summer internship projecthrmbamms-130127033812-phpapp02

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Hir A Project on

Human Resources Recruitment

Submitted in the partial fulfillment of the requirement for qualifying

Master of Management Studies

Of

University of Mumbai

Submitted by

LLLL MMMMM

Roll No.: 15

Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 2012-2013


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A Project on

Human Resources Recruitment

Submitted in the partial fulfillment of the requirement for qualifying

Master of Management Studies

Of

University of Mumbai

Submitted by

LLLL MMMMM

Roll No.: 15

Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 2012-2013

Project Guide: Prof. SSSSS


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DECLARATION

To,

The Director,

College Of Management,

Vidyanagari, Chinchpada road,

Kmanivali, KKKKKK (East),

Dist. Thane 421 306.

Respected Sir,

I the undersigned hereby declare that the project report entitled Human

Resources Recruitment is an original work developed and submitted by me

under the guidance of Prof. Sssss

The empirical findings in this project report are not copied from any report

and are true and best of my knowledge.

DATE:

PLACE: Thane

ROLL NO.: 15

Signature of student

Llll Mmmmm


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CERTIFICATE

This is to certify that the project entitled Human Resources Recruitment

submitted by Llll Mmmmm in partial fulfillment for the award of Master of

Management Studies; University of Mumbai is her original work and does not

form any part of the projects undertaken previously.

Also it is certified that the project represents the original work on the part of

the candidate.

Place: Thane

Date:


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Signature of the Director Signature of

Guide

ACKNOWLEDGEMENT

With immense please we are presenting Human Resources

Recruitment Project report as part of the curriculum of Master of

Management Studies. We wish to thank all the people who gave us unending

support.

I express my profound thanks to Director and Prof. Sssss, project guide

and all those who have indirectly guided and helped us in preparation of this

project.

We also like to extend our gratitude to all staff and our colleagues of

College of Management, who provided moral support, a conductive work

environment and the much-needed inspiration to conclude the project in time

and a special thanks to my parents who are integral part of the project.

Thanking you.


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Llll Mmmm

INDEX

Project Contents: Page No.

i. List of figures & diagrams

1 Organization Profile 2 - 18

2 Introduction of the study 19 - 37

2.1 Meaning, Definition, Concept

2.2 Objectives

2.3 Scope

3 Research Methodology 38 - 40

4 Data Analysis 41 - 47

5 Recruitment 'A theoretical frame work' 48 - 50

6 Findings 52

7 Limitation 52

8 Conclusion 53

9 Suggestions 53


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10 Webliography & Bibliography 55

11 Questionnaire 56 - 59

List of Diagrams

Sr. No.: PARTICULARS Pg. No.

1 Form of Interview 42

2 Source of Candidate 43

3 Telephonic Interview Round 43

4 Track Candidate 44

5 Define Candidate 44

6 Time Spent 45

7 Different Process 45

8 Basic Questions 46

9 Cost Calculating System 46

10 Evaluation and control of Process 47

11 Facility for trainees 47


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Executive Summary

The Human Resources are the most important assets of an organization. The success or failure of

an organization is largely dependent on the caliber of the people working therein. Withoutpositive and creative contributions from people, organizations cannot progress and prosper. In

order to achieve the goals or the activities of an organization, therefore, they need to recruit

people with requisite skills, qualifications and experience. While doing so, they have to keep the

present as well as the future requirements of the organization in mind.

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 workforce.

In order to attract people for the jobs, the organization must communicate the position in such a

way that job seekers respond. To be cost effective, the recruitment process should attract

qualified applicants and provide enough information for unqualified persons to self-select

themselves out.

The term HR recruiter may sound redundant, as both human resources managers and recruiters

both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A

recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing

candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring

employers.


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PROFILEOF THE

ORGANIZATION


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Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070Email ID [email protected] No: 9223300000 / 022 26520000Website - www.emcxxxxx.in

About Company

Executive Management Consultant is located at Mumbai (India) Assists companies in search of

qualified and experienced professionals across sectors and industries.

We are a prominent executive search & selection company, providing a wide range of

recruitment solutions for various requirements. We are a team of dedicated professionals offering

services across India.

Established in 2006 with licenses, EMC is leading Indian and International companies for their

middle & senior management requirements. EMC caters to both domestic placements across

India as well as international locations. We have turnover of 10 lakhs.

Our team of 25 head hunters have extensive previous professional work experience and currently

specialize in different domains across industries and professionally head hunt and source

candidates based on specific client requirements.

Recruiting at a Speed using the best technology,

We believe Time is Money hence sourcing the right resource in shorts

Mohammad Shaikh

Director EMC-Executive Management Consultant
mailto:[email protected]:[email protected]:[email protected]:[email protected]


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Fact Sheet

Year of Establishment : 2006

Nature of Business : Manufacturer, Service Provider

Major Markets : Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details

Company Name: EMC- Executive Management Consultant

Contact Person: Mrs. Shaikh

Contact No.: + (91)-9223300000

Address: Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W),

Mumbai, Maharashtra - 400000 (India)Web Site: http://www.emc.in/

Company Profile

EMC- Executive Management Consultants process driven, recruitment firm that assists

organizations in achieving business objectives through understanding and effectively addressing

the "people" issues in their business. Our focus is on desired outcomes and bottom line success.

EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic

Resourcing.

EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and

Screening of candidates from & across Industries.

Our point of difference is that we are a focused, professional, ethical and proactive team!


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DATA BANK

We have a fairly large data bank comprising of candidates in Managerial functions, HRD,

Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements

of Management at all levels of functions. Our data bank consists of candidates from differentlocations and in various countries. They could even supply candidates with very rare skill sets

and experience from their data bank. This is helpful to identify candidates for specific locations

within short notice.

FACILITIES

A completely computerized Network environment with sophisticated software for maintaining

and accessing data bank - An extensive library covering almost all subjects relating to business. -

Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize

the requirements immediately. - Dedicated Team of Consultants and staff who believe in

Right People!! Right Solutions!!

Aim & Approach of EMC

Aim

Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the

needs and aspirations of each individual candidate, rather than simply filling jobs, we makesure we understand what you want first before discussing any relevant career options.

If our clients are looking for full time, part time, permanent or temporary opportunities, our

specialist consultants are on hand to guide you through the options to match you with your ideal

job.

Our aim is to offer our clients the best consultancy services in India. This means that we provide

clients with full consultancy service, from identifying the relevant candidate, to closing the

position at short span of Time.

Initiatives

We proactively seek grant schemes that match your needs and help you tailor your projects to

take maximum advantage of grant opportunities.


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Our extensive professional network and experience in a wide range of grant schemes ensure that

we track the latest developments in incentive schemes and identify opportunities as they arise.

You can then adapt your decisions to better fit public objectives.

Partnership

Close collaboration with clients regularly leads to long-lasting partnerships. The better we know

you and your organization, the better we can advise you. This leaves you free to focus on your

core business while we deal with grants acquisition, administration and project management. We

also partner with clients in their consortia, technological platforms and other public-private

partnerships.

Approach

Our Approach towards Client is distinctive. Large amount of support teams, provide clients with

the complete range of fully integrated recruitment solutions from each site. True client

partnerships, an advanced internet development strategy and our focus on placing people are part

of what makes us different.

Quality Policy / Processes

Quality Policy

Our consultants go through a stringent pre-qualification phase to ensure that they have the

expertise that the clients require. We select experienced personnel with established professional

consulting experience. We put strong emphasis on Attitude, Communication and Team Player

skills and demonstrated ability to stretch themselves to contribute to the successful completion of

projects. We engage in reference checks, drug tests, and background checks before deploying our

manpower to the project.

Our Philosophy Service to the customers and the candidates is our motto. Each employer is

important to us and gets personalized attention, irrespective of size or even volume of business

generated. Similarly, every candidate is treated with warmth and understanding. We make every

effort required to find suitable placement for the job seekers. It is essentially this philosophy

which has enabled us to attain our present stature.


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CLIENTEL

ROLTA NETWORK18 PROCESSWARE ZENTA POLARIES

ADLABS FILMS


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WHY EMC?

A perfect mix of Business focus and technology which is backed with a specialized team

of Professional recruiters who are continuously updated with technical training and high

end support.

State of the art Infrastructure, Well equipped & Air-conditioned work station.

Capability to source high number of candidates for the Clients, scale up and double

candidates when needed for project works.

Critical strength to always stand up on efficiency and quality in fulfilling commitments at

the workplace.

Executive Management Consultant takes care of:

Quality

Our consultants go through a stringent pre-qualification phase to ensure that they have

the expertise that the clients require. We select experienced personnel with established

professional consulting experience. We put strong emphasis on Attitude, Communication and

Team Player skills and demonstrated ability to stretch themselves to contribute to the successful

completion of projects. We engage in reference checks, drug tests, and background checks beforedeploying our manpower to the project.

Cost

We keep our overheads low and therefore we can compete with the biggest of staffing

firms to provide a fair and competitive rate.

On Time Delivery

That is a promise we made to ourselves. We have taken extreme care to ensure that delivery

is met and we are proud of our track record that shows 90% of the candidates selected take up

our projects. Our support function facilitates our consultants to move from project to project.

This ensures that they are ready to work when and where our clients need them.


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Retention

Our retention level of consultants on the project is at an enviable rate of 95%. This does not

happen accidentally. We spend quality time on the staffing needs and ensure that the staffing

solution we provide really fulfills the clients needs.

