A

Summer Internship Project Report

On
“A study on Recruitment process at Escon Elevators Pvt Ltd”

In the partial fulfillment of the Degree of

Masters in Management Studies
Under
University of Mumbai
By Ms. Roshan Zakir Mulla
MMS SEMESTER III Roll No: 1629
Specialization: Human Resource
Batch: 2016-2018
Under the Guidance of
External Guide Internal Guide
Ms. Rishita D’souza Prof. Sahar Kapdi
Recruitment Head
Escon Elevators Pvt Ltd

Oriental Institute of Management

Vashi, Navi Mumbai-400703
2017

1
 DECLARATION

This is to declare that I Roshan Zakir Mulla, student of Oriental Institute of

Management (OIM), Vashi MMS Human Resource Specialization batch 2016-2018, has given

original data and information to the best of my knowledge in the project report titled “A study of

Recruitment process at Escon Elevators Pvt Ltd” is a record of independent work carried out by

me under the guidance and supervision of Prof. Sahar Kapdi towards the partial fulfillment of

requirement for the M.M.S. degree course under University of Mumbai.

I also agree in principal not to share the vital information with any person outside the

organization and that I have not submitted it for any award or any other title, degree or diploma.

Date:
Place: Navi Mumbai Name: Roshan Zakir Mulla
Roll No: 1629
Specialization: Human Resource
Batch: 2016-2018

2
 CERTIFICATE

This is to certify that the project entitled “A study on Recruitment process at “Escon Elevators

Pvt Ltd”, submitted to Oriental Institute of Management, Navi Mumbai in the partial fulfillment

of the requirements for the award of the degree of Master in Management Studies of

University of Mumbai embodies the results of bonafide project work carried out by Roshan

Zakir Mulla under my guidance and supervision.

To the best of my knowledge the results embodied in this project have not been submitted to any

other university or institute for the award of Degree or Diploma. The assistance and help

received during the course of this investigation has been duly acknowledged.

Internal Guide Director

Prof. Sahar Kapdi Dr.K.G Dawani

Date:
Place: Navi Mumbai

3
 ACKNOWLEDGEMENT

I am fortunate to get an opportunity to undergo the “internship” at Escon Elevators. The project

has been very useful for me in understanding the various pragmatic aspects of the management

function practice in the real world.

I express my deep sense of gratitude to Ms. RISHITA D’SOUZA, (Recruitment Head), for

their counsel throughout my training. I would also like to express my gratitude to all the

members of HR Operation & Recruitment Department of Escon Elevators for their assistance

and constant motivation.

Above all, I give my special thanks to my internal guide Ms. SAHAR KAPDI & all my faculty

members who have supported me. I am very thankful to all of them who have guided me for my

project.

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 Table of Content
Sr.no Content Page no
1 Executive Summary

2 Introduction
 Industry Profile
 Company Profile
 Vision & Mission
 Products
 Competitors Information
 Achievements
3 Recruitment
 Work Flow Model
 SWOT Analysis
 Learning Experience

4 Suggestions

5 Conclusion

6 Bibliography

5
 Executive Summary

Recruitment is not a magical process of having people sign up, but is one of the most critical

aspects of operating your program.

Recruitment should be a strategic process that connects candidates who need what you have to

offer and who possess the skills and aptitude to accomplish your goal and objectives.

The recruitment unit is dedicated to recruiting the qualified candidates for appointment. This

process includes administering all testing phases from the written examination up until applicants

are appointed. The recruitment process should ensure fairness and consistency throughout the

entire process. It should be administered in such a way that only those applicants who meet

various job related standards are offered positions of appointment. The recruitment units should

actively recruit and participate in event that will foster a diverse applicant pool. Recruiting from

a pool of targeted leads can decrease member attrition.

The objective of my study was to understand the recruitment practices. In this report, I have tried

to include all the issues related to recruitment process which I could gather after reading various

articles on Human Resource.

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PART-A

7
 Introduction
This is an internship report. Masters in Management Studies (MMS) course requires a two
months attachment with an organization followed by a report assigned by the supervisor in the
organization and endorsed by the faculty advisor .i took the opportunity to do my internship in
Escon Elevators which is one of the leading Elevator service provider in India
Under the proper guidance of on site supervisor Rishita D’souza, I have conducted my study on
Recruitment and selection process in Escon. My faculty supervisor Prof. Saher Kapdi also
approved the topic and authorized me to prepare this report as part of the fulfillment of internship
requirement and gave me proper guidance and assistance over time.
There no doubt that the world of work is rapidly changing. As a part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce diversity.
Changing skill requirements, continuous improvement initiatives contingent workforce
decentralize work sites and employee involvement are the issue for confront. Now it is a big
challenge for the HRM to support the organization by providing the best personnel for the
suitable position. time. Starting with recognizing the vacancies and planning for them is great
task. Moreover selecting attracting the suitable candidates and selecting the best person in time is
challenge.
The cost of recruitment is significant. So, proper planning and formulate those plan is the task
that requires more focus and improvement. Equal opportunity and sourcing is also a vital part.
Realizing this need we tried to find the difference and similarities between theoretical aspects
with the practical steps taken by the company. We took an attempt to demonstrate the feature for
the further improvement.

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 Objective of Study

Broad Objective

To Know overall about the company of Escon Elevators Pvt Ltd and also know each and every

parts of the recruitment and selection process of the company

Specific Objective

1. To focus on major element of Recruitment and selection

2. To focus on process Recruiting and Selecting persons

3. To focus on the updates and the better methods of modern techniques

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 Industry Profile

Elevators

Elevators are devices that move people and goods vertically within a dedicated shaft that connects the

floors of a building. They became commonplace in the 1850s as steel and iron structural frames allowed

taller construction; In almost all modern multi-floor buildings, elevators are required to provide universal

access.

