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PROJECT REPORT ON

EMPLOYEES RECRUITMENT AND SELECTION

IN THE PARTI SAL FULLFILLMENT OF REQUIRMENT FOR THE AWARD OF DEGREE IN

MBA (MASTER OF BUS INES S ADMINI STRATION)

SUBMITTED TO

SUBMITTED BY

Introduction Company profile Study of the topic Data analysis and interpretation Research and methodology Summary and findings Questionnaires Bibliography

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
The primary objective of my study at_______________to lay down the foundation of Recriutment and Selection.

SECONDARY OBJECTIVE
The objective of my study about employees Recruitment and Selection to improve the current process of employees Recruitment and Selection at ______________. My another objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of Recruitment and Selection and identify the various inputs that should go into any programme. Delineate the different stages in a Recruitment and Selection programme and describe each step. Understand the need for and the ways of training for international assignments.

SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of HumanResources. This research also provides the feedback of people involved in the Recruitment and Selection process Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company.

ACKNOWLWDGEMENT

I take thie opportunity to thank CORETREE SOLUTIONS PVT LTD for giving me the opportunity to wprk for this project and I would like to express my sincere thanks to, Mr. who helped, inspired and mentioned me and without his this project report would not have taken its current shape. Under his brilliant untiring guidance I could complete the project being undertaken on the Recruitment and Selection Process for CORETREE successfully the problem involved in the work. I would also like thank the overwhelming support of all the people sho gave me an opportunity to learn and gain knowledge about the various aspects of the industry. I once again express our heartfelt in debtness to all-aforesaid. Any omission or error in acknowledgment is inadvertent. For such oversights and lapses, we tender unconditional apology.

INTRODUCTION

GENERAL INTRODUCTION ABOUT SECTOR

Business process outstanding (BPO) is a broad term referring to outstanding in all fields. A BPO differentiates itself by either putting in new technology or applying existing technology in a new way to improve a process. Business Process

Outstanding (BPO) is the delegation of one or more IT-intensive to an external provider that in turn owns, administers and manages the selected process based on defined and measurable performance criteria. Business Process Outstanding (BPO) is one of the fastest growing segments of the Information Technology Enabled Service (ITES) industry. Few of the motivation factors as to why BPO is gaining ground are: Factor Cost Advantage Economy of Scale Business Risk Mitigation Superior Competwncy Utilization Improvement

Generally outstanding can be defined as - An organization entering into contract with another organization to operate and mange one or more of its business processes.

EVOLUTION OF BPO
Outsourcing is not new it has been a popular management tool for decade. One can safely say outsourcing has evolved 1960s time-sharing 1970s part of IT operations 1980s entire IT operations 1990s alliances/tie-ups 2000s IT-enabled services

DIFFERENT TPES OF SERVICE BEING OFFERED BY BPO


1. Customer Support Service The customer service offering create a virtual customer service center to manage customer concerns and queries through multiple channels including voice, e-mail and chat on a 24/7 and days basis. Service Example: customers calling to check on their order status, customer calling to check for information on products and services, customers calling to verify their account status, cutomers calling to check their reservation status etc. 2. Technical Support Services: The technical support offerings include round the clock technical support and problem resolution for OEM customers and computer hardware, software , peripherals and Internet infrastructure manufacturing

companies. These include installation and product support, up & running support, troubleshooting and Usage support . Service Example: Customer calling to resolve a problem with their home PC, customer calling to understanding how to dail up to their ISP, customer calling with a problem with their software or hardware.

3. Telemarking Services The telesales and telemarking outsourcing service target interaction with potential customer for prospecting like either for generating interest in products and services, or to up-sell / promote and cross sell to an existing customer base or to complete the sales process online. Service Example: Outbound calling to sell wireless services for a telecom provider, outbound calling to retail households to sell leisure holidays, outbound calling to existing customers to sell a new rate card for a mobile service provider or outbound calling to sell credit or debit cards etc. 4. Employee IT Help-desk Services The employee IT help-desk services provide technical problem resolution and support for corporate employees. Service Example: of this service include level 1 and 2 multi-channel support across a wide range of shrink wrapped and LOB applications, system problem resolutions related to desktop, notebooks, OS, connectivity etc., office productivity tools support including browsers and mail, new service requests, IT operational issues, product

usage queries, routing specific requests to designated contacts and remote diagnostics etc.