Specialization in level of recruitment

EMC handles the below 3 Levels of Recruitment:

Middle & Senior Level of Management

Junior & Middle Level of Management

Junior & Senior Level of Management

EMC deals with all IT requirements & below mentioned are some of the Functional area of

recruitment where EMC is specialized:

Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net,

ASP.net, HTML, Autocad)

Manual Testing Engineers (Performance Testing (Web Load), Functional Testing,

Integration Testing ,White box Testing , Database testing (SQL, Oracle) )

Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest)

Project Lead/Lead Management/Project Manager

Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)

Network / System support/System Integration

Symbian, Brew, Android, iphone, Blackberry, Fixed line data

Data center Operations

.net (VB/ ASP/ VC/ C#/ Sharepoint)

Sr. Ops Engineer/Ops Manager

Assistant Manager Service Delivery (Networking / System Integration / IT Operation)

Crystal Report

Weblogic / Websphere / WAP

Java / JSP / J2ee / J2me / Junit


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Siebel / PHP / Perl / People soft

SAP (FICO / BASIS / ABAP / SRM / CRM)

UML / XML / HTML / DHTML

Unix / Linux / Windows

QTP / Win Runner / Load Runner

SQL / Oracle / DB2 / PL SQL / D2K / Dbase

Lotus / Mainframes

3DMax / Coral Draw / Adobe Photoshop

Adobe Pagemaker / Adobe Illustrator

Apache

Cold Fusion

Matlab / Labview

Rational Robot / MQC / Silk Test

C / C++ / C# / VB / VC / VC++ / ASP / Foxpro

Network / System / Support / Implementation Engineer

Delivery Managers (PMP & ITIL certified)

Functional Area of Recruitment Specialization

EMC deals with all IT Non requirements & below mentioned are some of the Functional area

of recruitment where EMC is specialized:

Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-

Sales, Branding Manager.

Accounts & Finance (All areas)

Engineers Civil / Mechanical / Chemical

Draftsman / Interior Design Engineer

Secretary to CFO / MD / VP

Process Trainers / VNA Trainers

Admin Executive / Front Office Exec

Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager

Contract & Planning, Manager Design


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Commercial Head, Piping Engineer, Manager Quality, Executive Procurement,

Architects

Road Surveyor

GM, VP, AVPFinance , Financial Analyst, Investor Relation

HR & Admin: Manager HR, Sr.Exe. / Exe. HR.

Legal : Manager Legal , Compliance Manager, Company Secretary

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self interest. Their job is to generate

revenue by making sales. Sales mean selling their service, their ability to find the right candidate,

to prospective employers. In effect they are selling you. This means they will be eager to

champion you, their product, to the employer, likewise they will be keen to ensure that you will

accept the position if offered.

Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract

position. Generally for a permanent placement the company receives a proportion of your salary,

or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing

this should ease any concerns you have; in this you are both on the same side. For a contract the

consultant will receive a margin of your rate.


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Job Profile in EMC:

Sourcing resumes through different job portals like Naukri, monster etc.

Based on the clients requirements screening the resumes and judging the Candidates to

meet the particular requirement. Initial phone screening of candidates to judge communications and background.

Short listing the candidates as per clients requirements and then scheduling up the

interviews.

Regular follow up with the selected candidates to confirm their joining dates, ensuring

the maximum of them are placed successfully with the respective organization

Maintaining and updating database of potential, prospective and rejected candidates

Constantly be in touch with the candidate until he/she joins.

Co-ordinate with other recruiters to work as a team.

Maintaining a database of candidates.

Handling end to end recruitments.

Requirements I worked on in EMC

Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location ofDelhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd

Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd

Asp.Net for the Location of Mumbai(Malad), for the 3G Services

Project Engineer for the location of Mumbai, for Sigma Byte

Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies

Project Co-ordinator with Onmobile Global Ltd.

Techlead Position for Atidan Technologies


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Recruitment Email sent to candidate regarding the same

Dear Candidate,

This is to bring to your kind notice that we have an opening for the post of Relationship

Officer/ Sr. Relationship Officer with Quikr.com

URL: -http://www.quikr.com/html/about.php

Location: Delhi

Designation: Sr. Relationship Officer/ Relationship officer

Experience: 2+ Years

Essential

Qualities:

Excellent Communication Skill, Positive attitude, passionate, highly

motivated,Should come from online, yellow pages, space selling and should have

a good idea about online sales/marketing

Job

Responsibility:

Responsible for monitoring accessing, improving the ad sales, revenuemonitoring

Able to independently ideate and came out with solution to client and

ad sales team

Monitoring All ad positions, ad campaignings, sales etc.

Monitoring their sales / telesales team.

If your candidature suits the mentioned profile then kindly send us the following details:

1. your updated resume in MS Word format.

2. Present CTC

3. Expected CTC

4. Notice Period

As the requirement is a bit urgent, an early response on this would be highly appreciated.

Alternatively if you know someone suitable and available then Please

refer (or) let us know their contact details. We shall check their willingness for this opportunity.

Please, respond at the earliest.

