A PROJECT REPORT

ON
“CANDIDATE VALIDATION AND RECRUITMENT
PROCESS AT DENOVO HR CONSULTANCY”

Submitted by-

DIVYA DWIVEDI

MASTER OF BUSINESS ADMINISTRATION

IN

HUMAN RESOURCE MANAGEMENT

INSTITUTE OF PROFESSIONAL EDUCATION AND RESEARCH

(PGDM), BHOPAL

(IPER)

BARKATULLAH UNIVERSITY

YEAR 2018-2020
 ACKNOWLEDGEMENT

This summer report project would not have been possible without support and assistance of all
the specialists working in this area. I would like to take this opportunity to thank each one of
the intellectual exchanges, valuable suggestions, critical reviews and technical assistance.

First of all, I am highly indebted to Mr. SUNIL COKEREY for giving me opportunity to
work under their personal guidance. I express my sincere gratitude to other member of
department for their valuable time and suggestions, me to complete this project successfully

I am highly thankful to Dr. AMARJEET SINGH KHALSA Director (IPER) and Mentor
Mr. OWAIS QURESHI & FACULTY GUIDE Mrs. ADITI SINGH who extended their
support and guidance throughout the period of summer training .I am thankful to all my
trainers during this training helped me whatever little way they could during period. I also
feel to recognize the constructive feedback of my friend and moral support of my family for
without them this project would not have been possible.

B
 DECLARATION

I DIVYA DWIVEDI Student of Master Of Business Administration, Institute Of Professional

Education & Research, Bhopal, hereby declare that the work presented in this Report over the
topic A REPORT ON CANDIDATE VALIDATION AND RECRUITMENT PROCESS
AT DENOVO HR CONSULTANCYs the outcome of our own work, is Bonyfied correct &
best of our knowledge and this work has been carried out taking care of Business Ethics. We
indemnify that the presented work has not been submitted to any University for the award of
any degree or professional diploma.

Place: Bhopal Name: DIVYA DWIVEDI

Date: MBA: 2018-2020

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 TABLE OF CONTENTS

Sr. No. CONTENTS Page No.

1 Executive Summary 1

2 Overview of the sector 2-14

a) Introduction 4

4 b) History 10

3 Introduction of company 20

a) Introduction of company 21-33

b) Services 34-37

4 Job description 38

5 Learning in the Internship 39

6 Analysis 40

7 Contribution and Achievement 41

8 Bibliography 42

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 Chapter -1
EXECUTIVE SUMMARY

The project titled " candidate validation and recruitment process" undertaken in Denovo
Hr consultancy.

The project report about validation and recruitment process that's an important part of
any organization which is considered as a necessary asset of a company? In fact,
recruitment and selection gives a home ground to the organization acumen that is
needed for proper functioning of the organization. It gives a organizational structure of
the company it's a methodology in which the particular organization works and how a
new candidate could be recruited in such a way that he/she would be fitted to the
right kind of career.

There are two types of factors that affect the recruitment of candidates for the
company

• Internal factors
• External factors

The objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. Selection
1process of activities typically follow a standard patter, beginning with an
initial screening interview and concluding with final employment decision.

De Novo is an integrated Human Resource Consultancy with one stop shop for all HR
Requirements, covering a strong network of 9 Regional & Branch offices spanning across the

country, manned by a mixed force of well-trained civilian and Ex-Defense and a preferred HR
partner for our clients. Since the company's inception, we have been playing a very crucial role
in rendering our services to various national undertakings and multinational enterprises, both
in the Private and Public sector. We have an office in Dubai and are in the process of opening
our offices in Australia and the U.S.A. that would enable us to access clients and candidates
across Middle East, Australia and the U.S.A. This is supported by our International back office
based in Bhopal, Madhya Pradesh (India). Our high end recruiting solution that addresses needs
of to

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 Chapter -2
INDUSTRY OVERVIEW
2.1 Overview of the sector

Largely cyclical and fragmented, the Human Resources Industry encompasses a diverse
group of companies providing a range of job-placement and workforce solutions to
corporations in various markets. Although company-specific factors influence the operating
performances of these service providers, macroeconomic and labor-market conditions also
play an important role. The competitive landscape can impact business fundamentals, too. It
is these elements that often cause stock prices in the Human Resources Industry to fluctuate.
Our reports on companies in this sector conform to the standard Value Line industrial page
layout.

Employment Data

Keeping an eye on the national and global economies is crucial when contemplating an
investment in the Human Resources Industry. Economic conditions can significantly affect
the fortune of a staffing firm. While there is a plethora of labor-market statistics that offers
insight to the state of the industry, seasoned observers pay special attention to the
unemployment rate.
Unemployment, considered a “lagging indicator,” as its function is essentially to confirm
patterns in the economy, often provides clues to the direction of the staffing market. It is
important to note the correlation between unemployment and gross domestic product (GDP)
in a business cycle, which can be best described as an inverse relationship. Whereas, in a
business up-cycle, GDP is usually high and unemployment low, during a down-cycle,
economic output is typically tepid and unemployment elevated.
When corporate and consumer spending rise for an extended period of time, the jobless rate
will fall to, or near, a historical low. This can be a signal to job-placement providers that the
business cycle is approaching a peak, and that they need to be prepared for a possible
slackening in service demand. Conversely, very high unemployment may indicate a bottom,

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suggesting substantial future revenue potential. As would be expected, profit margins are
fattest late in an economic upswing.