5. Insurance Processing The insurance processing service provide specialized solutions to the insurance sectoer and support critical business processes applicable to the industry right from new business acquisition to policy maintenance to claims processing. Service Example: New Business / Promotion: Inbound/outbound sales, Initial setup, Case Management: Record Changes like Name. Beneficiary, Nominee, Address; Collateral verification. Surrender Adults Accounts Receivable, Accounting, Claim Overpayment, Customer care service via voice/email etc. 6. Data Entry Service/Data Processing Services Service Example: o o o o o o o o Data entry from Paper/Books with highest accuracy & fast turn around time. Data entry from image file in any format. Business Transaction Data entry like sales/purchase/payroll. Data entry of E-books/Electonic Books. Data entry : Yellow Pages/ White Pages Keying. Data entry and compilation from Web site, Data Capture/ Collection Business Card Data Entry into any Format.

7. Data Conversion Services Service Example: o o o o o o o o Conversion of data across various database on different platforms. Data Conversion via Input/Output for various media. Data Conversion for database, word processors, spreadsheets, and many

other standard and custom-made software packages as per requirement. Conversion from Page maker to PDF formt. Conversion from Ms-Word to HTML format. Conversion from Text to Word Perfect. Conversion from Text to Word to HTML and Acrobat E-Book Conversion etc.

8. Book Keeping and Accounting Services Service Example: o o o o o General Ledger Account Receivables and Accounts Payable Financial Statements Bank Reconcillation Assets/Equipment Ledgers etc.

9. Form Processing Services: Service Example: o o o o Insurance claim form Medical Form / Medical billing Online Form Processing Payroll Processing etc.

INDUSTRY PROFILE

Outstanding is one such abstracted term that has over time, amassed considerable positive momentum as well as negative baggage. Outstanding has been around since the time of the hunters and gatherers. Those who were strong hunters hunted and those who were strong gatherers gathered. Simply put, the primitive society perhaps subconsciously recognized the importance of specification and outsourced certain functions to those who excelled at them or, in economic terms, performed them more efficiently.

Over a period of time, many started equating outsourcing with specialization (or division of labor). Outsourcing is a utilitarian concept used in business and accounting. From the accounting point of view, it is defined as the transfer of an internal service function to an outside vendor. Outsourcing was not formally indentified as a business strategy until 1989. However, most organizations were not totally self-sufficient; they outsourced those functions for which they had no competency internally. Outsourcing support services is the next stage. In the 1990s, as organizations began to focus more on cost-saving measures, they started to outsource those functions necessary to run a company but not related specifically to the Core business. Managers contracted with emerging service companies to deliver accounting, human resources, data processing, internal mail distribution, security, plant maintenance, and the like as a matter of good housekeeping (Alexander & Young 1996). Outsourcing components to effect cost savings in key functions is yet another stage as managers seeks to improve their finance. Why is it advantageous to buy services from the outside rather than conduct them from within the company? The answer to this question, which is clearly outlined, is because the service providers who specialize in these services have developed efficiencies and learned how to offer high quality and competitive pricing. Traditionally, companies have outsourced for tactical results- reduce costs, free up cash, obtain resources not available internal's, and

improve their performance. Outsourcing some functions can shift costs from fixed to variable, thus enhancing a company's ability to manage costs more effectively. If a company is moving into a new arena, outsourcing enables it to add new functions with minimal impact on internal resources. It is difficult to quarrel with cost savings, and the companies that approach outsourcing with careful planning save money. Surveying 30 companies. The Outsourcing institute found they averaged a 9 percent cost saving and a 15 percent increase in capacity by outsourcing. Growth and present status of the industry Growth of BPO Sector in India during the first half of 2007 was showing a moderate trend of growth which is registered at 14%. Five years ago, the growth in this sector was quite low due to less contracts but the situation is worse now. However, the growth of the BP0 sector is expected to improve. The BP0 and KPO seams in India have been showing some positive signs with demands from western countries increasing main fold due to the availability of cost-effective labor in India, which is highly skilled and also fluent in English. The BPOs in India are focused on increasing the growth through change in pricing techniques. Pricing in a BPO is supposed to be based on the value added to the business. So a remarkable change is in store as the BPOs in India work towards their full potential. Of course, the big boom in the BPO in industry in 2003 had generated a

