Justdial was founded by V.S.S.

Mani and performs in the capacity of the Managing Director and Chief Executive Officer of the Company. Mr.Mani thought of the idea while working for yellow pages company called United Database India (UDI) in 1987. He felt that the information could prove to be much more useful if it could be provided over the phone. In 1996, he came to know that Mumbai's Kandivali exchange owned the number 888 8888. He was well aware of the importance of having an easy to remember number for a service like this and he somehow persuaded the GM to allot the number to him. [4] However, the company could not be started for almost a year because Mr. Mani could not afford a telephone connection which used to cost INR 15,000. The other option to wait for many years for the connection. The Company finally started providing local search services over the phone in 1996 under the Just Dial brand and launched their Internet and mobile Internet services in 2007. In the beginning, Mr. Mani started the company with a few pieces of borrowed furniture, rented computers, a 3x5 feet garage which he took on hire and a seed capital of Rs 50,000. In fiscal 2012, Justdial addressed over 254.3 million search queries from millions of users across platforms. As of March 31, 2012 Justdial had 6,201 employees. Justdial has a database of approximately 7.7 million listings and approximately 1,81,000 campaigns as of June 30, 2012. Justdial has registered Rs. 2,770.2 million as consolidated total revenue from continuing operations and Rs. 522.8 million as consolidated restated profits after tax from continuing operations in fiscal 2012. Prior to JustDial, Mr. Mani started a company called AskMe in 1989 based on a similar concept, but at that time owing to low penetration of telephones in the country, the venture did not take off. After that he worked on a plan "Wedding Planner" in collaboration with The Times of India. In a landmark judgement that brought huge relief to the companies and firms that suffer huge losses over the alleged copyright violation, the Mumbai High Court restrained a website, askme.in from using the database of popular search engine, JustDial.com. JustDial.com provides telephone numbers of various businesses and products. According to the company, askme.in took all its phone numbers stored in the directory and used them as its own, causing serious losses to JustDial.com. JustDial.com argued that it has built a huge database of millions of telephone number with their hard work over the last 14 years. The company had filed a suit in Mumbai High Court and another before the Delhi High Court. JustDial argued that its database was a literary work, as defied under the Copyright Act of 1957. They also cited examples of identical spelling mistakes in both databases. The judge was convinced beyond doubt that askme.in had illegally used the directory of justdial.com. The court passed an injunction order, restraining askme.in from carrying out its business. The HC also appointed two officials in Delhi and Mumbai to seize all computer hardware used by askme.in to store the data developed by JustDial. The local police have been ordered to assist the officials in carrying out their work.

Corporate Overview

JUST DIAL LIMITED Justdial's Mission To provide fast, free, reliable and comprehensive information to our users and connect buyers to sellers. Corporate Information The company started offering local search services in 1996 under the Justdial brand and we believe that it is a leading player in a rapidly growing local search market in India. The official website www.justdial.com was launched in 2007. Our search service is available to users across multiple platforms, such as the Internet, mobile Internet, over the telephone (voice) and text (SMS). We believe that our search service bridges the gap between our users and businesses by helping users find relevant providers of products and services quickly while helping businesses listed in our database to market their offerings.

Justdial Facts

In fiscal 2012, we addressed over 254 million search queries from millions of users across platforms. Justdial has 08888888888 as their operator assisted hotline number, across India, which is accessible 24 hours a day, 7 days a week with multi-lingual support. Justdial Apps are available for the Android, Blackberry and iOS platforms and we have location based service for our mobile Internet users. Justdial has a database of approximately 7.7 million listings, as of June 30, 2012. Justdial users have contributed 19,263,614 reviews and ratings for various listings, till date. Justdial had approximately 1,81,000 campaigns as of June 30, 2012. Business owners have the option to list their business on Justdial's database for free. With the registered & corporate office based in Mumbai, Justdial also has offices across India in Ahmedabad, Bengaluru, Chandigarh, Chennai, Coimbatore, Delhi, Hyderabad, Jaipur, Kolkata

and Pune.

Key Highlights

Services offered across various cities and towns in India Advanced and scalable technology platform Experienced management team Large online community for reviews Long operating history with a proven monetization model

Investors

SAIF Partners, Sequoia Capital, Tiger Global, EGCS and SAP Ventures have invested in the company.