Diversified Operations
Staffers generate the bulk of their revenues and net profits from traditional employment
services. That is, temporary and permanent placements and project assignments, billed based
on an hourly rate and fixed prices or fees, respectively. But many companies have also
expanded the breadth of service offerings to include nontraditional workforce solutions, such
as outsourcing and consulting, as a way to diversify the revenue stream and promote earnings
growth. Other diversification efforts include broadening geographic reach and/or offering
services within disciplines that are less sensitive to the economic cycle.
Several companies have sought to provide noncore business services to complement their
traditional job-placement offerings, and thus provide customers a comprehensive set of
solutions. Noncore business services are marketed as a means for corporate clients to reduce
their costs and improve efficiency, in accordance with changing dynamics in the economic
environment. Examples of these services include the outsourcing of various administrative,
human-resource or information-technology functions, and consulting within such areas as
benefits, compensation, internal auditing, and risk-management. Although personnel firms
don’t require a heavy cash investment to operate, some outsourcing services are a bit more
costly, as they necessitate an infrastructure to provide support to clients.
With globalization becoming increasingly popular in the business world, it is not unusual to
see a personnel services provider widen its footprint on the international front. Many firms in
recent years have targeted emerging markets, where growth opportunities are vast. Although
this strategy can help mitigate risk in the event that domestic economic activity slows,
widespread weakness can hurt foreign operations, too. Staffers with sizable international
exposure are also subject to the vagaries of currency rates, which can take a toll on margins.
Those with a well-balanced mix of domestic and foreign business, however, tend to
experience limited earnings volatility.
Expanding services to businesses that are resistant to adverse economic changes and are in
high demand has become another common theme in the Human Resources Industry. For
some companies, this strategy has met with success over the years. They have been better
able to cope with the ups and downs of the labor-market cycle. Healthcare, energy and
finance are among the niche sectors where the need for professionals is fairly solid most of
the time. Notably, the pool of skilled talent is relatively tight. That gives staffers, specializing
in these occupations, an advantage over the competition. Also, they are able to command
premium pricing for qualified applicants. This is especially true in the traveling nurse market.

Conclusion

Although a variety of company-related and sector-specific issues can impact members of the
Human Resources Industry, investors ought to bear in mind that macroeconomic conditions
are of paramount importance. Based on the cyclicality of the staffing business, one can
generally predict the group’s performance by observing economic and labor-market trends,
though forecasting the exact timing of certain events is difficult. In conclusion, it’s best to
build a commitment to these equities as a downturn ages, ideally maximizing investment just
before conditions in the job market improve. Patient investors can enjoy lengthy upturns. But,

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as an upturn ages, it’s prudent to periodically take money off the table, cashing in on the
gains.

Introduction

Human resource is a basic need of any work to be done. According to ARTHUR LEWIS:

"There are great differences in development between countries which seem to have roughly
equal resources, so it is necessary to enquire into difference in human behavior"

The project report is all about validation and recruitment process that's an important part of
any organization.

Recruitment highlights each applicant's skills, talents and experience. Their selection
involves developing a list of qualified candidates, defining a selection strategy identified
qualified candidates , thoroughly evaluating qualified candidates and selecting the most
qualified candidate.

It is said if right person is appropriate at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
validation and recruitment process.

Human Resources generally refers to those individuals that operate an organization. The HR
department is a critical component of any business as they are responsible for a wide variety
of functions. As a department, Human Resources is the part of the organization that deals
with employee relations. From a high level, the human resources department of a company
deals with payroll, benefits, hiring, firing, and regulations management.

For businesses, in order for organizations to stay ahead, they must be proficient in recruiting
and retention (hiring and keeping the best employees), and they must be able to explain their

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compensation and benefit packages that come along with the respective position. For
individuals, they must be able to find the jobs that meet their specific skill sets and offer the
best opportunities for career development and advancement

Importance of HRM for Organizational Success

We have discussed the basic concept of HRM and the ways in which it helps the organization
meet its goals. In this article, we discuss the reasons for organizations to have a HRM
strategy as well as the business drivers that make the strategy imperative for organizational
success.

It is a fact that to thrive in the chaotic and turbulent business environment, firms need to
constantly innovate and be “ahead of the curve” in terms of business practices and strategies.
It is from this motivation to be at the top of the pack that HRM becomes a valuable tool for
management to ensure success.

Paradigm The Evolving Business

One of the factors behind organizations giving

a lot of attention to their people is the nature of the firms in the current business environment.
Given the fact that there has been a steady movement towards an economy based on services,
it becomes important for firms engaged in the service sector to keep their employees
motivated and productive. Even in the manufacturing and the traditional sectors, the need to

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remain competitive has meant that firms in these sectors deploy strategies that make effective
use of their resources. This changed business landscape has come about as a result of a
paradigm shift in the way businesses and firms view their employees as more than just
resources and instead adopt a “people first” approach.

Strategic Management and HRM

As discussed in the articles on modern day HRM practices, there is a need to align
organizational goals with that of the HR strategy to ensure that there is alignment of the
people policies with that of the management objectives. This means that the HR department
can no longer be viewed as an appendage of the firm but instead is a vital organ in ensuring
organizational success.

The aims of strategic management are to provide the organization with a sense of direction
and a feeling of purpose. The days when the HR manager was concerned with administrative
duties is over and the current HRM practices in many industries are taken as seriously as say,
the marketing and production functions.

Importance of HRM for Organizational Success

The practice of HRM must be viewed through the prism of overall strategic goals for the
organization instead of a standalone tint that takes a unit based or a micro approach. The idea
here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal
strategies and the HRM policy enmeshes itself fully with those of the organizational goals.

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For instance, if the training needs of the employees are simply met with perfunctory trainings
on omnibus topics, the firm stands to lose not only from the time that the employees spend in
training but also a loss of direction. Hence, the organization that takes its HRM policies
seriously will ensure that training is based on focused and topical methods.