There are three main types of elevators commonly used, which are given as follows:

1) Hydraulic Elevator

2) Traction Elevator

3) MRL (Machine Room Less) Elevator

1) Hydraulic Elevator

Hydraulic elevators are supported by a piston at the bottom of the elevator that pushes the

elevator up as an electric motor forces oil or another hydraulic fluid into the piston. The elevator

descends as a valve releases the fluid from the piston. They are used for low-rise applications of

2-8 stories and travel at a maximum speed of 200 feet per minute. The machine room for

hydraulic elevators is located at the lowest level adjacent to the elevator shaft.

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 2) Traction Elevator

Traction elevators are lifted by ropes, which pass over a wheel attached to an electric

motor above the elevator shaft. They are used for mid and high-rise applications and

have much higher travel speeds than hydraulic elevators. A counter weight makes the

elevators more efficient by offsetting the weight of the car and occupants so that the

motor doesn't have to move as much weight

1) Machine-Room-Less Elevator

Machine-Room-Less Elevators are traction elevators that do not have a dedicated machine room

above the elevator shaft. The machine sits in the override space and is accessed from the top of the

elevator cab when maintenance or repairs are required. The control boxes are located in a control room

that is adjacent to the elevator shaft on the highest landing and within around 150 feet of the machine.

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 Elevator modernization

Most elevators are built to provide about 20 years of service, as long as service intervals

specified and periodic maintenance/inspections by the manufacturer are followed. As the

elevator ages and equipment become increasingly difficult to find or replace, along with code

changes and deteriorating ride performance, a complete overhaul of the elevator may be

suggested to the building owners.

A typical modernization consists of controller equipment, electrical wiring and buttons, position

indicators and direction arrows, hoist machines and motors (including door operators), and

sometimes door hanger tracks. Rarely are car slings, rails, or other heavy structures changed. The

cost of an elevator modernization can range greatly depending on which type of equipment is to

be installed.

Modernization can greatly improve operational reliability by replacing mechanical relays and

contacts with solid-state electronics. Ride quality can be improved by replacing motor-generator-

based drive designs with Variable-Voltage; Variable Frequency (V3F) drives, providing near-

seamless acceleration and deceleration. Passenger safety is also improved by updating systems

and equipment to conform to current codes.

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 Elevator safety

Cable-borne elevators

Statistically speaking, cable-borne elevators are extremely safe. Their safety record is

unsurpassed by any other vehicle system. In 1998, it was estimated that approximately eight

millionths of one percent (1 in 12 million) of elevator rides result in an anomaly, and the vast

majority of these were minor things such as the doors failing to open. Of the 20 to 30 elevator-

related deaths each year, most of them are maintenance-related — for example, technicians

leaning too far into the shaft or getting caught between moving parts, and most of the rest are

attributed to other kinds of accidents, such as people stepping blindly through doors that open

into empty shafts or being strangled by scarves caught in the doors. In fact, prior to the

September 11th terrorist attacks, the only known free-fall incident in a modern cable-borne

elevator happened in 1945 when a B-25 bomber struck the Empire State Building in fog,

severing the cables of an elevator cab, which fell from the 75th floor all the way to the bottom of

the building, seriously injuring (though not killing) the sole occupant — the elevator operator.

However, there was an incident in 2007 at a Seattle children's hospital, where a ThyssenKrupp

ISIS machine-room-less elevator free-fell until the safety brakes were engaged. This was due to a

flaw in the design where the cables were connected at one common point, and the Kevlar ropes

had a tendency to overheat and cause slipping (or, in this case, a free-fall). While it is possible

(though extraordinarily unlikely) for an elevator's cable to snap, all elevators in the modern era

have been fitted with several safety devices which prevent the elevator from simply free-falling

and crashing. An elevator cab is typically borne by 2 to 6 (up to 12 or more in high rise

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installations) hoist cables or belts, each of which is capable on its own of supporting the full load

of the elevator plus twenty-five percent more weight. In addition, there is a device which detects

whether the elevator is descending faster than its maximum designed speed; if this happens; the

device causes copper (or silicon nitride in high rise installations) brake shoes to clamp down

along the vertical rails in the shaft, stopping the elevator quickly, but not so abruptly as to cause

injury. This device is called the governor, and was invented by Elisha Graves Otis. In addition,

an oil/hydraulic or spring or polyurethane or telescopic oil/hydraulic buffer or a combination

(depending on the travel height and travel speed) is installed at the bottom of the shaft (or in the

bottom of the cab and sometimes also in the top of the cab or shaft) to somewhat cushion any

impact. However, In Thailand, in November 2012, a woman was killed in free falling elevator, in

what was reported as the "first legally recognized death caused by a falling lift".

Hydraulic elevators

Past problems with hydraulic elevators include underground electrolytic destruction of the

cylinder and bulkhead, pipe failures, and control failures. Single bulkhead cylinders, typically

built prior to a 1972 ASME A17.1 Elevator Safety Code change requiring a second dished

bulkhead, were subject to possible catastrophic failure. The code previously permitted only

single-bottom hydraulic cylinders. In the event of a cylinder breach, the fluid loss results in

uncontrolled down movement of the elevator. This creates two significant hazards: being subject

to an impact at the bottom when the elevator stops suddenly and being in the entrance for a

potential shear if the rider is partly in the elevator. Because it is impossible to verify the system

at all times, the code requires periodic testing of the pressure capability. Another solution to

protect against a cylinder blowout is to install a plunger gripping device. Two commercially

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available are known by the marketing names "Lifejacket" and "Hydro Brake". The plunger

gripper is a device which, in the event of an uncontrolled downward acceleration,

nondestructively grips the plunger and stops the car. A device known as an over speed or rupture

valve is attached to the hydraulic inlet/outlet of the cylinder and is adjusted for a maximum flow

rate. If a pipe or hose were to break (rupture), the flow rate of the rupture valve will surpass a set

limit and mechanically stop the outlet flow of hydraulic fluid, thus stopping the plunger and the

car in the down direction.

In addition to the safety concerns for older hydraulic elevators, there is risk of leaking hydraulic

oil into the aquifer and causing potential environmental contamination. This has led to the

introduction of PVC liners (casings) around hydraulic cylinders which can be monitored for

integrity.

