Recruitment and Selection for Sales Position 2017

CHAPTER ONE

COMPANY PROFILE

1.1 History
Thermax came into being by harnessing the power of steam, produced
by boilers. Thus the business was born in 1966. It was also the year A
S Bhathena collaborated with a Belgian company, Wanson, to
commence business operation as Wanson India Ltd., manufacturing
small boilers at a unit in Dadar, Mumbai . The company was renamed
Thermax Limited in 1980.

Under the astute stewardship of our Late Chairman R D Aga, Thermax

moved into a bigger orbit, leading to its present status. The journey
from Vaporax and Thermopac - products from the early years, to the
current stable of products; from bagging the first export order to
establishing a presence in the overseas markets, has been an arduous
one.

1.2 Founders

Thermax was founded by A. S. Bathena and later taken over by R. D.

Aga who served as the chairman. After the death of R. D. Aga, Anu
Aga his wife and heading HR at that time became the chairperson. Anu
Aga was the chairperson of the company 1996–2004, till she handed
over the reins to her daughter, Meher Pudumjee, and figured amongst
the eight richest Indian women, and in 2007 was part of 40 Richest
Indians by net worth according to Forbes magazine.

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1.3 Organisational Hierarchy (For Water and Waste Solutions)

Common Functions

BU HEAD

SBU HEAD

Exports Head QA/QC Head Marketing HR Finance

Head Innovation Incharge

Fig. 1

SPG (Small Project Group) Chart

Head Operations

Head Materials

Head
Engineering
BU Head SBU Head
Head Proposals

Head Sales

Head Services &

Commissioning

Fig. 2

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1.4 Product of Companies

Thermax offers cost-effective raw water treatment solutions, for reduction of

suspended solids in surface water. They have been developed after studying
the settling and rise rates of suspended impurities under fluctuating conditions.

Raw water is first treated to remove the suspended colloidal matter. Small
suspended particles in the raw water are coagulated by using poly-electrolyte
and coagulant at higher pH. This is then passed through a tube settler where
coagulated suspended matter settles down and clearer water flows up.
Coagulated suspended matter is taken out from the hopper bottom of tube
settler in the form of a thick sludge.

Clear water is further treated in the second stage. A dual media filter is
provided for further reduction of suspended matter to a level of less than 5
ppm. This filter works in pressurised conditions. A clear water pump is
provided at the inlet of the filter to feed clarified water.

Thermax provides both custom built & standardized systems to raw water
clarification.

Some of the products are as follows:

 Water treatment
 Effluent Treatment, Recycle and Zero Liquid Discharge
 Sewage Treatment and Recycle
 Desalination
 Containerised Plants
 Solid Waste Treatment
1.5 Competitors
 Ion Exchange
 Rochem Seperation Systems India Private Limited
 Eureka Forbes
 Praj Industries Limited
 Kirloskar Bros

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Note: Any company which is into business of Water and Waste

water solutions are actually competitors of Thermax.

1.6 Market Share for the Quarter end

Thermax net profit falls 18.3% to Rs 40 crore in Q1

 Thermax has posted a 18.3 per cent fall in YoY net profit for the
quarter ended June 30.
 For the quarter under review, the company reported a consolidated net
profit of Rs 40 crore compared with Rs 48.96 crore in the same period
last year.
 Total consolidated revenue for the quarter came in at Rs 892.57 crore,
down 8.65 per cent YoY from Rs 977.14 crore in the year-ago quarter.
 Income from operations stood at Rs 892.57 crore, down 10.93 per cent
compared to the income of year-ago quarter of Rs 1,002.13 crore.
 Thermax reported an operating profit of Rs 53.25 crore for the quarter
ended June compared with Rs 61.03 crore a year earlier.
1.7 Achievements of the company
 Thermax recently won the BML Munjal Awards 2015- Business
Excellence through Learning and Development in the Private sector
(Manufacturing) category.
 Thermax wins National Intellectual Property Award for 2013
 Thermax MD and CEO, M.S. Unnikrishnan received the Asia
Innovator Award at the 2012 CNBC Asia Business Leaders Awards
(ABLA) in Bangkok. He is the first Indian to be presented the
Innovation Award in the 11 year history of ABLA.
 Thermax'sSavli plant bagged gold award for Safety and Health
practices at the Greentech Safety Award 2012.
 Chinchwad factory bagged the Safety Innovation Award 2011 from the
Institution of Engineers, Delhi, for its innovative health, safety and
environment (HSE) initiatives
 Chinchwad factory won the Health, Safety and Environment (HSE)
appreciation award 2011 from CII, Western region.

