hr in siemens

A PROJECT ON MARKETING AT LANDCRAFT DEVELOPERS PVT LTD

TABLE OF CONTENTS S.NO.

TOPIC

PAGE NO.

1

ACKNOWLEDGEMENT

3

2.

EXECUTIVE SUMMARY

4

3.

INTRODUCTION

5

3.1.

INTRODUCTION TO SIEMENES LTD.

6

1.) Company Overview

6

2.) Mission and Vision of Siemens Ltd.

7 1

3.) Board of Directors

8

3.2.

HISTORY OF SIEMENS IN INDIA

10

3.3.

BUSINESS OF SIEMENS

10

4.

RECRUITMENT PROCESS

16

1 .Raising Man Power Requisition

17

2. Sourcing

18

3. Selection

27

4. Interview

27

5. Salary fitment

29

6. Medical Fitness Certificate

30

7. Offer

30

8. On boarding process

31

5.

LITERATURE REVIEW

33

6.

PROJECT EXPERIENCE AT SIEMENS LTD.

38

7.

RESEARCH METHODOLOGY

41

8.

FINDINGS AND SUGGESTIONS

43

9.

CONCLUSION

45

10.

BIBLIOGRAPHY

46

2

ACKNOWLEDGMENT I take this opportunity to express my profound gratitude and deep regards to my director PROF. VIJAY PRATAP SAHI, my area head PROF. R.P. GUPTA, my faculty guide MR.ASHISH CHANDRA. For their exemplary guidance and monitoring and constant encouragement throughout the course of this term paper. The blessing and help and guidance given by her time to time shall carry me a long way in the journey of life on which I am about to embark. I would also take this opportunity to also thank my mentors during the summer internship MR. JEEVANJYOTI MISHRA AND MRS. SREETHA DILEEP for their excellent guidance throughout the duration of my summer internship. Their valuable inputs and guidance helped my throughout my Internship.

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EXECUTIVE SUMMARY Success of every business enterprise depends on its Human Resource. Finding the right man for the job and developing him into valuable resources an indispensable requirement of every organization. Proper recruitment helps the line managers to work most effectively in accomplishing the primary objective of the enterprise. In order to harness the human energies in the

service

or

organizational

goals,

every

HR

manager

is

expected

to

pay

 proper attention to recruitment and selection activities in an organization. Thus, personnel functions, recruitment and selection, when carried out properly, would enable the organization to hire and retain the services of the best brains in the market. The world's best companies

have

established

their strength with their people. The employees identify themselves with the company they are working for. This also helps in building up their spirit, morale and espirit-de-cops which  becomes strength of the company. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective.

4

This report provides an overview of the recruitment process of Siemens Ltd. The project covers introduction of Recruitment, Purpose and Importance of Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make the Recruitment Process more effective. It also includes the challenges faced by HR in recruitment process and the recent trends in recruitment process The method of data collection used is secondary data. Secondary data refers to data that was collected by someone other than the user. Common sources of secondary data for social science include censuses, information collected by government departments, organizational records and data that was originally collected for othe r research purposes.

5

CHAPTER 1 INTRODUCTION

6

INTRODUCTION TO SIEMENS LTD. COMPANY OVERVIEW

Siemens India is a technology powerhouse that has stood for engineering excellence, innovation, quality and reliability. The company focuses on the areas of electrification, automation and digitalization. It is one of the leading producers of energy-efficient, resource-saving technologies; combined cycle turbines for power generation; and power transmission solutions. Siemens is a pioneer in infrastructure solutions and automation and software solutions for industry. The company is also a leading supplier of medical imaging equipment  –   such as computed tomography and magnetic resonance imaging systems –   and a leader in laboratory diagnostics as well as clinical IT. At the end of September 2014, Siemens India had around