Best regards,

Llll|HR| EMC-Executive Management Consultant

Direct: 9223499000 || [email protected]
http://www.quikr.com/html/about.phphttp://www.quikr.com/html/about.phphttp://www.quikr.com/html/about.phphttp://www.quikr.com/html/about.php


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Recruitment Email sent to candidate

Hi,

Opening with Onmobile Global Ltd for Project Co-ordinator

OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added

Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile

touches the lives of over 1 billion mobile users across 55 countries every month.With our

diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery

solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video

portals, M-Commerce products and services, we generate 2 5% contribution for top

customers and top line revenues of over US $800 million for over 92 customers globally. We

deliver our products by the best combination of a hosted Cloud with on-site operations at

the customer premises or through products deployed in customer networks.Founded in

2000, OnMobile has 1500 employees spread across India, U.S., LATAM, Africa, Australia,

Middle East and Europe. The company was publicly listed in India in 2008. Recent

acquisitions include Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).

Location:Bangalore

Website:http://www.onmobile.com/
http://www.onmobile.com/http://www.onmobile.com/http://www.onmobile.com/http://www.onmobile.com/


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JD for Position:-

Job Title Project Coordinator

Department India Private Operators - PMO

Qualification B.Tech / BE / MCA / MBA

Experience 1-3years

Job Description

Role

Project co-ordinator is a Project Management Office role.

The role requires the person to plan, drive, co-ordinate and

track projects with various internal stakeholders.

Schedule regular meetings with the action owners for status

tracking.

Update the senior members of the organization on the status of

the projects, highlight Requirements, risks and gating issues

and probable resolutions.

Prepare and analyse the data collected from various reports

and present it to the leaders for further analysis and decision

making.

Skills

1) Good Analytical, negotiation and communication skills.

2) Good skills in Excel and ppt. Should have good ability to analyze

data, prepare and present analysis to internal stakeholders.

3) Ability to plan, drive, co-ordinate and track projects with various

internal stakeholders and report the progress to the AVP.4) Should possess good Project management skills. Telecom

Knowledge and System level knowledge preferred.

Location Bangalore

If this profile suits your candidature, kindly send the updated resumementioning the

following details:-

1) Total Experience

2) Relevant Exp.

3) Current CTC

4) Expected CTC

5) Notice Period

Best regards,

Lllll|HR| EMC-Executive Management Consultant



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Recruitment Email sent to candidate

From:Lllllll Mmmmm

To:

Sent:Tuesday, 15 May 2012 3:15 PM

Subject:Opening with Atidan Technologies for Tech Lead

Hi,

As per the discussion, I am sending the Companys profile and Job Description.

Opening with Atidan Technologiesfor the post of Tech Lead

Atidan Technologies is an IT industry. Its an U.S. based multinational company. Atidan combines

offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-

delivering low-risk, high-performance solutions to help you improve communications, streamline workflow

and increase productivity.

URL: -http://www.atidan.com/Pages/index.aspx

Location: - Mumbai

Job Description:-

1) Candidate must have atleast 6 yrs of experience.

2) Exp working on web based projects is a must.

3) Exposure on SharePoint is preferable.

4) Exposure working with US clients is a must.

5) Applicant should be working as a tech lead.

Interview: - On Saturday (19thMay 2012)

Timing: -9 AM TO 12 PM

Interview Procedure:-

1) Aptitude Test(HR Interview)

2) Computer Programming Test (.Net Test)3) Technical Interview1

4) Technical Interview2

If this profile suits your candidature kindly send the following details:-

1) Updated Resume in word format.

2) Total Exp.

3) Relevant Exp.

4) Current CTC.

5) Expected CTC.

6) Notice Period.

Best regards,

Lllll |HR| EMC-Executive Management Consultant

mailto:[email protected]:[email protected]:[email protected]://www.atidan.com/Pages/index.aspxhttp://www.atidan.com/Pages/index.aspxhttp://www.atidan.com/Pages/index.aspxhttp://emcindia.in/http://emcindia.in/http://emcindia.in/http://www.atidan.com/Pages/index.aspxmailto:[email protected]


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Format of Candidate Interview Schedule details sent to Organization

Hi,

Below mentioned is the interview schedule for AM / Manager HR:

Sr.

No

Candidate

Name

Interview

Date

Interview

TimeContact No Mode Location Position Consultant

1Veena

Kashelkar17th May 12 10.00 am 98000000 F2F Mumbai

AM/Manager

HREMC

2 Richa Mehta 17th May 12 11.00 am 9833000000 F2F MumbaiAM/Manager

HREMC

2 Ragni Jethi 18th May 12 11.00 am 9833900000 F2F MumbaiAM/Manager

HREMC

Weekly Status Report

DateCandidate's

NameContact No Client Position Applied for Location CV Sent

29-May-12 Soham Raval 97277000000 Quikr S M Ahmedabad CV sent

Tracker sent to Company consists of the following elements:

Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company

(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,

Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line

Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 LevelPI,

Date, Final Status, Client CTC if offered.