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 Customer Service Excellence award in water treatment chemicals by

Frost and Sullivan
 Bry Air award for innovative product design, 2010
 Top prozes at 35th International Convention on Quality Control
Circles, 2010

1.8 Future Plans

MS Unnikrishnan in moneycontrol.com: Thermax eyeing

acquisition opportunities in European mkts; aim to improve
topline

1. The recent acquisition in Poland was to support business foray into

Eastern Europe and intention to provide entry into Germany for
standard heating products.

2. Sectors that are consumption oriented are seeing investments

happening and there is some movement visible in areas like
commodity and infrastructure. Moreover, Cement and oil & gas space

Ground breaking ceremony for Thermax's new production unit in Sri

City, Andhra Pradesh

1. Thermax marked the beginning of construction of its new production

unit in Sri City with a groundbreaking ceremony on Thursday, 16th
March 2017. The plant, built on a 40 acre plot in the Domestic Tariff
Zone in Sri City, Andhra Pradesh with an investment of Rs. 150 crore.
The plant will produce chillers for large scale air conditioning units,
steam generators, and boilers etc

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CHAPTER TWO

Literature Review

2.1 Introduction:

Today the main challenge faced by the company is to find the right talent for
its organisation and to retain it. Talent Acquisition hence is given a lot of
importance. One of the important part of HR functioning is to find the right
talent for the right position in the organisation. If the appointed person is not
the proper fit for the organisation then even organisation suffers.

During my Internship with Thermax Limited I got an opportunity to take up

the project of Recruitment and Selection procedure. I sourced for some of the
profiles required in the organisation and have got to know lot of things about
the interview processes at Thermax.

2.2 Objectives:

To understand the process of Recruitment at Thermax

To learn the concept of different Business Functions at Themax.

2.3 Significance of the Study

The study majorly covers the basis of selection of the candidate for the
organisation. The project also identifies the competitive pool of talent and
through them how the best one is selected. Also it tells the basis of rejection
of the candidate.

This project has also helped me understand the minor loopholes in the
organisation for recruitment and selection process.

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2.4 Benefits of Recruitment:

(1).Helps to create a talent pool of potential candidates for the benefits of the
organization.

(2).To increases the pool of job seeking candidates at minimum cost.

(3).It helps to increase the success rate of selection process by decreasing the
no of visits qualified or over qualified job applicants.

(4).Finally it helps in increasing organization and individual effectiveness of

various recruiting techniques and for all the types of job applicants.

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CHAPTER THREE

Research Methodology

1. Research Design : Exploratory and Descriptive

2. Sample Size : 13 candidates

3. Sampling Technique : Stratified Sampling

4. Sampling area : All India

5. Research Instrument : Questionnaire

7. Number of Question : 11

8. Data Collection : Primary Data and Secondary Data

9. Data Analysis Tool : MS -Excel

10. Data Analysis Techniques: Bar Diagrams, Pivot Tables

11. Research Time Frame : 15th May to 15th July 2017.

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3.1 Introduction

Recruitment and selection

Recruitment is the finding of potential candidates for the vacancies with the
organisation. Or, from another perspective, it is making meet the job seekers
and job givers with matching the requirement from both ends. Successful
human resource should identify human resource needs in the organization.
Once the needs are identified, the process of recruitment or acquisition
function becomes easy. It should also provide information so that unqualified
applicants can self-select themselves out of job candidacy; this is, a good
recruiting program should attract the qualified and not attract the unqualified.

This dual objective will minimize the cost of processing unqualified

candidates.

3.2 Definition of Recruitment

“Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation”. - Edwin B. Flippo

“Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.” – Kempner

“However, the act of hiring a man carries with it the presumption that he will
stay with the company-that sooner or later his ability to perform his work, his
capacity for job growth, and his ability to get along in the group in which he
works will become matters of first importance.” - Joseph J. Famularo

3.3 Methods of Recruitment

There are various methods of recruitment but for the sake of simplicity, they
have been categorized under two broad headings.

• Internal Recruitment

• External Recruitment

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3.4 THE RECRUITMENT PROCESS AT THERMAX

Organizations, depending on their structure and specific needs, may have

special procedures that they integrate into their recruitment process. For
purposes of discussion, however, we will take a look at the general approach
of a recruitment process, one that is used by most organizations or companies
across various industries.

