A Synopsis Report on

RECRUITMENT AND SELECTION PROCESS IN Birlasoft By Jitendra kumar yadav (Registration No. 581126647)
A Synopsis Report submitted in partial fulfillment of the requirements for the degree of Master of Business Administration of Sikkim Manipal University, INDIA

INSOFT, C 2 SECTOR 10, NOIDA 201 301 CENTRE CODE 1822

Sikkim Manipal University of health, Medical and technological science Distance Education wing Syndicate House, Manipal 576104

DECLARATION

I hereby declare that the Synopsis report entitled:

Synopsis

Report

on

RECRUITMENT

AND SELECTION

PROCESS IN Birlasoft submitted in partial fulfillment of the requirement

for the degree of Masters of Business Administration to Sikkim Manipal University, India, is my original work and not submitted for the award of any other degree, diploma, fellowship, or any other similar title or prizes. Place: Noida

Date: 19-03-2013 (JITENDRA KUMAR YADAV)

Registration No. -581126647

Certificate
The Synopsis report of JITENDRA KUMAR YADAV (Registration No. 581126647) A Synopsis Report on RECRUITMENT

AND SELECTION

PROCESS IN Birlasoft is approved and is acceptable in quality and form.

Internal Examiner

External Examiners (Mr. _________)

TABLE OF CONTENTS

1. 2. 3. 4. 5. 6. 7. 8. 9.

OBJECTIVE OF THE STUDY INTRODUCTION TO THE TOPIC COMPANY PROFILE IMPORTANCE OF THE STUDY SCOPE OF THE STUDY LITERATURE REVIEW OBJECTIVE CONCLUSION REFFERENCES

8 9 12 13 15 17 18 19 20 21

10. QUESTIONNAIRE

ACKNOWLEDGEMENT

The entire project from the very idea of it to reality would not have been possible without the guidance and support of many people. As no human efforts and attempt are completed unless somebody pave a right direction and right path. So is the case with me. In accomplishing my project objectives I am indebted to many and it is the high time to acknowledge and appreciate them. I am particularly grateful to Mr. Sharad Ranjan (HR Manager) who has provided me the all required data. I am also thankful to all the Birlasoft member who gave me all the cooperation in spite of their preoccupation in responding to the questionnaire and providing me all their help and guidance as and when required. It was their valuable time and guidance that was instrumental in the timely completion of the project. Lastly, I am very much thankful to all my friends who have helped me to complete this research report.

EXECUTIVE SUMMARY
Birlasoft Ltd. is India's premier information enabling company which provides support into Software application development, Support services, IT Consultancy. Birlasoft sells its stuff to the Banking, Financial Services, Insurance and Manufacturing industries. Birlasoft draws it's strength from 16 years of experience in handling the ever changing IT scenario, strong customer relationships , ability to provide the cutting edge technology at best-value-for-money and on top of it , an excellent service & support infrastructure. The study of my project is Recruitment and Selection procedures of Birlasoft Ltd. Recruitment process starts when we don't get suitable unutilized required resource within the organization after RMG (Resource Management Group) meeting. Determining the Manpower requirement of the company. analyzing different sources of Recruitment i.e. the internal as well as external and how it takes place and which all resource channels are used when the company has to recruit from outside the organization. The various steps the company has to follow selectign an individual for the job posting -resumes screening, short listing, written test and interview.

OBJECTIVE OF THE STUDY

CHAPTER-1 OBJECTIVE OF THE STUDY

OBJECTIVES OF THE STUDY

My primary objective here is to study and observe the Recruitment and Selection Process of Birlasoft Ltd. under the following heads: Procedures followed in the Recruitment Process Criteria of Recruitment Jobs Specification Various Recruitment Sources used by the Company i.e. both External and Internal. Recruitment Sources preferred by the Company Channels used for displaying Recruitment Vacancies. Is there any reservation for SCs, STs Etc in the company Current rate of Employees' Turnover in the Company. Steps used in Selection Procedures. Is there any changes made in Recruitment and Selection Procedures during the last five years.

CHAPTER-2 INTRODUCTION
INTRODUCTION TO THE TOPIC

The Recruitment and Selection Procedure of the company determines the level of achieving Organizational Goals in the long run. As per definition it is stated that which is all about Selecting Right person for the Right Job at the Right Time at the best Possible Position. Although it sounds quite simple but it is also not an easier job to evaluate a person with his Ability and Skills that may satisfy the Core Competency for the Job so that his degree of willingness to pursue a Job becomes Positive. From Job Seeker's prospective it is the Core Competencies which matter much for a job. So it is the effective Recruitment and Selection Procedure which determines not only the right candidate for a job but also a long-term accomplishment of Organizational Goals. The Aim of the Company is to achieve overall Organizational Goal not only by way of fulfilling the targeted top line but also Employee Satisfaction towards various position of Job to the Maximum Level. This I will see as I proceed subsequently in my Project. Steps in Recruitment Process As was mentioned earlier, recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five inter-related stages, viz. Planning, Strategy development, Searching, Screening, and Evaluation and Control