In the past decade, recent innovations in inverted hydraulic jacks have eliminated the costly

process of drilling the ground to install a borehole jack. This also eliminates the threat of

corrosion to the system and increases safety.

Mine-shaft elevators

Safety testing of mine shaft elevator rails is routinely undertaken. The method involves

destructive testing of a segment of the cable. The ends of the segment are frayed, then set in

conical zinc molds. Each end of the segment is then secured in a large, hydraulic stretching

machine. The segment is then placed under increasing load to the point of failure.

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 Uses of elevators

Passenger service

A passenger elevator is designed to move people between a building's floors. Passenger elevators

capacity is related to the available floor space. Generally passenger elevators are available in

capacities from 500 to 2,700 kg (1,000–6,000 lb) in 230 kg (500 lb) increments. Generally

passenger elevators in buildings of eight floors or fewer are hydraulic or electric, which can

reach speeds up to 1 m/s (200 ft/min) hydraulic and up to 152 m/min (500 ft/min) electric. In

buildings up to ten floors, electric and gearless elevators are likely to have speeds up to 3 m/s

(500 ft/min), and above ten floors speeds range 3 to 10 m/s (500–2,000 ft/min). Sometimes

passenger elevators are used as a city transport along with funiculars. For example, there is a 3-

station underground public elevator in Yalta, Ukraine, which takes passengers from the top of a

hill above the Black Sea on which hotels are perched, to a tunnel located on the beach below. At

Casco Viejo station in the Bilbao Metro, the elevator that provides access to the station from a

hilltop neighborhood doubles as city transportation: the station's ticket barriers are set up in such

a way that passengers can pay to reach the elevator from the entrance in the lower city, or vice

versa. See also the Elevators for urban transport section.

Types of passenger elevators

The former World Trade Center's twin towers used sky lobbies, located on the 44th and 78th

floors of each tower

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Passenger elevators may be specialized for the service they perform, including: hospital

emergency (code blue), front and rear entrances, a television in high-rise buildings, double

Decker, and other uses. Cars may be ornate in their interior appearance, may have audio visual

advertising, and may be provided with specialized recorded voice announcements. Elevators may

also have loudspeakers in them to play calm, easy listening music. Such music is often referred

to as elevator music.

An express elevator does not serve all floors. For example, it moves between the ground floor

and a sky lobby, or it moves from the ground floor or a sky lobby to a range of floors, skipping

floors in between. These are especially popular in eastern Asia.

Capacity

Residential elevators may be small enough to only accommodate one person while some are

large enough for more than a dozen. Wheelchair, or platform elevators, a specialized type of

elevator designed to move a wheelchair 3.7 m (12 ft) or less, can often accommodate just one

person in a wheelchair at a time with a load of 340 kg (750 lb).

Freight elevators

A specialized elevator from 1905 for lifting narrow gauge railroad cars between a railroad freight

house and the Chicago Tunnel Company tracks below. The interior of a freight elevator is very

basic yet rugged for freight loading.

A freight elevator, or goods lift, is an elevator designed to carry goods, rather than passengers.

Freight elevators are generally required to display a written notice in the car that the use by

17
passengers is prohibited (though not necessarily illegal), though certain freight elevators allow

dual use through the use of an inconspicuous riser. In order for an elevator to be legal to carry

passengers in some jurisdictions it must have a solid inner door. Freight elevators are typically

larger and capable of carrying heavier loads than a passenger elevator, generally from 2,300 to

4,500 kg. Freight elevators may have manually operated doors, and often have rugged interior

finishes to prevent damage while loading and unloading. Although hydraulic freight elevators

exist, electric elevators are more energy efficient for the work of freight lifting.

Sidewalk elevators

A sidewalk elevator is a special type of freight elevator. Sidewalk elevators are used to move

materials between a basement and a ground-level area, often the sidewalk just outside the

building. They are controlled via an exterior switch and emerge from a metal trap door at ground

level. Sidewalk elevator cars feature a uniquely shaped top that allows this door to open and

close automatically.

Stage lifts

Stage lifts and orchestra lifts are specialized elevators, typically powered by hydraulics, that are

used to raise and lower entire sections of a theater stage. For example, Radio City Music Hall has

four such elevators: an orchestra lift that covers a large area of the stage, and three smaller lifts

near the rear of the stage. In this case, the orchestra lift is powerful enough to raise an entire

orchestra, or an entire cast of performers (including live elephants) up to stage level from below.

There's a barrel on the background of the image of the left which can be used as a scale to

represent the size of the mechanism

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Vehicle elevators

Vehicular elevators are used within buildings or areas with limited space (in place of ramps),

generally to move cars into the parking garage or manufacturer's storage. Geared hydraulic

chains (not unlike bicycle chains) generate lift for the platform and there are no counterweights.

To accommodate building designs and improve accessibility, the platform may rotate so that the

driver only has to drive forward. Most vehicle elevators have a weight capacity of 2 tons.

Rare examples of extra-heavy elevators for 20-ton Lorries, and even for railcars (like one that

was used at Dnipro Station of the Kiev Metro) also occur.

Boat lift

In some smaller canals, boats and small ships can pass between different levels of a canal with a

boat elevator rather than through a canal lock.

Aircraft elevators

On aircraft carriers, elevators carry aircraft between the flight deck and the hangar deck for

operations or repairs. These elevators are designed for much greater capacity than other

elevators, up to 91,000 kg (200,000 lb) of aircraft and equipment. Smaller elevators lift

munitions to the flight deck from magazines deep inside the ship.

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 Escalator

An escalator is a type of vertical transportation in the form of a moving staircase which

carries people between floors of a building. It consists of a motor-driven chain of

individually linked steps on a track which cycle on a pair of tracks which keep them

horizontal.

Escalators are used around the world in places where elevators would be impractical.

Principal areas of usage include department stores, shopping malls, airports, transit

systems (railway/railroad stations), convention centers, hotels, arenas, stadiums and

public buildings.

