarding production schedules.

4. Manage the production team with allocation of jobs and effective supervision.5. Create reports & assist with routine administrative functions as required by

specific areas of engineering, etc

Key Skills

1. Ability to apply advanced operations techniques.2. Proficient in enterprise management, production, computer technology.

Manager - Naval Production Planning Qualification(s): BE in Naval Architecture / Mechanical/ Civil/ Electrical/ Instrumentation & Controls.

Experience ProfileShould have worked on warships and submarines.


1. Prepare effective planning activities for warships and submarines.2. Coordinate with design and procurement department.3. Implement latest planning techniques and methods.4. Build recourse modules for altering plans.5. Provide timely alerts to Production/ Project/ design teams.6. Target close-out approach to each activity.

Key Skills

1. Proficiency in working on Primavera or equivalent tools.2. Ability to train / guide the team.3. Ability to develop alternative plans for cost advantage & time control.4. Well versed in latest planning techniques.

Engineer - Naval Production Planning Qualification(s): Diploma/ BE in Naval Architecture/ Production Engineering/ Mechanical/ Civil/ Electrical/ Instrumentation & Controls.



1. General supervision of all contracted work on site.2. Programming / scheduling, estimation of materials & maintenance of

continuous workflow.3. Elaborate the master program for every stage of works & coordinate activities

with stores, purchasing & design departments.4. Planning the investigating and testing of the machinery and equipment for

compliance with standards.

Key Skills

1. Knowledge of all engineering principles for mechanical systems for propulsion, auxiliary services.

2. Good knowledge about the control systems of main engines & other machineries.

Manager - Production (Commerical) Qualification(s): BE in Production/ Mechanical/ Civil/ Electrical/ Instrumentation & control



1. Provide technical, craft, quality & production leadership2. Manage all production activities for Commercial Ships.3. Responsible for production of machine building ship equipment like rudder

(propeller units), outfitting, devices, mechanisms / fittings, crane building, etc4. Assist in the identification of equipment and process. 5. Undertake completeness of all documentation & Shop floor production training

to assure smooth transition from product design and testing into manufacturing

Key Skills

1. Ability to train / guide the production team.2. Proficient in continuous process improvements & productivity norms. 3. Adherence to Production norms & strict compliances on Quality standards.4. Ability to prepare precise reports on all production areas.

Engineer - Production (Commerical) Qualification(s): Diploma/ BE in Production Engineering/ Mechanical/ Civil/ Electrical/ Instrumentation & Controls.



1. Undertake manufacture of all types of plates like flat sections, module & blocks of superstructure hull sections, nozzles, rudders & mounting of flanges / fittings of all types of sections.

2. Production of duct design taking into consideration size factors & penetration through web / girders.

3. Undertake compiling of worksheets / specifications of orders & prepare / maintain progress of reports regarding production schedules.

4. Manage the production team with allocation of jobs and effective supervision.5. Create reports & assist with routine administrative functions as required by

specific areas of engineering, etc

Key Skills

1. Ability to apply advanced operations techniques.2. Proficient in enterprise management, production, computer technology.

Manager - Production Planning (Commercial) Qualification(s): BE in Naval Architecture/ Mechanical/ Civil/ Electrical/Instrumentation control.

Experience Profile

Should have worked in Private/Public shipyards.


1. Prepare effective planning activities for warships and submarines.2. Coordinate with design and procurement department.3. Implement latest planning techniques and methods.4. Build recourse modules for altering plans.5. Provide timely alerts to Production/ Project/ design teams.6. Target close - out approach to each activity.

Key Skills

1. Proficiency in working on Primavera or equivalent tools.2. Ability to train / guide the team.3. Ability to develop alternative plans for cost advantage & time control.4. Well versed in latest planning techniques.

Engineer - Production Planning (Commercial) Qualification(s): Diploma/ BE in Production Engineering/ Mechanical/ Civil/Electrical/Instrumentation & Controls.



1. General supervision of all contracted work on site.2. Programming / scheduling, estimation of materials & maintenance of

continuous workflow.3. Elaborate the master program for every stage of works & coordinate activities

with stores, purchasing & design departments.4. Planning the investigating and testing of the machinery and equipment for

compliance with standards.

Key Skills

1. Knowledge of all engineering principles for mechanical systems for propulsion, auxiliary services.

2. Good knowledge about the control systems of main engines & other machineries.

Manager - Utilities Qualification(s): Diploma/ Engineering degree in Mechanical, Civil, Electrical.

Experience ProfileManagement of technical services in engineering industry, preferably in shipyards.