Many say that recruitment begins when the job description is already in place
and the hiring managers begin the process of actually looking for candidates.
However, if we are looking at it more holistically, the process begins way
earlier than that.

Prior to the recruitment process, the organization must first identify the
vacancy and evaluate the need for that position. Will the organization suffer if
that vacancy is not filled up? Is there really a need for that open position to be
occupied by someone? If the answer is affirmative, then you can proceed to
the recruitment.

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Step 1: Conduct Job Analysis

Basically, this step will allow the human resources manager, hiring manager,
and other members of management on what the new employee will be
required to do in the position that is currently open for filling up. This has to
be done in a systematic manner, which is what the job analysis is for.

According to human resource managers, the position or job description is the

“core of a successful recruitment process”. After all, it is the main tool used in
developing assessment tests and interview questions for the applicants.

What does this stage entail?

Job Description:

The job description generally includes the following:

Title and other general information about the position

Purpose of the position in the unit, department, and organization as whole

Essential functions of the job or position

Minimum requirements or basic qualifications

Thermax was looking for a backfilling of the position of Sales for its
Bangalore Location. They were looking for a person who could handle all the
job responsibilities which the previous person was handling. Hence they did
not make changes in job description as such. Such was as follows:

a. Job Description – Sales - Thermax

Working with Sales Head, help create Longer term plan and fully accountable
for delivery of annual plan.

Implement new processes and approaches to achieve the annual plan.

Coordinate and deliver against the annual operations plan and budget.

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Produce and implement a Balanced Scorecard metric throughout the sales

organization.

Provide for all sales operations staff a strong day-to-day leadership presence.

Directly accountable as a Key Account Manager for chosen large accounts.

Identify geographic growth opportunities and priorities.

Lead recruitment and staffing by working with HR.

Lead and ensure delivery of following accountabilities such as Sales Policy

Implementation, Sales Achievement, and Customer Retention & Loyalty and
effectively manage Sales development & Marketing Budgets.

Instil a human capital development and "coaching" culture within sales

organization.

Development and implementation of systems for reporting, measurement and

supporting local revenue generation.

Work with distributors to ensure effective and efficient distribution.

Review and manage customer outstanding along with the distributor on a

continuous basis.

Recruit/change/manage sales team and distributors.

Ensure price and product delivery integrity for the assigned geography.

b. Set minimum qualifications for the employee who will do the job:

These are the basic requirements that applicants are required to have in order
to be considered for the position. These are required for the employee to be
able to accomplish the essential functions of the job. Therefore, they should be
relevant and directly relate to the identified duties and responsibilities of the
position.

The organization may also opt to include other preferred qualifications that
they are looking for, on top of the minimum or basic qualifications.

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Minimum Set Qualification at Thermax

Thermax had set the minimum qualification as BE (Chemical) from any

recognised institute for the same. The candidate was preferred to have that
qualification but he can be BSc background as well but with good work
experience in the past.

c. Define a salary range

The job must belong to a salary range that is deemed commensurate to the
duties and responsibilities that come with the position. Aside from complying
with legislation (such as laws on minimum wages and other compensation
required by law), the organization should also base this on prevailing industry
rates.

For example, if the position is that of a computer programmer, then the salary
range should be within the same range that other companies within the same
industry offer.

Salary Range for the Position at Thermax

Thermax had standard industry rates for the positions. For this position the
salary range was around 6LPA – 8LPA.

Step 2: Sourcing of Talent

This is the stage where the organization will let it be known to everyone that
there is an open position, and that they are looking for someone to fill it up.

Before advertising, however, the organization must first know where to look
for potential candidates. They should search out the sources where the persons
that can potentially fill the job are going to be available for recruitment. That
way, they will know where to direct their advertising efforts.

Various methods are employed by organizations in order to advertise the open

position.

a. Networking: Word-of-mouth is the best form of advertising, and when

it takes the form of networking, it becomes more effective. In

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recruitment, this is often done through representatives of the

company attending college and career fairs, letting them know about
the opening in their organization. This is a tactic employed by large
software and tech companies that want to hire fresh, young and
brilliant minds into their organization. They personally visit colleges,
targeting the top students. They also use their connections within the
industry to attract the attention of talents with the highest potential

Thermax - Networking

Yes, such networking was used in Thermax and one CV was shared with
reference of a colleague working with Thermax. Since this position was a
senior position attending college and career fairs was not an option. Yes but
even these are used when the hiring is for fresher.