Disclaimer

"Just Dial Limited is proposing, subject to receipt of requisite approvals, market conditions and other considerations, to make an initial public offering of its equity shares and has filed a Draft Red Herring Prospectus (DRHP) with the Securities and Exchange Board of India (SEBI). The DRHP is available on the website of SEBI at www.sebi.gov.in and the respective websites of the Book Running Lead Managers at www.citibank.co.in and www.morganstanley.com/indiaofferdocuments. Potential investors should note that investment in equity shares involves a high degree of risk and for details relating to the same, see the section entitled Risk Factors in the offer document. The equity shares of Just Dial Limited have not been and will not be registered under the U.S.

Securities Act 1933, as amended (U.S. Securities Act) or any state securities laws in the United States and may not be offered or sold in the United States absent registration or an exemption from registration under the U.S. Securities Act. This announcement has been prepared for publication in India and may not be released in the United States. This announcement does not constitute an offer for sale of securities in any jurisdiction, including the United States. Just Dial Limited does not intend to register any portion of the offering in the United States or to conduct a public offering of equity shares or any other securities in the United States."

Corporate Social Responsibility

At Justdial, we view Corporate Social Responsibility (CSR) as a true effort to influence social order in a manner that earns the trust and respect of stakeholders and society. This belief in positive behavior has been embedded in our work culture and is a timeless promise we adhere to in order to make a meaningful difference in the lives of people. EDUCATION Justdial has adopted a school run by the Art of Living Foundation, Sri Sri Ravi Shankar Vidhya Mandir at Dharavi, Mumbai. It is an English Medium school, aided by modern education techniques and schools over 290 kids from the nearby slums. Costs of the entire functioning of this school and all the necessary support and resource mobilization in many areas, including infrastructure, facilities support, monitoring and evaluation, providing computer as well as food and nutrition i.e. all its operational costs will be borne by Justdial. The thrust of the project involves bettering the education and learning experience of the child. From hereon, Justdial will support activities like renovation and general infrastructure repair and maintenance, landscaping and environmental beautification and supply of furniture, nutritious

food, books and equipment to improve conditions of learning. Justdial will also work towards upgrading the teaching methods to an enhanced level to aid in the holistic development of the children. According to Mr. VSS Mani, Founder and Managing Director of Justdial, "Each child represents a million ideas and we are just an enabling factor to help them realize their true potential. After all, the power and belief in an idea and the power of simplicity is what drives Just Dial." Our contribution to this cause reflects our business culture of sharing corporate benefits with the community and growing together. We intend to walk forward on this path and make a marked difference in the society in the years to come.

Careers at Just Dial

Job Information

Title

Customer Care Executives New!

Category Specialization

Customer Service Customer Service Representative

Job Type

Full-time

Job Status

Sourcing

Work Experience

0 to 3 years

Salary Range

As per company policy

No of Positions

100

Date Posted

2010-03-12 17:29:49

Job Description

1. Candidate should have clear speech and good command over English. 2. Job Profile- Attending to the incoming callssolving the queries of the callers and giving out the information to them as required. 3.. Those who get selected will become entitled to ( apart from salary and incentives), other emp. benefits like - Family Insurance coverage by the company 4. It is completely Day Shift job 5. Basic knowledge of computers is essential.

Computer Knowledge

Basic knowledge of computers is must.

Basic Education

HSC

Company Information

Address 1: JUSTDIAL LTD. Palmcourt, Building-M 501/B, 5th Floor, Address 2: Besides Goregaon Sport Club, Link Rd, Malad (West), Mumbai State: Maharashtra City: Mumbai Zip Code: 400064

Job Information

Title

Recruitment/Hr Excutive New!