In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure
effective use of people and provide better returns to the organizations in terms of ROI
(Return on Investment) for every rupee or dollar spent on them. Unless the HRM practice is
designed in this way, the firms stand to lose from not utilizing people fully. And this does not
bode well for the success of the organization

Market Size

The global human resource management market size was valued at USD 14.68 billion in
2018 and is expected to register a CAGR of 11.0% from 2019 to 2025. Advancements in
Information Technology (IT) coupled with the introduction of predictive analytics in HR
processes is expected to boost the growth. Evolution of various human resource management
(HRM) solutions has enabled professionals to perform traditional HR activities in a reduced
time span and subsequently focus on attracting the right pool of candidates, retaining human
capital, aligning organizational strategies with individual goals, and managing their human
resources in a manner that results in organizational growth.

Numerous HR software providers offer their solutions on cloud, allowing easy access to data
from virtually any system across the organization. Buyers widely prefer cloud-based systems
owing to flexibility in terms of usage, reduced maintenance charges, and elimination of
installation time and costs.

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Processes in Human Resource Management

Each organization works towards the realization of one vision. The same is achieved by
formulation of certain strategies and execution of the same, which is done by the HR
department. At the base of this strategy formulation lie various processes and the
effectiveness of the former lies in the meticulous design of these processes. But what exactly
are and entails these processes? Let’s read further and explore.

The following are the various HR processes:

• Human resource planning (Recruitment, Selecting, Hiring, Training, Induction,

Orientation, Evaluation, Promotion and Layoff).
• Employee remuneration and Benefits Administration.
• Performance Management.
• Employee Relations.

The efficient designing of these processes apart from other things depends upon the degree of
correspondence of each of these. This means that each process is subservient to other. You
start from Human resource Planning and there is a continual value addition at each step. To
exemplify, the PMS (performance Management System) of an organization like Infosys
would different from an organization like Walmart. Lets study each process separately.

Human Resource Planning:

Generally, we consider Human Resource Planning as the process of people forecasting.
Right but incomplete! It also involves the processes of Evaluation, Promotion and Layoff.

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 • Recruitment: It aims at attracting applicants that match a certain Job criteria.

• Selection: The next level of filtration. Aims at short listing candidates who are the
nearest match in terms qualifications, expertise and potential for a certain job.

• Hiring: Deciding upon the final candidate who gets the job.

• Training and Development: Those processes that work on an employee onboard for
his skills and abilities upgradation.

Employee Remuneration and Benefits Administration: The process involves

deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is
the prime motivator in any job and therefore the importance of this process. Performing
employees seek raises, better salaries and bonuses.

Performance Management: It is meant to help the organization train, motivate and

reward workers. It is also meant to ensure that the organizational goals are met with
efficiency. The process not only includes the employees but can also be for a department,
product, service or customer process; all towards enhancing or adding value to them.

Nowadays there is an automated performance management system (PMS) that carries all the
information to help managers evaluate the performance of the employees and assess them
accordingly on their training and development needs.

Employee Relations: Employee retention is a nuisance with organizations especially in

industries that are hugely competitive in nature. Though there are myriad factors that
motivate an individual to stick to or leave an organization, but certainly few are under our
control.

Employee relations include Labor Law and Relations, Working Environment, Employee
heath and safety, Employee- Employee conflict management, Employee- Employee Conflict
Management, Quality of Work Life, Workers Compensation, Employee Wellness and
assistance programs Counseling for occupational stress. All these are critical to employee
retention apart from the money which is only a hygiene factor.

All processes are integral to the survival and success of HR strategies and no single process
can work in isolation; there has to be a high level of conformity and cohesiveness between
the same.

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 2.3 History
The history of Human Resource Management (HRM) begins around the end of the 19th
century, when welfare officers (sometimes called ‘welfare secretaries’) came into being.
They were women and involved with the protection of women and girls. Their creation was a
reaction to the:

• Harshness of industrial conditions

• Pressures arising from the extension of the franchise
• Influence of trade unions and the labour movement
• Campaigning of enlightened employers, often Quakers, for what was called ‘industrial
betterment’

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As the role grew there was some tension between the aim of moral protection of women and
children and the need for higher output.

20th century developments

The First World War accelerated change in the development of personnel management.
Women were recruited in large numbers to fill the gaps left by men going to fight. This meant
reaching agreement with trade unions (often after bitter disputes) about ‘dilution’– accepting
unskilled women into craftsmen’s jobs and changing manning levels

During the 1920s, jobs with the titles of ‘Labour Manager’ or ‘Employment Manager’ were
introduced to the engineering industry and other industries where there were large factories.
The role involved handling absence, recruitment, dismissal and queries over bonuses.
Employers’ federations, particularly in engineering and shipbuilding, negotiated national pay
rates with the unions, but there were local and district variations and there was plenty of
scope for disputes.

During the 1930s, the economy was beginning to pick up. Big corporations in these newer
sectors saw value in improving employee benefits as a way of recruiting, retaining and
motivating employees. But older industries such as textiles, mining and shipbuilding were hit
by the worldwide recession. These sectors did not adopt new techniques, seeing no need to do
so because they had no difficulty in recruiting labour.

The Second World War brought about welfare and personnel work on a full-time basis at all
establishments producing war materials. The Ministry of Labour and National Service
insisted on it, just as the Government had insisted on welfare workers in munitions factories
in the previous conflict. The Government saw specialist personnel management as part of the
drive for greater efficiency. As a result, the number of people in the personnel function grew
substantially; there were around 5,300 in 1943.

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Reaping the rewards of HR
By 1945, employment management and welfare work had become integrated under the broad
term ‘personnel management’. Experience of the war had shown that output and productivity
could be influenced by employment policies. The role of the personnel function in wartime
had been largely that of implementing the rules demanded by large-scale, state-governed
production. As a result, the image of an emerging profession was very much a bureaucratic
one.

