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A Report

On:

Recruitment andSelection procedure at

Prepared

By:

A Report submitted in partial fulfillment of

The requirements of

2 Year Full Time Post Graduate Program in

Management

(PGPM) at

Institute of Management and Development,

New Delhi.

ACKNOWLEDGEMENT


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The making of a report does not involve efforts of one

single person. It is possible only because of co-operation

and contribution of many minds. Several eminent people

at Flextronics. have made valuable contributions to this

report through their inputs. I am thankful to each one of

them.

We are also highly indebted to our esteemed guide Brig.S.K. Gulati (Director Academics in IMD, New Delhi)

whose continued and invaluable guidance can never be

forgotten by us and without whom, this study could not

have got the present shape

Lastly, I am grateful to all those people who have spared

their valuable time in giving proper feedback.

TABLE OF CONTENTS

1.Executive summary

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2.Objective of the study

Managerial usefulness of the study

Scope & limitations of the study

Research methodology

3.Introduction

Corporate functions at Flextronics

Finance and accounts

Human resource department

Legal and administration

4.Review of literature

Need for manpower planning:

Manpower planning: Forecasting the manpower requirements:

Auditing human resource

Job analysis

Developing a human resource plan

5. Hr functions at Flextronics

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Recruitment and selection

Designing compensation package

Training and development

Performance appraisal

Innovative forum

Recruitment and selection

Disadvantages of internal sources

Employment exchanges

Management consultants

Recommendations

Advantages of external sources

Disadvantages of external sources

Recruitment procedure

Role of personnel department in selection

Purpose of selection and recruitment

Final selection and appointment letter

6.Data analysis

7.Finding and recommendation

8.Bibliography

9.Questionnaire

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Abstract

The project was initiated to identify the perception of the recruiterson the recruitment and selection procedure followed at

Flextronics. The research was initiated taking in to consideration

the need fro continuous enhancement or betterment of the

recruitment strategies followed at Flextronics. In today's rapidly

changing business environment, organizations have to respond

quickly to requirements for people. Hence, it is important to have a

well-defined recruitment policy in place, which can be executed

effectively to get the best fits for the vacant positions. Selecting thewrong candidate or rejecting the right candidate could turn out to

be costly mistakes for the organization. Selection is one area where

the interference of external factors is minimal. Hence the HR

department can use its discretion in framing its selection policy and

using various selection tools for the best results. These caselets

discuss the importance of having an effective recruitment and

selection policy.

For this purpose, questionnaire survey method was selected for

data collection, where in a questionnaire was prepared taking into

consideration the basic objectives of the research. The

questionnaire contains closed ended questions. In this

questionnaire, we have use Linkers scale to tap the attributes and

5-point rating scale. The sample size of 10 was taken on the basis

of probability sampling. The data collected were analyzed and

interpreted using table, charts and statistical tool percentageanalysis method. Various suggestions were drawn from the

analyzed data. The outcome of the study showed that the recruiters

are satisfied with the recruitment and selection procedure at

Flextronics. The research has also indentified some gap in the

current recruitment and selection procedure. As such if these

suggestion are applied then the procedure can be carried out

effectively

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Preface

The project deals with Recruitment & Selection as

carried out at FlextronicsThe objective of the study

is to understand and analyze the existing recruitment &

selection procedure in the company. In this report, I have

studied and evaluated the recruitment & selection

process as it is carried out in the company.

The first section of the report deals with a detailed

company profile. It includes the companys history, its

activities and operations, etc. This section attempts to

give detailed background information about the

company and the nature of its functioning.

The second section deals with Recruitment & Selection.

In this section, I have given a brief conceptual

explanation to the topic. It contains the definition,

process and significance of Recruitment & Selection.

The third section of the report deals with my

observations about the process of Recruitment &

Selection Flextronics limited. This is the concluding

section. This section also contains the findings and

conclusions.

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The fourth and final section of this report consists of

extra information that is related to the main contents of

the report. The annexures include some forms and

documents relating to the company, also relating to the

report and important documents upon which the project

is based.

OBJECTIVE OF THE STUDY

The project undertaken by me as a part of my PGPM

course is an effort made to study the Human Resource

policies and activities in Flextronics.,with special

emphasis on the overall recruitment process of the

Company.

In this era of cutthroat competition any organization,

needs to select and retain the best talent. People

selected should have positive attitude, ability to inspire

others and must be dynamic.

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Because recruiting right person for the right job is the

most important decision by any company, I chose this

topic and was also involved in this process partially.

MANAGERIAL USEFULNESS OF THE STUDY:

The study provides a complete knowledge of various

fundamental concept related to manpower planning,

recruitment & selection process.

The study helps in finding the weaknesses ,if any in

the organization and the steps taken to avoid them

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The suggestions from the employees will help

management to make changes in the desired field

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SCOPE & LIMITATIONS OF THE STUDY:

SCOPE:-

Scope of the study is to collect information regarding

the manpower planning, recruitment & selection

process of the organization

To analyze the level of satisfaction of the employees in

respect of the process followed in the organization

LIMITATION:-

The main source of data is primary data, though

secondary data has not been ignored

20 samples does not reflect the opinion of employees

as whole

Time limit was another limitation and there may be

possibility of committing a general error

Due to change in time ,policies may change

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RESEARCH METHODOLOGY

Instrument used to measure the system in the

organization was of primary and secondary kinds .The

primary source of data was through questionnaire

schedule.

The secondary source included brochures, annual

reports, magazines, employees handbook, magazines

and journals

SELECTION OF SAMPLES:-

Sample size is 10

STATISTICAL TOOLS:-

It is very difficult to have detailed knowledge of

employees working in the company. So the surveyor

has taken 10 samples due to limited resources and

time factor. The management ranks are working in

different categories of different department. Thus it

becomes equally justified to plan in such a way that

it covers all departments.

TOOLS:-

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Pie chart

Bar diagram

Text and statements

DATA COLLECTION:-

The questionnaire was served to senior manager,

managers and employees.

The licked scale was used for calculating scores, which is

shown in every question immediately after the table.

Score is calculated as per the following:-

Points assigned to each 5-point scale*No of responses /

Sample size the remark is given at the end of each

question which is based on following calculation, if the

score is:

4 and above = Excellent

3 to 4 = Average

Below 2 = poor

Interpretation is also made in each question on the basis

of the table and graph shown in analysis chapter

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INTRODUCTION

COMPANY PROFILE:-

Chief Officers

Michael McNamara | Chief Executive Officer Mr.

McNamara assumed the role of Chief Executive Officer

of Flextronics in January 2006. He had served as the

Company's Chief Operating Officer since 2001. In

addition to serving as the Company's COO, Mr.

McNamara served as President, Americas Operations

from April 1997 to December 2001, and held the role of

Vice President, North American Operations from 1994-

1997. He joined Flextronics through the acquisition of

Relevant Industries, Inc. in March 1994, where he served

as President and Chief Executive Officer since May 1993.

From May 1992 to May 1993, he was Vice President,

Manufacturing Operations at Anthem Electronics, an

electronics distributor. In addition, from April 1987 to

May 1992, he was a Principal of Pittiglio, Rabin, Todd &

McGrath, an operations consulting firm. Mr. McNamara

received a B.S. from the University of Cincinnati and an

M.B.A. from Santa Clara University.

