AT DHRUVA TECHNOLOGIES PVT.LTD INTRODUCTION HUMAN RESOURCE: Human Resource is of paramount importance for the success of any organization. It is a source of strength and aid. Human resources are the wealth of an organization which can help it in achieving it goals. Human Resource management is concerned with the human beings in an organization. It reflects a new outlook which views organizations manpower as its resources and assets. Human Resource is a resource like any other natural resource. It means that management can get and use the skill, knowledge, ability, etc. hrough the development of skills, tapping and utilizing them again and again. Human Resource management is that process of management which develops and the human elements of an enterprise. RECRUITMENT AND SELECTION: he Recruitment and selection is a strategy for ac!uiring and placing human resource process and are often used interchangeably. Recruitment refers to the process of identifying and encouraging prospective employees to apply for "obs# selection is concerned with picking the right candidates from a pool of applications. Recruitment is said to be positive in the approach as it seeks to attract as many candidates as possible. $election on other hand is negative in its application in as much as it seeks to eliminate as many !ualified applications as possible in order to identify the right candidates. he most valuable asset to any large%scale organization is right caliber personnel, individuals, differ in their ability to perform the different types of activities. hey differ in their physical characteristics, intelligence, and intellectual aptitudes, in interests, in temperament, and in character. &ecause of these large differences in human abilities, the problems of proper selection become a very important one. he importance of having an effective recruitment and selection policy in an organization, the recent trends that have influenced the process of recruitment and selection in an 91 organization, various challenges faced by organizations in the process of recruiting and selecting employees. Recruitment has been regarded as the most important function of personnel administration, which discovers the potential applicants for actual or anticipated organizational vacancies. he selection procedure is concerned with securing relevant information about an applicant. he ob"ective of selection process is to determine whether an applicant whose is most likely to perform well in that "ob. Recruitment and $election is the core HR practices without which organization cannot survive. Recruitment forms the first stage in the process which continuous with selection and ceases with the placement of the candidates. herefore it is important to know about the recruitment and selection process in an organization. 'mployers are always looking for the right staff to fill the "ob vacancies that they have on offer. (inding the right staff means that recruitment and selection processes are a key factor in the success of any business. In order to be truly effective it is essential that a business has the right kind of personnel. Having people who en"oy their "obs and want to make a success of them can be the making of a company, while uninterested and unsuitable staff can bring a successful business to its knees. In order to ensure the right kind of recruitment and selection of staff means that an employer should be aware of the kind of skills that they want an employee to have. 'mployers should also be aware of the kind of transferable skills that will be useful to the company. his means that employers need to be !uite specific when they advertise a vacancy. If an employer decides to use the services of an agency in the recruitment and selection process, then he)she should be precise in their instructions to the recruitment consultant. *ne of the most important aspects of the recruitment and selection process is to have a clear framework for short listing candidates for a vacancy. his means that an employer should have some idea of what they want to see on a person+s resume or ,- and what kind of e.perience they e.pect a potential employee to have had. /uring the recruitment and selection process it is also wise to establish which !ualities and !ualifications are essential to the "ob and which are desirable. *nce you have your shortlist of potential employees then you have to decide whether a single interview will suffice or whether you want an interview and presentation. 91 he recruitment and selection process is always easier if an employer can provide a recruitment agency or recruitment consultant with a very specific brief on what they want in an employee. hey should also advise the agency)consultant of their own processes of selecting the right candidate. his way the agency or consultant can advise potential candidates at each stage of the recruitment and selection process. 0hoever interviews candidates for a position should be ready to provide feedback on that interview, either to the candidate themselves or to the agency representing them. &efore the interview 1and presentation if stipulated2 takes place the employer should have a definite idea of what they are prepared to offer as an employment package. It is not a good idea to be vague at this stage of the process because it is all too easy to forget that when it comes to recruitment and selection the candidate may also be sizing up their potential employer.