1. Maintenance of sub- stations and MRS for shipyard.2. Operation and maintenance of DG Sets (Including store management for all

electrical spares).3. O& M for fire & safety and water management system.4. Future expansion of roads & drainage.

Key Skills

1. Good technical knowledge. 2. Knowledge and experience in ship production/ heavy engineering industry/

manufacturing industry.3. People management skills.

Manager - Plant Maintenance Qualification(s): Diploma/ Engineering degree in Maintenance, Mechanical, Civil, Electrical, Electronics



1. Effective maintenance of all plant machineries with minimum down time.2. Execution of AMC/ Repair contracts for machineries.

3. Preventive maintenance of machineries.4. Working with production department to enhance productivity of resources/

machines.

Key Skills

1. Good technical knowledge of machines.2. Knowledge of latest technical trends in production engineering.3. IT savvy.

Executive - Utilities Qualification(s): Diploma/ Engineering degree in Mechanical, Civil, Electrical.

Experience ProfileManagement of technical services in engineering industry, preferably in shipyards


1. Maintenance of sub- stations and MRS for shipyard2. Operation and maintenance of DG Sets (Including store management for all

electrical spares)3. O & M for fire & safety and water management system.4. Future expansion of roads & drainage

Key Skills

1. Good technical knowledge.2. Knowledge and experience in ship production/ heavy engineering industry/

manufacturing industry.

Executive - Plant Maintenance Qualification(s): Diploma/ Engineering degree in Maintenance, Mechanical, Civil,

Electrical, Electronics



1. Effective maintenance of all plant machineries with minimum down time.2. Execution of AMC/ Repair contracts for machineries3. Preventive maintenance of machineries.4. Working with production department to enhance productivity of resources/

machines.

Key Skills

1. Good technical knowledge of machines.2. Knowledge of latest technical trends in production engineering.3. IT savvy.

Manager - Technical Services Qualification(s): Qualification(s): BE/B.Tech in Mechanical, Civil, Electrical. Additional qualifications in IT desirable

Experience ProfileManaging technical services in Heavy Engineering Industry / Shipyards


1. Ensuring uninterrupted availability of services for production2. Maintenance/ upgrading of related systems and induction of latest technologies.3. Ensuring safe and proper usage of technical services.

Key Skills

1. Excellent technical knowledge and background, both in application and theory.2. Knowledge of all the latest technologies3. Good knowledge of IT services and applications4. Knowledge of docking/ undocking operations desirable.

Executive - Technical Services

Qualification(s): Qualification(s): BE/B.Tech in Mechanical, Civil, Electrical. Additional qualifications in IT desirable

Experience ProfileHandling technical services in Heavy Engineering Industry / Shipyards


1. Ensuring uninterrupted availability of services for production2. Maintenance/ upgrading of related systems and induction of latest technologies.3. Ensuring safe and proper usage of technical services.

Key Skills

1. Excellent technical knowledge and background, both in application and theory.2. Knowledge of all the latest technologies3. Good knowledge of IT services and applications4. Knowledge of docking/ undocking operations desirable.

Manager - Quality Control Qualification(s): BE in Mechanical/ Civil/ Electrical/ Instrumentation & Controls.



1. Setting quality compliance objectives & promote quality achievement in the shipyard.

2. Closely work with various internal teams & certifying bodies to ensure quality as per International standards.

3. Identify relevant quality related training needs & impart training and supervision to teams.

4. Monitor performance by analyzing relevant data; execute corrective action using quality techniques.

Key Skills

1. Good knowledge on quality assurance and quality control systems.2. Ability to lead the team of engineers, inspectors & plan / conduct inspection,

system tests, etc.

3. Good knowledge about the rules& regulations for trial of new vessels, compliance to class requirements & ISO / QMS standards.

4. Ability to audit in accordance with the relevant ISO norms.

Engineer - Quality Control Qualification(s): Diploma/ BE/ B. Tech in Mechanical/ Civil/ Electrical/ Instrumentation & Controls.



1. Lead & develop multi-applicable quality assurance staff .2. Manage & maintain databases for the quality system. 3. Responsible for the Total Quality Management System & participate in the

evaluation of quality events, incidents, possible complaints & follow up activities.

4. Responsible for identifying the controls, process equipment fixtures & conversant with all types of technical specifications of ship building.

5. Establish quarterly goals for the department, influence product requirements and release timelines as needed to ensure quality & customer satisfaction.

Key Skills

1. Good knowledge of quality processes, tools for test case management, test automation, test techniques & QA, QC methodologies.