Category Specialization

Human Resources/Admin HR Executive

Job Type

Full-time

Job Status

Sourcing

Work Experience

1 to 3 years

Salary Range

Rs.150000 - Rs.200000 CTC per annum

No of Positions

Date Posted

2012-12-07 13:24:43

Job Description

Participate in a variety of recruitment activities so that the organisation's recruitment process is efficient, effective and equitable. Ensure that all open positions are closed as per the pre decided timelines Prepare internal and external job advertisements, web postings, specifications for external recruitment agencies and other materials in accordance with the organisation's recruitment standards and business needs so that potential job applicants have the information they need to decide whether, and how to, apply for a vacant position. Respond to enquiries from candidates, managers

and external recruitment agencies about the organisation's recruitment activities and about the status of job vacancies so that interested parties are kept informed without compromising the organisation's standards of privacy and confidentiality. Contact candidates, arrange interview times and develop appropriate interview questions in collaboration with the hiring manager so that interviews are conducted efficiently and equitably. Interview, test, rank, check references, select candidates and provide feedback to unsuccessful candidates based on the job's pre-established selection criteria and the organisation's recruitment policies. Prepare job offer materials in accordance with the agreed job specifications so that successful candidates have all the information they need to decide whether to accept the position. Represent the organisation at job fairs and other recruitment venues so that potential candidates have an opportunity to learn about the organisation and its recruitment activities. Conduct employee orientation/induction and introductory training so that new employees are quickly integrated into the organisation.

Computer Knowledge

Knowledge / Skills/Attitude Minimum Qualifications: MBA Focused and detail oriented Timeline oriented Stretch and learnability Process oriented Good communication skills both written and verbal God interpersonal skills . Proficient Ms-Office

Basic Education

MBA

Company Information

Address 1: 7-1-23,Roxana Building,1st &2nd floor, Address 2: Above Meena Bazar Ext Greenlands State: Andhra Pradesh City: Hyderabad Zip Code: 500016 Job Information

Title

Telemarketing Executives New!

Category Specialization

Marketing/Sales/PR Telemarketing Executive

Job Type

Full-time

Job Status

Sourcing

Work Experience

1 to 4 years

Salary Range

As per company policy

No of Positions

50

Date Posted

2010-03-12 17:15:15

Job Description

1. Candidate should have clear speech and good command over English. 2. Person should have flair for tele Sales. 3. It is an inhouse Marketing job with comfortable shift timings. 4. Those who get selected will become entitled to ( apart from salary and incentives), other emp. benefits like - Family Insurance coverage by the company / ,Gratuity etc. 5. Candidates with min 6 months of exp. can also apply.

Computer Knowledge

Basic knowledge in computers is must

Basic Education

HSC

Company Information

Address 1: JUSTDIAL PVT.LTD. Palmcourt, Building-M 501/B, 5th Floor, Address 2: Besides Goregaon Sport Club, Link Rd, Malad (West), Mumbai State: Maharashtra City: Mumbai Zip Code: 400064

Job Information

Title

PHP Programmer and Sr. PHP Programmer New!

Category Specialization

IT/Software Sr. Programmer

Job Type

Full-time

Job Status

Interviewing

Work Experience

2 to 10 years

Salary Range

As per company policy

No of Positions

Date Posted

2010-01-16 17:54:35

Job Description

1. Design and develop software systems, keeping in mind end business goals and requirements. 2. Modify existing software to correct errors, to adapt it to new hardware or new requirements or to upgrade interfaces and improve performance. 3. Develop and direct software system testing and validation procedures. 4. Advise customer about, or perform, maintenance of software system. 5. Monitor functioning of software to ensure system operates in conformance with specifications. 6. Store, retrieve, and manipulate data for analysis of system capabilities and requirements. 7. Participate in code reviews of all development to ensure adherence to JD standards. 8. Consult with stakeholders and/or other departments on project status, proposals and technical issues such as software system design and maintenance. 9. Prepare reports and correspondence concerning project specifications, activities and status. 10. Participate in code reviews of all development to ensure adherence to JD standards and maintain the highest levels of quality across all solutions.

Computer Knowledge

Practical experience on PHP Programming

Basic Education

BE

Company Information

Address 1: Justdial Ltd Address 2: State: Maharashtra City: Mumbai Zip Code: 400064

SEARCH TIPS OF JUSTDAL PRODUCTS

Search Tips

When to use What? When to use Where? How to use send to Mobile / Email feature?