(3,*R$ 3((',I45 R',R6I7'4 91 FACTORS AFFECTING RECRUITMENT POLICY: *rganizational ob"ectives 8ersonnel policies of the organization and its competitors. 5overnment policies on reservations. 8referred sources of recruitment. 4eed of the organization. IMPORTANCE OF RECRUITMENT POLICY It should focus on recruiting the best potential people. o ensure that every applicant and employee is treated e!ually with dignity and respect. 6nbiased policy. o aid and encourage employees in realizing their full potential. ransparent, task oriented and merit based selection. 0eightage during selection given to factors that suit organization needs. *ptimization of manpower at the time of selection process. /efining the competent authority to approve each selection. 3bides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs. DIFFERENCE BETWEEN RECRUITMENT AND SELECTION 91 1. Recruitment comes first and is followed by $election. 9. Recruitment is positive process while $election is a negative process. :. Recruitment is calling large pool of candidates while $election is choosing the suitable ,andidate. he 7ain *b"ective of a selection procedure is to determine whether an applicant meets the !ualification for a specific "ob, and then to choose the applicant who is most likely to perform well in that "ob. Need of the t!d": his pro"ect work characterizes to evaluate the recruitment programs that are conducted at /hruva echnologies 8vt.;td. he ob"ectives of the study are as follows. Recruitment is the process which links the employers with the employees. -acancies due to 8romotions, transfer, retirement, termination, permanent disability, death and labour turnover. ,reation of new vacancies due to the growth, e.pansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to "ob specification. o evaluate the recruitment management programs. o identify and suggest measures for the improvement of the recruitment programs. Increase the pool of "ob candidates at minimum cost. ,reate a talent pool of candidates to enable the selection of best candidates for the organization. 91 /etermine present and future re!uirements of the organization in con"unction with its personnel planning and "ob analysis activities. 7eet the organizations legal and social obligations regarding the composition of its workforce. OB#ECTIVES: o study the recruitment and selection procedure in /hruva echnologies 8vt.;td182 ;td, Hyderabad. o know how the new candidates are recruited and placed in 8hoton (argo $olutions 182 ;td, Hyderabad. o know the level of satisfaction of employees regarding recruitment and selection process at /hruva echnologies 8vt.;td, Hyderabad. o know the policy in order to meet the manpower re!uirements of /hruva echnologies 8vt.;td with personnel who posses the necessary !ualifications, skills, aptitude, and are suitable as per organizational needs. o streamline the recruitment process to ensure that we always hire the RI5H people at RI5H role at RI5H time. o give suggestions if any, in strengthening the Recruitment and $election 8rocedure in /hruva echnologies 8vt.;td, Hyderabad. SCOPE OF THE STUDY: he scope of the study is confined to the following process like procedure followed for Recruitment and $election, type of skills, needed by the employees, satisfaction levels of the employees by taking the $% as &'()e *+e. he study is covered only to the employees of /hruva echnologies 8vt.;td Hyderabad. 91 o identify the various factors companies undertake prior to the recruitment process. o study how the companies establish a fit between their business strategy and recruitment strategy. o study how the companies have coped with change in the market vis a vis its recruitment process. o analyse the recruitment policy of the organization. o compare the Recruitment policy with general policy. o provide a systematic recruitment process. RESEARCH METHODOLOGY Research is a scientific and systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. <Research comprises defining and redefining problems, formulation hypothesizer suggested solutions, collecting, organizing and evaluating the data, making deductions and reaching conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis= % &y CLIFFORD WOOD 7ethodology means <a procedure designed to the e.tent to which it is planned and evaluated before conducting the in!uiry and the e.tent to which the method for making decisions is evaluated= %&y DHONDYAL. DATA COLLECTION: here are two types of data PRIMARY DATA 8rimary data can be collected either through e.perience or through survey. hose which are collected a fresh and for the first time thus happen to be original in character that is called primary data. 91 >uestioned ?