Thermax even have their own Thermax Internship Programme (TIP) where
they hire an intern through the list of colleges which are listed with TIP and if
they like the project taken up by the interns they may even think of hiring the
same intern.

b. Posting:Recruitment often involves the application of candidates both

from within and outside the company. Thus, in order to attract the best
possible talents, it is recommended that the posting of the open
positions be made internally and externally. Internal posting usually
takes the form of the vacancy announcement being displayed in
bulletin boards and other areas within the business premises where the
employees and visitors to the company are likely to see it. Posting
externally may be in the form of flyers being distributed, or vacancy
notices being displayed in other areas outside of the business premises.
Companies with websites often post open positions on their company
site, while some also use job boards.

Thermax – Posting

Posted on Company Website

Posted on Naukri.com

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Posted on Linkedin.com

c. Company Image: Perhaps the best publicity that the company can use
to attract candidates is its own reputation in the market. If the company
is known for being a good employer – one that aids in its employees’
personal and professional growth and development – then it is a good
point for the company to capitalize on in advertising its open positions.

Thermax - Using the reputation of the company

Thermax has a reputation and hence some candidates were getting attracted to
the position because of the company Thermax.

Step 3: Screening of Candidates

This is most probably the part of the recruitment process that requires the most
amount of work. This is where the applicants’ skills and personalities are
going to be tested and evaluated, to ascertain whether they are a good fit for
the job and its description.

Preliminary screening. It is often the case, especially in large organizations,

where one open position will receive hundreds to thousands of applications
from candidates. In an ideal world, it would be good for the hiring managers to
be able to interview each and every single one of them. However, that is also
impractical, and very tedious. Not really advisable, especially if the
organization is in need of manpower in the soonest possible time. Thus, there
is a need to shorten the list of candidates, and that is done through a
preliminary screening. Usually, this is conducted by going through the
submitted resumes and choosing only those that are able to meet the minimum
qualifications. It is possible that this would shorten the list of applicants,
leaving a more manageable number.

Thermax – Preliminary Screening

This position was on urgent basis hence as an intern I was allotted the job of
sourcing candidates for this position. They however wanted to close the
position in a month. Hence I started calling candidates through Naukri.com
itself. The preliminary screening was done by me itself.

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Preliminary Screening explained diagrammatically.

Preliminary Screening

Elimination of those candidates due

Reached 38
relevant
to lack of interest for the position.
candidates Out of these
within 2 days
based on
38 candidates
only 13 were
Best Ones
Qualification actually
and industry interested to Out of these 13 only 8 were selected to send
background. get ahead due to less than 3 years or no
interviewed experience into selling ETP. (Refer diagram no.
at Thermax 3 below)

Fig. 3

 Initial interview: The candidates who were able to pass the preliminary
screening will now undergo the initial interview. In most cases, the initial
interview is done through phone. There are those who also conduct interviews
through videos using their internet connection. Often a basic interview, this
may involve the candidates being asked questions to evaluate or assess their
basic skills and various personal characteristics that are relevant to the open
position.

Thermax – Initial Interview

The initial interview even at Thermax was a telephonic round of interview. I

took the time slots of candidates and coordinated with the scheduling of
interviews of these 9 candidates with the HOD of sales as well as Sales
Manager.

Out of the 8 selected only 5 were selected and remaining 3 were rejected. This
is due to lack of technical knowledge into ETP. Even if candidates do say that
they have a certain experience with the domain required it will get clarified

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with the telephonic round if they are actually into sales of ETP and if they
actually carry the years if experience of the same.

 Conduct of various tests for recruitment: The hiring managers may conduct
tests on the skills of the candidates and how they use these skills and talents.
Other tests that are often employed are behavioural tests and personality
assessment tests.

Thermax - Conduct of various tests for recruitment

Out of 5 only 2 were interviewed successfully in the process. The next round
was through skype. The other 3 I tried to contact them but didn’t pick up my
call. I drop emails but there was no response. There could be n number of
reasons and could not be specified as the scope to know them is not possible
unless the candidates convey.