Following the development of poor industrial relations during the 1960s, a Royal
Commission under Lord Donovan was set up. Reporting in 1968, it was critical of both
employers and unions; personnel managers were criticised for lacking negotiation skills and
failing to plan industrial relations strategies. At least in part, Donovan suggested, these
deficiencies were a consequence of management’s failure to give personnel management
sufficiently high priority.

In the 1960s and 1970s employment started to develop significantly. At the same time
personnel techniques developed using theories from the social sciences about motivation and
organisational behaviour. Selection testing became more widely used and management
training expanded. During the 1970s, specialisms started to develop with reward and
resourcing, for example, being addressed as separate issues.

Around the mid-80s, the term ‘Human Resource Management’ arrived from the USA. The
term ‘Human Resources’ is an interesting one; it seemed to suggest that employees were an
asset or resource-like machines, but at the same time HR also appeared to emphasise
employee commitment and motivation. At Consensus HR, we always emphasise to clients the
importance of making the most of one of your most important business assets and resources:
your people.

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2.3 CPSC office of human resources management

The U. S. Consumer Product Safety Commission's (CPSC) employees are dedicated to

working together to protect the public from risk of injury and death involving over 15,000
types of consumer products. Our mission is to reduce unreasonable risk of injury and death
from consumer products, and to assist consumers in evaluating the comparative safety of
consumer products. Our vision is a marketplace where consumer products are as free as
reasonably possible from defects and hidden hazards; product designs that minimize the
potential for failure and human error; routine use of early warning and protection systems;
state-of-art information technology that rapidly identifies potentially hazardous products; and
world safety standards that are modeled on the often higher standards of the United States.

The staff is the lifeblood of the agency. Our work is highly complex and it requires us to take
into account such factors as product design, the environment in which the product is used and
the behaviors of consumers who use the product. We use multi-disciplinary teams of
technical experts to identify these factors and develop solutions for injury reduction.

The Office of Human Resources Management is dedicated to providing management with all
of the tools to recruit and select a well-qualified and diverse workforce. The employees are
the backbone of the Commission and we have set goals in our Strategic Plan to enhance our
recruitment, training and benefits to attract and retain the best.

Our staff comes from a variety of highly specialized disciplines. They include mechanical,
electrical, and chemical engineers who look for flaws and safety enhancements;
epidemiologists and statisticians who analyze injury and death information and estimate
risks; economists who calculate the costs and benefits of Commission actions; and
physiologists, pharmacologists, chemists and toxicologists who examine adverse health
effects of hazardous substances.

We also recruit for attorneys, compliance officers, product safety investigators, computer
analysts and other computer specialists as well as administrative personnel.

We have provided you information on this Human Resources site regarding our mission,
employment programs and job opportunities. Please take a look at CPSC as an employer. We
are looking for the best and that certainly might be you.

If you have questions regarding applying for positions, our benefits and any other of the
many human resources programs please feel free to contact us. Below we have provided you
with the programs, the people to contact and our phone numbers.

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Recruitment and Position Management

Recruiting for Vacancies: Preparing and distributing vacancy announcements, receiving and
evaluating applications, certifying candidates, giving guidance to managers, and making
offers of employment.

Processing Staffing Actions : Processing appointments, reassignments, transfers,

resignations, terminations, promotions, and retirements. Position Management and
Classification: Classifying and grading positions, and advising management regarding
position management.

Pay Administration: Determining pay rates for employees based on grade, step, geographic
location, and special rates.

We Are Also Responsible For:

Welfare to Work
Senior Executive Service
Veteran's Preference
Students
Benefits:
We counsel employees and management about services, which are available to them and in
some instances, their families or households:

Federal Employee Health Benefits

Federal Employees Group Life Insurance
Retirement Programs:

1. Civil Service Retirement System (CSRS)

2. Federal Employees Retirement System (FERS)
3. Social Security
4. Thrift Savings Plan – TSP
5. Retirement Counseling
6. Leave Administration
7. Voluntary Leave Transfer Program.

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 Chapter-3
3.1 INTRODUCTION OF COMPANY

History of the organization:-

De Novo is an integrated Human Resource Consultancy with one stop shop for all HR
Requirements, covering a strong network of 9 Regional & Branch offices spanning across the
country, manned by a mixed force of well-trained civilian and Ex-Defense and a preferred
HR partner for our clients. Since the company's inception, we have been playing a very
crucial role in rendering our services to various national undertakings and multinational
enterprises, both in the Private and Public sector. We have an office in Dubai and are in the
process of opening our offices in Australia and the U.S.A. that would enable us to access
clients and candidates across Middle East, Australia and the U.S.A. This is supported by our
International back office based in Bhopal, Madhya Pradesh (India). Our high end recruiting
solution that addresses needs of top management talent across industry segments and
functions, that are critical & niche.

Our recruiting solution offers exclusive services to those at the top. Our focus here is on the C
Level, i.e. CEO and direct repartees. We address requirements of diverse organizations across
industries for acquiring talent that is senior, critical and niche. We create a sustained
competitive advantage for our clients by helping them identify talented business leaders
demonstrating intellect, integrity and courage. This service is provided by a select group of
DeNovo’s most experienced consultants working across key industry segments and
functions.

3.2 About De novo hr group

Profile:-
De Novo has a dedicated team of professionals whose focus lies entirely on executive search
assignments. This team focuses primarily on search and selection of middle and senior

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management leadership and functional level searches up to CEO level, based on the specific
needs of each client.

With an experience of more than a decade of placing many candidates, our manpower and
placement consultants go beyond the normal mode of sourcing profiles from portals. They
network across borders through referencing, social media and headhunting. As a result, we find
it quite easy to source even passive talents who otherwise not available in the job market.