7

16,000 employees. Siemens Limited, in which Siemens AG holds 75% of the capital, is the flagship listed company of Siemens AG in India. The history of Siemens in India dates back to 1867, when Werner von Siemens personally supervised the laying of the first telegraph line between London and Calcutta. The first company office was founded in 1922. In 1957, Siemens was incorporated as a company under the Indian Companies Act. Siemens has 22 factories located across India, 8 Centers of Competence and 11 R&D Centers and a nation-wide sales and service network. The factories manufacture Steam Turbines, Switchgear, Remote Monitoring Systems (RMS), Motors and Generators, Relays and Smart Grid Systems, Transformers, Railway Bogies and X-ray Machines. These have been set up replicating global, best-in-class manufacturing systems and practices. Globally, Siemens is a leader in providing technology solutions for setting up intelligent (smart), sustainable cities. With solutions for Smart Grid, Building Technologies, Mobility and Power Distribution, Siemens has successfully set up smart cities in Vienna and New York, and is already involved in the Restructured Accelerated Power Development and Reforms Programme (R-APDRP) Program of the Government of India for installing Smart Grid solutions in multiple cities in India. Siemens has been a preferred technology solution provider for the Indian Railways for close to six decades. Over the years, it has further built capabilities in the areas of Metros, Integrated Mobility Platforms, Airport Links, Passenger Coaches, Rail Services and Maintenance, Urban Traffic Control, Rail Signalling and other state-of-the-art Transportation Solutions. Siemens India is supporting skill development through Corporate Citizenship initiatives such as ITI upgradation, faculty development and Technical Skills Development Center. Siemens has also signed Memorandums of Understanding with the Government of Gujarat, and with Steel Authority of India Ltd. Additionally, Siemens has partnered with industrial bodies such as Automation Industry Association, Indian Machine Tool Manufacturers Association and CII to impart technical education. It has been a reliable partner for customers across verticals such as airports, automotive,  buildings, cement, chemicals, healthcare, food & beverage, marine, minerals, oil & gas, renewable energy, petrochemicals, railways, textiles, urban infrastructure, pharmaceuticals,  ports, power generation and power transmission & distribution. 8

MISSION AND VISION OF SIEMENS LTD.

Siemens is a global and innovative network of people 

Who use their knowledge in the field of electrical engineering and electronics and electrical engineering to benefit customers throughout the world



Who learn continually



Who work together closely



Who have the courage to make quick decisions



Who are proud of their efforts to contribute to the company’s success

VALUES Our Values

9. Continuity and sustainability 

Innovation Leadership



Responsibility and respect



Passion

BOARD OF DIRECTORS Non Executive Directors

Deepak S Parekh

Chairman

Darius C Shroff

Director

Yezdi H Malegam

Director 9

Keki B. Dadiseth

Director

Joe Kaeser

Director

Dr. Roland Busch

Director

Johannes Apitzsch

Director

Mariel von Schumann

Director

Whole Time Directors and Corporate Management Sunil Mathur | Managing Director and Chief Executive Officer

Mr. Sunil Mathur is Managing Director and Chief Executive Officer, Siemens Ltd. Mr. Mathur earned a Bachelor of Science degree from Punjab University and is a Chartered Accountant (member of the Institute of Chartered Accountants of India). He has been with Siemens for over 26 years, holding several senior management positions in Germany and the UK in the Energy and Industry Sectors. Starting his career in the Internal Audit team in Delhi in 1987, he moved on to join the Business Administration Group in the Energy Se ctor. He was Cluster CFO for South Asia in July 2008 and was Executive Director and Chief Financial O fficer of Siemens Ltd. from December 2008 till December 2013. During his stint as the CFO of Siemens India, Mr. Mathur was part of Siemens AG CFO’s Management Team that consisted of the Sector CFOs, the Heads of the Corporate Departments and selected Country CFOs. Christian Rummel | Executive Director and Chief Financial Officer

Mr. Christian Rummel earned his German High school de gree and graduated in Business Management (Industriekaufmann). He has been with Siemens for over 24 years during which he has held various management positions. Mr. Rummel b egan his career in Siemens AG as a Commercial Apprentice in 1989 and soon thereafter took over the role of Finance Manager Sales (Power Transmission & Distribution), Mannheim, Germany. In 2004, he was ap pointed as Vice 10

President - Finance & Business Administration, Energy Sector, Germany a nd in 2006 as Managing Director & Chief Financial Officer, Audiology Solutions Business Unit, Healthcare Sector, Germany. Before taking up the role of Executive Director and Chief Financial O fficer of Siemens India, Mr. Rummel was Senior Vice President & Chief Financial Officer, Molecular Imaging, Healthcare Sector since 2009 based in USA.

HISTORY OF SIEMENS IN INDIA

Siemens’ heritage in India dates right back to 1867 when it began laying the world’s first undersea cable from London to Kolkata. Siemens set up a branch in India as early as 1922, in Mumbai and Kolkata. Though the company’s assets were conf iscated during World War II as enemy property forcing it to shut operations, Siemens re-entered India after the war. It started operations as the “Siemens Division” of “Protos Engineering", a local contracting company. Siemens was engaged in sales and service of our own brand of switchgear and switchboards. Its first workshop was located under the bridge of, what is today, the Mahalaxmi Railway Station in Mumbai. In 1957, Siemens was incorporated as a company under the Indian Companies Act as Siemens Engineering & Manufacturing Co. of India Pvt. Ltd. In 1961, Siemens became a public limited

11

company with restricted external shareholding and was listed in the Bombay Stock Exchange a decade later.

BUSINESSES POWER AND GAS

The Power and Gas Division offers a broad spectrum of products and solutions for environmentally-compatible and resource-saving power generation, using fossil or renewable fuels for efficient energy production and the reliable transport of oil and gas. Customers are utilities, independent power producers, engineering, procurement, and construction (EPCs) companies and industrial customers e.g. the oil an d gas industry.