lot of employment opportunities and continues even today. Nevertheless Indian BPO sector is facing competition from countries like Philippines, Mexico, Malaysia, China, and Canada. The expected growth of this sector in 2003 was 25%. Nations like the United States and Europe are showing great interest in increasing their investments in the Indian BPO sector. The trends in growth of the BP0 sector in India are as follows: 2003- USD 2.8 billion 2004-USD 3.9 billion 2005 - USD 5.7 billion The growth in the BPO sector of India in 2004 was mainly due to the demands from the two segments, BFSI and telecommunications. There were low telecom costs for the leased lines and 400 companies were part of the BPO sector of India. The companies that were involved included third parties. Indian companies and multi-national corporations. Growth of BPO sector in India has been truly impressive in recent years, but things can get even better, according to market analysts. India stands out already as a market leader as far as BPOs are concerned and so India also attracts huge foreign investments which are extremely essential since the Indian economy is expected in have an unprecedented growth in the years to come.

c. Future of the industry From the last two decades Business Process Outsourcing is catering various industries like Retail, Insurance, Mortgage, Banking and Finance, Healthcare, Telecommunications, Technology, Travel and Hospitality and more. Companies are consolidating and standardizing operating process by outsourcing by the business process to third parties that offer economies and focused management expertise. In the present scenario many UK and USA based companies are resorting to Asian countries like India, China, Russia and Philippines to outsource their business processes. Offshore BPO is predicted to growth at a significant rate per year. BPO within Asia Pacific market is expected to display a growth rate of about $18 billion by 2012. Business Process Outsourcing help companies achieve indomitable position in the service market and generate high profits by improving their business operations. Business Process Outsourcing is a tool that allows the companies to survive in the cut throat competition by retaining their customers and providing high rate of customer satisfaction. The advantages in technology and infrastructure have made it easier to carry out BPO services. Countries offering cost advantage by way of cheap labor along with skilled workforce are ideal destinations for BPO industry. Future of BPO in India; Today 55% BPO services are carried out by Indians and the future prospects are even more promising with increasing number of graduates in the

country who are well versed in English language. People in India have now started looking at BPO jobs as long term carrier as it offers fastrack career advancement opportunities. Earlier only professional degree holders used to get hefty salaries but the advent of BPO has made graduates to earn well in the service sector. Subsequently India's economy has got a hike since the establishment of BPO firms.

PROFILE ORGANIZATION

CORETREE is a new generation team and operated business. It is established in 2004 at Hyderabad. CORETREE activities continually improve all functions of a business from manufacturing to management and from the CEO to the assembly line workers. By improving the standardized activities and processes, CORETREE aims to eliminate waste. CORETREE is a search firm offering end to end, real time, turn-key solutions in Human Resource Management. CORETREE aims at increasing the productivity of our client by catering to their needs with almost processing and professionalism. We nurture rising technologies, offer architecture alternatives and technology value adds and deliver customized solutions according to the needs of the client and help clients align their IT system with business goals.

Vision and Mission


Vision: - To be a recognized, respected and innovative $1billion company by 2020.

Mission:- To our Clients/Business Partners: To provide technology enabled solutions to sell, administer and retain insurance products.

To our Investors: Drive profitable growth of business and deliver healthy ROI To our Associates: Provide performance driven positive team environment which emphasizes on associate dignity, equality and individual growth.

Values
C Customer Focus Have passion for clients/partners O Operational Excellence Drive quality & productivity in every process R Reliability Be a pillar for your client and team E Environment Create a positive performance oriented environment T Teamwork Dont be a solo player; win with the team R Right Path Integrity; make it a non-negotiable E Energy and Enthusiasm Energize and inspire others E Execution Act with speed and sense of urgency

Leadership
Amit Pandey
Chief Executive Officer: Amit is responsible for providing strategic vision, building and managing key relationships, and driving profitable growth of business.

Atul Pandey
Chief Operating Officer Atul provides functional leadership to operations and technology teams. In addition he leads online initiatives of the company.

Chandrasekhar Prasad
Chief Financial Officer Chandra manages finance and administration activities of Coretree. He is a Fellow member of Institute of Chartered Accountants of India and an Associate Member of the Institute of Company Secretaries of India.

Advisory Board
Ajay Pandey President (Corporate Affairs) - TATA Communications & Director at Neotel (Pty) Ltd

Founder CEO of Neotel (Pty) Ltd., a JV of TATA group in South Africa.