Escalators have the capacity to move large numbers of people. They can be placed in the

same physical space as a staircase. They have no waiting interval (except during very

heavy traffic). They can be used to guide people toward main exits or special exhibits.

They may be weatherproofed for outdoor use. A nonfunctional escalator can function as a

normal staircase, whereas many other methods of transport become useless when they

break down or lose power.

Types of escalators

1) Step type escalator

2) Wheelchair assessable escalator

3) Belt type escalator

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 4) Cleat type escalator

5) Lavytator

Step type escalator

The step type escalator is the common type of escalator today. The steps are usually metal, but

very old step type escalators had wooden steps. Step type escalators can also go up/down, flat,

then up/down again. On Otis Next Step escalators, the escalator steps are mounted on most likely

hinged circles, and the track appears to be besides the steps, visible from above the steps. This

type of escalator is designed to be safer than other step type escalators.

Wheelchair assessable escalator

Wheelchair accessible escalators have an attendant. If someone in a wheelchair needs to use the

escalator, the escalator will be stopped. Once the wheelchair is on the escalator, the escalator is

put in a special mode. 3 steps will level out, forming a platform. After that, some spikes will

come out of the step closest to the lower landing of the escalator of the platform made out of 3

steps, preventing the passenger's wheelchair from rolling off of the platform. After that, the

escalator will start moving slowly. The attendant will ride with the passenger, possibly for safety

reasons. In at least some cases, the escalator will start moving in the opposite direction that it

usually moves (possibly because there might only be 1 wheelchair accessible escalator going

between 2 floors in many cases). After that, the escalator will speed up. Once the passenger in

the wheelchair gets close to the top, the escalator will slow down. After the passenger in the

wheelchair is no longer on the escalator, the escalator is then switched back to normal operation.

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Wheelchair accessible escalators might have only been installed in Japan. It is unknown if

wheelchair accessible escalators are still made.

Belt type escalator

The belt type escalator was made by Piat. You stand on a flat(?) belt. This type of escalator probably

doesn't exist anywhere, anymore

Cleat type escalator

The cleat type escalator had cleated metal, later wood treads that are slanted. Some types of cleat

type escalator look more like a belt, not an escalator (the belt type escalator?). This type of

escalator is not known to exist anywhere, anymore.

Lavytator

The Levytator is a new type of escalator, the freeform escalator, that can curve multiple times, in

either direction. There are 2 escalators, which share a continuous loop of steps. The 2 escalators

can curve differently. A working prototype has been built, but currently the inventor is looking

for a company to mass-produce, and sell the new type of escalator. The steps are uniquely-

shaped.

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Company Profile

ESCON was established in the year 1990 and is one of the fastest growing companies having in-

house R&D and manufacturing facilities.

Escon Elevators is a Private Limited Company having a blend of professionals and technocrats.

They have done extensive market studies in the ELEVATOR business and have invaluable

insight into the strengths and weakness of the ELEVATORS of different makes offered by both

indigenous and multinational companies. In a vibrant industry where technology obsolescence is

at breath taking speed and the customer’s expectations and requirements demands drastic

changes periodically, we believe in continuous learning, up-gradation, innovation & passion for

perfection. The continuous feedback from different end users has added to our insight in the

chosen field. They have installed a large number of lifts at various Government & Private

Organizations. They have a strong team of technical personnel including Electrical, Mechanical

and Electronic Engineers.

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Company History

ESCON is an ISO 9001 – 2008 Certified Company for Design, Manufacturing of Quality

products and safety standards as per IS 14665. We have Got NSIC CRISIL PERFORMANCE

AND CREDIT RATING-SE1B which indicates Highest Performance Capability and moderate

financial strength. ESCON has completed 20 years and continue integration of advanced

technologies through innovation and service.

ESCON Elevator is one of the fastest growing company and leading manufacturer of Elevators

and Escalators. ESCON produces various kinds of elevators and escalators which integrate full

fledged Research and Development, Production, Manufacturing, Testing and Quality assurance,

Installation, Modernization, Maintenance and after sales service are under one roof in a

professional way. The sales network covers all large and medium cities in India.

ESCON learned a lot of details in line of business which helped to develop a variety of products

which could compete with the products offered by the indigenous and multinational companies.

During this period, we installed many elevators at various locations including Government

bodies as well as private enterprises in India and abroad.

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Vision & Mission

Mission:

Express Elevator is dedicated to bringing people home with safety and comfort. As a

forward looking organization, we accomplish this by committing to Otis principles and our green

philosophies.

Vision:

Driven by our passionate commitment, Express Elevator will be the most preferred

manufacturer in the residential market.

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Products

Elevators

Escon Believes in continuous learning innovation,up gradation and perfaction.Our Elevators are

enriched with deep and wide experience gained from substantial presence in the elevator

industry.we have installed several elevators across the country.

Our products speak for themselves, and you will find that any Elevator manufatured and installed

by Escon will meet and exceed your expectations.

We provide you different types of elevators with different model ,finish and styles.

• HOME ELEVATOR

• TRACTION ELEVATOR

• DUMBWAITER ELEVATOR

• STRECHER ELEVATOR

• GOODS ELEVATOR

• PASSENGER ELEVATOR

• SERVICE ELEVATOR

• CAR/AUTOMOBILE ELEVATOR

• OBSERVATION/CAPSULE ELEVATOR

• HYDRAULIC ELEVATOR

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Escalators

While escalators help move people from floor to floor, they are also especially helpful to

establish traffic patterns towards exhibits or exits. Built using constant-speed motors, escalators

are a safe and economical solution for any building with a medium to high traffic flow such as

shopping malls, department stores, airports, hotels and public buildings. Each location is

analyzed according to area, traffic patterns, safety considerations and structural considerations

before the right escalator system is chosen for your location.