SIEMENS WIND POWER AND RENEWABLES

The Wind Power and Renewable Division is a leading supplier of reliable, environmentallyfriendly and cost-efficient renewable energy solutions. Driving down the cost of wind power is our key target as we strive to make renewable energy fully competitive with conventional energy sources.

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SIEMENS POWER GENERATION SERVICES

With a broad spectrum of innovative products and services, we are one of the leading service  partners for ensuring high reliability and optimal performance of rotating power equipment within the utility, oil & gas, and industrial processing industries worldwide.

SIEMENS ENERGY MANAGEMENT

The Energy Management Division is one of the leading global suppliers of products, systems, solutions, and services for the economical, reliable, and intelligent transmission and distribution of electrical power. The portfolio includes facilities and systems for the low-voltage and distribution power grid level, smart grid solutions and high-voltage transmission systems.

SIEMENS BUILDING TECHNOLOGIES

Building Technologies is the world market leader for safe, energy efficient and environmentally friendly buildings and infrastructure. As a technology partner, consultant, service provider, system integrator and product supplier, Building Technologies offers fire protection, security,  building automation, heating, ventilation and air conditioning (HVAC) and energy management  products and services.

13

SIEMENS MOBILITY

Efficient and integrated transportation of people and goods by rail and road  –   all products, solutions and services regarding mobility are handled by the Mobility Division.

SIEMENS DIGITAL FACTORY

The Digital Factory Division offers a comprehensive portfolio of seamlessly integrated hardware, software and technology-based services in order to support manufacturing companies worldwide in enhancing the flexibility and efficiency of their manufacturing processes and reducing the time to market of their products.

14

SIEMENS PROCESS INDUSTRIES AND DRIVES

Measurably increase your productivity and improve your time to market  –   with innovative, integrated technology across the entire lifecycle. We support you in continuously improving the reliability, safety, and efficiency of products, processes and plants.

SIEMENS HEALTHCARE

As the world’s population expands and ages, more and more people are striving to lead a healthy, high-quality life far into old age. Siemens Healthcare is a pioneer when it comes to providing medical technologies that help deliver a better quality of healthcare

SIEMENS FINANCIAL SERVICES

The Financial Services Division (SFS) provides business-to-business financial solutions. Around the globe, we support customer investments with project and structured financing as well as leasing and equipment finance.

15

16

CHAPTER 2 RECRUITMENT PROCESS

PROCESS AT SIEMENS LTD. The aim of the recruitment process of Siemens is to ensure the Siemens understands the career goal, experience and aspirations of the potential employees, as well as give a chance these  potential employees to decide whether Siemens is the right place for them. The process of recruitment followed by Siemens Ltd. is explained in the chapter below. It includes the following steps: 1 .Raising Man Power Requisition 2. Sourcing A. Internal Sourcing a) Internal Job Posting

17

 b) Employee Referral B. External Sourcing 1.) E-Recruitment: Job Portals & Company Website 2.) Consultants 3.) Campus Recruitment 3. Interview Process a) Manager or Technical Interview  b) H.R. Interview a. Selection  b. Salary fitment c. Medical Fitness Certificate d. Offer e. On boarding process

Raising Manpower Requisition In Siemens Ltd. man power requisition is raised through the 4Success. The hiring Manager can  post the man power requirement on the 4Success tool. The employees looking for a job can also find jobs in the tool. The HR team has a different login to the 4Success tool through which they can see the Job Postings made on the 4Success tool.

Sourcing Internal Sources 1. Internal Job Posting: Internal Job Posting  is promoting talent within the company by means of posting jobs either for

lateral placement or vertical placement. Internal Job Posting is a channel through which the Human Resource Management of an organization posts all its available vacancies internally in the organization to give a opportunity for its existing employees who wish to change their field and work in different departments.

18

In Siemens Internal Job Posting are hosted through 4Success Source tool and published via email to all the employees. Eligible employees who a re interested for a job change can look for openings on 4Success and apply for the same, subject to the following conditions: 1. Eligible employees must talk to their reporting managers and take their consent before applying for the Internal Job Posting 2. Applications of the employees who do not have the approval of their respective reporting manager will not be considered. 3.

Employees can apply for a suitable position b y uploading their CVs against the particular  job opening in 4Success Tool. Employees must also ensure that they fill in the “employment Information” section in the source tool so that their reporting manager is kept informed

4. A regular interview process is followed for the IJP candidates, that isi.

Application short listing

ii.

Technical Interview

iii.

H.R. Interview

iv.

Transfer initiation process

The main objective of Siemens through Internal Job Posting is to give opportunity to e mployees to move into different roles within the organization with a view to developing their career aspirations and fulfilling their career aspirations while meeting organizational needs.