Built business to $500 Million plus in Revenue in 5 years. 16 plus years of experience in Tele communications industry. Has worked as

MD/President/CEO/COO and other senior levels as well as Board positions in TATAs communication and telecom businesses. (Overall experience 27 years). Education: B.E(Mechanical)(NIT, Kurukshetra), Certified course in strategic

management(IIM, Kolkata), Senior executive program(London Business School)

Andrew Thorburn
Chief Executive Officer & Majority stock holder of Global Benefits Group, Inc. Entrepreneur for 4 decades with 30 plus years of experience in the financial

industry. Founder and CEO of Preeminent Agency in the US annuity market place. Speaker at American council on Education (ACE), the College and University

Personnel Association (CUPA) and the East Asia Regional Conference of Schools.

Business model

Who we are We are a services company focused on Insurance industry What we do We provide technology enabled solutions to sell, administer and retain Insurance products. How are we different Coretrees market differentiation is driven by three key pillars of its strategic framework, which are as follows:

Client/Partner centricity- "Client/Partner focus is one of the core element of our value system. For us, this means keeping a sharp focus on our client/partners requirements and working diligently day by day to meet and exceed their expectation. Every associate of Coretree nurtures significant passion for all our business relationships and is forever willing to go the extra mile to deliver more than expected.

Laser sharp industry focus: With a single minded focus on Insurance domain, Coretree has been involved in building:
o o

Relationship with Insurance carriers Required operational expertise to do justice to those relationships.

Innovation- Coretrees motto is to stay Always New. It is our constant desire to innovate on all fronts, be it product, service offering and/or channels. Our object is to always challenge the status quo and look for new opportunities and methods of delivery. We believe strongly in the use of technology to drive both productivity and enhanced customer experience

Programs
Bima direct: Bima direct is pan India customer initiated multi-channel inbound insurance aggregation and distribution platform. Its value proposition to customers is objective information, comparison of available products and convenience of channel. Insurance companies can take advantage of this portal to actively market in the Customer initiated segment along with their Company initiated effort.

Resources
Careers
Coretree is committed to providing a performance driven positive team environment, which emphasizes on associate dignity, equality, and individual growth. This is an integral part of our mission and we strongly believe in it. The Coretree team supports a culture that is hard-working, disciplined, yet friendly and casual. We foster creativity and focus on personal and professional growth. Coretree offers exciting career opportunities across multiple functional areas. Coretree is an equal opportunity employer, and actively promotes diversity in work

place. If you're searching for a company, where voice of the associate is taken seriously, and want to learn and grow; you've come to the right place. Please email us your most recent resume for an opportunity that may be just right for you. Corporate OfficeMoin Court, #400, 6-2-46, A.C. Guards Masabtank Hyderabad (A.P.) - 500 004

OUR COMMITMENT
CORETREE will work in partnership with our customers, employees and owners to meet their requirements. We will not be satisfied with anything less, and we will continually improve our process until those requirements are met We will achieve these objectives with the highest degree at integrity and professionalism, and in a manner that will earn the respect at each group to which we are committed. COMMITMENT TO CUSTOMERS CORETREE will understand and conform to our customer's requirement by providing defect-free products and services. We will provide our customers with products and services that are n1 highest available value. COMMITMENT TO EMPLOYEES CORETREE will provide the employees with a secure, safe, and enjoyable work environment. In order to meet commitments to our customers and clients, we require employees who continually improve their performance levels: to attract and retain

caliber employees we will offer a competitive compensation and benefits package. Including profit sharing based upon company's profitability and individual incentive compensation plans based on performances where appropriate.

COMMITMENT TO OWNERS CORETREE will steadily increase pre-tax profits over the long term while maintaining a reasonable return on investment. We will safeguard the assets of the assets n1 the company by exercising a high level of risk control.

OUR CLIENTS INCLUDES We provide manpower to various service Industries Entry/Middle/Senior level management etc. Rehire going in hoot of the client we must have the detailed knowledge af moduct, compile profile, market price and competitors.