2. Proficient of web-based technologies, databases, Microsoft based technologies.

Manager - Purchase Qualification(s): Diploma/ Engineering Degree with Post Graduate in Materials Management (desirable)



1. Purchase of Ship construction machinery & equipments as per plan. 2. Prepare schedule of comparison / Issuance of Purchase orders. 3. Handle all commercial aspects of procurement4. Negotiate the best credit terms to benefit the Company. 5. Develop and maintain a good global data base of Vendors6. Exposure to ERP/ Materials Management Module.

Key Skills

1. Strong Negotiation Skills.2. Skills in Costing & Estimation.3. Vendor Management.4. Communication and Interpersonal Skills. 5. High level of Integrity.

Executive - Purchase Qualification(s): Diploma/ Engineering Degree with Post Graduate in Materials Management. (desirable)



1. Purchase planning.2. Inventory management.3. Vendor Development and Vendor negotiation.4. Taking quotations, making comparatives, taking approvals and raising Purchase

Orders.5. Follow up with vendors for timely delivery of materials, preparation of GRN.6. Maintain Store Inventory of spares, consumables and keep records.

Key Skills

1. Good negotiation skills.2. Knowledge on SAP MM module.

3. Skills in Costing & Estimation.4. Vendor Management.

Executive - Non Destructive Test/ Welding Qualification(s): Diploma/BE/B.Tech in Mechanical, Civil, Electrical. Specialization in welding technology.

Experience Profile Should have experience in welding and NDT (Non Destructive Testing) in heavy engineering industries/ shipyards.


1. Carry out suitable welding and NDT (Non Destructive Testing) procedures for shipbuilding.

2. Maintenance of NDT (Non Destructive Testing) equipments.3. Execution of latest welding/ NDT (Non Destructive Testing) techniques.

Key Skills

1. Should be Level II NDT (Non Destructive Testing) qualified.2. Knowledge of all the latest technologies in welding and NDT (Non Destructive

Testing).

RECRUITMENT

lt is the process of identifying and attracting a pool of motivated candidates, from which some will later be selected to receive employment offers. Recruitment is not just important to the organization, however. lt's a two way Communication process Applicants desire accurate information about what it would be like to work in the organization. Organizations desire accurate information about what kind of employees applicants would make if they are hired. Both applicants and organizations sends signals about the employment relationship Applicants signal that they are attractive candidates and should receive job offers; applicants also try to get organizations to give then information to determine if they want to join. Organizations want to signal that they are good places to work; they want to get signals from applicants that give true pictures of their potential values as employees.

OBJECTIVES OF RECRUITMENT

To attract people with multi dimensional skills and experiences that suits the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization. To attract competent people to the company. To headhunt people whose skills fit the organizational values.

SOURCES OF RECRUITMENT

There are two major sources of Recruitment:- Internal and External source.

INTERNAL SOURCES: Internal Recruitment is the process of promoting or transferring associates within the organization. It requires using job posting, personnel records and skill banks.

I) JOB POSTING——Publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, like qualifications, supervisor, working schedule, and pay rate. Management prefers to select supervisory candidates through job posting.

II) PERSONNEL RECORDS—A record maintained personally on and about the daily

work done by an employee. An examination of such records may reveal employees who are working in jobs below there educational or skill levels. It may also reveal persons who have potentials for further training or who already have the right background for the open job.

III) SKILL BANKS— It lists current employees with specific skills working in an organizations.

Internal sources include:

a) Present permanent employees—Employer considers these candidates for higher level jobs, to meet the trade union demands and to the policy of the organization to motivate the present employees.

b) Casual employees/Present temporary employees—Employer considers these candidates while filling vacancies relatively at the lower level.

c) Retired employees-At times organization reemploy their retired employees as a token of their loyalty to the organization or to postponed conflicts for promotion.

d) Dependents of deceased, disabled, retired and present employees—some organizations with view to developing the commitment and loyalty of not only the employees but also his family members and to build up image. And also to provide employment to the dependents. Such organizations find this source as an effective source of recruitment.

PROS AND CONS of internal source

I. Inside candidates usually requires lesser orientation and training than outsiders.

II. Inside candidates can be more committed to the company.

III. The strengths and weaknesses of an inside candidate are generally known as compared to outside candidates, it is safer to promote or transfer employees from within. Moreover such promotion motivates current employees to be consistent, effective and efficient performer.

Hiring from within can also backfire. Employees who apply for jobs and don’t get them may become dissatisfied, as a result takes little interest in their job.

EXTERNAL SOURCES:

External recruitment is the process of hiring from outside the organization.