• Commercial Escalator

• Inclined Auto-Walk

• Horizontal Escalator

• Heavy Escalator/ Public Traffic Escalator

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Core Products

1. Wide range of controller with simplex/duplex/triplex/quadraplex operations

Escon have different variety of controllers with new technology and mechanism

i) Mini ES-500 M7 up to 2m/s

ii) Smart ES-500 up to 1m/s

iii) ES-2vvvf serially based G+40 up to 3.5m/s stops

iv) ES-1000 LCD based configuration serially based G+60 stops upto 3.5m/s speed.

2. Automatic Rescue Device (ARD):

Escon Automatic Rescue Device (ARD) is an automatic rescue mechanism, for rescuing

passengers trapped in an elevator due to malfunctioning or power cut. Manual rescuing of

passengers trapped in an elevator takes considerable time, causing anxiety to the passengers. IF

the rescue operations were not conducted by the trained personal, it might cause injuries to

passengers. ARD will safely land the passengers to the nearest floor within minutes of power

failure, thereby avoiding Panic Situation. Hence, ARD is a valuable ADD ON device to the

elevator.

Salient Features: Unique “optimum direction selection” feature make the elevator safe.

• Fully automatic with instant operation, need no human intervention.

• Well integrated into elevator system and ensures safety.

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• Safe Landing during power failure and elevator control system failure.

• Micro controller based technology with PWM device.

• Sealed (SMF) batteries are used for lesser maintenance cost.

• Compact with batteries inside the system. (Del)

• Fault detection LED's on board ensure caution

3- DOT MATRIX AND LCD DISPLAY

21st Century in Electronic Display;

As a leader in elevator display technology, Escon equipment ranges from basic Segmented and

Dot Matrix Position Indicators to full-color, LCD displays with intelligent micro-controllers that

provide active interfacing between building and elevator.

a) Dot Matrix’s Intelligent Design

While remaining competitive in Segmented Displays, Escon also has a strong suit in Dot Matrix

Displays. The intelligent design of Dot Matrix ensures much greater flexibility, scrolling

messages, color choice and eliminates the need for encoders.

b) LCD Display

Our LCD displays provide an attractive and active interface between the building and the

elevator. You have the color as well as direction option in the Display, that will show time,

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temperature, date , month, your title (e.g.- ESCON ELEVATORS PVT. LTD.) Continually on

your display.

4- FULL HEIGHT INFRARED SENSOR

I R full height curtain sensors are used for automatic doors either center

Opening or telescopic for personal safety between doors.

TECHNICAL SPECIFICATION:-;

• Number of beam (Max) 154 numbers.

• Operating environment – 20Deg. C --- +65Deg C

• Vertical tolerance +/- 12.5 Deg.

• Horizontal Tolerance +/- 3mm, 5 Deg..

• Response time 5 ms

5. Door mechanism with closed loop door operator

A) LANDING OPERATION PANEL (LOP):-

• 7 Segment LED – 1 or 2 digit

• Dot Matrix LED - 1 or 2 Digit scrolling arrow.ss

• Interface options parallel/serial R S 485 Communication.

• Floor number calibrate on site.

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• Support 1PB / 2PB (UP / DN) mode.'

• High efficiency DC-DC Regulation which reduces power consumption

B) CAR OPERATING PANEL (COP)

• Supports upto G+60 Stops.

• Mini LCD / 320 x 120 dots Monochrome and color LCD with image.

• 7 Segment LED - 1 or 2 digit

• Dot Matrix LED -1 or 2 Digit scrolling arrow.

• Interface options parallel/serial R S 485 Communication.

• Floor number calibratable on site.

• Support 1PB / 2PB (UP / DN) mode.'

• High efficiency DC-DC Regulation which reduces power consumption

31
Competitors Information

Escon Elevators have Four Main Competitors which are given as follows

1. Otis Elevators

2. ThyssenKrupp

3. Schindler Group

4. Hitachi Elevators

Otis Elevators

Otis Elevator is headed up. A United Technologies subsidiary, Otis Elevator accounts for some
20% of UTC sales and is also the world's #1 elevator maker. More than 2.5 million Otis
elevators, escalators, and moving sidewalks are in service. The company, which serves more
than 200 countries, makes gearless elevators for high-rises, a hydraulic line for mid-rise
buildings, and a heavy-duty one for freight, as well as Gen2 and Re Gen energy efficient
elevators. Its people-moving systems carry airport passengers to baggage claim. Otis offers
installation, maintenance, and upgrade services, too. More than 80% of its sales are generated
outside the US.

ThyssenKrupp

Established in 2002, thyssenkrupp Elevator (India) installs, maintains and modernizes elevators
and escalators in India and Bangladesh. They have a strong presence in various segments, such
as residential, office and infrastructure. They are committed to working together to make cities
the best places to live.

Schindler Groups

This company could be directed by Spielberg. Schindler's lifts are the primary product of

Schindler Holding, the second largest maker of escalators and elevators in the world, behind Otis

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Elevator. Schindler supplies escalators, elevators, and moving walkways for use in airports, train

and subway stations, and other public and government buildings, as well as in offices,

commercial properties, and cruise ships. The company also distributes, services, and repairs

information technology systems in Europe through the ALSO Group. Schindler has operations in

more than 100 countries. The Schindler Group nets around 40% of its sales from European

markets.

Hitachi Elevators

Business inevitably goes up and down for Hitachi Elevator. An affiliate of Hitachi, it is one of

the country's largest manufacturer of elevators for passengers, shipping, medical complexes, and

automobiles. The company also manufactures escalators and moving sidewalks. Founded in

1996, Hitachi Elevator produces more than 30,000 elevators annually and markets them through

a national sales network. The company has manufacturing plants located in Guangzhou,

Shanghai, and Tianjin. Various large-scale production projects for the 2010 Shanghai Expo and

the 2010 Guangzhou Asia Games keep the company busy.

33
Achievements

 Escon Won the WQC World Quality Award

 Escon received NSIC-CIRSIL Rating

 Escon have More than 56 Clients in India

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PART-B

35
Introduction

In this information age, the importance of human capital and human asset cannot do ignored;

rather it is that line of business that could lead any organization to attain heights. This is the

factor that makes difference between one organization and another. Getting the right person at

the right place and then retaining him is the main area of concern in today’s corporate world.

