Project Report

Fundamentals of Human Resource

Management for Company ASAP™

Submitted for CAL in B.Tech

Fundamentals of Human Resource Management(MGT1023)
By
Aditya Kumar 15BEC1072
Piyush Sehrawat 15BEC1133
Varun Singh 15BEC1124

Slot: G1+TG1

Name of faculty: Prof. Reeves Wesley J

 BONAFIDE CERTIFICATE

This is to certify that the Project work entitled “Fundamentals of Human Resource
Management for company ASAP™ ” that is being submitted by “ Aditya Kumar,
Piyush Sehrawat and Varun Singh” for CAL in B.Tech Fundamentals of Human
Resource Management(MGT1023) is a record of bonafide work done under my
supervision. The contents of this Project work, in full or in parts, have neither been
taken from any other source nor have been submitted for any other CAL course.

Place: Chennai

Date : 01-11-2017

Signature of Student:

Aditya Kumar
Piyush Sehrawat
Varun Singh

Signature of Faculty:
(Prof. Reeves Wesley J)
 ACKNOWLEDGEMENT

We wish to express our sincere thanks and deep sense of gratitude to our project
guide, Prof. Reeves Wesley J, School of Electronics Engineering, for her
consistent encouragement and valuable guidance offered to us in a pleasant
manner throughout the course of the project work.

We are extremely grateful to Dean of the School of Electronics

Engineering, VIT University, for extending the facilities of the School towards
our project and for his unstinting support.

We also take this opportunity to thank all the faculty of the School for their
support and their wisdom imparted to us throughout the course.

We thank our parents, family, and friends for bearing with us throughout the
course of our project and for the opportunity they provided us in undergoing this
course in such a prestigious institution.
As mentioned in the course plan and announced in the early part of the semester, you have to
do a project. You can do in groups. The report should carry the following:

1) Design a recruitment ad for the position identified in your company. The ad should carry
message strong enough to attract as many number of applicants for the job

2) Design a call letter addressed to the applicant inviting him/her for the interview. The call
letter should carry all necessary details such that it stimulate the applicant to attend the
interview.

3) Develop a selection method. This includes the interview method, questions to be raised in
the interview and assessment scale.

4) Develop a job description and job specification for the job you have identified in your
company

4) Prepare an onboarding programme for teh new recruits

5) The training methods you would use to make the candidates align with the job

6) Develop a compensation strategy. The compensation strategy should consist of the

components of compensation

7) Develop a performance management system. It should include, performance appraisal

form and assessment criteria.

8) Develop a system for promotion, transfer and exit

 JOB VACANCY

Web Developer

We are an expanding company based in India that offers its sales associates great benefits and
a vision and mission to strive towards.

The Company:

ASAP is a company which delivers engineering machines and products used in colleges and
universities and is known for the incredible service we provide for our sales associates and
customers.

Our store is online and people can place their order on the website or app.

We believe in paying our candidates and associates based on merit and skills and
professionalism showed by them and not on seniority.

The Position:

We’re looking for a web developer with a high school diploma, in-depth product knowledge,
retail industry experience.

● We offer regular bonuses based on the performance of the person.

● We also offer job security for 2 years.

Responsibilities:

• Write well designed, testable, efficient code by using best software development
practices
• Create website layout/user interface by using standard HTML/CSS practices
• Integrate data from various back-end services and databases
• Gather and refine specifications and requirements based on technical needs
• Create and maintain software documentation
• Be responsible for maintaining, expanding, and scaling our site
• Stay plugged into emerging technologies/industry trends and apply them into
operations and activities
• Cooperate with web designers to match visual design intent.
Requirements:

• Bachelor’s Degree in Computer Science or related field (Master’s preferred)

• 2+ years’ experience in application development and testing
• 1+ years’ SDLC implementation experience
• Ability to create support documentation for all new applications
• Strong teamwork skills
• Proven knowledge of the most current security and web development
programming languages

Why Should You Apply?

● Top pay.
● Great benefits.
● Awesome work environment.
● Opportunities for career advancement.
 Job Interview Call Letter

Date: 1/04/2018

Name of the candidate:

Address: ________________
________________
________________

Dear _________,

This letter is written for your application of job for the post of Web Developer in our company. We
thank you for the same. We would like to meet you personally for a discussion on your skills,
interests, strengths and weaknesses at our offices in Chennai.

We hope this time and date is suitable to you and if you are busy at this time then we request you
to get in touch with Mr. Piyush Sehrawat and provide us the suitable date and time for the same.