 Final interview: Usually depending on the number of candidates for the job,
and the preference of the hiring managers and senior management, a series of
interviews may be conducted, gradually narrowing down the list of candidates.
This may go on until the company has finally come up with a shortlist of
candidates that will undergo a final interview. Often, the final interview
requires a face-to-face meeting between the candidate and the hiring
managers, as well as other members of the organization. Top management
may even be involved during the final interview, depending on the job or
position that will be filled up.

Thermax – Final Interview

Out of 2, 1 candidate was selected for F2F round of interview with Thermax.
He was from Nagpur hence he was called in Pune for F2F with confirming
him the reimbursement charges of 3 AC tier ticket of train. Once the candidate
arrived the Assistant HR Manager – Neha Mungale arranged the room for the
interview and approached the candidate first.

 Selection: In this stage, the hiring managers, human resources representatives,

and other members of the organization who participated in the process meet

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together to finally make a selection among the candidates who underwent the
final interview. During the discussion, the matters considered are:
o Qualifications of the candidates who were able to reach the last stage of the
screening process

o Results of the assessments and interviews that the final pool of candidates
were subjected to
There will be no problem if they have a unanimous decision on the candidate
that the job will be offered to. In case of varying opinions, the majority will
prevail.

If they do not arrive at a decision, there may be a need to restart the recruiting
process, until such time that they are able to reach a decision that everyone
will be satisfied with.

Step 4: Finalization of the job offer

The last step of the previous phase involves the selection of the best candidate
out of the pool of applicants. It is now time for the organization to offer the
job to the selected applicant.

 Making the offer: To make things more formal, a representative of the

company or of the human resources department will contact the candidate and
inform him that he has been selected for the job. In this stage, complete details
of the compensation package will also be made known to the applicant.

 Acceptance of the offer by the applicant: The applicant should also

communicate his acceptance of the offer for it to be final. Take note that, if the
selected applicant does not accept the job offer and declines it, the recruitment
process will have to start all over again.

Step5: Introduction and Induction of the new Employee

The moment that the applicant accepted the job offer, he has officially gone
from being an applicant to an employee of the organization. The induction
process will now begin.

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Usually, the beginning of the induction process is marked by the signing of the
employment contract, along with a welcome package given to the new
employee. The date for the first day that the employee will have to report for
work and start working in the company will be determined and communicated
to the newly hired employee.

However, it doesn’t end there. The employee will still have to undergo pre-
employment screening, which often includes background and reference
checks. When all these pre-employment information have been verified, the
employee will now be introduced to the organization.

Explanation through Diagram

•1. Job Description

Condut Job
Analysis •2. Job
Specifications

•1. Networking
Sourcing of
Talent
•2. Posting
•3. Company Image
•1. Preliminary
Screening
Screening of •2. Initial Interview
Candidates •3. 2nd round of
Interview
•4. Final Interview
•Making the Offer
Finalization of •Acceptance of
Offer offer

Introduction &
Induction of
New Employee

Fig. 4

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CHAPTER FOUR

Data Analysis and Presentation (Preliminary Screening

Questions)

Position: Sales

Location: Bangalore

Years of Experience: 3-6 Years

Educational Background: B.E. (Chemical)

Job Specifications:

1. Experience into Selling ETP Plants. From total experience majority

should be into selling of ETP.
2. Selling of ETP plants to Pharmaceuticals, textiles and dairy industries.
3. Area of selling ETP should be preferably in South area.

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Data Used for Preliminary Screening of the Candidates

1. Total experience of 13 Candidates

Total Exp
8
7
6
5
4
3 Total Exp
2
1
0
1 2 3
4 5 6 7 8 9 10 11
12 13

Fig. 4

The above diagram shows us the years of experience of all the candidates who
are interested in the job and have given their information on total years of
work experience. The 1st, 2nd and 3rd candidate has around 6 years of
experience, the 4th candidate has 3 years of experience, 5th has 4 years, 6th
candidate has 4.5 years of experience, 7th has 3.5 years of experience and so
on.

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2. What kind of Plants were Sold?

How many kinds of plants were sold

Candidate No. No. of Candidates
Cooling Water Treatment, PTC, RO, DM,
ETP
3 1
ETP
9 1
ETP,STP,RO,WTC
6 2
12
ETP,WWT,STP,Chem
5 1
RO, ETP,STP
2 1
RO,DM, STP, ETP
10 1
RO,ETP
11 1
RO,ETP,STP
8 1
STP,WTP,ETP
4 1
WTP,STP,ETP
7 2
13
ZLD, ETP, RO
1 1
Grand Total 13
The above data into the pivot chart shows us that what type of plant is sold by
the candidates. The row labels indicates the name of the plans and below that
the serial number of the candidate which sold the plants. Such it shows that

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3rd number candidate has sold plants such as Cooling Water Treatment, PTC,
RO, DM, and ETP and so on.