SOURCES OF RECRUITMENT Before an organization activity begins 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 try to tackle the existing sources they have. These sources, accordingly, may be termed as internal and external. (1) INTERNAL SOURCES

Internal sources are the most obvious sources. These include personnel already on the pay-roll of an organization, i.e., its present working force. Whenever any vacancy occurs, somebody from within the organization is upgraded, transferred, promoted or sometimes demoted. This source also includes personnel who were once on the pay-roll of the company but who plan to return or whom the company would like to rehire, such as those on leave of absence, those who quit voluntarily, or those on production lay-offs. MERIT: The use of an internal source has some merits: It improves the morale of employees, for they are assured of the fact that they would be preferred over 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 its employees. It promotes loyalty among the employees, for it gives them a sense of job security and opportunities for advancement. As the persons in the employment of the company are fully aware of, and well acquainted with, its policies and know its operating procedures, they require little training, and the chances are that they would stay longer in the employment of the organization than a new outsider would. They are tried people and can, therefore, be relied upon. It is less costly than going outside to recruit. 10

Demerits: However, this system suffers from certain defects as well. It often leads to inbreeding, and discourages new blood from entering an organization. There are possibilities that internal sources may "dry up", and it may be difficult to find the requisite personnel from within an organization. Since the learner does not know more than the lecturer, no innovations worth the name can be made. Therefore, on jobs which require original thinking (such as advertising, style, designing and basic research), this practice is not followed. As promotion is based on seniority, the danger is that really capable hands may not be chosen. The likes and dislikes of the management may also play an important role in the selection of personnel. This source is used by many organizations; but a surprisingly large number ignore this source, especially for middle management jobs. In other words, this source is the lode that is rarely mined. It is not only reasonable but wise to use this source, if the vacancies to be filled are within the capacity of the present employees; if adequate employee records have been maintained, and if opportunities are provided in advance for them to prepare themselves for promotion from "bluecollar" to "White-collar" jobs.

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CHAPTER-3
COMPANY PROFILE

BirlaSoft LTD

The CK Birla Group was established in 1861 by B.M. Birla, son of the late G.P. Birla. The CK Birla Group works in major industries including automobile,[1] bearings,[2] earthmoving and power transmission equipment,[3] paper, cement, building products and electrical products and information technology. Founded in 1995, Birlasoft is an IT Services provider, with a global workforce of over 6000 employees and has a footprint in 5 continents & delivery centers in China & India. Birlasoft sells its stuff to the Banking, Financial Services, Insurance and Manufacturing industries. Starting out as Birla Horizons International, the company was rejuvenated and renamed as Birlasoft Inc in 1998, when GE Capital joined the company as a strategic investor. The company now has several offices across multiple global locations with dedicated software centres, and invests heavily in R & D on third generation technologies like SOA, SaaS and Cloud computing.

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CHAPTER-4
IMPORTANCE OF THE STUDY
IMPORTANCE OF RECRUITMENT AND SELECTION PROCEDURES IN HR Recruitment and Selection Procedure is a vital factor of an Organization. If it is not done properly the Production Procedure will be hampered. Hence Productivity will fall down. So the Organization will be in trouble and it will affect the Employer- Employee Relationship. So Recruitment and Selection Procedure should be done in Proper and Correct manner. The New Candidates should replace the vacant post so that the production of the company does not hamper. By this the Productivity will increase and the Organization will gain profit. So the Employer will be happy and will not hesitate to distribute bonus and increments to the workers. The Workers will also be more motivated to work. Hence there will be Harmonious Relationship in the Organization. It will also stabilize the organization in the long run.

WHY I CHOSE RECRUITMENT AND SELECTION FOR MY STUDY JUSTIFICATION Basically Recruiting is the discovering of Potential Candidates for actual or anticipated organizational vacancies. It also can be said in another way that bringing together those with jobs to fill and those seeking jobs. It is important to study Recruitment and Selection because through it I can identify our Human Resource needs. I can know what kind of people must be selected to fill up the Specified Vacancies. The Ideal Recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. It should also provide information so that unqualified

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applicants can self select them out of job candidacy, that is, a good Recruiting Program should attract the qualified and not attract the unqualified. Recruiting people is done by various ways, for the study first I have to know the Recruiting Sources. There are Internal and External Sources as well as Employee Referrals/Recommendation. In this Project I am studying Recruitment and Selection Process of Birlasoft LTD. To find out Actual Recruitment and Selection Process of IT Company is my main objective of study. My aim is to study the IT company to understand the Image of the Organization, Attractiveness of the job, Internal policies, about the Union (if any), Govt. requirement Recruiting Budgets etc. Through this kind of surveys I will be able to achieve Real Recruitment Program of this IT Company where for all kinds of operational level Technical Qualification is needed. I also have the picture of Selection Cost of the company. It is very interesting to study Recruitment and Selection Process as it will give me light when I will work, in HR Department in my future Corporate Life. That's why I choose this topic.

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CHAPTER-5
SCOPE OF THE STUDY RECRUITMENT AND SELECTION PROCESS

The study of the recruitment and selection process has a wide scope in the following area-

Identification of a Vacancy The Line Manager identifies a vacancy for reasons that may include: Staffing changes eg. resignation, termination, retirement, leave; and/or Work requirement changes eg. Creation of a new position, temporary additional workload.