WORK PROFILE (ROLE AND RESPONSIBILITIES) It give me an honour to work in the CORETREE in which I have being worked as HR trainee exicutive. As a trainee, I have been given various task ranges from business development to candidate selection. As a part of candidate selection process I worked In a particular framework (mainly for BPO sector) as formulated by the concerned organization. I used to take help them some websites like naukiri and

monster.com for getting the information of the candidate. I took telephonic interview, at first for checking there communication skills as desired and further call them on for face to face interviews with the HR of the companies. Under my training period I also came to know how to handle the candidates and how to deal with the companies to satisfy their demands. I promoted the brand value of the organization through the regular follow-up of the clients and explained the muffle and what did my organization achieve in past yews. DESCRIPTION OF JOB EXPERIENCES The main experience of this job was Each client is unique and all are not alike in all respects, each individual have a separate set of personal characteristic. In each meeting we must have on time. Finally we have to make the good relation to the company as well as personal for the good network in the society From this job I got the experience in the field of recruitment. I was trained to under to understand the behaviors of the candidates & other competing firms. I also got to know about business development and how to generate leads. It makes me more responsible towards my job. I got some good tips regarding leadership quality from my senior colleagues. I got to the know about the pattern of the ITES sector

scripts-how they move in correspondence to the market movement and also the economy. In BPOs there are two main divisions: 1. Domestic 2. International Role and Responsibility The first task was to understand the various job profiles for which recruitment is to be done. The next step was to explore the various job portals to search for suitable candidates for the job profile. Once the search criteria were put, candidates go through a telephonic interview to validate the information mentioned in their resume. A candidates matching the desired profile was lined for the first round of face to face interview in their respective cities. Firstly die candidates had filled up the personal data form (pdf). Then the candidates INTERVIEW EVALUATION SHEET which is provided by interviewer was crossed checked by the HR team. If they think that the candidates was good to hire or not. When a candidate clears his first round, he is then made to take an online aptitude test. We created the online aptitude test it is the HR department, which has the

exclusive rights to assign test, codes to the candidates. Each Code was unique and Could be used only once by a Candidates. I was Involved In assigning codes administering the test. Once the Candidate completed his first assessment, his scores were checked. If he cleared his cut-off he was given another test. I had the responsibility to make sure that candidates complete all formalities and had to regularly follow up with them.

My Job at CORETREE
I started my job as HR Trainee. My job profile was to handle RECRUITMENT In my project, the senior sales manager narrated me the whole procedure. My job profile was to generate resumes from the various job sites such as Naukri.com, Timesjobs.com etc, according to the requirements of the company. After generating the resumes from the sites the next step is to shortlist the resume which best suite the requirements. Now the short-listed candidates have to be given a phone call in order to find out their interests and schedule them for interview. There are 2 forms of interview that a candidate can appear for:

1. Personal Interview. 2. Telephonic Interview. PERSONAL INTERVIEW This is regarded to be the BEST FORM of interview. In such form of an interview the candidate personally appears in front of the interviewer and gives his interview. This is regarded to be the best form of interview as the interviewee has the best chances of making his points clear in front of the interviewer. TELEPHONIC INTERVIEW Sometimes an interview is taken on the phone. A telephonic conversation is done between the interviewer and the interviewee where the interviewer calls up the candidate via phone and conducts the interview. The Job profile Selling insurance and building customer relations. Qualification Entry level opening : Graduates in any stream preferred can be. 10th or 12 the standard pass, according to the IRDA stipulation, depending on region of operation. Additional communication skills and ability to interact with people will help. Middle level opening:

Professional in finance or marketing with the experience in service industry. (As asst sales manager) Senior sales openings: Senior professional with experience of handling junior staff preferred (CEP/Senior consultant)

KEY LEARNINGS How to use job portals like Naukri, Monster, Timesjob and Shine. To establish a match between job description and job specification. To communicate a job opening to a candidate in the right way so as to attract the desired candidates. To understand a candidates requirement of the job for a long term or a short term basis.

STUDY OF REASEARCH PROBLEM


STATEMENT OF RESEARCH PROBLEM
Research is a method through which we get best and suitable suggestion for growth and development of organization. Our objective is to analyze "comparative study between CORETREE with other BPOs". While searching for the company profile it

was hard to get the accurate details, but was possible though the help of seniors and questions.

STATEMENT OF RESEARCH
The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. 1. To study the corporate profile with some light on then future plans. 2. To study in detail about the charges existing in the market. 3. To identify the shortcomings and strength of CORETREE. 4. To conduct an analysis on satisfaction from services of CORETREE. 5. To outline the suggestions for growth and development of company . 6. To know about the effectiveness of employee of CORETREE. 7. To gain the familiarity with the other organization . 8. Area in which our company leads in the market and area where we lack.

RESEARCH DESIGN AND METHODOLOGY Collection of data: 1 Primary Sources 2 Secondary Sources

Primary data a) Direct observation b) Questionnaire. c) Detail given by our senior.