When to use What? If you are looking for information pertaining to a particular company, restaurant, movie hall, institution, organization, product, service etc make use of 'What' (Example-Mainland China restaurant)What: Let's say you want to dine out in a particular restaurant- Mainland China restaurant located at Andheri in Mumbai. Start by selecting or typing in the City E.g: Mumbai. Next, click on the What field. Enter Mainland China Restaurant in the search box. Enter Andheri in the Where box then click on Go! You will instantly find what you are looking for. If you are not sure where you want to eat, you can leave the Where field empty and you will get the complete list of all Mainland China restaurants in Mumbai.

When to use Where? If you are looking for information at a particular place pertaining to a particular product or service or if you are looking for a list of restaurants, movie halls, institutions, organizations etc. make use of Where. (Example-Chinese restaurants) Where: Let's take the same example. Say you want to dine out, you want to have Chinese food but nearby your home, but do not have a particular restaurant in mind. Start by selecting or typing in the City E.g: Mumbai, then click on the What field enter Chinese Restaurant in the search box. Then start typing in the place of your choice in the Where box, for e.g. Andheri. Then click on Go! You will find a list of Chinese Restaurants wherein you can further refine your search by the price. Once you click on the price of your choice, instantly you get a list of restaurants to choose from.

How to use send to Mobile / Email feature? Now from the website itself you can send the information that you are looking for to your Mobile via SMS or to your Inbox via Email. This relieves you of the hassles of noting down the numbers and names. It's safe in your Mobile/Inbox. Send top results to Mobile / Email This feature is used when you want the top results of what you are looking for. Let's take an example. Say you are looking out for an Estate Agent, at Malad in Mumbai. Start by selecting the City E.g: Mumbai. Click on the What field enter Estate Agent in the search box. Next, enter the area in the Where box E.g: Malad. Then click on Go! You will find Estate Agents Categories wherein you can further refine your search by the type of Estate Agent you are looking out for. Once you click on your choice, instantly you get a list of Estate Agents to choose from.

Now click on the link Send top results to Mobile / Email Enter your Mobile number / Email Id and click on Send An instant SMS / Email of the top results is sent to you

Send to Mobile / Email This feature is used when you want the information of a particular result. Let's take the same example. Say you are looking out for an Estate Agent, at Malad in Mumbai.

You will start by selecting the City E.g: Mumbai. Click on the What field Enter Estate Agent in the search box. Next, enter the area you prefer in the Where box E.g: Malad Then click on Go! You will find Estate Agents Categories wherein you can further refine your search by the type of Estate Agent you are looking out for. Once you click on your choice, instantly you get a list of Estate Agents to choose from. Click on the Estate Agent you want to go in for

Click on the link Send to Mobile / Email Enter your Mobile number / Email Id and click on Send An instant SMS / Email is sent to you with the name and number of that particular estate agent. Radical Evolution - WWWizards of the Web (Corporate DossierET)

INTRODUCTION

Human resources are a term used to describe the individuals who comprise the workforce of an organization. The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology.

Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:

Recruitment, selection, and outsourcing Organizational design and development Business transformation and change management Performance, conduct and behavior management Industrial and employee relations Human resources workforce analysis Compensation, rewards, and benefits management Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive

and succeed in the short to medium-term. Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective these initiatives need to include how and when to source the best recruits internally or externally. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization.

Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. The data has been collected by using questionnaire and it has been analyzed. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions.

FACTORS INFLUENCING RECRUITMENT Strategic plans:

The steps most commonly used in developing an HR strategy:

Setting the strategic direction Designing the Human Resource Management System Planning the total workforce Generating the required human resources Investing in human resource development and performance Assessing and sustaining organizational competence and performance.

Organizational policies:
Basic Overviews of Human Resource Management Getting the Best Employees

 Paying Employees (and Providing Benefits) Training Employees Ensuring Compliance to Regulations Ensuring Safe Work Environments Sustaining High-Performing Employees.

Recruitment Criteria:
Technical criteria, i.e. know-how, professional skills, and experience in your field. The candidates personality and charisma are the most influential criteria in the process of recruitment in France. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary

SOURCES OF RECRUITMENT

Before an organization begin recruiting applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only tackle the existing sources they have. These sources accordingly, may be termed as internal and external.