3. Experience into Selling ETP

Exp into selling ETP

10

5
Exp into selling ETP
0
1 2 3 4
5 6 7 8
9 10 11
12 13

Fig. 5
This above bar chart shows us that each candidate has how much years of
experience into selling ETP Plants out of total years of experience. Hence it
shows that 1st candidate has all his 6 years of experience into ETP selling as
well with other plants. The 2nd candidate has around 2.5 years’ experience
into selling ETP plants with other plants as well and so on.
4. How much % of ETP is sold in the year 2016 compare to other
plants?

% of ETP sales in the year 2016

50
40
30
% of ETP sales in the
20 year 2016
10
0
1 2 3 4 5 6 7 8 9 10 11 12 13

Fig. 6
The above diagram shows that if candidates have sold ETP recently. Since the
recruitment was in the done in the month of June 2017 we took the data of
sales of ETP of the immediate previous year i.e. Year 2016. It shows that 1st
and 2nd candidate has done 50% of sales of ETP plants and so on.

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5. Which region ETP is sold?

Place where ETP is sold
Serial Number of Candidates No. of Candidates
Andhra Pradesh and Orissa
10 1
Bangalore North 1
9
Central India
1 1
Chennai
13 1
Chennai,Hyderabad, Mumbai
12 1
Gujarat
4 1
Karnataka
5 2
8
North Region
7 1
Rajashtan
11 1
Tamilnadu, Kerala
6 1
Uran, South (Tamilnadu)
3 1
Uttrakhand, Rajasthan,Delhi
2 1
Grand Total 13

As mentioned in the job specifications that candidate should have an

experience of selling the products in south region hence this question was

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asked. This diagram shows that which places ETP were sold by the candidates
and their serial numbers are mentioned in the row below.

6. Annual Sales Target of each candidate

Annual Sales 7
Target 2.5 Cr
1 8
25 Cr 6 Cr
2 9
1.8 Cr 18 Cr
3 10
30 Lakhs 3 Cr
4 11
2 Cr 6 Cr
5 12
4 Cr 60 Lakhs
6 13
1.2 Cr 5 Cr

The above diagram tells us that the sales target of each candidate per year. The
annual sales target for all 13 candidates is as above. The 1st candidate had a
target of Rs. 25 Cr per year. The 2nd candidate had target of 1.8 crores and
so on.

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7. Current CTC of Candidates (in LPA)

Current CTC (in LPA) of Candidates

6
5
4
3
2
1
0
1 2 3 4 5 6 7 8 9 10 11 12 13

Fig. 7
The current CTC of candidates is shown in the above bar diagram. As the
diagram shows that the salary of the 1st candidate ranges between 4-5 LPA
and so on.

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8. Some other questions asked are as follows:

Candidate No Whom do you How Notice Reason why

report many Period looking for
reporting change
you
1 GM-Sales 2 3m Better prospects
2 30
BranchManager 4 days Better prospects
3 2m
Site Incharge 7 (1M) Better prospects
4 Operations –
Head 2 1m Better prospects
5 GM 10 1m Personal Growth
6 Company Closed
GM- Marketing 0 1 week down
7 More
Head - BD 0 1m challenging
8 Better
Zonal Mgr 0 1m opportunity
9 Better
ASM 0 opportunity
10 GM 3 2m
11 Better
GM 0 3m opportunity
12 3m -
MD 3 4m Salary issues
13 GM 3 1m Location issues

These questions also help to decide if we would like to take the profile of the
candidate further or not. For e.g. Candidate no. 12 his notice period is for
3months and could be extended to 1 more month. The position is on urgent
basis would it be really possible to hire the candidate on time? Hence such
questions are also important for basis of preliminary interview.

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CHAPTER FIVE
5.1 Findings:
1. The requirement in Thermax is mostly for employees with experience
and less for freshers.
2. The response for selection of candidates from Management is takes
time this result into loosing of some potential candidates. The
candidate in that time may apply somewhere else.
3. It was seen that the profile which Thermax was looking for had
selected most of the candidates of its competitors company. The
required candidates from Competitors Company were more relevant
than others.
4. Candidates lie during preliminary screening but fails in technical
round. If the recruiter itself had the technical knowledge needed for
the position then the process of recruitment and selection could be
much faster.