Secondary data 1. Rook 2. Magazines 3. Journals 4. Internet 5. Help horn seniors.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Human Resource Management or HRM refers to manpower management with an organization. The value of human assets within various departments, need to keep appreciating for the company to profit from the potential of employee skills and experience. There are two main functions of resource managers. There are two main functions of human resource managers. They are:-

Managerial function: Planning Organizing Directing Controlling

Operative functions: Procurement functions- job analysis, HR planning, recruitment, selection, placement, induction, internal mobility. Development- training executive development, career planning, HR development. Motivation and compensation- job design, work scheduling, job evaluation, performance appraisal, compassion administration, incentive benefits Maintenance- health and safety, employee welfare, social security measures. Integration functions- discipline, teams and team work, employee

participation, industrial relations. Emerging issues- personal records, HR audit, HR research, HR according, stress counseling, international.

It is well known that consultants play an important role in the industry as well as in the economic development of the country. The organization whether in government sector or in the private sector rely on external constants for various IT services such as project feasibility studies, detailed design, detail project report, procurement,

quality control, construction supervision, commissioning, strategy formulation, business reengineering, corporate restricting, bid documents and a variety of other services which a project or client may requires. All the services are rendered in different sectors of consultancy to public and private sector enterprises. Consultants role extends from conceptualization to realization of projects; consultant brings expertise and knowledge and guides the owner/ client for smooth execution of project. Therefore, it is imperative to treat a consultant differently vis--vis the constrator.

Fig: showing different work of HRM

REWARD

DEVELOPMENT SELECTION

HUMAN RESOURCE MANAGEMENT


TRAINING MOTIVATION

DISCIPLINE

RECRUITMENT

EMPLOYMENT LEGISLATION

JOB DESCRIPTION
Job description clearly identifies and spells out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. Job descriptions are written statements that describe the: Duties Responsibilities Most important contributions and outcomes needed from a position Required qualifications of candidates and Reporting relationship and coworkers of a particular job

JOB SPECIFICATION
Derived from job analysis, it is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function.

JOB DESIGN
It is the division of the total task to be performed into the manageable and efficient units-positions, departments and division and to provide for their proper integration. Through job design, organizations try to raise productivity levels by offering nonmonetary rewards such as greater satisfaction from a sense of personal achievement

in meeting the increased challenge and responsibility of ones work.

Job

enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise.

JOB ANALYSIS
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which ia the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.

PURPOSE AND USES OF JOB ANALYSIS


1. Purpose of job in Recruitment and Selection: Job duties that should be included in advertisement of vacant positions; Appropriate salary level for the position to help determine what salary should be offered to a candidate; Minimum requirements(education and /or applicants; Interview questions; Selection tests/instruments (e.g., written tests; oral tests; job simulations); Applicant appraisal/evaluation forms; experience) for screening

Orientation materials for applicants/new hires 2. Purpose of job analysis in job evaluation Judges relative worth of jobs in an organization Sets fair compensation rates 3. Purpose of job analysis in job design Reduce personnel costs, streamline work processes, Increase productivity and employee empowerment, Enhance job satisfaction and provide greater scheduling flexibility for the employee, Simplify job with too many disparate activities Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it. 4. Purpose of job analysis in Compensation and Benefits: Job Analysis can be used in compensation to identify or determine: Skill levels Compensation job factors Work environment (e.g., hazards; attention; physical efforts) Responsibilities (e.g., fiscal; supervisory) 5. Importance of job analysis in Performance Appraisal: Job Analysis can be used in performance review to identify or develop: Goals and objectives Performance standards Evaluation criteria Length of probationary periods Duties to be evaluated

6.

Importance of job analysis in Training and Development: Job Analysis can be used in training needs assessment to identify or

develop: classroom) Training content Assessment tests to measure effectiveness of training Equipment to be used in delivering the training Methods of training (i.e., small group, computer-based, video,

7. In of job analysis in Compliance with labor lass: identify requirements in compliance with labor Iaw. Compliance with Civil Rights Legislation in US. EEO (Equal Employment Opportunity) compliance in US Required level of education (indirectly related to salary level

8. Job analysis increases productivity How a job analysis increases productivity? Job analysis can use methods of time and motion study or micro-motion

analysis in order to time and motion for job. Job analysis is also identifying performance criteria so that it

promote worker for best performance.