The company will reimburse you the expenses incurred by you for this meeting. As per our
guidelines, you will be entitled for train fare / Y class airfare.

We are enclosing our company application form and request you to fill the same and bring it along
with you when you come for this visit. This will facilitate the interview process.

We request you to confirm us your availability by phone or email for this meeting. Our phone no.
is 9790727094 and our email is “[email protected]”.

Kindly ask for Mr. Varun Singh who will be your contact person throughout the process.

We look forward to meeting you.

Kind Regards,

Aditya Kumar
Web Design Head
ASAP™
 Selection Method
The selection method used by our company is totally based on ability and aptitude
screening based, in order find the right employee for our company.

Here are some sample interview Questionnaire:

1. What industry sites and blogs do you read regularly?

This question can give you an idea of how in-tune they are with the latest industry
trends and technologies, as well as how passionate they are about webdev. It'll help
separate the people who do it as a career AS WELL as a hobby from those who might
simply be in it for the big developer paychecks.

2. Do you prefer to work alone or on a team?

This is an important question to ask depending on the work environment. If your
project is going to require close interaction with other developers it's very handy to
have someone who has had that kind of experience. On the other hand, many
developers thrive while going solo. Try to find a developer that fits your needs.

3. How comfortable are you with writing HTML entirely by hand? (+exercise)
Although their resume may state that they're an HTML expert, often times many
developers can't actually write an HTML document from top to bottom. They rely on
an external publisher or have to constantly flip back to a reference manual. Any
developer worth a damn should at least be able to write a simple HTML document
without relying on external resources. A possible exercise is to draw up a fake website
and ask them to write the HTML for it. Keep it simple and just make sure they have
the basics down - watch for mistakes like forgetting the <head> </head> tags or
serious misuse of certain elements. If they write something like: <image
src="/some/image.gif">, it might be a good hint to wrap things up and call the next
interviewee.

4. What is the w3c?

Standards compliance in web development is where everything is (hopefully?) going.
Don't ask them to recite the w3c's mission statement or anything, but they should at
least have a general idea of who they are.

5. Can you write table-less XHTML? Do you validate your code?

Weed out the old-school table-driven design junkies! Find a developer who uses
HTML elements for what they were actually intended. Also, many developers will say
they can go table-less, but when actually building sites they still use tables out of habit
and/or convenience. Possibly draw up a quick navigation menu or article and have
them write the markup for it. To be tricky, you could draw up tabular data - give them
bonus points if they point out that a table should be used in that scenario :)

6. What are a few of your favorite development tools and why?

If they say notepad you've obviously got the wrong person for the job. Not only can
this help you gauge their level of competence, but it'll also see if they match the tools
everyone else uses in-house.
7. Describe/demonstrate your level of competence in a *nix shell environment
See how well they work without their precious GUI. Ask some basic questions like
how they would recursively copy a directory from one place to another, or how you'd
make a file only readable by the owner. Find out what OSs they have experience with.

8. What skills and technologies are you the most interested in improving upon or
learning?
Find out if their future interests match the direction of the position (or the company in
general).

9. Show me your portfolio!

A portfolio can say a lot about a developer. Do they have an eye for aesthetics? Are
they more creatively or logically oriented? The most important thing is to look for
is solid, extensive, COMPLETED projects. A half dozen mockups and/or hacked-
out scripts is a sign of inexperience or incompetence.

10. What sized websites have you worked on in the past?

Find a developer that has experience similar in size to the project you're putting
together. Developers with high traffic, large scale site expertise may offer skills that
smaller-sized developers don't, such as fine tuning apache or optimizing heavily hit
SQL queries. On the other hand, developers who typically build smaller sites may
have an eye for things that large scale developers don't, such as offering a greater
level of visual creativity.

11. Show me your code!

Whether it's plain old HTML or freakishly advanced ruby on rails, ask for code
samples. Source code can say more about a persons work habits than you think.
Clean, elegant code can often be indicative of a methodical, capable developer. A
resume may say 7+ years of perl experience, but that could mean 7 years of bad,
unreadable perl. Also, make sure you ask for a lot of source code, not just a few
isolated functions or pieces of HTML. Anyone can clean up 20-30 lines of code for an
interview, you want to see the whole shebang. Don't ask for a full, functional app, but
make sure it's enough that you can tell it's really what their code is like.

12. What are a few sites you admire and why? (from a webdev perspective)
Find out what inspires them. While it doesn't necessarily "take one to know one," a
great developer should always have a few impressive favorites.