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Form attached along with candidate resume while forwarding to the Client (i.e.

organization)

Executive Management Consultant

Name

Position applied for

Current Company

Current Position

Highest qualification

Total Exp

Relevant Exp

Current CTC

Expected CTC

Notice period

Current Location

Willing to work in Location

Opted for (Y/N)

Reason for Job Change

Why the Client (e.g. Tata/FT)

Why Consultant has shortlistedthe CV


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Introduction

Of the

Study


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Objectives of the study:

The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more

effective

v. To know the managerial satisfaction level as well as to know the yield ratio

vi. To search or headhunt people whose, skill fits into the companys values

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and experience and

also provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure at

consultant.

ii. To suggest any measures/recommendations for the improvement of the recruitment

procedures


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Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks

setting and management, performance management, change management and taking care of exits

from the company to round off the activities. This is the traditional definition of HRM which

leads some experts to define it as a modern version of the Personnel Management function that

was used earlier.

We have chosen the term art and science as HRM is both the art of managing people by

recourse to creative and innovative approaches; it is a science as well because of the precision

and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career

development. HRD programs create a team of well-trained, efficient and capable managers and

subordinates. Such team constitutes an important asset of an enterprise. One organisation is

different from another mainly because of the people (employees) working there in. According to

Peter F. Drucker, "The prosperity, if not the survival of any business depends onthe performance of its managers of tomorrow." The human resource should be

nurtured and used for the benefit of the organisation.

Uses of Human Resource Management in an organization:

Human Resource Management (HRM) is the function within an organization that focuses

on recruitment of, management of, and providing direction for the people who work in

the organization. It can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues

related to people such as compensation, hiring, performance management, organization

development, safety, wellness, benefits, employee motivation, communication,

administration, and training.


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HRM is also a strategic and comprehensive approach to managing people and the

workplace culture and environment. Effective HRM enables employees to contribute

effectively and productively to the overall company direction and the accomplishment of

the organization's goals and objectives.

Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced. HRM is now

expected to add value to the strategic utilization of employees and that employee

programs impact the business in measurable ways. The new role of HRM involves

strategic direction and HRM metrics and measurements to demonstrate value.

The Human Resource Management (HRM) function includes a variety of activities, and

key among them is responsibility for human resources -- for deciding what staffing needs

you have and whether to use independent contractors or hire employees to fill these

needs, recruiting and training the best employees, ensuring they are high performers,

dealing with performance issues, and ensuring your personnel and management practices

conform to various regulations. Activities also include managing your approach to

employee benefits and compensation, employee records and personnel policies. Usually

small businesses (for-profit or nonprofit) have to carry out these activities themselves

because they can't yet afford part- or full-time help. However, they should always ensure

that employees have -- and are aware of -- personnel policies which conform to current

regulations. These policies are often in the form of employee manuals, which all

employees have.

HRM is widening with every passing day. It covers but is not limited to HR planning,

hiring (recruitment and selection), training and development, payroll management,

rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.

In other words, we can say that its about developing and managing harmoniousrelationships at workplace and striking a balance between organizational goals and

individual goals.


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Advantages / Importance of HR:

Meeting manpower needs: Every Organisation needs adequate and properly qualified

staff for the conduct of regular business activities. Imaginative HRP is needed in order to

meet the growing and changing human resource needs of an organisation.

Replacement of manpower: The existing manpower in an Organisation is affected due to

various reasons such as retirement and removal of employees and labour turnover. HRP

is needed to estimate the shortfall in the manpower requirement and also for making

suitable arrangements for the recruitment and appointment of new staff.

Meeting growing manpower needs: The expansion or modernisation programme may be

undertaken by the enterprise. Manpower planning is needed in order to forecast and meet

additional manpower requirement due to expansion and growth needs through

recruitment and suitable training programs.

Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing employees

need to be retrained and new employees may be recruited.

Coping with change: HRP enables an enterprise to cope with changes in competitive

forces, markets, products, and technology and government regulations. Such changes

generate changes in job content, skill, number and type of personals.

Increasing investment in HR: An employee who picks up skills and abilities becomes a

valuable resource because an organisation makes investments in its manpower either

through direct training or job assignments.

Adjusting manpower requirements: A situation may develop in; an organisation when

there will be surplus staff in one department and shortage of staff in some other

department. Transfers and promotions are made for meeting such situations.

Recruitment and selection of employees: HRP suggests the type of manpower required in

an organisation with necessary details. This facilitates recruitment and selection of


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suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests

and procedures is also possible as per the manpower requirements.

Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of

different departments. Surplus or shortage of manpower is avoided and this ensures

optimum utilization of available manpower.

Training of manpower: HRP is helpful in selection and training activities. It ensures that

adequate numbers of persons are trained to fill up the future vacancies in the

Organisation.

HR TOPICS - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

Levels of Companies

Technologies and Domineer

Portal Explanation Explanation of Job Description and Analyzing of Requirement

Sourcing of Profiles from Portals

Screening of profiles as per the requirement

Calling the Candidates

Formatting of profiles and Trackers Preparation

Maintenance of Database

Training and Development

Concept of Training and Development

Training Needs Identification Process

Designing Annual Training Plans

Training Execution


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Designing Employee Development Initiatives

Designing Supervisory Development Programs

Designing Management Development Programs

What is Training ROI and how to Calculate

Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

How to Design Induction Programs and Execution

How to Design on the Job Training Programs and Monitoring

How to evaluate effectiveness of Induction and on the Job Training Programs

Probation Confirmation and HR Role

Team Management Skills

Understanding What is a Team

Understanding Team Development Stages

What is your Team Membership Orientation

How to improve your effectiveness as Team Member

What is Team Leadership

Understanding my Orientation


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HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the Organisation."