External sources include:

i) Advertisingii) Employment Agencies

iii) Alternative staffingiv) Executive recruitersiv) College recruitersv) Referralsvi) walk-insvii) internet recruiting

Advertising:

lt holds two things selection of media and the ad construction.

MEDlA—the selection of the media depends upon the category of employee employer is looking for, like if an employer needs BLUE COLLAR, CLERCIAL employees and LOWER—LEVEL administrative employees then he will select local newspaper for his ads, for specialized employees advertisements can be given in trade and professional journals, for senior executives ads can be published in regional and national level journals or news papers.

Constructing ads-

Ads should be such that they attract attention of their readers for this they can be within wide borders or heavy backgrounds.

Attractive ads generate interest in applicants towards that particular job. Through ads employers can create interest by the nature of the job itself,

with lines such as "you‘ll thrive on challenging work." One can highlight other aspect of the job such as its location, can create

desire by spotlighting with words such as (travel or challenge). Ads must be constructed by keeping the target applicant in mind. Prompts like "call today", "write today" for more information tends to pull more

applicant.

Employers today are making their ads more creative: "today recruitment ads sell the company's image, promote its benefits, and often bear more resemblance to ads for products than ads for jobs.

EMPLOYMENT AGENCIES:

There are two types of employment agencies:

i) Public agencies operated by federal, state or local government.ii) Private agencies.

Public agencies-

Every state has public, state—run employment service agencies. The counselors of such agencies inform applicants about available jobs not just in their area but also in other areas. These agencies are important source blue- collar and white—collar workers. In such agencies unemployed applicants register themselves for unemployment insurance and these agencies at the time of any interview make them available to the employers. Employers generally find such agencies lethargic in their efforts.

Private agencies-

Private employment agencies are important sources of clerical, white collar, and managerial personnel. They charge fees (set by state law and posted in their offices) for each applicant they place. The fees are paid by the employer. The employers assume this source to be the best way to attract qualified, currently employed applicants.

Alternative staffing:

Temporary employees are examples of what HR professionals call alternative staffing. lt also includes "in-house temporary employees" (people employed directly by the company, but on an explicit short-term basis), and "contract technical employees", (highly skilled workers like engineers, who are supplied for long—term projects under contracts from an outside technical services firm).

Executive recruiters

Also called as headhunters, are special employment agencies retained by employers to seek out top· management talent for their clients. The jobs recruited through these recruiters include crucial executives, and technical positions. The fees for these agencies are paid by the employers. Executive recruiters are becoming more specialized; they have many contacts and are especially adept at contacting qualified, currently employed candidates who aren’t actively looking to change jobs. They can also keep a firm’s name confidential until late into the search process. Recruiters can save Top- management time by advertising for the position and screening what could turn out to be hundreds of applicants. He recruiters fee might actually turn out to be insignificant compared with the cost of executives time saved.

College recruiting

Sending an employer‘s representatives to college campuses to pre screen applicants and create an applicant pool from the colleges graduating class, it is an important source of management

trainees, promo table candidates, and professional, and technical employees. The campus recruiters has two main goals first one is determining whether a candidate is worthy of further consideration. Exactly which trait to look for depends on companies specific needs? Traits to assess include communication skill, education, experience, and interpersonal skill. The other aim is to attract good candidates. A sincere and informal attitude, respect for the applicant as an individual and prompt follow-up letters can help sell the employer to interviewee. Employers therefore have to choose recruiters and schools carefully. Employers naturally look among their employees for those who can do the best job of identifying top applicants in filling vacancies. Factors in selecting school in which to recruit include the school reputation and the performance of previous hires from that source.

Referrals —

Employee referrals campaigns are other options. The firm post announcements of openings and request for referrals in its bulletin and on its wall boards and intranet; prizes or cash rewards are offered for referrals that culminate in hiring. Current employees can and usually will provide accurate information about the job applicants they are referring, especially since they are putting their own reputation on the line. Referrals can also facilitate hiring a diverse work force.

Walk-ins

Here on the spot applications are filed for the interview. Such recruitments are major source of applicants. Employers encourage this by posting HIRING signs on the property. It is particularly for hourly workers. ln walk-in employers give a brief introduction on the company’s profile and then carry out a small formal interview.