13. Fix this code, please.

Give them some broken code written in the development language they are expected
to know for the position. Have them go through it line by line and point out all the
mistakes.

14. I just pulled up the website you built and the browser is displaying a blank page.
Walk me through the steps you'd take to troubleshoot the problem.
This is a great question to determine how well rounded their abilites are. It tests
everything from basic support skills all the way up to troubleshooting the webserver
itself.
15. What's your favorite development language and why? What other features (if
any) do you wish you could add to this language?
Asking about feature additions is a particularly valuable question - it can reveal if
they're skilled in programming in general or if their skillset is pigeonholed into their
language of choice.

16. Do you find any particular languages or technologies intimidating?

I've often felt that the more I learn, the less I feel like I know. Solving one mystery
opens up ten others. Having the interviewee tell you their faults can reveal a lot about
what they know.

17. Acronym time (oh boy!)

Some might argue that knowing what acronyms actually stand for is trivial, but there
are certain acronyms that a developer should have hard-wired into their head ( HTML
or CSS, for example). This is the kind of question that might be better reserved for the
phone interview to weed out those who are very unqualified.

18. What web browser do you use?

There is a right answer to this question: all of them. A competent developer should be
familiar with testing cross-browser compatibility by using all the major web browsers.
Obviously they'll have a primary browser they use for surfing, but their answer to this
question might be a good way for you to segue to asking how extensively they test
cross-browser issues. Also, if it's some kind of css/html position seeing what toolbars
they have installed can be a good metric of their skillset.

19. Rank your interest in these development tasks from 1 to 5 (1 being not interested
at all, 5 being extremely interested) Write up a list of tasks the job requires. Having
them rank these items according to their interest level can help you find who is the
best suited for the position. I know debugging uncommented perl code from 1997
sounds seriously awesome to me.

20. What are a few personal web projects you've got going on?
Almost all developers have personal web projects they like to plug away at in their
spare time. This is another question that can help differentiate the passionate
developers from the clock-punchers. It's also a good question to end an interview
with, as it's usually easy (and fun) for them to answer.
 Onboarding Programme

• Preparation:

Pre-arrival, first day through first month activities that acclimate the new employee
to the culture, team, work environment, and introduce to policies and procedures
and online modules of our company ASAP Pvt. Ltd.
• Orientation:

HR New Employee Orientation online, classroom, Benefits training and department

specific orientation for new hires.
• Integration:

Employee development planning by supervisor and employee’s attendance in HR

staff development training.
That is LEAD or ASPIRE.

• Engagement
Developing university awareness, building relationships, meeting performance
expectations and contributing to the company’s success.

• Follow Up
Monitoring and measuring the effectiveness of the onboarding process for new
hires.
 The Training Method
The training methods I would use to make the candidates align with the job.

• On Job Training Method

On-the-job training methods are as follows:

1. Job rotation:

This training method involves movement of trainee from one job to another gain knowledge
and experience from different job assignments. This method helps the trainee under-stand the
problems of other employees.

2. Coaching:

Under this method, the trainee is placed under a particular supervisor who functions as a
coach in training and provides feedback to the trainee. Sometimes the trainee may not get an
opportunity to express his ideas.

3. Job instructions:

Also known as step-by-step training in which the trainer explains the way of doing the jobs to
the trainee and in case of mistakes, corrects the trainee.

4. Committee assignments:

A group of trainees are asked to solve a given organizational problem by discussing the
problem. This helps to improve team work.

5. Internship training:

Under this method, instructions through theoretical and practical aspects are provided to the
trainees. Usually, students from the engineering and commerce colleges receive this type of
training for a small stipend.
Advantage of using this method:

1. On the job method is a flexible method.

2. It is a less expensive method.

3. The trainee is highly motivated and encouraged to learn.

4. Much arrangement for the training is not required.

 Compensation Strategy

Components of Compensation Strategy

1) Guaranteed pay
2) Variable pay
3) Benefits
4) Equity-based compensation

1) Guaranteed pay

Guaranteed pay is a fixed monetary (cash) reward.

