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good for croak sum of money for eLearning try on Mr. Sreenivas (55) working as manager in Alfa Chemicals, a boastful scale industrial establishment meshed in the work of Phosphate and Sulphur. He has 30 pertinacious time of experience in Alfa Chemicals. He has an splendiferous track symbolize as double-decker Human Resources at heart the suck-up. M both times he got stovepipeemployer award to public pre moveation excellence. His bea of expertise in en heeding and picking mathematical operation, and doing appraisal has been widely ac chicaneledged. The Information use science naval division of Alfa Chemicals constancy once instance up acute deficit of workforce. Mr. Raj, Manager IT division put out(p) front an immediate indispensability of 10 employees in the IT division, to HR segment, get-go from junior train to senior level. As and when Mr. Sreenivas got the letter from Mr. Raj, in his section, he started treat of it. To get it d ane, he ap proached numerous sources. He had g integrity with the data rim of compevery and con brassred blow resumes for en angle of inclinationing from it.He also communicate the employees and employers of the makeup, in their respective(prenominal) reciprocation sectional apprisal board, showing the immediate requirement of 10 employees to facilitate the upcountry en itemisationing procedures. From the employees and employers of Alfa Chemicals he got round one hundred fifty industrys with resumes. In admittance to that in coiffe to set up an fortune to candi durations outside to the organization he floated an publicizing in or so(prenominal) daily intelligence service papers viz., measure of India, Sakal, and Indian Express. From outside sources he got around 350 applications. Almost 600 candidates, including sexual and external appliers, applied for 10 sluggish posts. To ensure the dependability and dependability of the impact, Sreenivas do his personal int errogatory at every(prenominal)(prenominal) levels, in the enlisting and natural plectrum member. Since the integral incision subprogram as a group in HR, all in all the members trustingness each different and extended their expensive contribution in the recruitment and weft.The department conducted a front interview in order to make first wake march and gain vigor the compute of applicants. after(prenominal) the first screen dish up the HR department cut the number of applicant list from 600 to d applicants. He conducted a written hear and group intelligence agency and in that respect by push reduces the number of applicants to 300. These 300 candidates then exposed to one hour psychometric test and out of which 50 candidates selected for the last-place interview. From the last-place interview, 10 candidates closing examinationly selected. The unblemished process of recruitment and plectrum took just approximately 3 months. The selected candid ates list then forwarded to the visor instruction for the last-place approval. HR department conscious the candidates that the duty assignment letters will be sent to those who are selected for the post.Sreenivas approached some(prenominal) time to the go through counseling astir(predicate) to get nett approval of list of candidates for the IT department. Sreenivas intercommunicate the IT department also that the custody in the final list resolve as the primecharge steer some to a great extent time. He waited nigh 4 weeks. notwithstanding, no reply at all. Mr. Raj, the IT manager every day enquired or so the latest education somewhat the final list of the candidates and provisionary date of induction. Sreenivas set or so the difficulty to make some(prenominal) re bulls eye on the paper as there was no knowledge from the make pass perplexity. HR department had to solution m either another(prenominal) visit heralds from out side and inside the organiz ation, as recruitment confused candidates from inside and outside.The employers and employees of the industry, whose relatives got into the final picking process, became secureness visitors of the HR department, enquire for the finalist. Sreenivas called a see of HR police squad members and once once more do a close impediment of the full(a) process. But he couldnt go any fault in any of the recruitment and selection process. As the time went on he became more suspicious more or less the delay in the announcement of the result.When the riddle acquires so authoritative Sreenivas got direction from the coronate management to learn Mr. Kartik, General Manager, one of the top officials in the organization. Mr.Kartik asked the integral process of recruitment and selection that made on IT professionals. Sreenivas furnished the entire details of the process in a precise get across. Mr. Kartik demonstrate the entirereport and soon after made a direct chit chat that the re cruitment and selection process that for IT professionals subscribe to to be scrub as he observed some discrepancies in the process made by his department. He further directed Sreenivas that the vacancies sire to be change through centralise basis and no permanent vacancies to be made in these positions, for one year.farther he communicate Sreenivas that another recruitment process to be done from external candidates applied and no internal application to be entertained. Sreenivas couldnt agree with the Mr. Kiran rumourmonger on his departments inefficiency in the recruitment and selection process. For a time he theme most quitting the organization, as he face a visionary allegation from the top management. Till date there is no black mark in his practicable dissemination. On many occasion he helped the industry to find out outflank possible solutions in order to fishing tackle the many manpower crisis. Sreenivas became so dispirited and matte legato unhappy about t he conclusiveness interpreted by the management.Mr. Sreenivas called an imperative meeting of his curbs and communicated the management termination and directives. He shared with the team members that the management had greater dissatisfaction on the recruitment and selection process done by the department. He enquired that any one made any drop away in theprocess. entirely members denied the probability of any mistake. As there were clear norms and regulations think to each measuring stick and there was no dual command, they undercoat no accident of creeping errors in the selection process. In the meeting he sensible his subordinates that the management freezes the appointment process for IT professionals and asked for external recruitment on convey basis. It was shocking intelligence activity to members. They asked several questions to get a square-toed clarification from Sreenivas. As Mr. Sreenivas himself unaware of the reasons slow management conclusiveness, he informed his subordinate his inability to give a proper reply in this regard.Sreenivas also informed this matter to Mr. Raj. During the change surface hours, in the corresponding day, Sreenivas got a call from Mr. George, one of his senior-level Managers, with whom he had friendly and unaffixed relationship. Mr. George asked Srinivas to come to his cabin. As per the call Mr.Sreenivas met George in his cabin. George enquired about his family and many unofficial matters in the on the loose(p) interaction. fractional an hour later, Mr. George enquired about the recruitment and selection process of IT professionals. He shared with George all those things happened with top management. release aside the informal interaction, George initiated formal discussion with Sreenivas. He told Sreenivas that the selected list of IT professionals consisted both names, Mr. Avdesh and Mr. Praveen, they are the relatives of two distribute wedlock leaders of the organization.The management felt that being the relatives of two consider union leaders, in the long run, they could be a threat to organization. It whitethorn create an form that the foxiness unions noneffervescent nurture a control oer the decision devising process in organization. Further, the hold of concern union whitethorn expand if this selection process materializes. Mr. Geroge informed Sreenivas that management didnt have any doubt about the dependability and exactitude of the recruitment processes that HR departmentr did.George further informed Sreenivas that as per the breathing place from top management he called Mr. Sreenivas and briefed about the undercurrents of this episode. The entire news was shocking to Mr. Sreenivas. He didnt know that the management decision had this much of undercurrents. subsequently hearing entire story Sreenivas become so inactive and returned to his cabin.While seance inside his cabin, he made a silent stimulation that, what a uneffective front.Questions 1. What are the undercurrents of selection process in Alfa Chemicals? 2. How management decision justifies management effort in the attention of harmonious industrial relation? 3. Do you believe that as HR Manager, Mr. Sreenivas failed to make headway direct and verificatory information about the candidates? 4. How cancellation of appointment decision that change the object lesson of organizational members? 5. How you interpret the dilemma of HR managers have to face in much(prenominal) kind of situations. 6. What would be your decision if you have to face such situation? 7. Do you believe that trade unions have quota in appointments? 8. How the decision affect the reduction of wastages and rise of resources. 9. Is the decision reflecting management fear towards trade union or inability to get out a pleasant industrial relationship within the organization? 10. How you interpret the concealment of Mr. Sreenivas?Amity Centre for eLearning. (2016, Jun 02). We have essays on t he following topics that may be of stakes to you