Paul Read | Chief Financial Officer Mr. Read has been

the chief financial officer at Flextronics since July 2008

and was previously the executive vice president of

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finance for Flextronics worldwide operations. His strong

financial management and operations background

includes increasingly important Flextronics positions

where he has led many critical initiatives that include

serving as the lead executive responsible for the

integration of the Solectron acquisition. Prior to joining

Flextronics in 1995, he held various financial positions

with Allied Steel and Wire, STI Telecommunications and

Associated British Foods. Mr. Read graduated from theUniversity of Wales, Newport with a degree in business

and finance and is a qualified member of the Chartered

Institute of Management Accountants.

Design. Build. Ship. Service.

Flextronics offers the broadest worldwide EMS

capabilities, from design resources to end-to-end

vertically integrated global supply chain services.

Flextronics designs, builds and ships complete packaged

products for its OEM customers and provides after-

market and field services to support customer end-to-

end supply chain requirements. Flextronics provides

more value and innovation to customers by leveraging

its global economies of scale in manufacturing, logistics,

procurement, design, engineering and ODM services

across a wide range of products and customer

segments.

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Flextronics operates in 30 countries with a world-class

work force and well-diversified customer market

segments and business units. Flextronics global

presence and resources provide enhanced design and

engineering solutions that are vertically integrated with

manufacturing, logistics, and component technologies to

optimize customer operations by lowering costs and

reducing time to market. Flextronics successful market

strategy is based on several key competitivedifferentiators, which include:

Significant Scale and Execution of a Worldwide

System

Flextronics has established an extensive network of

design, manufacturing, and logistics facilities in the

worlds major electronics markets to serve the growing

outsourcing needs of both multinational and regional

OEMs. Our extensive global network of manufacturing

facilities in over 30 countries gives us significant scale

and the flexibility to transition customer projects to any

of our locations to fulfill customer requirements. The

majority of our manufacturing capacity is located in low-

cost regions such as Brazil, China, Hungary, India,

Malaysia, Mexico, Poland, and Ukraine. This low-cost

global network enables us to execute with excellence

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across a flexible, scalable global system that delivers

superior operational performance and optimal results for

our customers.

Segment and Business Unit Strategy

Flextronics has organized the company into focused

market segments and business units that bring more

value and innovation to our customers. These focused

segments, which include automotive, computing,

consumer, industrial, infrastructure, medical and mobile,

serve as the cornerstone of Flextronics market strategy.

Flextronics business units consist of strategic

technologies and augmented services that are

leveraged across all segments and customer product

categories to create scalability and to add flexibility and

speed to our segments. The business units are:

Multek, providing multi-layer printed and

flexible circuit boards and interconnect

technologies as well as complex display

technologies;

Vista Point Technologies, offering a

comprehensive range of solutions for camera

modules that address the unique product

considerations of OEMs;

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Global Services, focusing on logistics, reverse

logistics and repair operations;

FlexPower, offering world-class design and

manufacturing of semi-custom and custom power

supplies and battery chargers for OEMs, with

expertise that spans from high efficiency chargers

and adapters for the mobile device market to high

performance, high power solutions for rack-

mounted telecommunications systems, as well astechnology in the greater-than 500- watt area;

Retail Technical Services, providing competitive

and flexible field services for customer operations.

Our segment and business unit strategy offers OEMs the

economies-of-scale of centralized core services such as

manufacturing, procurement, logistics and IT and

customized, market-specific capabilities offered through

industry-specific design, engineering, and original

design manufacturing (ODM) services. This enables

Flextronics to deliver highly-competitive services in an

increasingly complex industry that serves a diverse,competitive customer base. Through this strategy,

Flextronics is able to make fast, flexible decisions in

response to changing market conditions.

Vertical Integration Capabilities

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Flextronics offers a comprehensive range of worldwide

supply-chain services that simplify the global product

development process and provide meaningful time and

cost savings to our OEM customers. Our vertically-

integrated services provide customers with a total

design, manufacturing, and logistics solution that moves

a product from its initial design through volume

production, test, distribution and into post-sales service

and support. These integrated services allow us todesign, build, and ship a complete packaged product to

our customers end users.

Industrial Parks

As part of our low-cost manufacturing strategy, we have

established fully-integrated, high-volume Industrial

Parks in Brazil, China, Hungary, Mexico, and Poland. By

co-locating manufacturing and logistics operations with

suppliers at a single low-cost location, our Industrial

Parks provide a total supply chain management solution,where we provide complete end-to-end product services

across all segments and customer categories. This

strategy increases our customers flexibility and reduces

distribution barriers, turnaround times, and overall

transportation and product costs.

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Low Volume, High Mix Services

Flextronics understands the special needs of smaller

OEMs looking for customized solutions.

Flextronics Special Business Solutions offers low volume-

high mix services to customers with regional or

specialized production needs.

Design Capabilities

Flextronics has an industry-leading global design team

providing design services, products, solutions and

flexible engagement models to satisfy a wide array of

customer requirements. These solutions include

integrated circuit design, industrial, hardware, user

interface and mechanical design, PCB design,

semiconductor design, system validation, components,

embedded and application software development, and

test and engineering services. In addition, by combining

design and manufacturing services, Flextronics providesODM solutions for cellular phones and other consumer-

related devices, which are sold by our OEM customers

under their brand names. The Company also provides

contract design services to meet a variety of customer

design needs. Flextronics design and related

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engineering services include all aspects of product

design.

Advanced Supply Chain Management

Flextronics has become a leader in global procurement

by leveraging our worldwide supplier relationships to

achieve competitive pricing and supply chain flexibility

for our OEM customers.

Information Technology Strategy and

Implementation

In todays competitive global markets, IT centralization

and standardization are more than conveniences. They

are key factors in the business success of our

customers. By combining centralized applications and

standardized manufacturing processes, Flextronics

delivers a consistent, superior product to customers

worldwide while driving down costs and speeding global

product launches. Flextronics provides customers with a

consistent experience across the company, while

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enhancing the visibility of the extended supply chain,

and enabling rapid response to knowledge gained from

advanced ERP applications and business analytic tools.

Not only does Flextronics invest in IT, but its team of

global managers leverages the Companys global IT

expertise, so customers can build powerful business

benefits by utilizing a complete set of IT capabilities.

Social Responsibility

Flextronics corporate social responsibility practices arebroad in scope, and include a focus on disaster relief,

medical aid, education, environmental protection, health

and safety and the support of communities around the

world. Flextronics continues to build upon these efforts

and invest in global communities through grants,

financial contributions, volunteerism, support programs

and donation of resources. Our social responsibility

mission is to positively contribute to global communities

and the environment by adhering to the highest ethical

standards of practice with our customers, suppliers,

partners, employees, communities and investors. We

are committed to creating a safe and quality work

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environment for our employees. Flextronics also strives

for excellence in our corporate governance practices

and we continually evaluate our processes and

implement procedures designed to maintain ethical

governance and operations standards. Our goal at

Flextronics is to meet the highest principles of corporate

responsibility and integrity.

Commitment to Customer Satisfaction

Flextronics firmly believes that long-term customer

satisfaction is the cornerstone of our success. To

continue meeting the changing needs of our valued

customers, Flextronics is committed to creating value

that increases customer competitiveness through a

world-class vertically integrated solution that establishes

the industrys standard for superior quality and service.