Hence, the emphasis is being laid to device policies and programs in such a manner that it leads

to retention of the desired manpower and thus contributes towards organizational development.

Each organization is now thriving to attain the best person i.e. the knowledgeable worker and

leverage their wisdom towards the achievement of the organizational objectives. Nobody wants

to have the third best or the second best, but to have the best person in the organization it

becomes very difficult to retain them.

Certain great leaders who have made their mark in corporate world by their actions say that

every organization can acquire the same machinery, the same infrastructure etc. But what makes

the difference in one organization to another is the manpower it possess which cannot be copied

down.

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Considering the aspect of sourcing, no organization should ever think that once it has acquired

the best talent created favorable conditions to retain them they would not require going in for

sourcing activities.

Hence this should be kept in mind that sourcing is a continuous process, an outgoing one and

will have its existence till the organization functions. The talent that we have acquired and

retained is through its sourcing only. Unless and until a person is sourced from outside, how will

the organization get the best. To have the best it is essential to acquire it from outside. There has

been tremendous change in the technology and for the organization to survive in this changing

scenario; it has become very essential that they keep up with the pace with the changes in the

technology, the change in the culture etc.

Taking for example no organization can even think of operating without the use of information

technology, now it becomes very difficult and costly affair to train the people within the

organization at different level to learn how to make use of this technology. Hence sourcing is

done and the best talent is acquired so that the person not only takes case of changing technical

needs of the organization but also be able to make other employee learn from him.

After having determined the number and kinds of personnel required the human resource and

personnel manager proceeds with identification of sources of recruitment and finding suitable

candidates for employment. Both internal and external sources of manpower are used depending

upon the types of personnel needed.

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The selection procedure starts with the receipt of applications for various jobs from the interested

candidates. Totally unsuitable candidates are rejected at the screening stage. Man power planning

gives an assessment of the number and type of people required in the organization.

The next task of the personnel manager is to find out capable and suitable persons who may be

working in the organization itself while others will have to be sought from outside the

organization. It involves persuading and inducing suitable persons to apply for and seek jobs in

the organization.

Recruitment refers to the attempt of getting interested applicants and providing a pool of

prospective employees so that the management can select the right person for the right job from

this pool. Recruitment is a positive process as it attracts suitable applicants to apply for available

jobs. The process of recruitment:

1. Identifies the different sources of manpower supply.

2. Assesses their validity.

3. Chooses the most suitable source or sources.

4. Invites applications from the perspective candidates for the vacant jobs.

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Recruitment

Recruitment is the process by which hiring departments develop a viable applicant pool from

which hiring and promotion decisions are made. But prior to recruitment, position description is

necessary while selection includes all the activities, from the initial screening interview to

physical examination if required, that exist for the purpose of making effective selection

decisions.

POSITION DESCRIPTION

A complete, accurate and current position description is the foundation for planning and

conducting the recruitment effort. It should be

Non discriminatory- One should never express a preference for certain age, race or national

origin. In very rare case sex can constitute a bonafide occupational qualification.

Valid- This means they are inherently job related and predict successful performance of the job.

Defensible- This means they are recognized as legitimate in the field attached to the position.

Objective and Measurable- It should be as objective and measurable as possible. The more

subjective qualification the greater the need to predetermine how it will be qualitatively assessed.

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Recruitment refers to the process of sourcing, screening, and selecting people for a job or

vacancy within an organization. Though individuals can undertake individual components of the

recruitment process, mid and large size organizations generally retain professional recruiters.

The recruitment process in India is designed in such a way that each candidate gets the desired

profile according to its own choice. Place the candidate from the right profile, the best job

recruitment agencies, the solution is the end of most Indian job recruitment agencies.

The job recruitment agencies in India involves identifying those posts, preparing the job

description and person specification, advertising, management of the response, the

prequalification process, organizing meetings, conducting interviews, making decisions, the

appointment and action. This means that a lot of time and resources must be invested before the

right candidate is selected.

Most recruitment agencies in India follow three stages in the recruitment process, which are

essentially short list of application, preliminary assessment and final interview and selection.

The recruiting India process may include a written test to judge the particular skills of a

candidate. In this case, the test must be carefully prepared, not to deviate from the subject. Much

can be found on the candidate's resume. A good presentation of his resume is in an organized

way and refined talk a lot on the individual. His mentality and attitude can be judged according

to his resume.

Then the interview, which is an important and crucial part of the recruitment process. The person

who takes the interview of the candidate must be well prepared in advance. Concerns such as the

location of the interview, the timing, structure of the question of strategy, the style of taking the

40
interview must be decided in advance, so that nothing is excluded, and all subjects properly

treated.

In addition, there are a number of things that must be taken into consideration in the recruitment

process. Until the final decision about a certain candidate is taken, it is important to keep in

regular contact with the candidate. The decision-making process should not take too long to

prevent candidates from taking any other occasion. An applicant must be informed once the

decision is made. He or she must say the entire process of his appointment clearly with the

details of all documents to be submitted. A record should be kept of the candidate file for future

reference.

The recruitment process must be strong and justified and shall withstand external scrutiny. Only

a good job recruitment agency with a good understanding of the area and the process can execute

the same success. In India, most of the recruitment agencies to understand the needs of clients

and candidates and they work in a planned way to recruit people.

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Guiding Principles of Recruitment

Appropriate and effective recruitment strategies vary with each position. The length and scope of

the recruitment should be relevant to the position.

In setting the timeline for your recruitment, consider the wording carefully--there are

consequences to your choice.

 If you specify a recruitment deadline, you may not consider any applications received after

that date.

 If you indicate the position will remain open until filled, you must consider any applications

received until an offer has been extended and accepted.

 If you indicate "applications received by a certain date will be assured full consideration,"

you can decide whether or not to review applications received after the specified date. When

using this wording, it is critical to establish a meaningful date.

Recruitment activities should include good faith efforts to solicit a diverse applicant pool and

affirm that race, sex, age, disability or veteran status will not be used to discriminate.