5.2 Recommendations:
1. The response time on selection of candidate could be done a bit faster
so that the company may not lose some other potential candidates.
2. Delay in HR processes due to slow working of HRIS software could be
reduced by taking the measures to increase the efficiency of the software.
3. Costs bared by the company by paying amount of fees to various
recruitment consultancies could be reduced if the company have an own
small team only dedicated for Talent Acquisition.

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CHAPTER SIX
Conclusion:
1. The objective of my project is served. The project has helped me
understand the recruitment and selection process at the company.
2. This data analysis of the project has helped me understand that how
recruitment is an important process of the company.
3. It helps us understands that on what basis the selection and rejection of
the candidate takes place.
4. Some basic parameters such as salary, notice period can be basis of
preliminary rejection.
5. The recruiter can be more proficient in his work if he/she is aware of
the business functions in the organisation.
6. The project has helped me understand that there is a difference
between the recruitment and talent acquisition. Recruitment is not the
whole of talent acquisition but it’s the part of the same.

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Learning’s At Thermax

Maintenance of Excel Sheet on Training MIS Year 16-17

Excel sheet which I filled for year 16-17 was about trainings conducted for
employees according to their grades (position) or departments. The trainings
are technical as well as behavioural in nature.

2 Conducted as per the needs of the employees

Trainings are conducted as per the needs of the employees. If majority of

employees need training in particular subject which is related to their role then
trainings are conducted for the same.
These trainings keep employees updated about their work.

3 Used in preparations of Performance Appraisals

The trainings are indirectly related to performance appraisals as well. These

trainings taken by employees should be helpful to them in some or the other
way. The trainings may help employees to enhance a skill and work
efficiently. The trainings provided helps employees to be more efficient and
this can result in positive changes in key result area of the employees which
helps in performance appraisals.

4 Used in Audit Purpose

The expenses and costs bear by the organisation for the trainings are used to
certainly audit by the team in the company. Some training which should be
compulsorily provided to employees under law for e.g. OHSAS training
related to safety are also necessary for audit purposes as well.

5 Analysed Data through Pivot Table

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Analysed where the trainings are most in two ways i.e. department wise and
grade wise. Also discussed with mentor where the trainings could be focussed
more i.e. for which department and which grades. Department wise
segregation was not so useful because the strength department wise is very
less to conduct training. It could be done grade wise (position wise) and which
grades to be concentrated more on.

Making of new Excel Sheet for Training MIS Year 17-18

1. Use of Excel Functions Such as vlookup, Sumif, countif learned.
2. Plotting of Graphs for the data
3. Use of excel functions such as median and average.

Calling Few Candidates for the Position of Procurement of Thermax

1. The opening was with Purchase department at Thermax WWS.
2. They needed someone who could procure raw materials for their
projects.
3. Need experience with water industry.
4. They needed candidates with mechanical background.

Calling Few Candidates for the Position of Safety at Site Location

1. There is also a requirement at various site locations across India for
position of Safety Officer.
2. Safety officer is needed for division of Waste water industry.
3. Briefed them about the position and took timings to conduct
Telephonic interview with safety incharge of Thermax.

Filled up forms of FNF settlement of resigned employees

1. Filled form of FNF details of employees from different departments
who have resigned from the organisation.
2. These details would be submitted to Salary Section for Full and Final
settlement of the employee’s salary.
3. The salary was unpaid for the month at which employees resigned for.
The Earned leave earned by them throughout the year would also be
encashed.

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4. The notice period not served will be recovered back from the
employee’s salary.

Drafted a letter for change in compensation

An official letter was drafted which had the details of changes in
compensation of an employee. Once the letter was drafted, signature of HR
Head was taken and submitted it with my team. The employee is on FTC with
Thermax and working onsite.

Attended Session on SOL (Stories of Leadership)

I attended a session on SOL with Mr. L Venkateshwar who is a Sales
Engineer. He talked how he joined only as a management trainee in Sales and
flourished his career since all his work years in Thermax. He made us
understand that how we first need to understand customer needs and then see
which equipment or product can be used to satisfy customer needs at the
maximum. He has worked for all three divisions i.e. Enviro, WWS and
Chemical. He said the most challenging for him was the WWS division since
he need to understand all the products of the WWS first and then work on the
same. Since he is from chemical background understanding the products of
Chemical division and Environment division was not much difficult.