HUMAN RESOURCE PLANNING


Human resource planning refers to classic HR administrative functions and the evaluation and identification of human resources requirements for meeting organizational goals. It also requires an assessment of the availability of the qualified resources that will be needed. Human resources planning should be a key component of nearly every- corporation's strategic business planning. To ensure their competitive advantage in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee mention rate and recruit fresh talent into their companies.

ADVANTAGE OF HUMAN RESOURCE PLANNING


a) Human resource planning is necessary of all organization. The cooperate pal of the organization regarding expansion, diversification, technological change should be backed up by the availability of human resources. It suggests modification in the plan when the expected manpower is not available. h) It offsets uncertainty and change. Sometime the organization may have machines and money but not men and consequently the production cannot be started. It offsets such uncertainly and changes to the maximum possible and enables the society to have right men at OWN time and in the right place.

c) It provides scope for advancement and development of employees through training, development etc. d) It helps to satisfy the individual needs of the employees for the promotions transfers, salary enhancement, better benefits etc. e) It helps in anticipating the cost of salary, benefits and all the cost of human resources facilitating the formulation of budgets in a society.

PROCESS OF HUMAN RESOURCE PLANNING


The process has gained importance in India with the increase in size of business enterprise, complex production technology and the adaptation of professional management technique. It may be rightly regarded as a Multistep process including Issues such as I. Deciding goals or objectives 2. Estimating future organization structure and manpower requirements. 3. Auditing human resource. 4. Planning job requirements and job descriptions. 5. Developing human resource plan.

RECRUITMENT AND SELECTION

Recruitment: Recruitment is defined as, "a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient it workforce." Edwin B.Flippo defined recruitment as "the process of searching for prospective employees and stimulating them to apply for jobs in the organization." In simple words recruitment can he defined as a 'linking function-joining together those with jobs to fill and those seeking jobs. Purpose and Importance of recruitment The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes and needs are: 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. Infuse fresh blood at all levels of the organization. Develop an organizational culture that attracts competent people to the company.

Search for talent globally and not just within the company.

There are two factors governing recruitments. They are: External Supply/demand Unemployment rate Labor market Political and social factors Sons of soll Image

Internal
Recruitment policy Human resource planning SIM of the firm Cost factors Growth and expansion RECRUITMENT PROCESS The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resources department receiving requisitions for recruitment from any department of the company. These contain:

Posts to be filled Number of persons Duties to be performed Qualification required Preparing the job description and person specification Loading and development the sources of required number and type of employees (Advertising etc.) Short-listing and identifying the prospective employee with required characteristics Arranging the interviews with the selected candidates Conducting the interview and decision making

Theories Regarding Recruitment


Recruitment is two way street: it takes a recruiter has a choice whom to recruit, sameway the prospective employee also has taken the decision whether or not to apply forthe given job vacancy. The individual take the decision usually on three different basic: 1: The objective factors 2: The critical contact 3: The subjective factor

The objectives theory views that the process of organizational choice as being one of weighing and evaluating set of measurable characteristic of employment offers, such pay, benefits , location, opportunity for advancement, the nature of job to performed, and education opportunities. Whereas, the critical contact theory suggests that the typical candidates is unable to make a meaningful differentiation of organizations offers in terms of objective or subjective factors, because of his limited or very short contact with the organization. Choice can be made only when applicant can readily perceive the factors such as the behavior of the recruiters, the nature of the physical facilities, and such as the efficiency in processing paper work association with the application. On the other hand, the subjective theory emphasizes the congruence. Here the choices are made on highly personal and emotional basis.

PHILSOPHIES OF RECRUITEMT Basically there are two Philosophies of recruitment. These are as follows: 1: REALISTIC JOB PREVIEWS (RJP) Realistic Job Previews provides complete job related information to the applicants so thatthey can make the right decision before taking up the jobs. It includes positive and thenegative aspects of the job. 2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ) Job compatibility Questionnaire was developed to determine whether an applicants

preference for the work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the job which have a bearing in on employee performance. absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that, greater the compatibility between an applicants preference for the job and characteristic of the job as perceived by the job seeker, the greater the probability of employee effectiveness and longer the tenure

Process

1. Identify vacancy 2. Prepare job description and person specification 3. Advertisings the vacancy 4. Managing the response 5. Short listing 6. Arrange interviews 7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

SELECTION PROCESS
Employee selection is the process of putting right men on right job. It is a procedure of matching organization with the skills and qualification of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turn over problems. By selecting right candidates for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants; it is just sourcing of data. While selection is a

negative process as the inappropriate candidates are rejected here. Recruitment proceeds selection in staffing process. Selection involves choosing the best candidates with best abilities, skills and knowledge for the required job.

