Issues Related to

Recruitment
And
Managing Older
Employees

01/03/2016

Issues Related to Recruitment

And
Managing Older Employees
REPORT
Submitted To:Dr. Moni Mishra
Submitted By:Group No. 5
Prateek Kumar: 021/2015
Aastha Jain: 022/2015
Divij Kumar: 023/2015
Parth Kalani: 024/2015
Ankita Nagpal: 025/2015
Approvals:___________________
Dr. Moni Mishra
Course Facilitator

Distribution List :-

1. Programme Co-ordinator
Prof. Joyeeta Chaterjee

2. Librarian
Ms. Nandi Narwal

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LETTER OF TRANSMITTAL
7th September, 2015
To: Dr. Moni Mishra
Lecturer Managing People and Performances
LBSIM
New Delhi
From: Group 5

Maam,
We are pleased to submit our End Term Project on the topic of Issues Related to
Recruitment and Managing Older Employees.
We have arranged our superlative efforts in completing this project. We hope this report
will prove to be satisfactory.
Yours Sincerely,
Group 5

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PREFACE
Our group underwent a very unique and interesting journey while making this report.
There were lots of delegations to each other due to trimester end pressures. But finally
we gathered together and came up with our contributions and here we have our best
combined effort. In this report we want to emphasize on the issues faced by managers
in handling older employees and various recruitment process they follow while
recruiting new employees.

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ACKNOWLEDGEMENT

We have put our best efforts in this project. However, it would not have been possible
without the kind support and help of all group members.
We would like to express the deepest appreciation to our mentor Dr. Moni Mishra, for
her guidance and constant supervision as well as for providing necessary information
regarding the project and for her support in completing the project.

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TABLE OF CONTENTS

Chapter No.

Topic
Abstract

Page No
6

Objective

Recruitment Policies of Companies

Managing Elder Employees in the Company

12

Appendix I

15

Appendix II

16

Appendix III

28

Appendix IV

29

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Abstract
Human resource is the basic need that of any work to be done.
According to ARTHUR LEWIS: There are great differences in development between
countries which seem to have roughly equal resources, so it is necessary to enquire into
the difference in human behaviors The project report is all about recruitment and
selection process thats an important part of any organization. Recruitment highlights
each applicants skills, talents and experience. Their selection involves developing a list
of qualified candidates, defining a selection strategy, identifying qualified candidates,
thoroughly evaluating qualified candidates and selecting the most qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
recruitment and selection process and have conducted a research study through a
questionnaire that we got filled.
This project also talks about various problems a manager face while handling an older
employee working under him, various things that the manager needs to keep in mind
while assigning work to him and how to overcome these challenges.

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Objective
Objective1: To study various practices followed by companies while hiring new
employees
Objective 2: To study various challenges a manager faces while managing an elder
employee

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Recruitment Policies of Companies

Recruitment is the process of attracting individuals on a timely basis insufficient
numbers and with appropriate qualification, to apply for jobs within an organization.
The process of searching prospective employees with multidimensional skills and
experience that suits organization strategies in fundamental to the growth of the
organization, this demands more comprehensive strategic perspective recruitment.
Organizations require the services of large number of personnel, these personnel
occupy the various positions created to the process of organization. Each position of
the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong enough to
attract and select the potential candidates with right jobs pecification. The recruitment
process begins with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers have
responsibilities in the process.

During this process we interviewed recruitment managers of Genpact and Punj Lloyd
(address of the company is attached in the appendix). Each of the above were asked
some standard questions that we as a group designed (questionnaire attached in the
appendix).

Analysis based on the interview:

Genpact:
POC: Ms. Pratima Banka, Sr. Manager, Traning(L&D)
It is an ongoing process with changes being incorporated day to day.

Each step in this process is defined cautiously.

Different criteria are followed for people with different working experience

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 Process followed for experienced candidates:

CV shortlisting

Hiring Cut

Technical
Round

Background
Check

Technical
Round

Background
Check

Process followed for fresher:

CV shortlisting

Written Exaam
&
Group
Discussion

Each of the candidate needs to go through the following process before getting
selected in the company.
First the candidates are shortlisted according to their CV. Then these CVs are
further cut down to smaller number by shortlisting them according to the job
requirement or are called for written exam and group discussion as in the case
of candidates without working experience. The final shortlisted candidates are
called for Personal interviews that includes an HR round and Director Round.
Finally, the profiles of selected are sent for background check to verify their
educational profile, address, and experience. A verification is also done to
check if the selected candidate has any criminal record or not.
There is no special quota for differently abled people but special preference is
given to them. Ex. There was a person who had some problem in his eyes
although had a sound technical background. He was chosen not because he was
differently abled but because of his technical expertise.
Different recruitment channels that the company uses are:
1. Referrals by employees
2. Campus recruitment
3. Walk-Ins (Contacts vendor for getting requisite profile and is only done
in case of need)
Qualities that they look for in any future employee:

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1. Technical Capability: The candidate needs to have a sound knowledge

of the domain he has applied for.
2. Behavioral Standpoint: This would include confidence, communication
skill and integrity (special questions are asked to check if the candidates
are ready to give up on his integrity).
3. Should have a flexible mindset.
As their process is always evolving and is closely monitored by HR
professional and Director hence no such drastic change needs to be done in
their selection process.

