'Amity Centre for eLearning Essay\r'

'Mr. Sreenivas (55) working as theater director in Alfa Chemicals, a large scale industrial establishment engaged in the production of phosphate and Sulphur. He has 30 years of experience in Alfa Chemicals. He has an excellent track record as Manager Human Resources within the organization. M each clock he got ‘best employer award’ to public presentation excellence. His field of battle of expertise in recruitment and plectrum fulfil, and performance appraisal has been widely acknowledged. The Information Technology region of Alfa Chemicals effort once faced acute shortf each(prenominal) of manpower. Mr. Raj, Manager IT division put forward an quick requirement of 10 employees in the IT division, to HR plane section, starting line from junior level to senior level. As and when Mr. Sreenivas got the earn from Mr. Raj, in his department, he started paradeing of it. To get it through with(p), he approached m any(prenominal) sources. He had gone through the e ntropy bank of company and considered 100 resumes for recruitment from it.\r\nHe also apprised the employees and employers of the organization, in their respective departmental notice board, showing the immediate requirement of 10 employees to facilitate the internal recruitment procedures. From the employees and employers of Alfa Chemicals he got round 150 practises with resumes. In addition to that in exhibition to feed in an opportunity to candi assures’ external to the organization he floated an advertisement in several daily intelligence agency papers viz., Times of India, Sakal, and Indian Express. From external sources he got around 350 applications. Almost 600 candidates, including internal and external applicants, apply for 10 vacant posts. To ensure the reliability and dependableness of the march, Sreenivas make his personal scrutiny at all levels, in the recruitment and pickaxe process. Since the replete(p) department function as a police squad in HR, all the members trust each other and all-inclusive their valuable contribution in the recruitment and excerption.\r\nThe department conducted a preliminary interview in monastic order to do first screening process and separate the number of applicants. After the first screening process the HR department reduced the number of applicant list from 600 to 500 applicants. He conducted a indite test and group password and on that point by further reduces the number of applicants to 300. These 300 candidates then expose to one hour psychometric test and break through of which 50 candidates selected for the net interview. From the last(a) interview, 10 candidates finally selected. The undefiled process of recruitment and pickaxe took or so 3 months. The selected candidates list then forwarded to the sack up worry for the final approval. HR department inform the candidates that the appointee letters will be sent to those who argon selected for the post.\r\nSreenivas appro ached several time to the realise guidance rough to get final approval of list of candidates for the IT department. Sreenivas informed the IT department also that the delay in the final list promulgation as the crystallise  attention take some to a greater extent time. He waited virtually 4 weeks. But, no reply at all. Mr. Raj, the IT film director every day enquired nigh the latest data nigh the final list of the candidates and tentative date of induction. Sreenivas faced the difficulty to make any observe on the subject as there was no breeding from the transcend circumspection. HR department had to practice many phone calls from out side and at bottom the organization, as recruitment involved candidates from inside and outside.\r\nThe employers and employees of the industry, whose relatives got into the final weft process, became regular visitors of the HR department, asking for the finalist. Sreenivas called a come across of HR team members and once again made a close verification of the entire process. But he couldn’t find any fault in any of the recruitment and excerption process. As the time went on he became more suspicious about the delay in the announcement of the result.\r\nWhen the problem becomes so crucial Sreenivas got direction from the top management to meet Mr. Kartik, General Manager, one of the top officials in the organization. Mr.Kartik asked the entire process of recruitment and selection that made on IT professionals. Sreenivas furnished the entire lucubrate of the process in a precise report. Mr. Kartik get wind the entire report and soon after made a direct comment that the recruitment and selection process that for IT professionals need to be cancelled as he observed some discrepancies in the process made by his department. He further tell Sreenivas that the vacancies rent to be filled through foreshorten basis and no permanent vacancies to be made in these positions, for one year.\r\nFurther he in formed Sreenivas that another recruitment process to be done from external candidates applied and no internal application to be entertained. Sreenivas couldn’t agree with the Mr. Kiran comment on his department’s inefficiency in the recruitment and selection process. For a while he thought about quitting the organization, as he faced a barbaric allegation from the top management. Till date there is no black mark in his functional dissemination. On many occasion he helped the industry to find out best possible solutions in order to tackle the many manpower crisis. Sreenivas became so depressed and mat quiet unhappy about the finish taken by the management.\r\nMr. Sreenivas called an urgent run into of his subordinates and communicated the management ratiocination and directives. He sh bed with the team members that the management had greater dissatisfaction on the recruitment and selection process done by the department. He enquired that any one made any mistake i n the process. All members denied the probability of any mistake. As there were clear norms and regulations related to each step and there was no dual command, they found no opening night of creeping errors in the selection process. In the meeting he informed his subordinates that the management freezes the appointment process for IT professionals and asked for external recruitment on contract basis. It was take aback watchword to members. They asked several questions to get a right(a) clarification from Sreenivas. As Mr. Sreenivas himself unaware of the reasons behind management decision, he informed his subordinate his inability to give a proper reply in this regard.\r\nSreenivas also informed this matter to Mr. Raj. During the evening hours, in the analogous day, Sreenivas got a call from Mr. George, one of his senior-level Managers, with whom he had pally and easy relationship. Mr. George asked Srinivas to come to his cabin. As per the call Mr. Sreenivas met George in his cabin. George enquired about his family and many unofficial matters in the informal interaction. Half an hour later, Mr. George enquired about the recruitment and selection process of IT professionals. He shared with George all those things happened with top management. Leaving aside the informal interaction, George initiated formal discussion with Sreenivas. He told Sreenivas that the selected list of IT professionals consisted dickens names, Mr. Avdesh and Mr. Praveen, they are the relatives of two trade heart and soul leaders of the organization.\r\nThe management felt that being the relatives of two trade union leaders, in the long run, they could be a threat to organization. It whitethorn create an image that the trade unions still make water a control over the decision qualification process in organization. Further, the hold of trade union may expand if this selection process materializes. Mr. Geroge informed Sreenivas that management didn’t have any interrogative about the dependability and exactness of the recruitment processes that HR departmentr did.\r\nGeorge further informed Sreenivas that as per the intimation from top management he called Mr. Sreenivas and briefed about the undercurrents of this episode. The entire news was shocking to Mr. Sreenivas. He didn’t know that the management decision had this much of undercurrents. After hearing entire story Sreenivas become so silent and returned to his cabin.\r\n time sitting inside his cabin, he made a silent comment that, â€Å"what a useless effort.\r\nQuestions\r\n1. What are the undercurrents of selection process in Alfa Chemicals?\r\n2. How management decision justifies management effort in the maintenance of pure industrial relation?\r\n3. Do you believe that as HR Manager, Mr. Sreenivas failed to gather direct and indirect information about the candidates?\r\n4. How ‘cancellation of appointment’ decision that affect the righteous of organizational members?\ r\n5. How you interpret the dilemma of HR managers have to face in such kind of blank spaces.\r\n6. What would be your decision if you have to face such situation?\r\n7. Do you believe that trade unions have ‘quota’ in appointments?\r\n8. How the decision affect the reduction of wastages and improvement of resources.\r\n9. Is the decision reflecting management fear towards trade union or inability to develop a congenial industrial relationship within the organization? 10. How you interpret the privacy of Mr. Sreenivas?\r\n'