What We Do
We train, develop, prepare, place, groom and nurture our candidates and keep our customers
satisfied with our services.
Our experts understand the exact requirement so as to meet our clients requirements as well as
those of aspiring candidates.

Service We render
Search, Selection/Placement, Outsourced Staffing, Recruitment Process Services , HR
consulting, Career Transition Support, Payroll Process Outsourcing, Statutory Compliance

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Outsourcing, Security Services, Recruitment Back Office Solution, Training Assessment,
Facility Management Health & Wellness centre

Services:

Recruitment Process Outsourcing:

De Novo also under takes Recruitment Process Outsourcing (RPO) assignments where in we
would take over the hiring issues of the company and keep your strength at 100% at all times
at the locations given to us. Our well developed procedures and methods accelerate hiring
times. Our testing and interviewing techniques ensures improved quality of candidates who are
short listed. We shall take over company's internal recruitment function for a portion. We shall
be providing and managing the entire recruiting/hiring process from job profiling through the
on boarding of the new hire. We shall improve a company's time to hire, increase the quality
of the candidate pool, reduce cost and improve governmental compliance. De Novo claims that
the solution offers improvement in quality, cost, service and speed.

Employee Lifecycle Management solutions

Include the whole gamut of HR processes, Payroll services with statutory compliances which
include

• Human resource planning

• Recruitment & hiring

• Joining documentation

• Time & attendance

• Leave/vacation management

• Claims & reimbursements

• Employee self service

• Organizational change

• On-board service

• Lodgement services

• ENT

• Performance manag & training

• Verification for bills-non ctc reimbursem

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 • Payroll processing & statutory campliance

• E-seperation - full & final settlement

Society welfare:

Santoshi Foundation

Introduction
The Santushti Welfare Society was established as an independent CSR initiative of De
Novo Consultants to actively engage in defined community services. Santushti focuses
on empowering women and girls of rural areas through education and employability,
giving them better health care and providing them a platform to learn, grow and lead
better lives. Santushti (means satisfaction) wherein the team strives to develop both
rural society and environment related issues.

Our Objectives

o Child Development & Nutrition

o Vaccination
o Cleanliness
o Education & Girl Education
o Training Of Rural Social Community
o Energy Development
o Waste Management
o Consumer Awareness

o Self Employment Training & Capacity Building

o Women Empowerment & Self Employment Training
o Water Conservation & Soil Conservation

HIV AIDS - Awareness, Reason & Safety

Educational & Cultural Exchange & Development

Technical Training To Youth & Unemployed Person For Self Employee

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Our Vision

Achieve a value oriented sustainable society based on social orientation, economic growth,
capacity building and empowerment for both women and girl child in the rural sector and
educating and training them on water conservation, energy development and waste
management along with health issues.

Academe mentor:
Every employee suffers from stress at some time. Whether it is caused in the workplace, or at
home is largely irrelevant, as the problem will still manifest itself in the workplace anyways.
A troubled employee is not as productive as a contented employee. Their work rate will drop
and they may make mistakes. This causes them further stress with its various symptoms which
compounds the problem and starts a vicious cycle that normally leads to absenteeism. Academe
Mentor is conceptualized for those who are indeed determined to enter the world of
opportunities. We are introducing modules which have been expertly designed to perfectly suit
the needs of not only the students but also for those who are seeking job opportunities and
improving lifestyles. Of course! Career opportunities shall be provided to the candidate through
denovo.

Corporate Training

• Leadership and interpersonal skills

• Negotiation and persuasive skills
• Personality development
• Basic and corporate communication
• Conflict management
• Consumer Awareness
• Time and stress management
• Creativity and problem solving
• Customer centric approach
• Team building exercises
• Competency based interviewing skills workshop

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 • Presentation skills and public speaking
• Change management and cultural sensitivity workshop

Academe Mentor
Every employee suffers from stress at some time. Whether it is caused in the workplace, or at
home is largely irrelevant, as the problem will still manifest itself in the workplace anyways.
A troubled employee is not as productive as a contented employee. Their work rate will drop
and they may make mistakes. This causes them further stress with its various symptoms which
compounds the problem and starts a vicious cycle that normally leads to absenteeism. Academe
Mentor is conceptualized for those who are indeed determined to enter the world of
opportunities. We are introducing modules which have been expertly designed to perfectly suit
the needs of not only the students but also for those who are seeking job opportunities and
improving lifestyles. Of course! Career opportunities shall be provided to the candidate through
denovo.

How We Do It?
Methodology at ‘Academe Mentor’ has been strategically designed incorporating in innovative
do-it-yourself tools to best suit the new-age management concepts and dynamic environment.

What We Do?

Our goal is to transform individuals into motivated and confident achievers who can take on
the world.

Statutory Compliance Outsourcing

We have a full-fledged expert team for statutory compliance management, where we handle
PF, PT, ESIC, LWF, contract labour, shops and establishment act compliance for companies

Recruitment Process Services

We also provide qualified and experience manpower to meet your organization's staffing
requirements from top, middle and junior level Companies continue to look for ways to foster
growth and drive success in a changing economy, Recruitment Process Outsourcing offers a
great opportunity to improve effectiveness, control costs and outsource non-core competencies.
Strategic RPO combines strategy and expertise
covering all facets of talent acquisition. Customized solutions integrate talent acquisition
strategy, global recruiting resources, competency-based methodologies, and a flexible service
delivery model that enable clients to identify, attract and retain top talent.

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Career Transition Support

We offer Career Transition to our customers when they need to outplace some of their
employees who become redundant due to various reasons. Our consultants are able to quickly
understand the profiles of the candidates, enable them to enhance their profiles and position
themselves better with prospective employers. Our knowledge of the market, customer base
and ability to develop a possible list of target organizations help generate optimum results.