If the position is in a job group that is underutilized, by women or ethnic minorities, additional

targeted recruitment efforts should be undertaken.

All advertisements and position announcements should be consistent with each other, reflect the

qualifications identified in the position description.

Prior to recruiting for a position, ensure that you know what institutional policies and procedures
apply. Contact your HR Generalist before beginning recruitment.

If you wish to waive recruitment for faculty and unclassified positions, consult with the
appropriate HR Director or designee.

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 Objective of Recruitment

1. Hire the right person

2. Conduct a wide and extensive search of the potential positive candidates

3. Recruit staff members who are compatible with the organization’s environment or culture

4. Hire individuals by using a model that focuses on learning and education of the whole person

5. Place individuals in positions with responsibilities that will enhance their personal

development

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Purpose and Importance of Recruitment:

 The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes are to:

 Determine the present and future requirements of the organization in conjunction with its

personnel-planning and job-analysis activities.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of the selection process by reducing the number of visibly,

under qualified or overqualified job applicants.

 Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time.

 Begin identifying and preparing potential job applicants who will be appropriate

candidates.

 Induct outsiders with a new perspective to lead the company.

 Develop an organizational culture that attracts competent people to the company.

 Search or head hunt/head pouch people whose skills fit the company’s values.

 Devise methodologies for assessing psychological traits.

 Search for talent globally and not just within the company.

 Anticipate and find people for positions that do not exist yet.

 Increase organizational and individual effectiveness in the short term and long term.

 Evaluate the effectiveness of various recruiting techniques and sources for all types of job

applicants

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 Methods of Recruitment
The following are the most commonly used methods of recruiting people. They are:

INTERNAL METHODS:

1. Promotions and Transfers-- This is a method of filling vacancies from within through

transfers and promotions. A transfer is a lateral movement within the same grade, from

one job to another. It may lead to changes in duties and responsibilities, working

conditions, etc., but not necessarily salary. Promotion, on the other hand, involves

movement of employee from a lower level position to a higher level position

accompanied by (usually) changes in duties, responsibilities, status and value.

2. Job Posting-- Job posting is another way of hiring people from within. In this method, the

organization publicizes job opening on bulletin boards, electronic method and similar

outlets. One of the important advantages of this method is that it offers a chance to highly

qualified applicants working within the company to look for growth opportunities within

the company to look for growth opportunities within the company without looking for

greener pastures outside.

3. Employee Referrals-- Employee referral means using personal contacts to locate job

opportunities. It is a recommendation from a current employee regarding a job applicant.

The logic behind employee referral is that “it takes one to know one”. Employees

working in the organization, in this case, are encouraged to recommend the names of

their friends, working in other organizations for a possible vacancy in the near future.

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External (direct) Methods:

1. Campus Recruitment-- It is a method of recruiting by visiting and participating in college

campuses and their placement centers. Here the recruiters visit reputed educational

institutions such as IITs, IIMs, colleges and universities with a view to pick up job aspirants

having requisite technical or professional skills. Job seekers are provided information about

the jobs and the recruiters, in turn, get a snapshot of job seekers through constant

interchange of information with respective institutions.

2. External (Indirect) Methods:

Advertisements-- These include advertisements in newspapers; trade, professional and technical

journals; radio and television; etc. in recent times, this medium has become just as colorful,

lively and imaginative as consumer advertising. The ads generally give a brief outline of the job

responsibilities, compensation package, prospects in organizations, etc.

 Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has

flexibility in terms of information and can conveniently target a specific geographic

location. On the negative side, newspaper ads tend to attract only those who are actively

seeking employment at that point of time, while some of the best candidates who are well

paid and challenged by their current jobs may not be aware of such openings.

 Television and radio ads: These ads are more likely to each individual who are not

actively seeking employment; they are more likely to stand out distinctly, they help the

organization to target the audience more selectively and they offer considerable scope for

designing ads creatively.

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Other Methods:

 Private Employment Search Firms: - As search firm is a private employment agency that

maintains computerized lists of qualified applicants and supplies these to employers

willing to hire people from the list for a fee. These firms can be any consultancy or

placements firms.

 Employment Exchanges: - As a statutory requirement, companies are also expected to

notify (wherever the Employment Exchanges Act, 1959, applies) their vacancies through

the respective Employment Exchanges, created all over India for helping unemployed

youth, displaced persons, ex-military personnel, physically handicapped, etc.

 Gate Hiring and Contractors:- Gate hiring (where job seekers, generally blue collar

employees, present themselves at the factory gate and offer their services on a daily

basis), hiring through contractors, recruiting through word-of-mouth publicity are still in

use – despite the many possibilities for their misuse – in the small scale sector in India.

 Unsolicited Applicants / Walk-ins:- Companies generally receive unsolicited applications

from job seekers at various points of time; the number of such applications depends on

economic conditions, the image of the company and the job seeker’s perception of the

types of jobs that might be available etc.

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Process of Recruitment

The recruitment process includes:

1) Determination of vacancies

2) Considering the sources

3) Preparing and publishing information.

1. Determination of vacancies: The first stage in the procedure is concerned with the question-

what resources are needed i.e. the determination of vacancies will depend on the aims and

objectives of the organization. In practice, vacancies of jobs may occur in an organization.

 When an organization is newly setup.

 When there is any change in policy, technology, location.

 When employees leave the organization and need to be replaced.

2. Considering the source: This stage is concerned with the supply and availability of resources.

The sources of supply do not remain constant but vary from time to time. Frequently, sources of

supply of manpower are divided in two group-

I. Internal Source

 Present employees, permanent, temporary and casual employees

already on the pay roll of the organization.

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  Retired and retrenched employees who want to return to the company

may be hired.

 Dependents and relatives of deceased and disabled employees.

I. External sources: - Since it is possible to fill all vacancies through internal

sources, the manpower managers must be familiar with external sources. These

sources generally include:

 Person introduced and recommended by present and former employees or

trade unions.

 Employment exchanged and private employment agencies.