Punj Lloyd:
POC: Mr. Pradeep Kumar, Vice President & Head- Energy, Punj Lloyd.
Different criteria are followed for people with different working experience
Process followed for experienced candidates:

CV shortlisting

Hiring Cut

Technical
Round

Background
Check

Technical
Round

Background
Check

Process followed for fresher:

CV shortlisting

Written Exaam

Each of the candidate needs to go through the following process before getting
selected in the company.
First the candidates are shortlisted according to their CV. Then these CVs are
further cut down to smaller number by shortlisting them according to the job
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requirement or are called for aptitude exam as in the case of candidates without
working experience. The final shortlisted candidates are called for Personal
interviews that includes an HR round and interview round by their respective
head of concerned department. Finally, the profiles of selected are sent for
background check to verify their educational profile, address, and experience.
A verification is also done to check if the selected candidate has any criminal
record or not. All the processes except for personal interviews are outsourced
to other agencies
No special preference is given to any special categories and variable weightage
is given to technical expertise and managerial skills according to the post
applied for
The criteria are as below:
1. Fresher: 60% technical and 40% personality
2. Engineer to Deputy Manager: 90% technical and personality and 10%
managerial.
3. GM, SGM: 40% technical skill and 60% managerial skill
4. VP and above: 80% managerial skill and 20% technical skill
Different recruitment channels that the company uses are:
I. Referrals by employees (10% commission is given to referrer if the
candidate is selected)
II. Campus recruitment
III. Walk-Ins (Contacts vendor for getting requisite profile and is only done
in case of need)
IV. Off campus (similar to campus round)
Qualities that they look for in any future employee:
I. Technical Capability: The candidate needs to have a sound
knowledge of the domain he has applied for.
II. Team dynamics
III. Adaptability
IV. Integrity
In case of dire need of work force on site Crash Interviews are conducted to fill
the slots.
Also the recruitment of technicians and semi-skilled labors is outsourced to
sub-contracting firm.
Changes like 360-degree feedback of candidates by their past employer is
going to be incorporated in their process

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Managing Elder Employees in the Company

Workforce management (WFM) is one of the least understood functions in any

industry. WFM is generally described with the tagline Getting the Right People in the
Right Place at the Right Time, which could just as easily be the marketing slogan for
a limousine service. Its no wonder people get confused about the real role and
importance of WFM.
One of the pressing issue in work force management is managing and getting the best
out of elder employees working under you. There are different issues attached to
managing elder employees.
We tried to identify these issues and find solution to these issues by interviewing HR
managers of two different industries.

Genpact Headstrong: Mr. Surjobroto Dutta, Asst. Vice President, Genpact

Headstrong.
Being a service industry the major issue in IT industry is managing workforce
Typical functions in IT industry can be categorized as
I. Cost Centers (any function that eats up revenue without generating any
profit)
II. Profit Centers (majority of the revenue is generated by these centers)
While interviewing we realized that a manager faces following challenges
while dealing with elder employees working under him:
I. Rigidity: As the elder employee is better technically equipped he tends
to ignore any instruction given by the manager. This fact was supported
by an incidence that happened in the company.
A guy named Puthuraju (42 years old) assigned the task of designing a
mechanism for client. Having more technical expertise he decided to go
with the design that he thought was correct.
II. Lack of Team skill
III. High job security leads to low motivation

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 Solutions suggested by Surjobroto for handling elder employee were:

I. Getting the employee in confidence: Continuing with the earlier
example the problem with the design was that it was costly and the
budget assigned by client did not supported the cost. So what he was
consulted with Puthuraju about the cost constraint and explained the
limitations of his design. As instead of telling him what to do Surjobroto
rather consulted him about the situation hence taking him in confidence
led to Puthuraju considering Surjobrotos point rather than sticking to
his rigidly.
II. Also he classified employees into four categories namely:

Employees who are low on value tend to become dead weights and
becomes liabilities to the company. They can be motivated by the
manager by giving personalized attention and by making them feel
important to the company.

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Punj Lloyd: Mr. Sahil Dhall, Manager HR, Punj Lloyd.

Being a labor intensive industry managing old employees has been a
challenging job amongst the HRs of Punj Lloyd
While interviewing Mr. Sahil we realized that basic problem faced by
managers are similar be it an IT firm or an Engineering Construction firm.
He quoted one of the example where one of the elder employee got the job
delayed as he interpreted the drawing wrong and was rigid to take any
suggestion from his supervisor who was younger than.
He also mentioned them that to get the job done from them instead of telling
them what to do you need to seek advice from them on how to do the job.
This not only increases the involvement of such employees but also make feel
responsible to the company.
He also mentioned that you need to be patient with them and need to treat them
with respect.

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Appendix I
Questionnaire
Recruitment Policies of Companies
1. Details about the HR?
2. Is there a difference between your recruitment process for experienced
candidate and fresher?
3. What techniques of recruitment and selection do you generally use?
4. Do you give any preference to differently abled employees?
5. What is the difference in different recruitment procedure that you follow?
6. What qualities do you seek in your future employees?
7. What changes would you like to make in your current recruitment process?

Managing Elder Employees in the Company

1. What difficulties do you face in managing elder employees working under
you?
2. How do you think we can overcome such difficulties?

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Appendix II
Interview Transcript

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Appendix III
Time Log
S.No

Name

Entry Time

Exit Time

Genpact

25/2/2016
(1630Hrs)

25/2/2016
(1800Hrs)

Punj Lloyd

25/2/2016
(1430Hrs)

25/2/2016
(1530Hrs)

Genpact
Headstrong

21/2/2016
(1700Hrs)

25/2/2016
(18300Hrs)

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Appendix IV
Companys Address
Genpact: DLF City - Phase V, Sector 53, Gurgaon - 122002, Haryana, India
Genpact Headstrong: D-4, Sector 59, Noida, Uttar Pradesh 201307
Punj Lloyd: Plot No.95, Institutional Area, Sector 32, Gurgaon, Haryana 122001

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