RECRUITMENT AND SELECTION AT EMAMI 1. Authority to recruit
Recruiting a new member into in the organization represents a major investment. Hence it is to be done with adequate pre work ensuring optimum utilization of existing human resource.
Recruitment process should be taken into consideration the manpower need duly approved by the appropriate authority involving user department & HR.
Manpower requirement for each department will be based on current approved figures. Any amendments or additions will be accepted only after sanction by the appropriate authority based on merit & proper justification. 2. Manpower need assessment/ Job Description/ Requisition a. Before raising a requisition for filling up a vacancy caused due to retirement/ death/ resignation or creation of additional job, it is necessary to investigate fully whether the need can be met without further recruitment i.e., by reorganization, redistribution of work, redeployment or ceasing to perform a non-essential/ non value adding work. Attempt should also be made to fill in such vacancies from within by promotion or from amongst personnel in the same company on the nature of the job and the availability of personnel from the stand by employees.

b. Job description & personal specification - A job description and the personnel specification should be carefully drawn up by the Line Manager. The job description should contain all the tasks that the post holder may need to carry out in order to fulfil the role and it may also contain behaviours or attitudes that need according to the organizational culture. The Personal Specification should outline both essential and desirable qualities for a post.

c. It is also the Line manager's role to identify the purpose of the job, how it fits within the organisation structure, whether of strategic or