Recruiting on the internet

ln today's highly fluctuating corporate scenario, where opportunities suddenly pop up and so comes the need to appoint more work force as fast as possible. To quickly make the required number of candidates available today, the most popular source is internet. Where just on a click of a button we come across a pool of candidates. Employers use internet support tools such as Recruiter Toolbox to develop on line ads that include pre-screening test which further automate the recruiting process. Internet recruiting is cost effective, posting ads; job listing on the internet costs little. The ads printed on a news paper may at the most have a life span of 10 days where as an internet ad may keep attracting applications for 30 days or even more. Internet recruiting is found to be timelier. Responses to electronic job listing may come the day the ad is posted, where as responses to newspaper ads can take a week just to reach an employer. Some of such sites are as follows:

Naukri.com

Monster.comJobs.comRecruitsoft.comDice.com ·Mafoi.com

RECUITMENT PLANNING

Estimated number of contacts needed

Job specification Affirmative action goals

RECUITMENT PHILOSOPHY Internal Vs External job filling Job Vs Career orientation Short Vs Long-term time

orientation. Special considerations.

RECUITMENT STRATEGY DEVELOPMENT Choosing record applicant qualifications Choosing recruitment sources and communication

channels Choosing inducements Choosing the message : Realism Vs flypaper Choosing and preparing recruiters.

RECUITMENT ACTIVITY Job posting Advertisement of openings. Campus visits Other recruitment methods. Follow-up actions (letters, phone calls,

etc.) Record keeping

Screening / selecting employees

OUR JOB RESPONSIBILITIES IN TMI

In TMI our job responsibilities were to perform three things which were :

1) Data Sourcing (Sourcing of candidate’s CVs).2) CVR (CV Rating).3) ILA (Interest Level Assessment).

For the recruitment of candidates for L&T shipbuilding we were supposed to do the above three things

1) Data Sourcing – Data sourcing is a process in which we were sourcing the CVs of the candidates from different job portals like Monsters.com, Naukri.com, and Timesjobs.com etc. The candidates’ CVs which were applied by the candidates to the website of L&T were also being sourced from the database of the L&T Shipbuilding.

2) CVR (CV Rating) - CVR was the next step. This is a very important step in which the candidates were being selected or rejected for the next round of recruitment process on the basis of their qualification, eligibility criteria of the client etc. The CVR is a process in which the candidate’s profile is matched with the criteria of the required candidates by the company. In CVR were used to match each and every detail of the candidates given by them in their CVs with the criteria of the company and as per the criteria the candidates were being cleared or rejected for the next step that is ILA. CVR is also being done to match the candidate with the job and designation for which they are looking suitable.

3) ILA (Interest Level Assessment) – ILA is a kind of telephonic interview of the candidates. In this we have to tell the candidate that they are being selected for which post and for which level according to their qualification. ILA is a very important and a very crucial round in which the various confirmations is being done for selection or rejection of the candidates for the next and final round and that is interview by the client (L&T). In ILA we have to ask various questions to the candidates for the confirmation of

RECUITMENT EVALUATION Number of job filled ? Jobs filled in time fashion ? Cost per job filled ? Affirmative action objectives met ?

the details provided by them in their CVs. In ILA also we have to ask the candidates like whether they are interested to work with L&T at Chennai because the recruitment is being done only for Chennai plant. We also have to ask questions like where they are working presently, regarding their salary in their present and previous company, their present CTC, their job responsibilities that they have handled previously, their present designation, whom they used to or are reporting to, their salary expectation, nature of work of their present and previous company, date of intimation before their interview,

whether they would like to refer someone for L&T Shipbuilding, their area of interest etc. And finally the candidate CV is forwarded for the next round if selected in that particular round.

CONCLUSION

The future of an organization largely depends up on its productivity, and the productivity depends up on the employees, those who work in the organization. If the employees of the organization are very much productive in nature, then no one can beat the organization. So to find these employees who are productive and are with the organization for a longer time the organization should take a great care while recruiting and selecting the employees.

After recruiting and selecting the employees to the specific department the work of an HR department does not ends. lt should do a survey to find out if the department is happy with those employees. Are the employees satisfied with there work. Did they recruited and selected the right people for the right place and at right time. This survey will let them know where there is need of people. This survey will provide an effective channel of horizontal communication in the organization setting. lt will provide a strong belief in the mind of the other department that HR department worries about them and the work in the organization.

As it has been found from this project report hat almost all the department are satisfy with the recruitment and selection procedure of the HR department. Though there is some dissatisfaction, but more percentage of satisfaction hides this dissatisfaction. But still the HR department should solve this dissatisfaction because it would be better for the departments, employees and organization’s development.

BIBLIOGRAPHY

BOOKS- HUMAN RESOURCE MANAGEMENT BY

V S P Rao, Second edition

PRINCIPLES OF MANAGEMENT BY

Harold Koontz, Heinz Weihrich, A Ramachandra Aryasri TATA Mc GRAW HILL Publications.

WEBSITES-

www.google.com http://www.tminetwork.com http://www.lntltsb.com

tmi project

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