@ employees with the following !uestionnaire and collected the data. I spent time for the fresh recruitment process and collected the data after !uestioning the candidate. &y observation 8ersonal discussion 8ersonal Interview >uestionnaire SECONDARY DATA $econdary data means the data that has already been available he secondary data is gathered from Aournals, magazines, official records, broachers, office files, annual reports, Internet and also through discussion with concerned officers. SAMPLING METHOD he sampling techni!ues are the process of selecting a few from a bigger group to become the basis for estimating or predicting the fact, situation or outcome regarding bigger group. he research techni!ue adopted is RANDOM SAMPLING TECHNI,UE S&'()e *+e - $% .e(o/de/t $ampling unit B /HR6-3 ',H4*;*5I'$ 8-.;/ $ampling 3rea - HC/'R3&3/ TOOLS FOR DATA COLLECTION: ,!et*o//&*.e - his method is used in data collection which is !uite popular, particularly in case of big en!uires private individual+s research person+s private and public organization, are adopting it. >uestionnaires consist of a number of !uestions printed or typed in a definite order on forms. he respondents have to answer the !uestions on their own. ,!et*o//&*.e De*0/ - he !uestionnaire consists of a number of !uestions printed in a definite order or a set of forms. 91 ,!et*o/ */1)!de : C)oed E/ded ,!et*o/ D*1hoto'o! ,!et*o/ I/d!t." P.of*)e O2e.2*e3 o/ I/d*&4 Soft3&.e I/d!t." 3ccording to statistics, countryDs software e.ports reached total revenues of Rs EF1GG crores. he shares of total Indian e.ports form E.9 per cent in 199? to 9G.E percent in 9GG9%G:. It is e.pected that the industry will generate a total employment of around four millions peoples, which accounts for ? per cent of IndiaDs total 5/8 as in the year 9GGH. he year 199@%9F was a boom for the industry. he performance of the industry over the years is as followsI 1In terms of 6$ J millions2 /omestic software 7arketE9GF?G99G19@G1?GG9E@G $oftware '.ports ?:E1GH@1?@G9F@GEGGGF:GG Indian $oftware Industry 199E1?@@9F?G:9GG@?GGH?@G I/d*&4 Soft3&.e E5(o.t: $oftware e.ports has ma"or share in IndiaDs total e.ports. 3s of the year 9GGE%G@, both software and services revenue grew by :9 percent to J 99 billions and J 9H.@ billions in 9GG@%GF. 91 3ccording to 43$$,*7, IndiaDs domestic market, grew by 9E per cent. 8resently Indian companies have concentrated on only two largest I service markets. hey are 6$3 and the 6K. 'ven ,anada, Aapan, 5ermany and (rance represent huge growth potential in the industry. 0hy IndiaL Rapidly Improving infrastructure ;arge alent 8ool 3vailability Infrastructure High >uality 'ducat ional ;ow *peraing ,osts RM/ $trengths 'stablished echnology ,lusters 5overnment Incentive P.o0.e of IT I/d!t." 6I/ te.' of US 7 8*))*o/9 Cear9GG:%GE9GGE%G@9GG@%GFNI software and service e.ports9.919.G1@.9I'%&8* e.ports:.F@.9?.:/omestic market:.9E.HF.Gotal1F.?99.G9H.@ N'stimated $ourceI 7inistry of ,ommunications and I. 199@%199F % 199E million 6$ /ollars 199F%199? % 1?@@ million 6$ /ollars 199?%199H % 9F?G million 6$ /ollars 199H%1999 % :9GG million 6$ /ollars 1999% 9GGG % @?GG million 6$ /ollars 9GGG%9GG1 % H?@G million 6$ /ollars 3ccording to the 43$$,*7% 7cKinsey report on the I industry of India, the pro"ected revenue of the I industry of India for the year 9GGH is H? billion 6$ /ollars. he pro"ected e.ports or the year 9GGH, accord to this report, is @G billion 6$ /ollars. $ome of the important aspects of the 43$$,*7% 7cKinsey report related to the size of IndiaDs I industry are % 91 here is potential of :.9 million people being employed in the I industry of India by the end of 9G19. ,ontribution of software and services to the total 5/8 of India will be more than ?.@O. (/I 1(oreign /irect Investment2 of 1G.@ billion 6$ /ollars e.pected in the I industry by the end of 9G11. E@O of total e.ports from India will be from I e.ports. 99@ billion 6$ /ollars worth of market capitalization from Ishares. $oftwares and services are e.ported to bout 19@ companies from India. 4orth 3merica accounts for F1O of the software e.ports from India. he pro"ections about the size of IndiaDs I industry present a very optimistic picture. he industry is e.pected to grow to double its current size by the year 9G19. IndiaDs I industry is e.pected to grow at an annual average rate of 1HO in the ne.t five years. he industry is also e.pected to cross the 1GG billion 6$ /ollar mark by 9G11. *ne of the ma"or areas of growth for the I industry of India is by tapping the potential in the domestic market. he I industry of India is largely dependant on the e.port market. 8enetrating more into the domestic market would create further opportunities of growth for the I industry. 