Selection/Placement:

Recruiting for confidential key positions through market intelligence, research and direct head
hunting techniques.

Outsourced Staffing

De Novo Polygon has experience in contractual manpower recruitment contracts, having won
quite a few term contracts in the government sector via competitive bidding. We have also
provided outsourced manpower to UNICEF, TRIFAC, AKVN and Pollution Control Board
besides a couple of corporate.

• HR Consulting
• Organization Design & Structuring
• Performance Management
• Compensation Management
• Employee Engagement
• Security

Polygon provides the comprehensive range of security products and services. It has the
capability to design, develop and deliver security solutions ranging from manned guarding of
sites to secured transportation of cash to integration of electronic security gadgets. Polygon is
a “Total Security Solution Provider"

Health & Wellness

Our natural health clinic enhances the quality and enjoyment of life. We all want to live longer,
enjoy life more and be free from disease and stress. Embarking on a naturally healthy life
journey is one way to ensure that you are in total control of your lifestyle and healthcare
solutions. Let the Health and Healing Wellness Centre revitalize your mind, body and soul. We
provide the right solution to keep your company flexible and at the same time maintain
continuity of your work force.

Facility Management

We are ushering in new era of eco-friendly environment. This not only helps us to enhance our
efficiency & productivity but also puts forth a picture of clean, green and socially responsible

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corporate sector. We provide a range of high quality Housekeeping services which include:
gardening, housekeeping, house cleaning and provision of chapattis with a fully professionally
trained and efficient uniformed manpower. Housekeeping is not just about removing dust but
increasing aesthetics and increasing life of the assets. We have excellent reputation of being
the best in the industry. We will ensure that your premises are clean, look beautiful and at the
same time are cost effective for you. Housekeeping can be undertaken for hospitals, hotels,
colleges, corporate and organized residential colonies etc.

INDUSTRIES WE SERVE

Automobiles

FMCG

Media

NGO

Hotels

Banking

Finance

Textiles

Real Estate

Security Govt.

Electricals

Insurance

IT

BPO

Pharma

Power

Our Experts
De Novo is a renowned for its in-depth functional and industry expertise. This would not have
been possible without the masterminds as a back-rib of the consultancy. Beautiful lines
explained by Edward de Bono “An expert is someone who has succeeded in making decisions
and judgments simpler through knowing what to pay attention to and what to ignore.”

22
Mr. Pradeep Bhargava
President, De Novo Group

An MBA, who is a Senior HR Professional and has over three decades of HR & General
Management experience, heads the division. He has been handling various corporate as profit
center Head for various sectors like, oil, sugar, electronics, media and pesticides.
His core competence includes formulating and evaluating HR strategies, audit, time and motion
study, payroll management, recruitment, employee motivation strategies.

The division is supported by

Ms. Rashmi Bhargava

The group is headed by an extremely experienced professional and a successful entrepreneur

in this field since past 25 years. Ms Rashmi B is a senior Cambridge, B.A.Hons. - English
Literature from Lady Shri Ram College, Delhi, and an MBA, PG Diploma in Training and
Development. She is also a National Award winner as ‘Best Woman Trainer’ by the Indian
Society of Training & Development. She has also been awarded the ‘Special Achiever’s’ award
for Madhya Pradesh from Indira Group of institutions.
he has successfully headed HR divisions of multinational companies for long tenures and
started career in 1986 as an HRD head with the country’s first fiber Optics plant – a
collaboration of Fujitsu-Furukawa & Erickson. A multifaceted person she also holds the
position of General Secretary of Bhopal Chapter of ISTD – Indian Society of Training &
Development. A highly sought-after coach focused on transforming individuals into
specialized Professionals who can work in ‘Real World’; she is known well for her diligence
and industry know-how.

A panel discussion on "Creating a Conducive Work Environment for Women" was conducted
by ISTD, Bhopal chapter on 31stth July 2013 where Mrs.Rashmi Bhargava, Director Mentor

23
was the convener and organizer along with the Indian Society of Training and Dev., Bhopal
Chapter

With the growing number of women entering the workforce, we need to relook at the kind of
work environment we want to create in our organizations to ensure that organizations maintain
diversity at all levels. Deliberations on the policies and practices which help create an
environment where women, their concerns, and their uniqueness are all taken into account to
design workplaces that win for the business and providing them a conducive environment of
growth, inclusiveness and security. With these 3 themes in mind, ISTD Bhopal Chapter created
a forum to share practices, bring awareness among the community and raise the bar on gender
diversity and inclusion. This was followed by a practical demonstration on self defense
techniques. The panelists were ex judges, corporate members, educationists etc.

Our Team
Experience the broader side of knowledge and ideas with talent heads in De Novo. De Novo
speaks of its quality as it comprises of team, which is inimitable and expatiates logic in every
term. Fun, enthusiastic and stored with explicit experience, De Novo is proud of having
wonderful team who are dedicated, hard-working and give complete attention to individuals.
Briefing the minute and always ready to clear the silliest of doubts, our team carry their jobs in
the best way and thus makes De Novo a successful consulting company in Bhopal.

24
 Mr. Rajeshwar
Chartered Accountant, with over 30 years of experience in project financing, banking and
administration of various Government & Private Organizations.

Mr. Anil Bajpai

Engineer and MBA having over 20 years of experience in various industries. He has got rich
experience in handling assets both of machine and man power.

Mr. Darshan Chhajer

Chartered Accountant, with immense technical and analytical competence in the fields of
finance, taxation, company restructuring & project planning.

25
 Mr. Arun Kashyap
Industrial engineer with more than 8 years of experience in MNCs doing the audit in respect to
man and machine.
Our Vision
De Novo supports Government Projects by providing the necessary processes for hiring
contractual manpower.