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified

applicants for the future human resources needs even though specific vacancies do not exist.

Usually, the recruitment process starts when a manger initiates an employee requisition for a

specific vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing schedule

and to employ effective measures for attracting that manpower in adequate numbers to facilitate

effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of

prospective employees for the organisation so that the management can select the right candidate

for the right job from this pool. The main objective of the recruitment process is to expedite the

selection process.

Recruitment is almost central to any management process and failure in recruitment can create

difficulties for any company including an adverse effect on its profitability and inappropriate

levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in

management decision making and the recruitment process could itself be improved by following


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management theories. The recruitment process could be improved in sophistication with Rodgers

seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal

interviews, etc. Recommendations for specific and differentiated selection systems for different

professions and specializations have been given. A new national selection system for

psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations

Vacancies: due to promotions, transfers, retirement, termination, permanent disability,

death and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

In addition, new vacancies are possible due to job respecification.

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 strategic

advantage for the organisations. Recruitment process involves a systematic procedure fromsourcing 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 resource department receiving requisitions for

recruitment from any department of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required


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Preparing the job description and person specification.

Locating and developing 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

The HR Role in Recruitment changed and HRM:

Decides about the design of the recruitment processes and to decide about the split of

roles and responsibilities between Human Resources and Hiring Manager

Decides about the right profile of the candidate

Decides about the sources of candidates

Decides about the measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The

HRM was responsible for maintaining the vacancies advertised and monitored, but the real

impact of HRM to the performance of the whole recruitment process was minimal.

But as the role of Human Resources in the business was increasing, the HR Strategy was

changed. From making the process working to the real management of HR Processes and the

Recruitment Process was the first to manage.

The role of HR in Recruitment is very important as HRM is the function to work on the

development of the recruitment process and to make the process very competitive on the market.

As the job market gets more and more competitive, the clearly defined HR Role in Recruitment

will be growing quickly. HRM is not a function to conduct all the interviews today, the main role

of Human Resources is to make the recruitment process more attractive and competitive on the

job market.


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Scope of HR Recruitment:

HR jobs are one of most important tasks in any company or organization.

To structure the Recruitment policy of company for different categories of employees.

To analyses the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and

Senior Management cadres.

A recruitment agency provides you with career counseling which renders a crystal clear

picture of what are the possible career options out there for you and which job option

suits you the best.

Objective of HR

To obtain the number and quality of employees that can be selected in order to help the

organization to achieve its goals and objectives.

Recruitment helps to create a pool of prospective employees for the organization so that

the management can select the right candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the

placement of right candidate at the right place at the right time.

Recruitment serves as the first step in fulfilling the needs of organizations for a

competitive, motivated and flexible human resource that can help achieve its objectives.

The recruitment process exists as the organization hire new people, who are aligned with

the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of ConsultancyTraditionally, recruitment is seen as the cost incurring process in an organization. HR

outsourcing helps the HR professionals of the organisations to concentrate on the strategic

functions and processes of human resource management rather than wasting their efforts, time

and money on the routine work.


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Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide

economies of scale to the large sized organizations.

The major advantages of outsourcing performance management are:

Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as

well as the consultancies that provide the service to the corporate. Apart from increasing their

revenues, outsourcing provides business opportunities to the service providers, enhancing the

skill set of the service providers and exposure to the different corporate experiences thereby

increasing their expertise.

The advantages accruing to the corporate are:

Turning the management's focus to strategic level processes of HRM

Accessibility to the expertise of the service providers

Freedom from red tape and adhering to strict rules and regulations

Optimal resource utilisation

Structured and fair performance management.

A satisfied and, hence, highly productive employees Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow and perform

better.

Result

Qualitative/QuantitativeHiring of consultancy Time saving of

Company

Focus Management

Effort

Cost Reduction


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Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of

their services, both by the employers and the job seekers. With an already saturated job market,

the recruitment intermediaries have gained a vital position acting as a link between the job

seekers and the employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of

e-recruitment. With the changing demand, technologies and the penetration and increasing use of

internet, the recruitment consultancies or the intermediaries are facing tough competition. To

retain and maintain their position in the recruitment market, the recruitment intermediaries or

consultants (as they are commonly known) are witnessing and incorporating various changes in

terms of their role, functions and the services.According to a survey amongst top employers, most of them agree with the growing influence of

technology and the Internet on the recruitment processes. 70 per cent of employers reported the

use of application portal on their companys official website. Apart from that, the emerging

popularity of the job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their expert services,

economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,

the candidates, understanding of the requirements, and most importantly, the assess to the

suitable and talented candidates and the structured recruitment processes. The recruitment

intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-

coordinating interviews, posting vacancies etc. give them an edge over the other sources of

recruitment.