2. Employee Referral:

19

Employee referral is an internal recruitment method employed by organizations to identify  potential

candidates

from

their

existing employees'

social

networks.

An

employee

referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks.

At Siemens Ltd. employee referral is done through the Connect Tool. The basic objective of the scheme is to promote / encourage employee participation in organizational growth by providing genuine referrals of candidates with proper authenticity. It is expected that employees appreciate the spirit of the scheme and abide by it. The Connect Tool was introduced to Siemens with the following objectives: To promote and encourage employees to source talent for Siemens and reward these



employees for their contribution in talent sourcing To have a common philosophy with respect to this subject across Siemens Companies in



India To reduce recruitment costs



Eligibility criteria:

There is certain eligibility criterion for the employees who are eligible for referring a candidate. All the employees on the pay roll of the company are allowed to refer a candidate except the following employees: 

Employees in HR department



Interview panel members



Hiring Manager and his/her immediate superior 20



All employees in grades MG5 / M5 (for SISL) and above

Features of the employee referral program: 

As and when a vacancy arises, employees shall be informed of the requirements through an e-mail.



Whereas employee referral is welcome for all open positions, it shall be explicitly mentioned as to which vacancies are eligible for the employee referral bonus



Employees can refer any candidate matching the profile, other than those employed by any of the Siemens group companies



It is expected that the referred candidate is the employee’s relative, friend or acquaintance



In the event of two or more employees referring the same candidate, the bonus will be  paid to the one who has referred the CV to HR first.



The decision of the management of the respective company regarding payment of bonus shall be final



The scheme can be amended / withdrawn at the discretion of the Management.

Process of Employee Referral at Siemens 

The employee will submit the CV through an automated tool –  Connect



Referred candidates will undergo the normal process of recruitment that all candidates have to go through



At each stage of recruitment process, employees will be informed by email on the status of the candidate referred



Employee will be sent an email notification on eligibility and payment of the employee referral bonus after the referred candidate joins the Company.

Referral Bonus for You and Your Colleagues

The Employees referring the candidate are also entitled to a referral bonus. The Referral Bonus varies with the Grade of the Candidate referred. The Referral Bonus for Employees according the Grade of the Candidate they are referring is given below: GRADE

REFERRAL BONUS

PO to P1 GRADE

Rs. 10,000/-

21

P2 GRADE

Rs.20,000/-

M0 or M1 GRADE

Rs.30,000/-

M2 or above GRADE

Rs.40,000/-

Special Referral Bonus

If an Employee refers three candidates successfully are eligible for a special referral bonus of Rs. 20,000 provided they satisfy the following conditions: a. All the three referred candidates join the company within the period of 12 months from the joining date of first referred candidate  b. Employee and all the three referee are on the rolls of the company at the time of disbursement of the special incentive amount The special incentive (Rs 20,000) will be paid along with the second installment payment of 50% of the third referral bonus. Payment

The payment will be made in two installments, 50% after three months of joining date of the referred candidate and balance 50% on completion of six months by the referred candidate,  provided both employee and referee are on rolls of company at that time.

External Sources 1. E- Recruitment: Job Portals & Company Website A. Job Portals: Job Portals are specialized job sites which cater to almost all categories of jobs and candidates. A candidate can upload his/her profile on these websites for the recruiters to find them. Examples of these Job Portals include “Monster.com”, “Naukri.com’, “Times Job”, “Jobs Ahead “, “Dice”, etc. These are widely used and Companies could subscribe to the relevant ones. Other than the standard features offered by “E-Recruitment”, Job Portals offer some distinct advantages: 22

1. Large Existing Database 2. Resume Management Tool 3. To build and foster a strong Global Employer Brand

B. Company Website The Web page is a strategic recruitment medium of the company, giving it a worldwide  presence. It provides online access to actual job opportunities. The essential feature for hosting  job opening on the Company’s Website are the same as Job Portals except they appear on the company dedicated job & careers page. The Company’s Job & Career page looks like the following: GLOBAL JOB &OPPORTUNITIES

23

JOB & OPPORTUNIES AT SIEMENS INDIA

24

2. Consultants/ Placement Agencies:

Placement Agencies/ Consultants specialize in sourcing and placing candidates in organization. They normally have a databank of candidates that the company can use. Sometimes these agencies are also commissioned to head hunt a specific candidate. Usually the HR manager gives the specifications regarding the job profile and job description the Consultant or Placement Agencies and the provide them with the CVs of the Suitable candidates.

25

The advantages of sourcing through Placement Agencies/ Consultants are as follows: i.

Close Job Openings in Short span

ii.

Quick and manageable response

iii.