Our Mission
(a) Building professionals, Building companies

(b) Facilitating right people in right jobs in right time.

Our Values
Our values include : quality, integrity, speed, excellence, innovation and reliability.

3.3 Services
Recruitment Process Outsourcing
De Novo also under takes Recruitment Process Outsourcing (RPO) assignments where in we
would take over the hiring issues of the company and keep your strength at 100% at all times
at the locations given to us. Our well developed procedures and methods accelerate hiring
times. Our testing and interviewing techniques ensures improved quality of candidates who are
short listed. We shall take over company's internal recruitment function for a portion. We shall
be providing and managing the entire recruiting/hiring process from job profiling through the
on boarding of the new hire. We shall improve a company's time to hire, increase the quality
of the candidate pool, reduce cost and improve governmental compliance. De Novo claims that
the solution offers improvement in quality, cost, service and speed.

Employee Lifecycle Management solutions

Include the whole gamut of HR processes, Payroll services with statutory compliances which
include

26
Statutory Compliance Outsourcing
We have a full-fledged expert team for statutory compliance management, where we handle
PF, PT, ESIC, LWF, contract labour, shops and establishment act compliance for companies

Recruitment Process Services

We also provide qualified and experience manpower to meet your organization's staffing
requirements from top, middle and junior level Companies continue to look for ways to foster
growth and drive success in a changing economy, Recruitment Process Outsourcing offers a
great opportunity to improve effectiveness, control costs and outsource non-core competencies.
Strategic RPO combines strategy and expertise covering all facets of talent acquisition.
Customized solutions integrate talent acquisition strategy, global recruiting resources,
competency-based methodologies, and a flexible service delivery model that enable clients to
identify, attract and retain top talent.

Career Transition Support

We offer Career Transition to our customers when they need to outplace some of their
employees who become redundant due to various reasons. Our consultants are able to quickly
understand the profiles of the candidates, enable them to enhance their profiles and position
themselves better with prospective employers. Our knowledge of the market, customer base
and ability to develop a possible list of target organizations help generate optimum results.

Denovo Edge
Customized Solutions
De Novo advances to provide structured and strategized solutions, with a confidence of
obtaining positive results. Our solution suggests methods to overcome weakness and problems
an individual face in interview and placement.

27
Industry Experts
De Novo encompasses of resolutions which directly comes from various industrial experts. The
experts from different firm feel privilege to suggest & give us high-end tips of what an industry
expects & how we can help an individual to achieve it.

PAN India Presence

We have extended our reach in various places in India. A presence that is invariable & long
lasting. We determined to build an employed country with no unemployment in any corners.
We are ready to serve you as we love to serve you.

Excellent Database
Constitute of database where the details of all minute are stored and even restored as back up,
prepared for any unwelcomed situation.

28
Strong team of 60 consultants with multidisciplinary
De Novo is engrossed with fantastic 60 consultants who are expert in the field they carry. They
keep themselves update with the latest tech concepts so they prepare the applicants in a defined
manner.

Quick Turnaround Time

Promise to deliver before the allotted time. Our work is only worth if it is provided on time and
we know your time is precious. Thus our experts understand your need and get the task done,
so that you can continue your work smoothly.

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 Chapter -4

JOB DESCRIPTION

Work profile

I selected in DENOVO HR CONSULTANCY for summer internship. As a

recruiter trainee If we talking about the job description. So during my training I did different
sectors work like marketing, HR, finance, IT, sales, operation, education and medical under
the sunil cokerey sir. Here he taught me how to do work consultancy firm.

Firstly I started my work in FMCG for LT FOOD (brand name daawat rice) then Searching
for Civil Engineer (for Mumbai Location) and Accountant and Business Development Manager
(for Bhopal Location). Select the Candidates and Download their Resumes Validation with the
selected candidates for the position. Resume Making and Tracking Searchg on Shine.com for
Civil Engineer (for Mumbai Location) and Accountant and Business Development
Manager(for Bhopal Location) . We validate with the candidates. If they are interested then
processed them for next process The Company is Composite Building and Construction,
Position is Civil Engineer, Accountant, Business Development Manager. Validation with
Candidates, taking their information like – Qualification, Present Company, Present
Designation , CTC , Present Location , Notice Period. Making of Resumes and Making Tracker
of the Candidates Searching for Civil Engineer and Accountant and Business Development
Manager with Candidates for the following position Making Resumes of the Interested
Candidates and Making Tracker of the Candidates.

The function of the work

➢ Visiting the website

➢ Shine.com
➢ validate to the candidate
➢ Providing information about position
➢ Making resume in a proper way and making tracker of candidate

30
 Chapter– 5

LEARNING IN THE INTERSHIP

Learning:-

I selected in DENOVO HR CONSULTANCY for summer internship.As a recruiter

trainee. If we talking about the learning. So during my training I did Introduction of De Novo
website : www.Denovo_inc.org Data Management or Classification of Resume. We have
divided the resume in sector like IT, SALES, MARKETING, FINANCE, MEDICAL, CIVIL,
HR, OPERATION ETC. under the Sunil cokerey sir. Here he taught me how to do work in a
consultancy firm. In the internship it was very good experience for me. MIS (Management
Information System), it manages the data. It is made in Excel and Ms Word. If the data is short
then it is made in Excel else on Word, and most of the time it is made on Excel because it is
easy to record and understand. Searching on Shine.com(Search Engine) Search candidates for
job.

Searching process :

1. Simple Search

2. Advance Search

3. People Search

4. IT Skills Search

Validatio I have contacted with more then 50 candidates on shine.com for recruitment In the
internship it was very good experience for me. office work or field work. both type of work I
do. learn so many things a corporate sector like how to face target, how to face customer in
how to work in marketing department, how to work in operational department.