The basic element of guaranteed pay is base salary which is paid on an hourly, daily, weekly,
bi-weekly, semi-monthly or monthly rate. Base salary is provided for doing the job the
employee is hired to do. The size of the salary is determined mainly by
1) the prevailing market salary level paid by other employers for that job, and
2) the performance of the person in the job. Many countries, provinces, states or cities dictate
a minimum wage.
Employees' individual skills and level of experience leave room for differentiating income
levels within a job-based pay structure.
In addition to base salary, allowances may be paid to an employee for specific purposes other
than performing the job. These can include allowances for transportation, housing, meals, cost
of living, seniority, or as payments in lieu of medical or pension benefits. The use of allowances
varies widely by country, as well as job level and the nature of job duties.
2) Variable pay
Variable pay is a non-fixed monetary (cash) reward that is contingent on discretion,
performance, or results achieved. There are different types of variable pay plans, such as bonus
schemes, sales incentives (commission), overtime pay, and more.
An example where this type of plan is prevalent is how the real estate industry compensates
real estate agents. A common variable pay plan might be the sales person receives 50% of every
dollar they bring in up to a level of revenue at which they then bump up to 85% for every dollar
they bring in going forward. Typically, this type of plan is based on an annual period of time
requiring a "resetting" each year back to the starting point of 50%. Sometimes this type of plan
is administered so the sales person never resets or falls down to a lower level. It also includes
Performance Linked Incentive which is variable and may range from 130% to 0% as per
performance of the individual as per his key result areas .

3) Benefits
There is a wide variety of benefits offered to employees such as Paid Time-Off (PTO), various
types of insurance (such as life, medical, dental, and disability), participation in a retirement
plan (such as pension or 401(k)), or access to a company car, among others.
Some benefits are mandatory which are regulated by the government while others are
voluntarily offered to fulfil the need of a specific employee population. Benefit plans are
typically not provided in cash but form the basis of an employees' pay package along with base
salary and bonus.
4) Equity-based compensation

Equity-based compensation is an employer compensation plan using the employer’s shares as

employee compensation. The most common form is stock options, yet employers use additional
vehicles such as restricted stock, restricted stock units (RSU), employee stock purchase plan
(ESPP), and stock appreciation rights (SAR). A stock option is defined as "a contract right
granted to an individual to purchase a certain number of shares of stock at a certain price (and
subject to certain conditions) over a defined period of time."
 Job Description:

ASAP™
We are looking for a skilled Web Developer who will be responsible for developing and/or
designing websites for our company. You will be working alongside a team of other
developers in creating, maintaining, and updating our websites.

In order for you to succeed in this role, you will need to be proficient in JavaScript, HTML,
CSS, and have solid knowledge and experience in programming applications.

Web Developer Responsibilities:

• Website and software application designing, building, or maintaining.

• Using scripting or authoring languages, management tools, content creation tools,
applications and digital media.
• Conferring with teams to resolve conflicts, prioritize needs, develop content criteria, or
choose solutions.
• Directing or performing Website updates.
• Developing or validating test routines and schedules to ensure that test cases mimic
external interfaces and address all browser and device types.
• Editing, writing, or designing Website content, and directing team members who produce
content.
• Back up files from Web sites to local directories for recovery.
• Identifying problems uncovered by customer feedback and testing, and correcting or
referring problems to appropriate personnel for correction.
• Evaluating code to ensure it meets industry standards, is valid, is properly structured, and
is compatible with browsers, devices, or operating systems.
• Determining user needs by analysing technical requirements.

Web Developer Requirements:

• Bachelor degree in Web development or related field, or relevant experience.

• Solid knowledge and experience in programming applications.
• Proficient in JavaScript, HTML, CSS.
• Proficient in My SQL.
• Dedicated team player.
• Ability to thrive in a fast-paced environment.
• Solid ability in both written and verbal communication.
• Knowledge of programming language and technical terminology.
• Able to develop ideas and processes and clearly express them.
• High degree of independent judgment.
• Able to solve complex problems.
 Job Specification

Responsibilities
This role's responsibilities are:
• Work as required on various projects for our clients
• Maintain and enhance existing projects
• Maintain and enhance the various exciting development tools we've produced

Person Specification
The successful candidate will be an intelligent, motivated and web-savvy person with a
public service ethos. They are a first-class programmer with a technical mind and an eye for
detail and precision. They enjoy experimenting with new tools and ideas and are able to learn
quickly. They combine a love of elegant solutions with a pragmatic attitude, and understand
that developing in a commercial environment brings constraints.
 Performance Management System
The ASAP’s performance management process includes a variety of on-going activities. At
the beginning of the process, each employee completes a self-assessment and identifies the
goals or objectives they would like to work toward in the following appraisal period. The
employee and their supervisor use the self-assessment to complete the performance appraisal
and work together to develop challenging and achievable objectives. During the performance
management process, developmental opportunities are also discussed and a plan for fulfilling
training needs either internally or externally is created. Employees and their supervisors
evaluate progress towards these objectives during bi-weekly meetings and at a midyear
check-point. Employees are encouraged to address any obstacles preventing them from
achieving their objectives at this time.

