case study on recruitment
CASE STUDY ON RECUITMENT, SELECTION AND TRAINING- Unit-1
XYZ is a leading garment manufacturing company having a turn over of 200 crores. The company started its operation 10 years back and during the past 5 years it has been expanding the activities by opening new units at different places.
Recently Mr.Rajesh has been appointed as HR manager of the company. Earlier he was with a cement plant working as works Manager for about 10 years. He was assisting the HR manager and knew some of the HR concepts. He recently completed his MBA with HR. XYZ company appointed Mr Rajesh in the vacancy created by the sudden resignation of earlier HR Manager due to some internal problem. The time Mr Rajesh took the charge of HR Manger, company was in selection spree for the new plant about to commission with a week. After taking charge as HR manager he was straight way told by the CEO to select about 200 workers and 10 supervisors along with 2 production managers immediately. Rajesh prepared a notice showing the vacancy and circulated locally. He took the assistance of clerk working in the HR department who was more interested to appoint the locals. He advised Mr Rajesh to keep the educational qualification as 8th with/without experience. Rajesh resorted to oral interview for the selection of the workers and immediately 200 persons were selected and sent to the production shops. CEO was very happy with the quick response of the new HR manager and appreciated him. Most of the workers selected were freshers . After few days, complaints started pouring in from the production shop about fresh workers. The plant became stand still due to above. The matter reached the CEO and he was not willing to hear any excuse compromising production. Rajesh was in dilemma what to do? Providing training to entire workers will take minimum 3 months and that much time cannot be spared from the production shop. After some time, out of the 200 workers about 50 of them left the job which
XYZ is a leading garment manufacturing company having a turn over of 200 crores. The company started its operation 10 years back and during the past 5 years it has been expanding the activities by opening new units at different places.
Recently Mr.Rajesh has been appointed as HR manager of the company. Earlier he was with a cement plant working as works Manager for about 10 years. He was assisting the HR manager and knew some of the HR concepts. He recently completed his MBA with HR. XYZ company appointed Mr Rajesh in the vacancy created by the sudden resignation of earlier HR Manager due to some internal problem. The time Mr Rajesh took the charge of HR Manger, company was in selection spree for the new plant about to commission with a week. After taking charge as HR manager he was straight way told by the CEO to select about 200 workers and 10 supervisors along with 2 production managers immediately. Rajesh prepared a notice showing the vacancy and circulated locally. He took the assistance of clerk working in the HR department who was more interested to appoint the locals. He advised Mr Rajesh to keep the educational qualification as 8th with/without experience. Rajesh resorted to oral interview for the selection of the workers and immediately 200 persons were selected and sent to the production shops. CEO was very happy with the quick response of the new HR manager and appreciated him. Most of the workers selected were freshers . After few days, complaints started pouring in from the production shop about fresh workers. The plant became stand still due to above. The matter reached the CEO and he was not willing to hear any excuse compromising production. Rajesh was in dilemma what to do? Providing training to entire workers will take minimum 3 months and that much time cannot be spared from the production shop. After some time, out of the 200 workers about 50 of them left the job which