Searching and Validation. Searching with the help of Advance Search in shine.com . After
Search, Validation with the Candidates .Validation for MAS Financial Services, Position is
Branch Manager and Area Sales Manager. Validation for VEXL Environ Projects PVT.LTD.
Position is Site Engineer .Validation I have contacted with more then 150 candidates on
shine.com for recruitment.

31
Searching for Android Developer Select the Candidates and Download their Resumes.
Resumes Making and Tracking Searching on Shine.com for Android Developer We validate
with the candidate If they are interested then processed them for next process. We have also
validate the candidates for Sunfield India PV.LT. Position is Electrical Engineer Resume
Making, in this we learn how to make the Resume of candidates, were we have to paste the
logo of company in candidate resume and set the font size and font type according to company.
Tracking, tracking is use for making the candidates information in Excel format which helps
Clients to understand the candidate information quickly. Searching for Android Developer
Validation with candidates for Android Developer and Electrical Engineer .Making Resumes
of the Interested candidates and Tracking of candidates.

Searching for Civil Engineer (for Mumbai Location) and Accountant and Business
Development Manager (for Bhopal Location) Select the Candidates and Download their
Resume Validation with the selected candidates for the position. Resume Making and
Tracking. Searching on Shine.com for Civil Engineer (for Mumbai Location) and Accountant
and Business Development Manager (for Bhopal Location) . We validate with the candidates.
If they are interested then processed them for next process. The Company is Composite
Building and Construction, Position is Civil Engineer, Accountant, Business Development
Manager Validation with Candidates, taking their information like - Qualification , Present
Company , Present Designation , CTC , Present Location , Notice Period Making of Resumes
and Making Tracker of the Candidates Searching for Civil Engineer and Accountant and
Business Development Manager Validation with Candidates for the following position Making
Resumes of the Interested Candidates and Making Tracker of the Candidates. searching on
shine.com graduate fresher for blue wings aviation academy (for travel management and
ground handling management in air lines) we validate with the candidates if they are interested
then proceed them for next process validation with candidates, taking their information like ,
qualifications, present company, designation, CTC, location, notice period etc searching for
project manager, travel management and ground handling validation with candidates for the
following position making resumes of the interested candidates.

32
 Chapter-6
Analysis

In order to attract people for job's, the organization must communicate the position in such a
way the job seekers respond. To be cost effective, the recruitment process should attract
qualified applicant's and provide enough information for unqualified persons to self select
themselves out. The term "HR recruiter" my sound redundant, as both human resource
managers and recruiters both final job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by activity soliciting individuals qualified for

positions. A recruiters job include

• Reviewing candidate's job experience

• Negotiating salary

Recruiters will work from resumes or by activity soliciting individuals qualified for positions.
A recruiter's job includes

• Reviewing candidate's job experience

• Negotiating salaries
• Placing candidates in agreeable employers positions.

Recruiter's typically receive a fee from the hiring employers. The search process in employee
recruitment can be lengthy and varies in it's complexity and scope. Based on a client's
expectations and specifications, the following steps are taken that should be performed by an
employment agency proving recruitment solutions on behalf of the client company

• Setting up meeting with prospective employees and hiring managers to understand the
recruitment and staffing needs.
• Performing extensive research and networking.
• Doing media and web advertising.
• Performing assessment, evaluation and interview with potential candidates.
• Facilitating personality profiling to determine the correct fit for the individual and the
company.
• Negotiating on behalf of clients and candidates.
• Preparing and counseling candidates.

33
• Scheduling and preparing clients and candidates for interviews.
• Performing reference checks, and credit checks when required.
• Ensuring continues follow-through after a placement.

34
 Chapter – 7

CONTRIBUTION AND ACHIEVEMENT

Contribution:-

If we talking about contribution so as my work profile I was a recruiter trainee.

And I work in Devovo hr consultancy contribution in denovo Data Management or
Classification of Resume We have divided the resume in sector like IT, SALES,
MARKETING, FINANCE, MEDICAL, CIVIL, HR, OPERATION ETC MIS (Management
Information System), it manages the data. It is made in Excel and Ms Word. If the data is short
then it is made in Excel else on Word, and most of the time it is made on Excel because it is
easy to record and understand Searching on Shine.com (Search Engine) Search candidates for
job.

Contribution for all this companies:-

1- VEXL Environment Infrastructure for Site Engineer.

2- L.T FOOD for Production Engineer.

3- Sunfield India Pvt. Ltd. for Electrical Engineer.

4- SRI Sales for Android Developer and Web Developer and Web Designer.

5- Krishna Trading for Accountant.

6-Composite Building and Construction for Civil Engineer and Accountant and Business
Development.

7- Blue Wings Aviation Academy.

8- DCM Test Lab for Management Trainee.

9- VEXL Environment Infrastructure for Project Manager.

35
 BIBLOGRAPHY
WEBSITES : http://www.denovo-inc.org

https://images.app.goo.gl/CcJCP349yTgZVZ3m8

https://images.app.goo.gl/fCwXBS3eLA5QRcUx5

https://images.app.goo.gl/NNj3hMWpLp79Pf6L8

https://images.app.goo.gl/pSPENfSBbasikoDs5

https://images.app.goo.gl/cmk3Lssc1QBHSDTC8

https://images.app.goo.gl/6QGGvcx7iVxMXMZq5

https://images.app.goo.gl/kXUsAPS5HVLmjAgw7

https://images.app.goo.gl/uV3T9CZ5ZC7pHYFk9

https://images.app.goo.gl/KrTr5tEywiGvvn9V6

https://images.app.goo.gl/MLYYGv8U2AVLNoGcA

https://images.app.goo.gl/C1T8qXu1dLnwLNK56

https://images.app.goo.gl/2trETM3Nc7jvUuuS8

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