To retain their position as the service providers in the recruitment market, the recruitment

intermediaries are providing vale added services to the organisations. They are incorporating the

use of internet and job portals, making their services more efficient.

Despite of the growing use of the internet, the recruitment intermediaries are predicted to

continue dominating the recruitment market in the anticipated future.


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Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment

processes of an organisation. It is one of the technological tools facilitated by the information

management systems to the HR of organisations. Just like performance management, payroll and

other systems, Recruitment management system helps to contour the recruitment processes and

effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are 4explained

below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and reliable

processing of applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the various links like

the application system on the official website of the company, the unsolicited

applications, outsourcing recruitment, the final decision making to the main recruitment

process.

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the

recruitment processes.

Recruitment management system provides and a flexible, automated and interactive

interface between the online application system, the recruitment department of the

company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the recruitment

processes to ensure improved ROI.

Recruitment management system helps to communicate and create healthy relationships

with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool

which helps to sane the time and costs of the recruiters and improving the recruitment

processes.


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HR Recruitment Process


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1. Client need assessment

Define objectives and specifications

Understand client's business and culture

Understand the job/position specifications

Understand roles and responsibilities of the prospective candidate

Develop a search plan and review with the client

2. Candidate Identification

Identify target sources

Extensive organization mapping, research & database search of the profile

Provide status report to client about the available talent pool

3. Candidate assessment and Presentation

Screen and evaluate candidates

Personal Interviews with Candidates wherever possible - assess skills, interest level and

cultural fit

Discuss the shortlist with the client and send resumes

4. Candidate interview, selection & Presentation of Offer

Facilitate interviews with the client

Obtain feedback

Participate in decision making process

Provide inputs on candidate's desired compensation

5. Closure & Follow up

Negotiate offer acceptance

Execute Reference check, Compensation & Job Level Discussions

Coordinate Joining Formalities and on boarding as per predefined date

Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

Tell me about yourself?

Tell me about your job profile?

How much current CTC, youre getting in current organization?

How much youre expecting form new organization?

How the notice period you required if you are selected?

Why did you want to resign from your previous job?


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Research

Methodology


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RESEARCH is a careful investigation or inquiryespecially through search for new facts in any

branch of knowledge.

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem, formulated

hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of

recommendations.

The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION:

Primary Data:

Primary data was collected through survey method by distributing questionnaires to employees.

The questionnaires were carefully designed by taking into account the parameters of my study.

Secondary Data:

Data was collected from web sites, going through the records of the organisation, etc. It is the data

which has been collected by individual or someone else for the purpose of other than those of our

particular research study. Or in other words we can say that secondary data is the data used

previously for the analysis and the results are undertaken for the next process.

KIND OF RESEARCH

The research done by

EXPLORATORY RESEARCH

This kind of research has the primary objective of development of insights into the problem. It

studies the main area where the problem lies and also tries to evaluate some appropriate courses

of action.

Sample Design:

A complete interaction and enumeration of all the employees was not possible so a sample was

chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any

biased while collecting the data.


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Tools of Analysis:

The data collected from both the sources is analyzed and interpreted in the systematic manner

with the help of statistical tool like percentages.

RESEARCH DESIGN:

A research design is the arrangement of the condition for collection and analysis of data

in a manner that aims to combine relevance to the research purpose with economy in procedure.

A research design is the specification of methods and procedure for acquiring the information

needed to structure or to solve problems. It is the overall operation pattern or framework of the

project that stipulates what information is to be collected from which source and be what

procedures.

1 What is study about?

2 What is study being made?

3 Where will the study be carried out?

4 What type of data is required?

5 Where can the required data be found?

6 What will be the sample design?

7 Technique of data collection.

8 How will data be analyzed?


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Data Analysis

AndInterpretation


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The analysis of the data is done as per the survey finding. The data is represented

graphically in percentage. The percentage of the people opinion were analyzed and

expressed in the form of charts.

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where

as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.


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Question 4: How do you track the source of candidate?

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software

to source a candidate.

Question 5: Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process?

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded

for No.

Software

5%

Online80%

Data15%

Software

Online

Data

Yes

95%

No

5%

Yes

No


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Question 6: What is the average time spent by executives during recruitment (each

candidate)?

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%

responded for 5 to 10 mins, whereas 10% responded for 10 15 mins and rest 10% responded

for more than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded

for No.

Question 8: What are the basic questions you ask to the candidate?

1 - 5 minutes

60%

5 - 10 mins20%

10 - 15 mins

10%

more than 15mins

10%

1 - 5 minutes

5 - 10 mins10 - 15 mins

more than 15 mins

Yes

95%

No

5%

Yes

No


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This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic

questions.

Question 9: Do you have any system to calculate cost per recruitment?

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%

responded for Yes.

Question 10: Is there any provision for evaluation and control of recruitment process?