Time and cost saving

3. Campus Recruitments:

In terms of definition, on-campus recruitment is when companies (usually large ones) have a strategy which involves filling a certain number of jobs or internship slots with candidates from a specific campus. Generally companies that do this have formal programs that they are recruiting you into (that are likely large in size). On-campus presence can range from very small efforts (just showing up for interviews) to really large efforts (multiple events scattered across the fall and spring semesters). Regardless, they are there to hire you –  and that is a great thing. Campus Interviews create a strong brand image on campus as a group which offers wide choice of careers which spans across all streams of Engineering and Function. The overall duty of Campus recruitment lies with the Corporate Recruiting Department. These include the following: i.

Coordination with the Placement Officer of the concerned College.

ii.

Facilitation of Campus Recruitment.

iii.

Brand building at various Institutes.

The process of Campus Recruitment starts by requesting for details of campus recruitment requirements from the Regional and Human Resource Business Partners. The data is the complied as the total recruitment effort required by Siemens Ltd. this data helps the Human Resource department to conduct Campus Recruitments throughout various Campuses 26

in India according to their requirement and to combine visits, interview panel and generally obtain the best flow logistics at any Campus visit. The Corporate Recruiting shall provide for the following: i. ii.

Power point presentation, posters or any other p ublicity material. Guidelines regarding the selection process, forms and any other documentation that maybe required.

iii.

Provide Job Profile and Job description for the post you are hiring and also  provide with the details of the annual CTC to be offered.

Ideally the communication between the corporate recruiter and The Campus Placement Officer should happen at least 48 hours before the date of campus visit. The following information should be conveyed to the Campus Placement Officer: 

The branches or streams of Engineering from which Siemens will be hiring the students.



Minimum Eligibility criteria for a student to sit for the interview of the Company.



All the students must have cleared all their ex ams in first attempt.



Detailed Information of the expected number of interviewers on the Campus Recruitment, to enable the Placement Officer to make arrangement for the interview rooms, rooms for group discussion session.



Schedule of the activities to be held the whole day.

Selection The process of

interviewing

and

evaluating candidates for

a

specific job and

selecting

an individual for  employment  based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.

Interview Process

27

The most delicate part of the selection procedure is the interview process. The information of the candidate that cannot be obtained through the application form, Resume/CV, etc. can be obtained through a fate to face interview. Once the Sourcing of the Resumes/CVs is complete, the received Resumes/CVs are them sent to the Hiring Manager for short listing. The Resumes/ CVs of the candidates short listed by the Hiring Manager are then called for their Interview process. The Interview process includes two types of interviews: 1. Technical Interview:

Technical

interviews

are

common

amongst

employers

recruiting

for

engineering, science or  I.T. roles. Essentially, it’s an interview to assess your technical ability, usually related to the technical knowledge required for the role and the organization you wish to work for. Some questions might focus less on technical knowledge, more on how you think. Such questions are looking to test your problem solving or your numerical reasoning abilities. This might involve being asked a few brainteasers or undertaking a numerical reasoning test. Not all technical interviews will be conducted face-to-face; some might be telephone interviews, while others might be conducted over  Skype. Need For Technical Interview:

Technical Interview as the name suggests are done to assess the technical knowledge of the  prospective candidate. However, assessing technical knowledge may not be the only point of a technical interview. They could also be looking for: 28



They could also be looking at how you set about solving a problem, i.e. how you think, and, importantly, how you communicate your thinking during the interview.



They’ll be looking at how articulate and personable you are and how well you can explain and analyze things, particularly if the role requires you to compile presentations, write reports or offer technological assistance,



They’re not only looking for a correct answer, but how you reach that answer. They might be testing your reasoning and analytical skills, as well as whether you can think laterally and creatively.



A huge part of this is how you set about finding answers to questions and solutions to  problems that you’ve never come across before.



Another thing they might be assessing is how well you handle pressure. When faced with a difficult question, do you crumble under the pressure or can you rise above the challenge?

2. HR Interview:

HR interview is done if the candidate qualifies the Technical Round. HR Interviews are usually between the HR manager and the prospective candidate to, where the information is exchanged with the intention of establishing the applicant's suitability for a position. Some common questions asked during an HR Interview are as follows: 

Tell me about yourself .



What have your achievements been to date?



Are you happy with your career-to-date?



What is the most difficult situation you have had to face and how did you tackle it?



What do you like about your present job?



What do you dislike about your present job?



What are your strengths?



What is your greatest weakness? 29



Why do you want to leave your current employer?



Why have you applied for this particular job?

Salary Fitment Once a candidate is selected, the Salary Fitment of the Candidate is prepared according to the Grade he is hired for and his experience and technical skills. At Siemens the salary fitment of any employee is prepared through the process of comparing. The salary of the Employees already working at Siemens at the same grade is compared and the average salary of those employees is offered to the Selected Candidate. The current CTC and the expected CTC of the candidate is also kept in mind while preparing his/her Salary Fitment. Once the Salary Fitment of the Selected Candidate is prepared it is mailed to the Candidate. The Candidate can then have all his queries regarding the Salary Fitment answered. When the candidate has confirmed that he is satisfied with the given Salary Fitment, we proceed with the other formalities.

