Gramshree, Ahmedabad: Empowering Low-Income Artisans (Part-2)

To her surprise, Anar found that the position of Store Manager has attracted a
large number of applications roughly at around 125. Many of the applicants are
young people looking for a fresh start in their career and around 35% of the
applicants are women. Mitali who is assisting Anar in hiring candidates for the
position of store manager is both happy and worried. She is happy because
Gramshree seems to have become a known name as many young people are
showing interest in their work. However, the worry is about how to process these
applications and how to figure out who would be the right candidate. There are not
many professionals in Gramshree who know the art of interviewing for selecting a
candidate. Considering the strong orientation towards organizations values, Anar
would not be in favor of outsourcing the hiring process. She believes that an insider
would understand the values of Gramshree better than anyone else. From their
past experience of recruitment, Mitali is convinced that mere a chit-chat with
candidate is not good enough to assess their Knowledge, Skill and Aptitude.

Kamlesh Singh Tomar from Lucknow has joined as the Manager for Exhibition.
Kamlesh is a competent professional and has spent around 15 years in Fabindia.
He has developed substantial knowledge about the craft sector in India both from
the viewpoint of customer and artisans. While Anar is convinced about the person-
job fit in case of Kamlesh, what makes her worry is the person-organization fit.
Fabindia works with a different ethos as compared to that of Gramshree (see
annexure 1).With 15 years in Fabindia, how comfortable Kamlesh would be in
learning and unlearning the new ways of working at Gramshree?

Q1. Design a selection process for the position of Store Manager.

Q2. Design an induction program for Kamlesh.

 Make a deck (maximum 3 slides excluding title and ending slide) covering
the two above mentioned points.
 One member for the group will be uploading the deck on the LMS.
 Date of Submission: 15th April 2023, 11:59PM
 Please follow the naming convention copied below
o GroupXX_SectionA/B
Annexure 1: Value framework of Gramshree

Mission
Our mission is to encourage and facilitate the process of holistic development of
underprivileged women by conducting initiatives that emphasize on providing
vocational skill training, generating employment opportunities, stimulating creative
growth, enhancing financial literacy, concentrating on advancing health, education
and soft skills that instigate integrity and independence in women.
Vision
Our Vision is to nurture the mind, body and soul of women through a variety of
programs that assist them in becoming self-reliant, improve their standard of living
and making it sustainable.
Life at Gramshree
Gramshree operates with the mission of the holistic development of women.
Therefore, each program and its ideas are conceived by certain fundamental values.
These are carefully woven into each individual connected to the organization.
A typical day at Gramshree commences with an all-religion prayer, seeding a sense
of unity in every individual’s heart. It is then followed by inspirational, educational,
and value-adding readings while everyone expressing their views and thoughts on
the presented subject. This significant practice helps improve the reading and
listening capacities of women and encourages them to discuss their ideas and
share their thoughts. Making women habitually practice yoga, meditation, and
reading elevates their way of being. Women at Gramshree work on flexible timings
enabling them to focus both on their families and work. These methods assist them
in elevating their focus and creativity and also enhance their mental capabilities.
Gramshree’s Principle
Through our work to empower women, we have recognized these 3 principles as
being fundamental to Gramshree. We challenge ourselves to ensure that each of
our actions builds on these principles.
Care and Share: We inspire our people to participate in practices that ignite a
human’s fundamental generosity, thus catalyzing holistic development.
Practice of Prayer: One of the core practices of our ecosystem is that we commence
our day with an all-religion prayer and meditation to spur inner peace.
Small Act of Kindness : Our value-established ecosystem encourages our team to
spread kindness by doing various small yet impactful acts of kindness.
Amplification of deeper act of kindness.
Q1. Design a selection process for the position of Store Manager:
To ensure that the hiring process for the position of Store Manager aligns with the values of
Gramshree and identifies the right candidate, the following selection process can be designed:
1. Reviewing Applications: The first step would be to review the applications received for the
position of Store Manager. The applications should be screened based on the candidate's
qualifications- Bachelor degree with 75% and above, work experience of 2-3 years in B2B
retail and e-commerce sales would be given preference, and proficiency in communication,
data handling.
2. Shortlisting Candidates: After reviewing the applications, a shortlist of candidates should be
created based on their compatibility with the job requirements and the values of
Gramshree.
3. Psychometric and Aptitude Test: The aptitude test will assess the candidates' cognitive
abilities, critical thinking skills, and problem-solving skills. The test will consist of multiple-
choice questions and will cover topics such as numerical reasoning, verbal reasoning, and

3
9 offers
made
20(Interview)

80(Psy and apti test)

125( CV screening)
abstract reasonin g.
4. Interview: Candidates who clear the knowledge, skill, and aptitude test should be invited for
an interview. The interview should assess the candidate's compatibility with the values and
culture of Gramshree. The interview panel will comprise of Anar and Mitali.
5. Reference Checks: After the onsite interview, the references of the selected candidate
should be verified to ensure that their credentials and work experience match their resume.
6. Final Selection: Based on the results of the interview, knowledge, skill, and aptitude test, and
reference checks, the final selection of the candidate will be made. 2 waitlisting candidates
will be kept for each of the 3 positions.
Q2. Design an induction program for Kamlesh:
To ensure that Kamlesh is comfortable in learning and unlearning the new ways of working at
Gramshree, a comprehensive induction program can be designed. The program can be divided into
the following stages:
1. Introduction to Gramshree: Kamlesh must be welcomed and make him feel at home on the
first day of the induction, followed by a detailed introduction to the mission, vision, values,
and principles of Gramshree. He should be briefed on the history of the organization, its
achievements.
2. Meeting with Key Stakeholders: Kamlesh should meet with the key stakeholders, including
the artisans, board of directors, and other staff members, to understand their roles,
responsibilities, and expectations.
3. Training on Gramshree's Way of Working: Kamlesh should be trained on Gramshree's way of
working, including the methods of conducting initiatives, providing vocational skill training,
generating employment opportunities, stimulating creative growth, enhancing financial
literacy, and concentrating on advancing health, education, and soft skills.
4. Training on the Craft Sector in India: Kamlesh should be given a refresher training on the
craft sector in India, including the different types of crafts, the challenges faced by artisans,
and the ways in which Gramshree is addressing these challenges.
5. Shadowing and Mentoring: Kamlesh should be given the opportunity to shadow and be
mentored by senior staff members, including the Store Manager, to understand the working
environment and the ethos of Gramshree.
6. Evaluation and Feedback: After the induction program, Kamlesh should be evaluated on his
understanding of Gramshree's mission, vision, values, and principles, and his ability to apply
them in his work. Feedback should be provided to Kamlesh, both formally and informally, to
enable him to continually improve his performance and align with the values and culture of
Gramshree.