Design Total design solutions for innovativeelectronics products

Flextronics provides a complete range of value-added

design services for OEM customers, ranging from

contract design to original product design to original

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design manufacturing. With design engineers located

worldwide, Flextronics provides:

Electronics Systems. Flextronics provides completeelectrical design for products ranging in size from small

handheld consumer devices to large high-speed, carrier-

grade, telecommunications equipment. We offer

services in embedded system and DSP design, RF, high-

speed digital, and analog circuit design, power systems,

wired and wireless/RF systems, computing & storage,

display, imaging and audio/video applications.

Mechanical Engineering and Tooling. Flextronics

offers enclosure and case design in plastic and metal

media for low-volume through high-volume applications.

To offer complete solutions, Flextronics also provides

design and development services for prototype and

production tooling.

PCB Design. Flextronics offers complete PCB design

services, incorporating high-layer counts, advanced

materials, component miniaturization technologies, and

signal integrity.

Components Solutions. Flextronics, through our

VistaPoint, FlexPower, and Multek Displays business

units provides our customers with camera modules,

power converters, and displays, respectively for

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platforms in consumer, mobile, computing, automotive,

and industrial platform products. Our components are

fully tested and optimized for integration in a variety of

platforms and are ready for customization as required.

Software Development and Integration. Flextronics

provides our customers with system and test software,

applications development, user interface and industrial

design services, along with the requisite comprehensive

integration and test services in the associated segment

or business units.

Build Low-cost, high-volume manufacturing

solutionsmanufacturing solutions

Printed Circuit Board Fabrication

Flextronics is an industry leader in high-density,

multilayer printed circuit board manufacturing. The

Company manufactures printed circuit boards on a low-

volume, quick-turn basis, as well as on a high-volume,

production basis. Quick-turn prototype service allows

Flextronics to provide small test quantities to customers

product development groups in as little as 24 hours.

With Flextronics' broad range of services, customer

demand for an accelerated transition from prototype to

volume production can be satisfied. Flextronics has

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printed circuit board fabrication service capabilities on

three continents, South America, Europe, and Asia.

For more information, please visit www.multek.com.

Systems Assembly And Manufacturing

Flextronics utilizes just-in-time, ship-to-stock, and ship-

to-line programs, continuous flow manufacturing,

demand flow processes, and statistical process controls.

As OEMs seek to provide greater functionality in smaller

products, they increasingly require more sophisticated

manufacturing technologies and processes. By investing

in advanced manufacturing equipment and innovative

miniaturization, packaging, and interconnect

technologies, Flextronics offers a variety of advanced

manufacturing solutions.

Flextronics offers a comprehensive set of custom

electronic enclosures and related products and services

worldwide. These services focus on functionality,

manufacturability, and testing. They are integrated with

other assembly and manufacturing services to provide

customers with greater responsiveness, improved

logistics, and overall improved supply chain

management.

Flextronics manufacturing and assembly services

benefit from inventory management expertise and

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volume procurement capabilities, which contribute to

cost reductions and reduce total cycle time. Through a

manufacturing resources planning system, Flextronics

enjoys real-time visibility on material availability and

real-time tracking of work in process. Flextronics utilizes

electronic data interchange with customers and

suppliers to implement a variety of supply chain

management programs. Electronic data interchange

allows customers to share demand and productforecasts and deliver purchase orders while also

assisting suppliers with just-in-time delivery and

supplier-managed inventory.

Industrial Parks

Flextronics' Industrial Parks are self-contained facilities

that co-locate manufacturing and logistics operations

with suppliers in low-cost regions. The Industrial Park

strategy is based on minimizing logistics costs

throughout the supply chain and production cycle time

by co-locating a number of suppliers in one low-cost

location. Each park incorporates the manufacture of

printed circuit boards, components, cables, plastics and

metal parts needed for product assembly. This approach

to production and logistics is designed to benefit

customers by reducing distribution barriers and costs,

improving communications, increasing flexibility,

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lowering transportation costs and reducing turnaround

times. Industrial Parks enhance the Companys total

supply chain management, while providing a low-cost

solution for customers. Flextronics has strategically

established large Industrial Parks in Brazil, China,

Hungary, Mexico, and Poland.

Ship Global logistics and supply chain solutions

Logistics

Flextronics provides global logistics services and

turnkey supply chain solutions. Worldwide logistics

services include freight forwarding,

warehousing/inventory management, and outbound / e-

commerce solutions through our global supply chain

network. Flextronics leverages new technologies such as

XML links to factories, extranet-based management,

vendor managed inventory and build-to-order programs

to simultaneously connect suppliers, manufacturing

operations, and OEM customers. By joining these

logistics solutions with worldwide manufacturing

operations and total supply chain management,

Flextronics significantly reduces costs and helps create

tightly integrated processes and facilities worldwide, so

that Flextronics can react quickly to demand signals

from customers worldwide.

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After-Market Services

Flextronics provides a range of after-market services,

including product repair, re-manufacturing and

maintenance at repair depots, logistics and parts

management, returns processing, warehousing, and

engineering change management. Flextronics supports

customer by providing software updates and design

modifications that may be necessary to reduce costs ordesign-in alternative components due to component

obsolescence or unavailability. Manufacturing support

involves test engineering support and manufacturability

enhancements. Flextronics also assists with failure

product analysis, warranty and repair, and field service

engineering activities.

Vertically Integrated End-to-End Solutions

As a leading global EMS provider, Flextronics offers a

comprehensive range of worldwide supply-chain

services that simplify the global product development

process and provide meaningful time and cost savings

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to our OEM customers. Our vertically-integrated services

provide customers with a total design, manufacturing,

and logistics solution that moves a product from itsinitial design through volume production, test,

distribution and into post-sales service and support.

These integrated services allow us to design, build, and

ship a complete packaged product to our customers'

end users.

Technology at Flextronics

Flextronics looks at technology and innovation as one of

the critical paths to achieving our Customers business

objectives. Not only should technology bring competitive

product differentiation to our Customers, it should have

a major impact on product cost and time to market as

well.

This philosophy allows Flextronics to focus our

technology initiatives on impacting four critical areas.

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Automotive

Flextronics' Automotive Segment is focused on providing

a truly dedicated end-to-end solutions approach to the

global automotive market. Since quality fulfillment is

just as important as fast and flexible organization, the

Automotive Segment has established a professional

team that covers everything from global business

development and program management, through

quotation, materials, sourcing and procurement, to

dedicated automotive design and manufacturing

locations. Flextronics' Automotive Segment capabilities

include:

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Global Footprint. Customers can utilize

global presence in Americas, Asia and Europe as

well as services from low-cost regions for cost-

effective alternatives and competitive pricing.

Full Vertical Integration. Service offering

includes design, tooling, plastics, metals, PCB,

assembly, test, logistics, service and repair.

Customized Services. From high-volume to

special business solutions. ODM Solution Offering. Complete product

offering portfolio with high degree of customization.

Expertise. Continuously growing and

broadening world-class expertise in automotive for

lighting and interior, motion controls wireless and

connectivity, driver information modules.

Experience. Over 10 years experience in TS

16949 compliant manufacturing.

Faster Time-to-Market. Fast time-to-market

approach by taking advantage of the synergies

between the fast and highly efficient EMS

environment and robust automotive processes.