Experience (Total/ Relevent)

0%

Current /Expected CTC

0%

Current JobProfile

0%

Notice Period0%

All of the Above100%

Experience (Total / Relevent)

Current / Expected CTC

Current Job Profile

Notice Period

All of the Above

Yes

30%

No

70%

Yes

No


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This analysis indicates that most of the respondent i.e. 55% responded for No and 45%

responded for Yes.

Question 11: Is there any facility for absorbing the trainees in your organization?

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%

responded for No.

THEORITICAL FRAMEWORK:

THEORIES REGARDING RECRUITMENT

Yes45%

No

55%

Yes

No

No30%

Yes

70%

No

Yes


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RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom

to recruit and whom not;

As per Behling et al, there are three ways in which a prospective employee makes a decision to

join an organization.

Accordingly, the following three theories of recruitment have been evolved:

Objective factor theory

Subjective factor theory

Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by a

potential employee depends on objective assessment of tangible factors such as;

Pay package, Location, Opportunity per career growth, Nature of work and Educational

opportunities. The employer according to this theory considers certain factors among others;

educational qualification, years of experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job,

reputation of the organization and other similar factors plays an important role.

According to this theory, compatibility of individual personality with the image of organization

is decisive factor in choosing an organization by individual candidate seeking for employment.

These subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory


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The critical factors observed by the candidate during his interaction with the organization play a

vital role in decision making. Recruiter being in touch with the candidate, promptness of

response and similar factors are important. This theory is more valid with the experienced

professionals.

There are instances when a candidate is unable to choose an organization out of alternative based

on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited

contact and insufficient data with regards to the organization or its own inability to analyze and

come to ant conclusion. In such cases, certain critical factors observed by the manager during

interview and contact with personnel of the organization will have profound influence in his

decision process.

It must be noted that, the theoretical base given above by Behling et al was mostly influenced by

the working condition which existed in developed countries like The United States of America

and European countries. In these countries, vacancies are many and there is scarcity of suitable

hands unlike in developing countries like Cameroon where vacancies are less and hands are more

resulting to large scarce unemployment. The theoretical base given above cannot be applied in

developing countries except in hid paid jobs where higher skills and better knowledge are the

prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.

In production, servicing and clerical jobs, unemployment is where the number of job seekers far

exceeds the vacancies.

In such a situation, candidates have little choice and such, grab whatever organization call him or

her for employment. In such a case, the potential organization is in a better place to choose the

candidates from the many available.

Hence, the recruitment process should be that of filtering and re-distributing potential candidates

not only, for actual or anticipated organization vacancies but also searching for prospective

employee.

From Behlings review, it could be assessed that workers output will increase due to certainobjectives of motivating them through regular payment. This will help to influence their working

conditions thereby making them to be effective at work.

Problems arise when unemployment rate is high and the number of those seeking for jobs far

exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in


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the institution. Though they possess the knowledge, education, the process should be to filter and

re-discover their potentials.

When this happens, right (qualified) employees should be placed in the right positions and as a

result, it will lead to an increase in productivity.

Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to

determine whether his output will increase or decrease but it should be assessed from the critical

factor observed during interview and the contact with the personnel of the organization that will

influence his productivity and his decision making.

PersonalityJob Fit Theory

The personalityjob fit theory postulates that a person's personality traits will reveal insight as to

adaptability within an organization. The degree of confluence between a person and the

organization is expressed as their Person-Organization (P-O) fit. This also referred to as a

personenvironment fit. A common measure of the P-O fit is workplace efficacy; the rate at

which workers are able to complete tasks. These tasks are mitigated by workplace environs- for

example, a worker who works more efficiently as an individual than in a team will have a higher

P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the

right personality with the right company workers can achieve a better synergy and avoid pitfalls

such as high turnover and low job satisfaction. Employees are more likely to stay committed to

organisations if the fit is 'good'.

In practice, P-O fit would be used to gauge integration with organizational competencies. The

Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and

co-worker respect. Competencies can be assessed using various tools like psychological tests,

competency based interview, situational analysis, etc.

If the Individual displays a high P-O fit, we can say that the Individual would most likely be able

to adjust to the company environment and work culture, and would be able to perform at an

optimum level.


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CONCLUSIONS

Polices adopted by EMC are transparent, legal and scientific.

Recruitment is fair.

The recruitment should not be lengthy.

To some extent a clear picture of the required candidate should be made in order to

search for appropriate candidates.

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

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

fresh blood, new idea enters in the company.

SUGGESTIONS

Time management is very essential and it should not be ignored at any level of the process.

Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being

more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees


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Questionnaire on Recruitment Process

Name

Companys name

Designation

Date-

NotePlease fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many

Question you are asking during the Telephonic interview round? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process? ( )

a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each

candidate) ? ( )

a. 1mins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More


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( )

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No

b. Yes, please specify


( )

a. Yes b. No


a. Yes b. No ( )


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( )

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No

b. Yes, please specify


( )

a. Yes b. No


a. Yes b. No ( )

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