Medical Fitness Certificate At Siemens, all the Selected candidates have to go through a Medical Fitness Test. Medical Fitness Test is done to check whether the selected candidate is fit for employment or not. It is also important as if a candidate has some serious illness, etc. the required actions can be taken. Once the candidate has passed the Medical Examination, we proceed with the preparation of the Offer Letter and other documents that are required to complete his Offer.

Offer & Acceptance Before a company employees a new person in the business, it ensures to give the prospective employee a letter of employment and acceptance which outlines the conditions of employment. Once the prospective employee reads the Offer letter, he/she should return a signed copy to the HR. A personnel file is then created and a record of employee’s agreement to the company terms and conditions.

30

Once the candidate has completed and qualified all the formalities, the process of preparation of his Offer Letter and other related documents start. The following documents are required to be complete for the personal file of the candidate: a) APPROVED MANPOWER REQUISITION: This document contains all the information about the Job Profile of the Selected Candidate. It contains all the information like Job ID, Status, and Target Start Date. In Job details it contains type of employment whether permanent or temporary and full time or part time, travel requirement, etc. It also contains job description, work location, Job grade, Reason for the Position, salary, etc.  b) DAMEX: Damex is a tool used by Siemens to check whether the candidate has a history of criminal offence. It is important to check the history of the candidate to keep the brand image of the company intact. c) ACCEPTED OFFER LETTER Accepted Offer Letter is a signed copy of the Offer Letter sent to the HR department by the Selected Candidate to confirm his decision of joining the organization. It is a confirmation from the part of the candidate that he is willing to join the company and is satisfied with the salary Fitment. d) RESUME OF THE CANDIDATE Resume of the Selected Candidate is also required to be attached in his personal file made  by the HR Department. e) APPLICATION FORM Every Candidate at the time of his/her Interview has to fill an Application Form. The Candidates are made to fill the Application Form as to get the specified information the organization needs that might not be in the Candidate’s Resume. f) ASSESSMENT SHEET Assessment Sheet as the name suggests are sheets filled by the interviewer assessing the suitability of the Candidate for a particular Job Profile. It is an assessment of how the candidate performed in the Interview and how suitable he is for a particular Job Profile. g) MEDICAL FITNESS CERTIFICATE

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Medical Fitness Certificate is a Certificate the shows that a candidate is medically fit for employment.

On Boarding Process Siemens “SWAGAT” is a Centralized On Boarding and Induction Program. The Objective of having a Centralized On Boarding and Induction Program is as follows: 

To effectively induct and seamlessly integrate the new employee into the house of Siemens.



To make the new entrant aware of the Business, Policies and Processes and the value system of the organization.

Key Highlights: 



The hiring dates for all new employees will be first and third Mondays of the month.  New employee will attend the Siemens “SWAGAT” program on the first day of the  joining the organization. The Centralized program is held at the Technical Skills Development Centre (TSDC), Kalwa.



The three day induction program will give an overview of the organization, its Business, Policies and Processes including HR, IT and compliance. This replaced the Existing Siemens Information Program held at various locations.



All the Joining formalities will be completed as a part of the program.



Siemens “SWAGAT” has been effective since February 20, 2012.

Process of “SWAGAT”



All the candidates will be updated through Nexux- Siemens Intranet.



SWAGAT team checks and sends the offer letter to GSS Bangalore team for salary offer 



Generation of Pre Joining QUE. Number and Sends Appointment Letters.



Bank Account Opening- HDFC/ICCI



IT Team Login, Email ID Updates in Global System and SCD- Siemens Corporate Directory.

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Post Requisites 

SWAGAT Team process the salary for all Selected Candidate for respective month



MIS, Medical Claims Form Submission



Scanned Documents for Background Checks



Cost of Travelling and Accommodation booking send s to the Business



After a Week ,prepares the personal file of each individual

CHAPTER 4 LITERATURE REVIEW 33

 Nowadays, every organization necessitates personnel planning as one of the most vital activities. Human Resource Planning is, by far, an essential ingredient for the success of any organization in the long run. There are a number of techniques that need to be followed by every organization that guarantees that it possesses the right number and type of people, at the right time and right  place, so as to enable the organization to achieve its planned objectives. Commonly, the objectives of Human Resource Planning department include resource, planning, recruitment and selection, career planning, training and development, promotions, risk management, performance appraisal, to name a few. Each of these objectives requires special attention and accurate  planning and execution. RECRUITMENT MEANING: Recruiting is the act of attracting, engaging, assessing, and on boarding talent for work. At the