In todays automotive business environment,

operational challenges have become increasingly more

complex. To address these challenges, the Automotive

team is committed to creating and managing high-

quality automotive supply chains and deliver

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competitive results to customers.

Flextronics' Automotive Segment combines the

advantages of a dedicated environment with the

benefits of materials sourcing strength, process

standardization and the stability that comes from being

the industrys leading EMS provider. From concept to

volume production, Flextronics works closely with

customers to maintain a focus on product excellenceand supply quality.

Lighting

As developer and manufacturer of comfort and safety

components in the areas of interior lighting and interior

trim, Flextronics' Automotive group has accompanied

and supported car manufacturers and system suppliers

for over 80 years. Our customers value us as innovator

and problem solver.

Our competence in the areas of research, development,

construction, sales, project management, tool

manufacture and logistics places us in a position to

meet the high requirements of the automobile industry.

A clear structure, the high personal input of our co-

workers, a smooth workflow and a technically well-

engineered IT-connection make the ideal basis for our

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services - we know what is important to our customers.

Amongst our strong points is the integration of multi-

functional sensor-based switching systems into defined

system components as well as the development and

production of complex kinematics-mechanical

components.

As an internationally accepted full service supplier we

are offering entire support within all project stages. Our

range of services runs from design with all required

simulations, prototyping, validation of first off tool parts,

over realization of short term change requests by

customers, pre-series supply, initial sample inspection

due to current automotive directives to JIT/JIS- delivery,

as well as providing service parts for decades.

The Automotive group develops and manufactures in

Europe, the United States and Asia, combining

ergonomics, design, quality and comfort to meet the

highest demands.

Our self-developed simulation software for calculation of

visual effects enables us to throw light in every angle. In

our light laboratory our products demonstrate

conformance of theory and practice of the production

process.

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Flextronics is the name of the future for the automobile

industry. We are working to achieve better comfort and

safety in cars. Innovation isn't just an idea - we create it!

Power contro

Flextronics' Automotive group manufactures power

controllers for cooling fans and glow plugs as well as

multi-function controllers, relays and power distributioncenters for the light vehicle and commercial vehicle

markets in Europe, North America and Asia. With its

global operations in Europe, US and Asia, the

automotive group is a leading provider of DC/DC

converters and advanced energy management

solutions.

Key Advantages

World class design, test, prototype build

capabilities

Focus on power controller hardware and

software

Vehicle integration through bus systems and

technologies

Innovative thermal management

Products And Technologies

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Single Functional Power Controllers

o Cooling Fan Controllers

o Other PWM Controllers Multi Functional Controllers

o Body Controllers

Fuse Boxes

Relays

Energy Management ModulesComputing

Flextronics' Computing Segment provides world-class

design, build, ship, and logistics services to computing

companies worldwide. As a large, reputable leader in

the EMS industry, Flextronics provides a broad range of

service offerings to customers in the desktop PC,

peripheral, server, notebook PC, storage device, and

video game console industries.

Key capabilities include:

System Design Mechanical Engineering

System Integration

Build to Order and Configure to Order

Industry

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By combining a global footprint with highly responsive

manufacturing operations, Flextronics delivers a

complete, vertically integrated product solution that

accelerates time to market, enhances customer

satisfaction, and provides a highly flexible global supply

chain for the lowest total cost solution.

Flextronics' Industrial Segment offers customized

services based on the special design and complex

assembly needs of customers' products. A world-leader

in mechanicals solutions, the Industrial Segments

design and manufacturing services include metal

fabrication and stamping, plastics injection molding, tool

design and manufacturing, and enclosure systems.

These mechanical solutions are integrated with PCBA

and final assembly manufacturing capabilities to deliver

a full product solution. Best of all, Flextronics' worldwide

logistic solutions enable products to be delivered to the

location quickly and cost effectively.

With a network of manufacturing facilities located in

major business centers in low-cost regions, as well as in

strategic, low-cost regions worldwide, Flextronics'

Industrial Segment enables customers to quickly grow

from prototypes to volume production in the most cost-

effective manner possible.

Industrial Segment Divisions

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Aerospace & Defense

Automotive

Capital Equipment

Household Appliances

Meters & Controls

Natural Resources

Security

Navigation & Telematics

Self Service Solutions Solar

Aerospace

Flextronics understands the unique concerns of the

aerospace and defense industries. Our customers need

dedicated, customizable service with access to complex

subassembly and system manufacturing. We provide

several advantages that address these industry

challenges, which include low-volume, high-mix

facilities, machining, metal fabrication and high-volume

stamping, advanced assembly technology, and global

logistics and supply chain management engineering. In

addition, we understand that quality and security are of

the utmost importance. Our manufacturing facilities hold

an extensive number of certifications, licenses and

clearances to meet these needs. Flextronics Aerospace

Defense Services, Inc., a subsidiary of Flextronics USA

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Limited, Inc., coordinates all of these resources and

service offerings into one complete aerospace and

defense solution.

Key Benefits

Dedicated

expert team for

Aerospace/Defense

marketspace Solutions

focused on low-

volume, high mix

manufacturing

Complete

vertically-integrated

solution offering

services in design,

tooling, plastics,

metals, PCBAs,

assembly and test

Extensive

global operations

footprint with

locations in nine

countries on three

continents

Focus on long-

term customer

partnerships

Innovation-driven through

technology

investments

Operational

excellence

leverating Lean Six

Sigma and

Flextronics Best

Practices

Best-in-class

quality systems and

Class 10,000 clean

rooms

World-class

engineering

services

ITAR, AS9100

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certified

Aerospace & Defense Campus Strategy

Flextronics Aerospace & Defense (A&D) Campus

provides a specialized, global solution for aerospace and

defense customers. The A&D campus incorporates all

lifecycle service capabilities, qualifications and

certifications required by the aerospace and defense

industries. Our North America sites are the core of the

A&D campus and act as the gateway for product

transfer to Europe and Asia as needed. Sites in Europe

and Asia offer a complete solution and have the

qualifications and certifications to support local

programs as well.

Solar

Solar Value Proposition

The Flextronics Solar Division has a dedicated team of

seasoned professionals ready to engage with OEM,

utility, and energy customers.

Key Benefits To Our Customers

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A complete, vertically integrated solution

offering services in design, metal, plastics, PCBA,

assembly and test Extensive global operations footprint with

scalable regional manufacturing and logistics

solutions

Best-In-Class quality systems and clean rooms

Operational excellence leveraging Lean Six

Sigma and Flextronics best practices

Innovation driven through technology

investments

Focused, long-term strategic partnerships

Solar Solutions

Flextronics Solar Division Offering

Flextronics Solar Division offers customers the best

opportunity to get their products to market as quickly as

possible. With our world wide supply chain and scalable

manufacturing solutions, Flextronics Solar Divisionoffers solar clients a clear path to manufacturing

success.

