SELECTION PROCEDURE 3.1 SCREENING OF APPLICATION 3.2 APTITUDE TEST & GRID TEST STAFF LEVEL TEST. Policy No. CHPL/CP/HR/P-I /03.

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1 Policy No. CHPL/CP/HR/P-I /03 Subject SELECTION PROCEDURE Version 2013/1 Effective Date April 01, SCREENING OF APPLICATION Screening is very important activity of the recruitment process. HR shall carefully scrutinize applications and personal data form to shortlist as per specifications positions, qualifications, experience, age, previous experience in line with predetermined job description. All screened applications must essentially be categorized as short list or rejected. 3.2 APTITUDE TEST & GRID TEST Aptitude Test is must for Grade Gr.-I to Gr-IV from the Front Office, Housekeeping & F & B Service department to assess the level of intelligence or aptitude to make the screening process effective and meaningful. Grid test is must for Grade E-IV to E-I of the entire department to assess the level of managerial skill STAFF LEVEL TEST For operational departments of front Office, Housekeeping, F&B Service, F&B Production & engineering. Pre- recruitment test is essential. However, it is not elimination criteria, but, a training tool. 1 P a g e

2 3.2.2 EXECUTIVE LEVEL TEST Executive and above level should undergo Managerial Grid Test. How to read the GRID test report The result in 1,1 category should be close to 0 The result in 1,9 category should be below 12 The result in 5,5 category should be between 13 to 24 The result in 9,1 category should be between 25 to 36 The result in 9+9 category should be between 37 to 48 The result in 9,9 category should be between 49 to INTERVIEW ROUND Interviewer must ensure that the interview date, venue and timing have been well informed to the short listed candidate. Interview rounds comprises of: Staff : Unit HR- Training- HOD- Unit Head Executive : Unit HR- Training- HOD- Unit Head HOD: Unit Head- Corporate HR- Leadership Coach- VP- CEO 3.4 Travel reimbursement for the candidates attending the interview The company shall reimburse travel expenditure incurred by the candidate on attending interviews for outstation (from other districts) candidates only. No advance payment shall be made to the candidates attending the interview. Travel arrangements will be made by the candidates themselves. The candidates shall submit their claim as per the entitlement on the prescribed form and the same shall be approved by the HR department which shall be forwarded to the accounts for immediate payment. 2 P a g e

3 All reimbursement to those attending interviews shall be paid subject to producing a copy of travel ticket. Candidates claiming for air fare must submit their boarding pass for reimbursement For senior positions, Guest house may be provided on availability. The entitlement for reimbursement shall be strictly as the following table specification: Interview Attended for Air/ Rail Eligibility Local Travel Eligibility Grade GM & Above Air (Economy Class)/ AC 1 st Hired car Class HOD Level Air (Economy Class)/ AC 1 st Taxi point to point Class Managers AC Sleeper Class Taxi point to point All Others Sleeper Class Auto or Bus 3.5 Verification of Antecedents / References Objective: To validate the information provided by the new entrant or the prospective candidate (s) in the process of recruitment. a) Reference check through appropriate authority like last employers (at least 2), etc. b) Professional reference (s) shall be requested in the employment application form c) Professional reference (s) shall be networked via telephone etc d) No one shall disclose or share the information and feedback extracted from the previous employer and professional references to the New Entrant e) Reference Check shall be processed only on the prescribed format. f) Testimonials in respect of qualifications, previous experience and previous salary, etc. Verification of date of birth should be made from the original birth certificate, school leaving certificate issued by school/ university Reference of candidate must be checked before the person joins the Company. 3.6 Medical Fitness 3 P a g e

4 The selected candidate is liable to be medically checked by the Company s Medical Officer or medical officer appointed by the Company before joining duty. During the course of employment, if you are food handler should undergo medical examination twice in a year. Medical test which are supposed to be done are CBC, HIV, Blood, stool and urine examination, X-ray of the chest, Tetanus, Hepatitis, etc. If it is found that you are not physically or mentally fit to continue on the job, you have been assigned, the contract shall be terminated by the Company with immediate effect. The Company shall bear the entire cost of periodic medical examination, however all the cost of treatment shall be borne by you. To be passed as fit you should be in good mental and bodily health and free from any physical defect likely to interfere with the efficient performance of the duties of his appointment. 3.7 Final Selection Letter of Intent (LOI) shall be issued to the candidate after verification of reference / antecedents and medical fitness. Unit HR shall have a duplicate copy of LOI duly signed by the candidate in acceptance of offer. Offer shall be VALID FOR A PERIOD AS STIPULATED 3.8 Joining Formalities Objective: Scope: To verify all required credentials of the candidates 4 P a g e

5 All employees including Trainees. Procedure: Once the selection process is completed, the candidate is required to submit following documents to the Unit HR: Five stamp size photographs; Birth certificate issued by the School / Board/ University; Educational qualification certificates; Xerox copy of Voter s ID/ Driving license/ Ration card/ Passport/ Pan Card/ Aadhar Card Relieving letter and service certificate form the last employer. The Unit Head to ensure that new joiner has submitted following documents and acknowledgement of the same has been received by Human Resources Dept. vide Employee Application Form: Provident Fund Nomination form & Pension declaration form; Provident Fund Transfer Form 13A, in case you are member of Provident Fund; ESI membership form no. 1; Gratuity Nomination form Appointment letter and Identity card shall be issued to the candidate within 6 days of working after completion of joining formalities. Welcome note with introduction and photograph of new entrants shall be circulated among all staff members through internal mail. 3.9 Record of Age It is mandatory to produce any of the following document as a proof of Age while joining the company: Birth certificate; School leaving certificate; Village Panchayat / Municipal record Insurance policy Passport 5 P a g e

6 The age recorded at the time of employment shall not be changed subsequently Letter of Intent A letter as an acknowledgement of selection of his candidature Scope All candidates selected for employment with CHPL / Unit Responsibility Corporate HR./Unit HR Standard Only Candidates who qualify for the Final Stage of selection shall be issued Letter of Intent (LOI) Corporate HR/ Unit HR shall have a duplicate copy of the LOI duly signed by the Candidate in acceptance of offer. Offer shall be VALID FOR A PERIOD AS STIPULATED in the Letter of Intent. 6 P a g e