Review the need for the position/to fill the vacancy. The Line Manager will review the short/long term requirement for the position and the need to fill the vacancy. In so doing the Line Manager will consider: Staffing Plan/profile for the work area Budget Current / Future Requirements Job Skill Requirements Occupancy required to meet need (eg. ongoing, fixed term) Adequacy and accuracy of position description Whether the position is approved and established 15

Determine the most effective recruitment strategy to acquire a pool of candidates The Line Manager will consider and assess the best way of attracting a pool of suitably qualified candidates, who will meet the needs of the business. Examples of methods for acquiring a pool of candidates are: Internal staff (Advertisement) Internal staff (Redeployment) Candidates from recent/previous recruitment activity Professional/Industry Organisations Recruitment Agencies/Job Network Advertising Internet Journals Newspaper

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CHAPTER-6

Literature Review
THEORITICAL PERSPECTIVE OF RECRUITMENT AND SELECTION PROCESS: Recruiting is the discovering of Potential Applicants for actual or anticipated organizational vacancies. In other words, it is a 'linking activity' bringing together those with job and those seeking jobs. As Yodel and other point out: "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force." Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organization charts and control systems would not do much goods. Flippo views recruitment both as 'positive' and 'negative' activity. He says: "It is a process of searching for prospective employees and stimulating and encoy/aging them to apply for jobs in an organization. !t is often termed positive in that it stimulates people to apply for jobs to increase the 'hiring ration', i.e., the number of applicants for a job. Selection, on the other hand tends to be negative because it rejects a good member of those who apply, leaving only the best to be hired".

FACTORS AFFECTING RECRUITMENT: Most of the organizations, whether large or small, do engage in recruiting activity, though not to the same extent. This differs with: The size of the organization; The employment conditions in the community where the organization is located;

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CHAPTER-7
OBJECTIVES OF THE STUDY
My primary objective here is to study and observe the Recruitment and Selection Process of Birlasoft Ltd under the following heads: Procedures followed in the Recruitment Process Criteria of Recruitment Jobs Specification Various Recruitment Sources used by the Company i.e. both External and Internal. Recruitment Sources preferred by the Company Channels used for displaying Recruitment Vacancies. Is there any reservation for SCs, STs Etc in the company Current rate of Employees' Turnover in the Company. Steps used in Selection Procedures. Is there any changes made in Recruitment and Selection Procedures during the last five years.

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CHAPTER-8
Conclusion
From the analysis it is clear that the salary package and the career growth opportunities are the major reasons for the candidate to join the company. The working environment in the company is excellent and is up to the mark. Birlasoft being an IT company growth opportunities are immense. I have given various options for joining of the candidates in the organization in the questionnaire. Also 1 got more options from the employees while interacting with them. 16% of the employees have mentioned or pointed it out the working environment as the reason for joining the organization. 11% talked about the job prospects. So I can say salary package and career growth opportunity attracts most of the employees towards an organization. From the analysis of recruitment and selection procedure it is clear that for recruiting employees Birlasoft mainly conduct written examination followed by interview. For selection of the technical candidates they have to go through three mandatory interviews, out of which two are technical interviews and one is the interview with the Human Resource head. Inexperienced candidates or those candidate who have less than 3 years of experience, have to appear in written test, if individual qualify the test then only, can proceed for interview. The candidates have to go through 3 rounds of interview, two technical interviews and one with the human resource head. Those candidates who have equal or more than 3 years experience does not have to appear for the written test and can directly appear for the interview. Incase a vacancy arises the company goes for internal recruitment. Internal Recruitment helps in building the morale and motivation of the employees as they are assured that they would be preferred in filling up vacancies at higher levels.

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CHAPTER-9
REFERENCE
BOOKS: 1. Kothari C.R., Research Methodology, Vishwa Publications, New Delhi 2. K.Ashwathappa , Human Resource and Personnel Management 3. Gary Dessler , Human Resource Management

NEWSPAPERS:

Times of India,

ARTICLE Article of Mohan Bangaruswami

WEB SITES:

www.birlasoft.com http://en.wikipedia.org/wiki/BirlaSoft www.google.com www.humanresourcesmagazine.com.au

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CHAPTER-10
QUESTIONNAIRE
What are the reasons of the candidate to join the company?

Salary Package Reputation of the company/Brand name Growth Phase Working Environment Job Prospects Location of the Company Career Growth Opportunity

1. How Candidates are recruited in the company?

Written exam Written exam and Interview Written exam, GD and Interview Others, Please Specify

2. If a vacancy arises in a certain department, then which of the following two options does the company adopt first ? Internal Recruitment External Recruitment

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4. Have there been any changes in the recruitment and selection procedures of the company in the last five years? Yes, please specify No

5. Is the organization doing anything to reduce the employee turnover ratio? (Tick whichever is applicable) Better salary package More Benefits Changing / Improving working condition Better promotion / Career Development Opportunity

6. Is the company providing better working condition, promotion/ career growth opportunities for an employee? Yes No

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