Our solar manufacturing portfolio includes:

Solar Modules

Solar Process Equipment

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Power Inverters

o Commercial Inverters

o Micro-Inverters

Power optimizers

Complex Machining

o Large Form Factor

o Small Form Factor

Cabling/Harnesses

Custom Enclosures Custom PCBA

Medical

Flextronics' Medical Segment provides world-class

design, manufacturing, and logistics solutions to medical

device and equipment companies. As a large,

recognized leader in the EMS industry, Flextronics

provides a broad set of capabilities for medical

customers in the invitro-diagnostic, drug delivery, and

lab equipment industries. Capabilities include:

Electronic, mechanical, and software design

performed under fully compliant design controls

A local and international geographic

manufacturing footprint, enabling customers to

efficiently grow from prototypes to trials to volume

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production, all performed in QSR-compliant

factories

Worldwide logistics solutions to deliver product

to patients efficiently

All activities overseen by a world-class quality

and regulatory team, ensuring compliance with

13485, 14971, 60601, and other state, federal and

international medical standards and practices

Flextronics combines the advantages of a deep skill set,

a broad footprint, and the materials sourcing strength of

a large, global company with the benefits of operating in

a fully regulatory-compliant environment. From concept

to volume production, Flextronics works closely with

customers to maintain a focus on product excellence

and patient safety.

Mobile and Consumer

Flextronics leverages global economies of scale to offer

world class, cost effective manufacturing and logistics

services to OEMs of branded, competitive consumer and

mobile technologies and devices. Flextronics is uniquely

able to build the worlds most recognized consumer and

mobile brands, at the lowest costs, through multi-

technology industrial parks that co-locate the

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technologies and services required to manufacture and

deliver OEM products to the OEMs end-market. The

Mobile Consumer Segment is fully engaged in offering

advanced design and electronics manufacturing services

for a variety of products within these industries.

MobileFlextronics provides full-spectrum design,

industrialization, and manufacturing services to OEM

customers in the mobile communications device

industry. Flextronics helps mobile customers create

market-leading products across a broad range of mobile

communications products, including GSM, CDMA,

WCDMA, smartphones, cellular handsets, data cards and

embedded modules.

ConsumerFlextronics provides end-to-end services

for OEMs in consumer industries such as print and copy,

consumer electronics, set top boxes, gaming consoles,

security tags and audio/video equipment including flat

panel TVs, DMPs and audio accessories. Flextronics

Consumer offering serves these customers with every

element that is required to deliver real products to the

marketplace. Beginning with product concepts, product

design, manufacturing, materials management,

logistics, reverse logistics and full customer support,

Flextronics Consumer offering meets customer needs in

the most efficient, cost-effective manner possible.

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Flextronics services for consumer products allow OEM

and retail brand customers to focus on their end users

while extending the breadth and depth of their brands.

Flextronics global manufacturing presence in low-cost

regions, vertically integrated core service offering and

complete supply chain and product life cycle

management solution deliver high quality products to

Mobile and Consumer OEMs that meet competitive time-

to-market requirements.

Logistics Solutions

Using the optimum combination of key drivers,

capabilities and services, we have the ability to

implement a complete range of customizable solutions

for our customers.

Freight Forwarding

For Logistics and Freight Forwarding solutions in Ireland

and the UK, please visit Irish Express Cargo at www.iec-

logistics.com, a wholly owned subsidary of Flextronics.

Global Program Management

The objective of global program management is to

systematically and strategically coordinate the

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functional groups and tactics within Flextronics and

across the companies within the supply chain, for the

purposes of improving the total flow of materials from

suppliers to end users.

Global Program Management means:

Strategic planning

Effective time management

Anticipation of the next move Weighing the risks

Evaluating and knowing the alternatives

Supply Chain Management

The objective of supply chain management is to

synchronize the requirements of our customers with the

flow of materials from suppliers to achieve a balance

between high customer service, low inventory and low

unit cost.

The three major areas of a supply chain management

are:

Supply Chain Strategy and Design

Supply Chain Planning

Supply Chain Operation

Direct Fulfillment

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Flextronics Logistics group can implement a customized

solution because of our unique integration of all the

necessary resources, processes and facilities.

Customer Order Cycle

Replenishment Cycle

Procurement Cycle

Manufacturing Cycle

Built-To-Order/Configure-To-Order

Built-to-order enables our customers demand to be

filled directly from production resulting in lower

inventory costs and a more efficient supply chain. We

have the capabilities to manage these processes on-site.

Mass Customization

This strategy requires having specific processes in place

to create the ability to deliver highly customized

products at the lowest total costs. The core of mass

customization is the ability to increase product variety

and customization without increasing costs. The key to

mass customization is to standardize early portions of

the production process and to postpone the task of

differentiation until the last possible point in the supply

chain network.

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Customers are now demanding highly customized

products and services. The niche markets are becoming

the markets. Mass customization requires rethinking and

integrating:

The product design

The manufacturing processes

The delivery processes

The configuration of the entire supply network

to deliver products

Light manufacturing in distribution centers to

support final customization steps

The benefits of mass customization are:

Lower total cost

Improved customer satisfaction

Competitive advantage

Flexibility under changing market conditions

Broader product lines

Higher quality products

Higher profits

Avoidance of forecast errors

Avoidance of purchasing delays

The positioning of inventory and the location, number

and structure of manufacturing and distribution facilities

must be designed to provide three capabilities:

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Reverse Logistics

In todays environment, companies want to maximize

their product expertise and equipment usage, whileminimizing inventories and freight costs. Flextronics

offers excellent reverse logistics services that allow

OEMs to increase customer satisfaction by providing a

complete view of their supply chains, including goods in

the return loop.

Flextronics Reverse Logistics strategy is to complete

our end to end solution - Design, Engineering,

Manufacturing, Logistics, Reverse Logistics, and After

Sales support, including Repair and therefore deliver a

global solution to our customers at the lowest total cost.

By offering integrated reverse logistics solutions we can

provide feedback loops into design, engineering,

assembly, distribution, and most importantly customer

service.

Flextronics also possesses the know-how and resources

to manage and optimize the Services business for our

customers as a stand alone business.

Flextronics Reverse Logistics expertise lies in:

Consumer and midrange products

High volume, with low to medium complexity

Printers

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PDAs

Mobile phones

Consumer medical devices

Notebooks

PCs

Set top boxes

Highly complex infrastructure products

.

CORPORATE FUNCTIONS FLEXTRONICS

FINANCE AND ACCOUNTS:

F&A is committed to be responsive, knowledge driven,

providing innovative solutions to shareholders,

internal and external customers. The main objective is

to provide decision support, financial planning and

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internal controls in order to preserve and maximize

the companys net worth.

HUMAN RESOURCE DEPARTMENT:

HR is committed to serve the organization by

providing timely, competent & affordable human

resource and develop & motivate them to achieve the

organizations Vision & Mission.

LEGAL AND ADMINISTRATION:

Legal & Administration Dept. is committed to provide

cost effective quality services to make the

organization effective and productive while safe-

guarding the interest of the company as well as that of

the customer.

MARKETING:

Marketing acts as the driving force to position the

company in the chosen global market place. This is

achieved by servicing the customers through a highly

proactive approach.

MATERIAL:

Materials Dept. is committed to providing various

SBUs and departments, the desired quality and

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quantity of materials and services at optimum cost

and within the desired timeframe. This is achieved

through the effective utilization of available skills/

resources, systematic inventory control and

harmonious relationship with vendors and customers.

QUALITY ASSURANCE / QUALITY CONTROL,SAFETY

&ISO:-

Its aim is to provide services to achieve deliver and

maintain the highest international standard of quality

and Health, Safety & Environment (HSE) rating

through highly skilled manpower, latest technology,

and quality and HSE systems. The prime focus is to

achieve this through high level interaction and

deployment with line functions.