 Open advertisement.

 Educational, technical and professional institutions.

 Contractors and jobbers.

 Gate hiring of unskilled workers.

 Casual applicants.

 Temporary or badly workers

3) PREPARING AND PUBLISHING INFORMATION: - After determination of vacancies

and considering the source, the next important step of recruitment process is preparation and

publication of information. It requires special attention and skill. The object of publication of

information is following:

 It should be sufficient to give complete and accurate details about job and its

requirement.

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  It should attract attention of maximum number of suitable candidates.

 It should create a favorable image of the organization.

The preparation of information should be based on job analysis. It should mention the special

features required in the applicant that are important to the job.

50
Recruitment Process at Escon Elevators

I got an opportunity to work in Escon Elevators Pvt Ltd as an Intern for two months from May to

July it is part of my as a part of my academic program. As my measure is Human Resource

Management, I worked in Human Resource department as an Intern where I had learned several

human resource practices of Escon Elevators.

Description of the Job:

I had the opportunity to have two months long internship at Escon Elevators Pvt Ltd. I have

come across with different tasks that are conduct by the HR department. I was introduced to the

jobs of an HR-Recruiter, there were different types of jobs I was made acquainted with some

were regular other were periodical. I was assigned to the following jobs regularly. Those were-

 Sourcing of CV’s

 Screening of CV’s

 Calling for interview

 Making interview schedule

 Creating employee profile

 Employee joining

Sourcing of CV’s

CV’s are sourced according to the requirements mentioned in the job description. Candidate’s

qualification, experience, industry, salary expectations, salary offered by the company, age, area

of job interest are some of the requirements one must look at while sourcing the CV’s

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Screening of CV’s

After sourcing the CV’s we must screen the best among them which are close to or are suitable

to the job description given by the company. Screening makes the selection process easier for

higher authorities.

Calling for interview

Calling for interview is a task where recruiter interacts with the candidate. In this call recruiter

examines the candidate’s communication skills and other competencies. Also, recruiter gets an

idea about the candidate’s interest in the job offered by the company. Finally, interested

candidates are called for a face to face discussion.

Making interview schedule

It is a process of preparing a list of interested candidates commonly known as ‘Tracker’.

Tracker is a tabular format which gives all important details regarding the candidate. It includes

Candidate’s name, address, name of the previous company, contact number & Email Id, total

work experience, current CTC, expected CTC.

Creating employee profile

The HR department of Escon Elevators Pvt Ltd keeps record of their employees both manually

and in census. After recruiting new files for employees is being prepared. Every new employee is

assigned a PIN for their identification. The employee file contains employee’s joining letter

given by Escon, employee’s CV, photocopy of employee’s educational certificate, other

identification documents.

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Employee joining

When an employee is being selected for the job, the company follows certain process which

includes joining formalities, documentation, signature & filing.

Leave processing

Leave processing includes receiving leave applications and inputting to software.

Apart from these specific jobs, there are certain other jobs which are performed by other teams.

Those are as follows:

 Payroll

 Policy formulation

 HR operation

 Compensation & benefits

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Recruitment Policy Statement

Every position vacancy will be filled based upon a thorough position analysis regardless of the

level of the position or the extent of the search. The diversity goals of the institution, division of

affairs, and the unit will be addressed in all recruitment and selection processes.

Units may use different processes for recruitment depending upon the circumstances surrounding

the need to fill the position, but must take steps to ensure that the values of the profession are

applied in all procedures that are used. IT Recruitment and selection committee members should

be properly trained to assume the important responsibilities of recruitment and selection.

Supervisors should adhere to any institution-wide recruitment and selection programs. This

cannot, however, substitute for an understanding of procedures and processes from a student

affairs perspective.

Recruitment and selection should be planned, implemented, and evaluated to ensure that each

potential employee is provided equal opportunities to compete for the position.

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SWOT Analysis

Strengths

1. Installed elevators in some of the world's most famous structures like Heli charter , Real tech

park, KM Hospital, Nair Hospital etc

2. Acclaimed brand all over India

3. Services available in more than 12 States

4. Continuous investment in new products, technologies and intelligent systems

5. Barriers to entry is relatively high

Weaknesses

1. Competition from big players as well as local players means limited market share

2. Accidents in the past have hurt the brand image

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Opportunities

1. Strong growth in Nepal, Abganisthan and South Africa countries. The company should

capitalize on the growth opportunities because of stagnation in relatively developed markets

2.With a strong history, Escon has vast R&D resources and continually keeps on implementing

new technologies

Threats

1. Strong competition - Many competitors of Escon are equal in size with almost similar
resources and experience

2. Though Escon invests heavily in R&D, other companies replicate the technology and thus hurt

Escon

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Learning Experience

My Internship experience in HR department at Escon Elevators was excellent. I did end to end

recruitment i.e. I used to search the candidates from various sources like naukri.com and

shine.com. I used to do calling to the eligible candidates and do telephonic interview. After

telephonic interview I used to select the best candidates out of it and call them for the round of

face to face interview. The Internship has taught me various aspects of HR. They are:

 Improved communication skills

 Handle job portals

 Solving candidates queries

 Understanding company’s requirement for suitable candidate

 Hiring right person for the right

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 Suggestions

 Communication and coordination must build up with other teams

 The database of candidates must be maintained so that the time will be less consumed

 The company should provide enough holidays and salary increment as per the

performance of their employees

 The company should also look besides the employees growth because the second most

factor of motivation is promotion

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 Conclusion

 The company environment was friendly and adoptable

 Most of the employees were satisfied but changes are required according to the changing

scenario. As recruitment process has a great impact on working of the company as a fresh

blood new ideas enters in the company

 Recruitment was fair

 To some extent clear picture of required candidate was made to search for appropriate

candidate

 The interviewing process is effective to understand a candidate

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Bibliography

 www.google.com

 www.wikipedia.com

 www.esconelevators.com

 www.businessdictionary.com

 HowStuffWorks "How Elevators Work""

 "Elevatorbob's Sidewalk Elevators"

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