INTERNAL SOURCES:
As a conscious focus of the organization to nurture high potential talents by providing them suitable career growth opportunities within the organization, efforts would always be made to fill in specific vacancies from its existing human resource pool and this is known as internal sources. The entire process would be done through job posting (IJP) and

communication including the job profile, candidate profile, eligibility (who can apply), application deadline etc. would be made available by the HR. Employees possessing necessary skills, knowledge, and experience matching with those required for the job may apply through the appropriate communication channels as prescribed in the IJP.

Promotions:
The process of elevating a person to higher level job is what is known as promotion.

Transfers:
Transfer of an employee may be either from one section to another or from one department to another.

Job rotation:
Moving an employee to get specialized in various posts of the organization.

Re-employment of ex-employees:
Reemployment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

The use of an internal source paves way for the following merits:
It improves the morale of employees, for they are assured of the fact they would be preferred to outsiders when vacancies occur. The employer is in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of employees security and opportunities for advancement. As a person in the employment of the company, are fully aware of and well acquainted with its policies and know its operating procedure they require little training and the chances are that they would stay longer in the employment of the organization than a new outsider would. It is less costly than going outside to recruit.

However this sources suffer from the following defects:

It often leads to inbreeding and discourages new person from entering an organization. There are possibilities that the internal sources may dry up and it may be difficult to find the requisite personnel within an organization. As promotion is based on seniority, the danger is that really capable hands may not be chosen. The likes, dislikes and personal biases of the management may also play an important role in the selection of the personnel.

EXTERNAL SOURCES :
External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

Employment at Factory Level

This a source of external

recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.

Advertisement

It is an external source which has got an

important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

Employment Exchanges

There are certain Employment

exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies

There

are

certain

professional

organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

Using the external sources as a recruitment tool gives the following merits:
1. It provides the requisite type of personnel for an organization, gives skilled training and education up to the required standard. 2. Since persons are recruited from a large market the best selection can be made without any discrimination of caste, sex and color. 3. The cost of the employees will be minimized because candidates selected in this method will be placed in the minimum pay scale. 4. The entry of new persons with varied expansion and talent will help in human resource mix. 5. It also helps in bringing new ideas, better techniques and improved methods to the organization.

Demerits of using the external sources method:

1. It is more expensive and time consuming to recruit people from outside. Detailed screening is necessary to know about the candidate. 2. The employees being unfamiliar with the organization, their orientation and training is necessary.

3. If higher level jobs are filled from external sources, motivation and loyalty of existing staff are affected.

PREREQUISITES OF GOVERNMENT POLICY:

1. It should be in conformity with its general personnel policies. 2. It should be flexible enough to meet the changing needs of an organization. 3. It should be so designed as to ensure employment opportunities for its employees on a long term basis. 4. It should match the qualities of employees with the requirements of the work for which they are employed. 5. It should highlight the necessity of establishing job analysis.

6. STEPS IN RECRUITMENT PROCESS

SELECTION PROCESS Definition of selection:

According to Dale, selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

Factors influencing selection process:

1. Nature of the organization 2. Nature of the labor market 3. Union requirements 4. Government requirements 5. Composition of the labor force 6. Location of the organization.

Steps in selection procedure: Receiving application

The candidates may be asked to submit their applications together with their bio data on a plain paper.

 Preliminary interview
The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.

Application blank
The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars.

Tests
A test is a sample measurement of a candidates ability and interest for the job.

Final interview
An interview is a face to face oral examination of a candidate by an employer.

Back ground verification

The background verification is done to check the honesty and integrity of the candidate.

Final selection
If the employer is satisfied with the candidate, then the selection will be made.

Physical examination
It is important that a person selected for the job must also be medically fit to perform it.

Placement
If the employer is satisfied with the medical report of the candidate, he may place in the concern.

SELECTION PROCESS

NEED OF THE STUDY

In todays fast changing world, recruiting right candidate for the right job is very much needed for the organization to achieve their goal sets and it vary from one to another. It is thus important for me to understand, analyse the concept of recruitment and selection process and its effectiveness in the current organization.

STATEMENT OF THE PROBLEM

The problem which I identified, is that the Recruitment and selection process possess certain issues like Kerala and Tamilnadu circle were the only ones for which the recruitment process was done for entire other circles, and also i t involves the organization system to be developed for implementing recruitment program and procedures to the employed and the proper training program should be conducted on monthly bases to improve the employees skills and feedback should be collected for future reference..