ESTIMATION:

As a focal point for the key function of the bidding

process, this department delivers in time high quality

proposals for multifarious projects by

conceptualization, effective co-ordination, efficient

collection / analysis of data and accurate costing.

The above departments work in careful co-ordination

& synchronization in order to achieve the long term &

short term goals of the individual department as well

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as the company as a whole. These goals are derived

from the vision & mission statement. The quality

commitment serves as a means to achieve these goals

in the best possible manner, which is acceptable to

the customer.

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REVIEW OF LITERATURE:

Manpower or Human resource may be thought of as

the total knowledge, skills, creative abilities, talents andaptitudes of an

organizations work force, as well as the values, attitudes

and benefits of an individual involved. It is the sum total

of inherent abilities, acquired knowledge and skills

represented by the talent and aptitudes of the employed

persons. Of all the Ms in management (i.e., the

management of materials, Machines, methods, money,

motive power), the most important is M for men or

human resources. It is the most valuable asset of an

organization, and not the money or physical equipment.

Human resources are utilized to the maximum possible

extent in order

to achieve individual an organizational goals. An

organizations performance and resulting productivity

are directly proportional to the quantity and quality of its

human resources.

Human resource or manpower planning is the process

by which a management determines how an

organization should move from its current manpower

position to its desired manpower position. Through

planning, a management strives to have the right

number and the right kind of people at the right places,

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at the right time, to do things which result in both the

organization and the individual receiving the maximum

long-range benefit.

Coleman Bruce. P: Manpower planning is the process

of determining human resource requirements and the

means of meeting those requirements in order to carry

out the integrated plans of the organization

Giesler: Manpower planning is a process by which the

firm ensures that it has right number of people, right

type of people, at right places, at right time doing work

of which they can be economically most useful

Wickstorm: Human resource planning consists of a

series of activities, viz.

A. Forecasting future manpower requirements, either in

terms of mathematical projections of trends in the

economic environment an development in industry, or

in terms of judgmental estimates based upon the

specific future plans of a company;

B.Making an inventory of present manpower resources

and assessing the extent to which these resources

are employed optimally;

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C. Anticipating manpower problems by projecting

present resources in0 the future and comparing them

with the forecast of requirements to deter5mint their

adequacy, both quantitatively and qualitatively; and

D. Planning the necessary programme of requirement,

selection, training, development, utilization, transfer,

promotion, motivation and compensation to ensure

that future manpower requirements are properly met.

NEED FOR MANPOWER PLANNING:

(1)To carry on its work, each organization needs

personnel with the necessary qualifications, skills,

knowledge, work experience and aptitude for work.

These are provided through effective manpower

planning.

(2)Since a large number of persons have to be replaced

who have grown old, or who retire, die or become

incapacitated because of physical or mental ailments,

there is a constant need for replacing such personnel.

Otherwise, the work would suffer.

(3)Human resource planning is essential because of

frequent labour turnover which is unavoidable and

even beneficial because it arises from factors which

are socially and economically sound such as voluntary

quits, discharges, marriage, promotions, or factors

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such as seasonal and cyclical fluctuations in business

which cause constant ebb and flow in the workforce in

many organizations.

(4) In order to meet the needs of expansion programs

human resource planning is unavoidable (it becomes

necessary due4 to increase in the demand for goods

of the same goods and services with growing

population, a rising standard or living - large

quantities of the same goods and services are

required.

(5)The nature of the present workforce in relation to its

changing needs also necessitates the recruitment of

new labour. To meet the challenge of a new and

changing technology and new techniques of

production, existing employees need to be trained or

new blood injected in an organization.

(6)Manpower planning is also needed in order to identity

areas of surplus personnel or areas in which there is a

shortage or personnel. If there is a surplus, it can beredeployed; and if there is shortage, it may be made

good.

(A)MANPOWER PLANNING:

Manpower planning fulfills individual, organizational

and national goals. The main purpose is one of

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matching or fitting employees abilities to enterprise

requirements, with an emphasis on future instead of

present arrangements. The objectives may be laid

down for a short-term (i.e., for one year). For

example, the short-term objective may be to hire 25

persons from Scheduled tribes or Backward Class for

purposes of purposes of training. The long-term

objective may be to start a new industry, to expand

the market, to produce a new product, to develop itsown sales force rather than depend on distributors, or

to have minority group members eventually in

position of middle and upper management cadres.

(B) FORECASTING THE MANPOWER

REQUIREMENTS:

The management must estimate the structure of the

organization at a given point in time. For this

estimate, the number and type of employees needed

have to be determined; many environment factors

affect this determination. They include business

forecasts, expansion and growth, design and

structural changes, management philosophy,

government policy, product and human skills mix,

and competition.

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After estimating what the future organization

structure should be, the next step is to draw up the

requirements of human resources, both for the

existing departments and for new vacancies.

In determining the requirements of human resources,

the expected losses which are likely to occur through

labour turnover --- quits, retirement, death, transfers,

promotions, demotions, dismissals, disability,

resignations, lay-offs, and other separations ---

should be taken into account.

It may be noted that for purposes of manpower

planning, the main dimensions to be taken into

consideration are:

(i) The total number of personnel available, this

could be obtained from the payrolls and other

personnel records, such as the applications for

employment.

(ii) The job-family, i.e., a detailed job-description for

each position such as stenographers who may

belong to various departments, e.g., finance,

marketing, personnel, public relations, general

administration, etc.

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(iii) Age distribution of the employees, available in

the present departments, says in the age-groups

20-29 years; 30-45 years; 46 years and above.

(iv) Qualification and experience desired, such as a

person with 5 years or 10 years experience in a

particular branch/job; and wither under-

graduate, post-graduate, diploma holders, etc.;

or with specialized knowledge in the field of

marketing, finance, computer programming or

engineering work.

(v) The salary range, etc.

AUDITING HUMAN RESOURCE:

Once the future human resource needs are estimated,the next step is to determine the present supply of

manpower resources. This is done through what is called

Skills Inventory. A skills inventory contains data about

each employees skills, abilities, work preference and

other items of information which indicate his overall

values to the company.

Some organizations do not compile a Skills Inventory but

prepare Organization Charts to determine how many

people, at what level, in what position and what kind of

persons age, the number of years he has been in a

particular position, and his fitness for promotion.

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Once the present manpower resources are determined,

the personnel department can estimate what changes

will occur in the present labour force in the next few

years, say, 5 years.

(C)JOB ANALYSIS:

After having decided how many persons would be

needed, it is necessary to prepare a job analysis,

which records details of training, skills, qualifications,

includes the preparation of job description and job

specifications. This has been discussed in the later

section of this chapter.

(D)DEVELOPING A HUMAN RESOURCE PLAN:

This step refers to the development andimplementation of the human resource plan, which

consists in finding out the sources therefore, is to

decide on the policy --- should the personnel be hired

from within through promotional channels or should it

be obtained from an outside source. The best policy

which is followed by most organization is to fill up

higher vacancies by promotion and lower level

position by recruitment from the labour market.