Strategic level, it involves the identification of the skills and qualifications demanded, the development of an employer brand, the implementation of recruiting technologies, as well as, the establishing the hiring teams’ budgets and responsibilities. The stages of  recruiting are job analysis, sourcing talent, assessing talent, and engaging talent. Each stage affects talent’s willingness to work for a brand. Job analysis is the identification of the job’s activities and attributes needed; it will determine the job description and underline the 34

 job advertisement. Sourcing talent is the generation and capturing of talent’s demand through targeted recruitment marketing and recruitment sales campaigns. Assessing talent consists of interviews with the hiring team,  in addition to the usage of skills, behavioral and  personality assessment tests.  To complete the recruitment engagement with talent, a company makes a job offer, talent agrees on compensation, and on boarding begins. Depending on the size and culture of the organization, recruitment may be undertaken in-house  by hiring managers, human resource professionals and/or recruitment specialists. Alternatively and/or additionally, parts of the recruiting process may be done by 3rd party recruitment agencies, who operate under three primary business models: contingent, retained and recruitment  process outsourcing (RPO).

Recruitment Process

The process of recruitment is not just a way of selecting an individual into an organization based on his professional skills but also includes analysis of his social skills most of the times. The choice of the right candidate with the right attitude is necessary so as to make sure that he fits the  job description completely. Any deviation or the wrong candidate will not only create imbalance or chaos in the project but will also cause loss of the money invested on the employee by the organization. Recruitment can be internal or external of an organization and is mostly handled by the HR department but, at times, can be outsourced to a third part agency.

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Purpose of the Recruitment Process

Recruitment process of any organization is normally targeted towards attracting more talent towards their job application. The process is oriented in such a way so as to encourage maximum number of people to apply for the job. The job description is advertised so as to get the cream of the crowd and the best talent available. This talent pool is then scrutinized to select one who fits  best for the job. The recruitment process at any point of time is based on the present and the future requirements of a company. The HR department analyses the human resource requirements available in a company from time to time and recruits the best candidate for the job. It is also possible at times that the recruitment might happen internally in the organization from other departments or from the available talent pool. In this process, the employers are linked with the employees and the employer has the ability to choose one he thinks fits as per his present or future project needs. Most of the times, project managers and leaders prefer to accompany the HR department for recruitment processes so as to ensure that the candidate has the right technical potential and attitude to meet the organizational requirements. Importance of Recruitment Process

Recruitment can be done in many ways namely referral, internal, external, etc. Whatever be the type of recruitment, it always aims to solve the same purpose. The role of recruitment in

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organizational growth plays a critical part and is hence a must to understand its importance and need. When recruitment happens, it provides access for an organization to avail to a pool of talent at a single place in a single time. With a high number of candidates, the organization is provided ample skills so as to choose the best one for present or future use. Also, companies can target upon potential candidates and recruit them for future projects rather than striving to find the right one at the last minute. Also, a well planned recruitment process helps a company to filter out the candidates who do not  pass their criterion and hence concentrate more on the eligible candidates. As the count of people who attend recruitment drives are more, the eligible candidates would still pose a good number in spite of the eliminations. Also, a huge group will possess candidates with a variety of skill set and thus the need to recruit multiple skills gets resolved in the same arena. Recruitment process helps eliminate the fear of employees leaving the organization in between  projects as it helps recruit resources as a backup for key positions. Thus the probability of distress when an employee leaves an organization is largely reduced due to the process. The  process also ensures diversity in selection to meet all legal and social type of obligations posed  by the company.

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CHAPTER 4 PROJECT EXPERIENCE AT SIEMENS

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My experience here at Siemens has been very educational. I have come to learn about everything I need to know about the recruitment process. It has been a very informative process throughout my sir weeks of Internship at Siemens. As a fresher I had no preconceived notions about the corporate world and hence I eagerly waited for May 23rd 2016 with umpteen enthusiasm and energy to embark on my role as a summer trainee at one of the best multinational companies in India. With high hopes and guidelines from seniors, as is the case with most summer trainees, I entered the highly secured and hallowed corridors of the company where I was going to spend my next Six weeks. I was an intern in the in the HR department for Process Industries & Drives and digital Factory Division. The Job Families for which the recruitment is done at Siemens are: 1.) Sales; 2.) Marketing/ Business Development; 3.) Finance; 4.) SCM Procurement/ Logistics; 5.) Customer Service; 6.) Internal Project Management; 7.) Engineering; 8.) Manufacturing; 9.) Quality; 10.)R&D (Research & Development); 11.) Project Management