• PERFORMANCE APPRAISAL FORM

Assessment Criteria:
Graph Rating method is being used to evaluate the performance od the employee.
In this method traits or behaviours that are important for effective performance are listed out
and each employee is rated against these traits. The rating helps employers to quantify the
behaviours displayed by its employees.
Rating attributes is the most popular way to measure performance in organizations. In general,
attribute-based performance methods are easy to develop and can be applied to a wide variety
of jobs and organizations. If the organization is careful to identify which attributes are
associated with high performance, and to define them carefully on the appraisal form, these
methods can be reliable and valid.
 System for promotion, transfer and exit.

Transfers and promotions provide staff the opportunity for career growth and advancement
within ASAP. Supervisors are encouraged to consider internal candidates from within their
own entity or department as well as from other entities or departments throughout ASAP. Those
staff who have successfully completed ASAP - professional development programs should also
be given preferential consideration. Staff must inform their current supervisor of a transfer
request before accepting another position at ASAP so that the current supervisor and hiring
supervisor can discuss staff performance and work background. The hiring supervisor should
contact at least two references including the current supervisor.

Expressing an interest in a transfer or promotion within ASAP will not adversely affect a staff
member’s current employment. There are, however, specific procedures and qualifying periods
for staff applying for a transfer or promotion.

Policy Details:

• Eligibility
• Application Processes & Guidelines
• Reference Checking
• Interim Performance Evaluation
• Giving Notice
• Continuous Service Date & Benefits

Eligibility Requirements

The following list details the requirements for staff transfer and promotion:

• Employed as "current," "regular," or "part-time"

• Completed a minimum of six months of successful service in a position before
becoming eligible to transfer or be promoted to another position at ASAP (exceptions
to this six-month requirement may be made by a current supervisor)
• Current performance meets job expectations
• Meets all of the job qualifications for the position

Application Processes & Guidelines

The following list details the requirements for job postings, hiring, and job applications:

• All approved, vacant positions must be posted for a minimum of seven calendar days
on the ASAP Careers website. The recruitment office electronically posts new
vacancies so that all eligible staff may be informed of new job opportunities at ASAP.
• Staff must ensure that they meet the competency and experience requirements for the
position.
• Staff must develop or update their resume in preparation for the application process.
• Staff applications will remain active in the application system for three months.
• Staff will be considered for positions that appropriately match their skills and interests.
 • Staff must inform their current supervisor of a transfer request before accepting another
position at Duke so that the current supervisor and hiring supervisor can discuss staff
performance and work background.

Staff should use ASAP's internal online application to apply for the position. If a staff member
does not have access to a computer, he or she should visit ASAP entity recruitment office.

Reference Checking for Transfers or Promotions

Before the final reference check, the staff member is expected to inform his or her current
supervisor of the transfer request. Prior to making an employment offer, the hiring supervisor
should contact at least two references including the current supervisor. The current supervisor
is expected to provide the hiring supervisor with an accurate reference and copy of the latest
performance evaluation and pertinent employment-related documentation.

The hiring supervisor may also request a copy of the staff member's department personnel file
from the current supervisor. All relevant, substantive documentation in the file relating to the
staff member's job performance (including - but not limited to - attendance, current salary,
current performance evaluation, letters of commendation, education and development records,
and any current formal corrective actions (Family Medical Leave information and
documentation should not be included with this request) should be released or provided to the
hiring supervisor on a confidential basis.

At the time of transfer, the staff member's department personnel file is sent to the hiring
supervisor – even if it is not previously requested.

Interim Performance Evaluation

Staff who are changing supervisors due to a transfer or promotion occurring more than six
months into the performance period should receive an up-to-date performance evaluation at the
time of transfer. This performance evaluation will be forwarded to the new supervisor to use
as a reference in completing the annual performance evaluation.

Continuous Service Date and Benefits for Staff Who Transfer or are Promoted

A staff member who transfers to another department retains his or her original continuous
service date – based upon his or her initial date of hire. The department to which the staff
member transfers becomes responsible for accrued and unused PTO-bank or vacation time,
sick leave, and holiday time that may be due to the staff member.

If the staff member is transferring to a 100% grant- or contract- funded position, he or she
should review any potential changes to benefits, reduction-in-force actions, and all other
employment related practices with the entity or department Human Resources representative
or with the ASAP Benefits office.