HR FUNCTIONS AT FLEXTRONICS:

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The HRD department of Flextronics is a relatively young

department. Since then it has grown by leaps and

bounds. The essence of HRD department is to make the

individuals a part of its vision and objectives. The

different functions performed by the HRD Department in

this company are as follows:

MANPOWER PLANNING:

The procedure for manpower planning at Flextronics is

a simple one. Each department is required to make a

request to the HRD through a Manpower Requisition

form (MRF) about the present and anticipated

vacancies arising out of resignation / superannuation /

forthcoming projects etc. The form requires certain

information to be filled such as position for which

manpower is required indicating major responsibilities,

qualification and experience required for the job.

Based on the MRF, HRD acknowledges the manpower

needs of various SBUs and subsequently draws up a

recruitment plan to fill up the vacancies.

RECRUITMENT AND SELECTION:

The Company avoids going for the external

recruitment for the vacancies in the top management,

it tries to fill the vacancy as far as possible internally.

The companys existing manpower resources are

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regulations and policies, along with an induction

booklet.

TRAINING AND DEVELOPMENT

Training and Development Flextronics is an ongoing

activity. Training is also given to the people employed

on the contract basis. Training needs are identified

through appraisals and training programs are

organized accordingly. The HR department prepares

the Annual training plan and maintains the necessary

records of the training and of the employees with

respect to their training history. Training programs are

designed not only to help the employees aspire for

greater responsibilities, but also provide means toself-improvement in their respective positions.

PERFORMANCE APPRAISAL

The company has a well-laid down performance

review system for the regular employees. Trainees

and probationers are not covered under this system as

they are evaluated separately. The period of review is

1st January to 31st December of the calendar year.

Employees are granted increments and promotions

based on their performance effective from 1st July of

the following year. The company has two types of

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appraisals, self-appraisal and normal. Where the

former is for only top management the latter is for the

lower cadre people.

EXIT INTERVIEWS

Whenever an employee desires to leave the company

he is required to fill up an Exit Interview Form. The

HRD department analyses the information-collected

form the Exit Interview Form and takes steps to plugthe loopholes, if any.

INNOVATIVE FORUM

To encourage individuals to share their ideas and

responsibilities in a positive, creative and innovative

manner, the concept of Innovative Forum was

introduced in the Company. The objectives of this

forum are:

Transformation of Human Resources into Human

Capital:

To make the participants realize that they are not

merely employees but an integral part of the

organization and that the organization firmly believes

in their active involvement.

To recognize and reward individuals creative and

innovative contributions.

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RECRUITMENT AND SELECTION :

The process of identification of different sources of

personnel is known as recruitment. According to EdwinB. Flippo recruitmentis the process of searching for

candidates for employment & stimulating them to apply

for jobs in the organization. It is a linking activity that

brings together those offering jobs & those seeking jobs.

Dales S. Beach observed recruitment is thedevelopment & maintenance of adequate manpower

resources. It involves the creation of a pool of available

labour upon whom the organization can draw when it

needs additional employees. Recruitment refers to the

attempt of getting interested applications & providing a

pool of prospective employees so that the management

can select the right person for the right job from this

pool. Recruitment precedes the selection process, i.e.,

selection of right candidates for various positions in the

organization.

Recruitment is a positive process as it attracts

suitable applicants to apply for available jobs. The

process of recruitment:

i) identifies the different sources of labor supply

ii) Assesses their validity

iii) Chooses the most suitable sources

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iv) Invites applications from the prospective candidates

for the vacant jobs.

SOURCES OF RECRUITMENT:

The various sources of recruitment may be grouped into

the following two categories:

1. Internal sources (recruitment from within the

enterprise)

2. External sources ( recruitment from outside)

INTERNAL SOURCES:

Internal source is one of the important sources ofrecruitment. The employees already working in the

organization may be more suitable for higher jobs than

those recruited from outside. The present employees

may help in the recruitment of new persons also. Internal

sources are discussed as follows:

TRANSFERS:

It involves the shifting of an employee from one job to

another, one department to another or from one shift to

another. Transfer is a good source of filling vacancies

with employees from overstaffed departments or shifts.

At the time of transfer, it should be ensured that the

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employee to be transferred to another job is capable of

performing it. In fact, transfer does not involve any

drastic change in the responsibilities, pay & status of the

employee. Transfers or job rotations are also used for

training of employees in learning different jobs.

PROMOTIONS:

It leads to shifting an employee to a higher position,

carrying higher responsibilities, facilities, status & pay.

Many companies follow the practice of filling higher jobs

by promoting employees who are considered fit for such

positions. Filling vacancies in higher jobs from within the

organization has the benefit of motivating the existing

employees. It has a great psychological impact over the

employees because a promotion at the higher level maylead to a chain of promotions at lower levels in the

organization.

ADVANTAGES OF INTERNAL SOURCES:

1. ECONOMICAL: The cost of recruiting internal

candidates is minimal. No expenses are incurred on

advertising.

2. SUITABLE: The organization can pick the right

candidates having the requisite skills and talents and

their talents can be utilized to the fullest.

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3. RELIABLE:The organization has knowledge about the

suitability of a candidate for a position. It is said that

known devils are better than unknown angles

4. SATISFYING: A policy of preferring people from

within offers regular promotional avenues for

employees. It motivates them to work hard and earn

promotions. They will then work with loyalty,

commitment and enthusiasm.

DISADVANTAGES OF INTERNAL SOURCES:

1. LIMITED CHOICE:The organization is forced to select

candidates from limited pool. It may have to sacrifice

quality and settle down for less qualified candidates.

2. INBREEDING: It discourages entry for talented people

available outside the organization. Existing employees

may fail to behave in innovative ways and inject

necessary dynamism to enterprise activities.

3. INEFFICIENCY: Promotions based on length of

service rather than merit may prove to be a blessing

for inefficient candidates. They do not work hard and

never try to prove their worth in the organization.

4. BONE OF CONTENTION: If more stress is laid on

internal recruitment then there will be infighting

among the employees for limited higher-level

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positions in an organization. As years roll by, the race

for premium position may end up on a bitter note.

EXTERNAL SOURCES:

Every enterprise has to tap external sources for various

positions. Running enterprises have to recruit employees

from outside for filling the positions whose applications

cannot be met by the present employees, & for meeting

the additional requirements of manpower. The following

external sources of recruitment are commonly used by

the big enterprises:

ADVERTISEMENT

Advertisement is the best method of recruiting people

for higher & experienced jobs. The advertisements are

given in local or national press, trade or professional

journals, newspapers & magazines. The requirements of

jobs are given in the advertisement. The prospective

candidates evaluate themselves against the

requirements of jobs before sending their applications.

Management gets a wider range of candidates forselection.

EMPLOYMENT EXCHANGES:

Employment exchanges run by government are also a

good source of recruitment. Unemployed persons get

themselves registered with these exchanges. The

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vacancies may be notified with the exchanges, whenever

there is a need. The exchange supplies a list of

candidates fulfilling required qualifications. Exchanges

are a suitable source of recruitment for filling unskilled,

semi-skilled and operative posts. The job seekers and job

givers are brought into contact by the employment

exchanges.

MANAGEMENT CONSULTANTS:

Management consultancy firms help the organizations to

recruit technical, professional and managerial personnel.

They specialize in middle level and top level executive

placements. They maintain data bank of persons with

different qualifications, skills and even advertise the jobs

on behalf of their clients to recruit right type of

personnel. These days, professional bodies of

accountants, engineers, etc. also help their members to

get suitable placements in industrial organizations.