BARRIERS TO EFFECTIVE SELETION


The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are: 1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. 2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job, that is being offered

The employee selection process takes place in following order: 1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. 3. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the

candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. 5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

One of the significant economic developments of the past decade has been the dramatic growth in the global demand for outsourcing and off shoring in the services sector. The INDIANS has emerged as one of the major players in business process outsourcing and this industry is only expected to continue growing in the coming years. Certain inherent advantages have helped the country attain its current status in this field but it also appears clear that the INDIANS must still take some steps to retain or even increase its share of this expanding market.

DATA ANALYSIS

DATA ANALYS IS QUESTION: What are the sources for recruitment and selection?

About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.

Question: Which method do you mostly prefer for recruitment and selection preferred way of recruitment?

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect and only 3 % go for third party recruitment way.

Question: When do you prefer to go for manpower planning?

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they dont have any fixed time where as 20% go for yearly.

Question: What are the sources for external recruitment are preferred?

In CORETREE 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies.

Question: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews.

Question: How do you rate the HR practices of the company?

50% of the managers feel that HR department is good where and 30%say thats its very good where as 20% says its average and only 10% manager feel its bad.

ANALYSIS
ANALYSIS OF DATA
After the collection of data, it is being analyzed. The responses given employees are analyzed in order to present it into meaningful form. Various scales and graphical representations are being used to present information clearly.

COMPARISION BETWEEN COMPANIES (COMPANY CALLING/DAY)

RECRUITMENT / DAY OF DIFFERENT CONSULTANCY

CHARGES CHARGED BY DIFFERENT COMPANIES FOR SERVICE

PERCENTAGE OF RECRUITMENT LEVEL THROUGH CORETREE

SUMMARY OF FINDINGS
1. Communication affects the recruitment of an individual. 2. The employees are satisfied with the existing recruitment policy of the organization. 3. The employees prefer a need of improvement in the process of recruitment in CORETREE. 4. Most of the employees dont feel with the interview at the time of interview. 5. Employees prefer different recruitment policies for levels in the organization. 6. Only e-recruitment is not sufficient and the company should go for walk-ins or campus recruitments. 7. Most of the employees exeternal source of recruitment.

SUMMARY AND CONCLUSIONS


SUMMARY AND LEARNING EXPERIENCE 1.Taking telephonic interview of the candidates. 2. Collecting evaluation sheets from the candidates for the interview purpose. 3. Giving feedback form to the employees working in a Coretree solutions. 4.collecting that feedback form from the employees. 5.Analyzing the feedback from. CONCLUSION AND RECOMMENDATIONS. 1. Company should take care of the feelings and needs of the employees working in their organization. 2. Company should arrange different training program for the betterment of both employees and organization. 3. Training program include improvement of communication skills, nurturing their individuals talents etc. 4. Company should go for campus recruitment like MBA pass outs etc. 5. Them should be time to time variations in the working criteria of the employees so that a change can maintain their in their work and it also avoids horednou among the employees. 6. Company should conduct a small gemogethei fin the employees at all the levels so that they can know which people are

winking at then workplace and it will create a friendly environment in the organization which will motive the employees to work at iheir best. 7. Company should train their trainees to their best extent. Source of Data QUESTIONNAIRE(for canditdate) Yes a. Name :- I,. Age:-c. Occupation:-d. company name:Q1. Is services of our compliancy effective? No Sometimes Specialized Vertatile area Q4. Are you await id different services provided by the BPOs? Yes Q5. Do you frequently change your Job? Yes No

Q6. Which factor do you consider while selecting a consultancy? Reputation Service Charges After sales services

Q6. Which factor do you consider while selecting a BPOs?

Seivice Chatges After sales services Q.9 Does Coretree assist you In case of any problem faced while working. Yes NO

Ql. Is Consultancy important by the cotporate world? Yes No Q2. IS Services of out consultancy effective? Q3. Are you aware of "Kaizen Konsultaney Services" in nowd of many consultancies? Yes No Q4. Do you like the way people talk to you hum Kaizen Konsultancy Services? 4)5. Are you aware of different services provided by the consultancies? Yes Yes No Someumes Yes No No A little Q6. Do you like the quality m tended by our consultancy?