Recruitment Philosophy at Siemens: “TO ATTRACT AND HIRE THE RIGHT TALENT BASED ON COMPETENCIES THROUGH AN OBJECTIVE SELECTION PROCESS, ENSURING THE RIGHT PERSON FOR THE RIGHT JOB, NECESSARY TO ACOMPLISH THE ORGANIZATION GOALS” Throughout the recruitment process a candidate will have a opportunity to meet people from Siemens and gain a clearer understanding to the business, enabling him to make informed decisions about whether Siemens is the right company for the candidate. If the candidate is successful at the final stage of the recruitment process, Siemens makes an initial Verbal Offer of employment that, if accepted, will be followed by a writer Contractual Offer. The main objectives of the Recruitment Process of Siemens are as follows:

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1. The framework provides the basis for a common recruitment experience of the ‘Siemens’ way while providing sufficient flexibility to meet the individual business needs. 2. HR India Recruitment Organization will “create sustained attractiveness for suitable candidates using a mix of communication measures” which will foster a strong ‘Siemens’  brand. 3. Provide a scientific process across Siemens companies for selection of qualifies and suitable candidates. 4. Recruitment and Selection decisions are based on merit and no discrimination is made on the grounds of gender, religion, race, caring responsibility, marital status, age, etc. All the  processes are conducted so as to guard the confidentiality of applicants and preserve the integrity of the process. 5.  Newly hired employees should be effectively inducted and integrated to ensure rapid contribution to the business and high retention rate. 6. Recruitment methods will be monitored and reviewed periodically for their effectiveness in terms of cost, quality and timelines and coverage through a variety of techniques. They could also lend themselves to benchmarking with the ‘Best Practices’ in the industry.

Objectives of the study: 

To Study the Recruitment Process of Siemens Ltd.

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To get a thorough knowledge of the Sources of Recruitment used by Siemens Ltd.

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To analyze the benefits of the Recruitment Process of Siemens Ltd. and the benefits of the various Source of Recruitment.

Scope of the Project: During the Project, the main Objective was to study the existing Recruitment Process of Siemens Ltd. The project’s entire views are taken on the basis of Secondary Data and Observation Method. The research also consists of participative method. It includes insights that I got through  participation in various recruitment activities.

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CHAPTER 5 RESEARCH METHODLOGY

Research Methodology: Observation Method:

The Observation method is the most commonly used method especially in studies related to Behavioral Sciences. In a way we all observe things around us, but this sort of observation is not Scientific Observation. Observation becomes a scientific tool and the method of data collection for the researcher, and then is serves as a formulated research purpose. It is systematically  planned and recorded and is subjected to checks and controls on validity and reliability. Under

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this method, the information is sought by way of investigator’s own direct observation without asking from the respondent. For instance, in a study to Consumer Behavior, the investigator instead of asking the brand wrist watch used by the respondent, may himself look for the watch. The objective of the observation method is to locate the factors that account for the behavior patterns of the given unit as an integrated totality. The advantages of using the observation method are as follows: 

Subjective bias is eliminated

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Observations are done accurately

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Information relates to current situations

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It is not complicated by either the past behavior or future intentions or attitudes.

Secondary Data:

Secondary data is data collected by someone other than the user. Common sources of secondary data collection are websites, magazines, etc. Methods of Data Collection

Methods of data collection are the wa y through which the data is collected for the study  purposes. While collecting the data for the study, the researcher should collect data in the following two types of data viz., primary and secondary. The method of data collection used in this study is the study of secondary data.

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CHAPTER 6 FINDINGS AND SUGGESTIONS

Findings & Suggestions: 1. The recruitment procedure at Siemens is very time consuming. 2. Dependency is more in seniors, trained recruiters should be available. 3. Delay in providing the employee’s documents to “SWAGAT –  On Boarding team from the Talent Acquisition Team. 4. More organized recruitment procedure should be t here, right from calling the candidates for interview to their medical examination.

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5. SIEMENS is doing a great job in its in-house recruitment but not performing as well in the recruiting through out-sourcing. They are le aving it completely to the hired recruiters. Therefore, companies should be careful in choosing the right recruiter for the positions. 6. SIEMENS focuses more on in-house recruitment whether for technical or non technical assignments so as to maintain maximum control over quality of such resource and create a strong leadership. 7.  Noncore human resource recruitment at SIEMENS is outsourced to save the scarce time and resource of the HR department. 8. CVs/ Resumes received through Employee Referral Program can sometimes be completely invalid or not suitable. 9. There is delay in completing the documentation of the candidates

Conclusion This presents the summary of the study done related to the Recruitment Process at Siemens Ltd. Most of the employees are satisfied with the Recruitment Process at Siemens but changes can be made to improve it. The Recruitment Process followed at Siemens is a very lengthy process and since it is a big organization, the processing of various documents is a bit slow. The main philosophy of Siemens Recruitment policy is to ensure the Siemens understands the career goal, experience and aspirations of the potential employees, as well as give a chance these  potential employees to decide whether Siemens is the right place for them. The main objective is to fill the vacancy created in the organization by finding the right person at the right time for the Job. Recruitment also includes some cost, so it should be efficiently 46