CAMPUS RECRUITMENT:

The job in trade & industry are becoming technical &

complex. These jobs require certain amount of technical

& educational qualifications. The employees maintain

close liaisons with universities & technical & other

educational institutions. The students are spotted during

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the course of their studies. Junior level executives or

managerial trainees may be recruited in this way.

UNSOLICITED APPLICATIONS:

Companies generally receive unsolicited applications

from job seekers at various points of times; the no. of

applications depends on economic conditions, the image

of the company and the job seekers perception of the

types of jobs that might be available etc.

An important problem with this method is that job

seekers generally apply to number of organizations and

when they are actually required by organizations, either

they are already employed in other organizations or are

not simply interested in the position.

CASUALCALLERS:

Management may appoint persons who casually call on

them for meeting short-term demands. This will avoid

following a regular procedure of selection. These people

are appointed for short period only. They need not be

paid retrenchment or lay off allowance. This method of

recruitment is economical because management does

not incur a liability in pensions, insurance & fringe

benefits.

LABOUR CONTRACTORS:

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It is quite common to engage contractors for the supply

of labor, when labours are required for short periods &

are hired without going through the full procedure of

selection etc. Contractors or jobbers are the best source

of getting them. The contractors maintain regular

contracts with workers at their places & also bring them

to the cities at their own expense.

RECOMMENDATIONS:

Applicants introduced by friends & relatives may prove

to be a good source of recruitment. In fact many

employers prefer to take such persons because

something about their background is known. Some

organizations have agreements with the trade unions to

give preference to blood relations of existing or retired

employees if their qualifications & experience are suited

to fill the vacant jobs.

ADVANTAGES OF EXTERNAL SOURCES

1. WIDER CHOICE: When vacancies are advertised

widely, a large number of applicants from outside the

organization apply. The management has a wider

choice while selecting the people for employment.

2. FRESH TALENT: The insiders may have limited

talents. External sources facilitate infusion of fresh

blood with new ideas into the enterprise. This will

improve the overall working of the enterprise.

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3. QUALIFIED PERSONNEL: By using external sources

of recruitment, the management can make qualified &

trained people to apply for vacant jobs in the

organization.

4. MOTIVATIONAL FORCE: It helps in motivating

internal employees to work hard & compete with

external candidates while seeking career growth. Such

a competitive atmosphere would help an employee to

work to the best of his abilities.

DISADVANTAGES OF EXTERNAL SOURCES:

1. DISSATISFACTION AMONG EXISTING STAFF:

External recruitment may lead to dissatisfaction &

frustration among existing employees. They may feel

that their chances of promotion are reduced.

2. LENGTHY PROCESS: Recruitment from outside takes

a long time. The business has to notify the vacancies

& wait for application to initiate the selection process.

3. COSTLY PROCESS: It is very costly to recruit staff

from external sources. A lot of money has to be spent

on advertisement & processing of applications.

4. UNCERTAIN RESPONSE: The candidates from

outside may not be suitable for the enterprise. There

is no guarantee that the enterprise will be able to

attract right kinds of people from external sources.

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RECRUITMENT PROCEDURE:

Responsibility for Recruitment:

In a small organization, the owner or manager usually

does recruitment rather informally. But in a large

organization, the human resource department is usually

responsible for developing sources of applicants. Within

the human resource department, there is likely to be an

employment office to do the recruiting and even initialselection of candidates for a job. Big organizations

employing a large number of professional and

managerial employees may have a separate department

engaged entirely in recruiting.

Requisition for Recruitment:

Recruitment is an ongoing process whereby the firm

attempts to develop a pool of qualified applicants for

future human resource needs even though specific

vacancies do not currently exist. This practice is also

necessary to maintain contacts with sources of

recruitment.

In most cases, recruitment starts when a manager

initiates an employee requisition for a specific vacancy

(or anticipated vacancy). The requisition should contain

basic information describing the position to be filled, the

duties to be performed, experience and the qualifications

required of the candidate for the job.

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MEANING OF SELECTION:

Selection involves a series of steps by which the

candidates are screened, for choosing the most suitable

persons for vacant posts. The process of selection leads

to employment of persons, who possess the ability and

qualifications to perform the job, which have fallen

vacant in the organization. It divides the candidates for

employment into two categories, namely those who will

be offered employment & those who will not be. That is

why; selection is frequently described as a negative

process in contrast with the positive nature of

recruitment.

SIGNIFICANCE OF SELECTION:

Selection is an important function & it must be

performed carefully. If unsuitable persons are selected,

labor absenteeism & turnover will be high. Such persons

will shrink their jobs & will ultimately leave the

enterprise. This will result in wastage of time, energy &

money spent in hiring & training them. The efficiency of

the organization will go down. The well being of an

organization depends greatly on the quality of its

managers. Only sound selection of executives can build

up the strong managerial structure of the enterprise.

Errors in selection may prove very costly in future.

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Proper selection is very helpful in building up a suitable

workforce. If right people are selected for various jobs,

their productivity & efficiency will be high. Therefore, the

basic purpose of selection is choosing right type of

candidates to man various positions in the organizations.

In order to achieve this purpose, a well-organized

selection procedure is required. Each step in the

selection procedure should provide more & more

information about the candidate. Such information willfacilitate decision regarding selection.

ROLE OF PERSONNEL DEPARTMENT IN SELECTION:

Personnel department plays an important role in the

selection process. However, it should be kept in mind

that decision to add persons on the payroll in a particular

department of the organization is not made by personnel

department. The requisition for the employees must

originate from the department where it is necessary to

hire some persons to man particular jobs in the near

future. For this purpose, the use of a standard requisition

form by the department head is preferable, as it will

make clear the number of vacancies, types of jobs, pay

scale & any special characteristics or skills required.

After receiving the requisition, the personnel department

will see the catalogue of job descriptions & job

specifications to obtain a picture of the job & will tap

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sources of recruitment according to the circumstances of

the case.

Selection process will start when some applications arereceived from the candidates. The personnel department

will classify & file the applications & will screen out the

applicants who are found unsuitable. After this, it may

call the other applicants for initial interview or

employment tests.

PURPOSE OF SELECTION AND RECRUITMENT:

The basic purpose of the selection process is to choose

right type of candidates to man various positions in the

organization. In order to achieve this purpose, a well-

organized selection procedure involves many steps & at

each step, unsuitable candidates are rejected. In other

words, the aim of selection process is to reject the

unsuitable candidates. But recruitment, on the other

hand, is a positive process. Its aim is to attract for vacant

jobs in the organization. Various sources of recruitment

are used for this purpose.

Thus, recruitment is a positive process because it aims

at attracting applicants for various jobs. But selection is

a negative process because it aims at rejecting

applicants who are unsuitable & offering jobs to those

who are found fully suitable.

SELECTION PROCEDURE:

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,

There can be no standard procedure to select different

types of employees or to be adopted by all concerns. In

practice, selection procedure differs from job to job &

from organization to organization. In some cases,

selection is a very simple & one-step process. But in

many cases it is quite complex & time consuming. The

main steps in selection procedure may be as follows:

PRELIMINARY INTERVIEW:

The purpose of preliminary interview is to eliminate the

totally unsuitable candidates. It is generally brief & may

take place across the counter in the employment office

of the company. It consists of a short exchange of

information regarding the candidates age, qualification,

experience & interests. It helps to determine whether it

is worthwhile for the candidates to fill in an application

fo

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