Working on for Recruitment of Proposals Engineer

The internal team member here has posted for opening of ETP proposals on
Linkedin.
My Work is as follows:
 Screen the CV’s and see which are relevant for the position
 Call the candidates and ask them about their work experience, their
projects, and their specialisation knowledge about their own role.
 Once you get the information sort the candidates and send the best
ones to the mentor.

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Learning’s:
 Proposals are making cost estimation of the plant related to waste
water projects.
 The candidate should have more knowledge about ETP proposals.
 ETP means effluent Treatment Plants
 ETP is the design process used for treating industrial water for its reuse
or treating the same for safe disposal to the environment.

Attended a session on GST:

The session was taken on GST for employees. I also got an opportunity to
attend the session. The basic introduction to GST was given and then later
how this would affect the overall indirect tax system was explained. It’s going
to be implemented from 1st July, 2017.
Almost 17 taxes both central and sales tax are subsumed by GST.
Goods Definition under GST is:
Any moveable property except cash and securities.
Service Definition under GST
Anything other than supply of goods
Definition of Supply
Supply increases sales transfer, barter exchange, licence, lease, rental and
disposal made or agreed to be made.
Definition of Place of Supply
Registered address of the receiver if service provider and receiver bot are in
India.
If not registered address then address available on record.
If not address, then place of supply will be address of supplier.
Out of India, place of supply is location of receipient.
Here place of supply is very important for recording of indirect tax
For eg: If car is manufactured in Mumbai and consumed at U.P. then tax is
earn by UP government.
GST is not applicable on cigarette, alcohol, refinery, IPG (Independent Power
Generation), Real Estate, Tobacco.

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Drafted a standard pitch for sourcing

When I sourced for various positions, it was observed that there was no
standard pitch for candidates during sourcing. Hence such was drafted by me
and the copy was sent to my mentor.
Standard template for pitching Candidates
If the candidate is interested.
Hello, Am I speaking to …... Hi, This is Pooja calling from Thermax. Is it a
good time to talk? Are you looking out for job change currently? We have an
opening for …. Position for our water and waste solutions division.. This
position is for …. location would you be interested? I would like to understand
your work experience in more detail on the same. So tell me What’s your total
years of experience?
If the candidate is not looking for change.
Hello, Am I speaking to….. Hi, this is Pooja calling from Thermax. Is it a
good time to talk? Are you looking out for job change currently? Could you
give me any reference same as your profile who would be interested?

Observations
Organisation Behaviour:
A company should have a right working environment so that an employee
could work efficiently in his/her particular domain. The work environment in
Thermax is mix in nature. Since I already mentioned that in Thermax
Environment House mostly there are 3 divisions i.e. Enviro, WWS and
Chemical.
I worked with HR for WWS division. Each division have their own HR and
HR Head of all three divisions is one. The company had given the mentors to
be independent on the profile of the intern. There is no set profile for every
intern. Hence this also gives an intern to be flexible enough at work. My
mentor is very helpful when it comes to sharing some knowledge but approach
to employees was restricted.

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People and Work

Language Background of people: Majority of the crowd is Maharashtrain
here and few are from different other languages.
Corporate Culture:The new joinees irrespective of his/her experience and
background is warmly welcome into the team.
Induction: There is 3 days induction programme for the new joinees in the
organisation so that they could understand the business activities of the
organisation. Head of every department take session with the new employees.
Training Programmes: Thermax have their own sessions for motivating
employees and make them realise how an individual grow with the
organisation. For example: I mentioned about a session on stories of
leadership taken by one the employee in the organisation and his growth in the
organisation from a trainee to sales engineer. Second example, GST has been
implemented and employees had lot of doubts on the changing work system
with GST even a session on GST was taken.
Experience Certainty: Thermax always look for a certain experience in the
required field and mostly don’t hire any fresher. Only at site when some
engineers are needed then through college placements they are hired or the
students who are selected through Thermax Internship Programme if students
are noticed with the work given to them and then through a procedure they are
offered.
Chance to work across different offices: For HR, the permanent employees
are shifted mostly after every 3 years from one office to other office for work.
This could be called as lateral movement. It gives experience to HR with
employees working under every division and office.

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