3doption of new liberal policies in India has given birth immense opportunities to its industries. $uccess story of IndiaDs Soft3&.e I/d!t." is a step in the same direction. he Soft3&.e I/d!t.", which is a main component of the Information technology, has brought tremendous success for the emerging economy. IndiaDs young aged manpower is the key behind this success story. 8resently there are more than @GG software firms in the country. 0orldwide I $pending to 5row @.: 8ercent in 9G1G 6nseasonably $trong Hardware $ales in (irst >uarter $ets 6p 9G1G for $olid I $pending 5rowth 0orldwide I spending is forecast to reach J:.E trillion in 9G1G, a @.: percent increase from I spending of J:.9 trillion in 9GG9, according to 5artner, Inc. he I industry will continue to show steady growth with I spending in 9G11 pro"ected to surpass J:.@ trillion, a E.9 percent increase from 9G1G. 91 P(ollowing strong fourth !uarter sales, an unseasonably robust hardware supply chain in the first !uarter of 9G1G, combined with continued improvement in the global economy, sets up 9G1G for solid I spending growth,P said Richard 5ordon, research vice president at 5artner. PHowever, itDs important to note that nearly E percentage points of this growth will be the result of a pro"ected decline in the value of the dollar relative to last year. I spending in e.change%rate% ad"usted dollars will still grow 1.F percent this year, after declining 1.E percent in 9GG9.P 0orldwide computing hardware spending is forecast to reach J:@: billion in 9G1G, a @.? percent increase from 9GG9 1see able 12. Robust consumer spending on mobile 8,s will drive hardware spending in 9G1G. 'nterprise hardware spending will grow again in 9G1G, but it will remain below its 9GGH level through 9G1E. $pending on storage will en"oy the fastest growth in terms of enterprise spending as the volume of enterprise data that needs to be stored continues to increase. 4ear%term spending on servers will be concentrated on lower%end servers# longer%term, server spending will be curtailed by virtualization, consolidation and, potentially, cloud computing. P,omputing hardware suffered the steepest spending decline of the four ma"or I spending category segments in 9GG9. However, it is now forecast to en"oy the "oint strongest rebound in 9G1G,P said 5eorge $hiffler, research director at 5artner. P,onsumer 8, spending will contribute nearly E percentage points of hardware spending growth in 9G1G, powered by strong consumer spending on mobile 8,s. 3dditionally, professional 8, spending will contribute "ust over 1 percentage point of spending growth in 9G1G as organizations begin their migration to 0indows ? toward the end of the year.P 0orldwide I $pending (orecast 1&illions of 6.$. /ollars2
9GG9 $pending 9GG9 5rowth 1O2 9G1G $pending 9G1G 5rowth 1O2 ,omputing Hardware ::: %19.@ :@: @.? $oftware 991 %9.1 9:9 @.1 I $ervices ??? %E.G H91 @.? 91 elecom 1,H99 %:.E 1,9HH @.1 3ll I :,99: %E.@ :,:9E @.: 0orldwide software spending is e.pected to total J9:9 billion in 9G1G, a @.1 percent increase from last year. 5artner analysts said the impact of the recession on the software industry was tempered and not as dramatic as other I markets. In 9G1G, the ma"ority of enterprise software markets will see positive growth. he infrastructure market, which includes all the software to build, run and manage an enterprise, is the largest segment in terms of revenue and the fastest%growing through the 9G1E. he hottest software segments through 9G1E include virtualization, security, data integration)data !uality and business intelligence. he applications market, which includes personal productivity and packaged enterprise applications, has some of the fastest%growth segments. 0eb conferencing, team collaboration and enterprise content management are forecast to have double% digit compound annual growth rates 1,35R2, in the face of growing competition surrounding social networking and content. P,ost optimization, and the shifts in spending form mega suites to the automation of processes will continue to benefit alternative software ac!uisition models as organizations will look for ways to shift spending from capital e.penditures to operating e.penditures,P said Aoanne ,orreia, managing vice president at 5artner. P&ecause of this, vendors offering software as a service 1$aa$2, I asset management, virtualization capabilities and that have a good open%source strategy will continue to benefit. 0e also see mobile%device support or applications, as well as cloud services driving new opportunities.P he worldwide I services industry is forecast to have spending reach JH91 billion in 9G1G, up @.? percent from 9GG9. he industry e.perienced some growth in reported outsourcing revenue at the close of 9GG9, an encouraging sign for service providers, which 5artner analysts believe will spread to consulting and system integration in 9G1G. P0e continue to see a long%term recession DhangoverD as a more%cautious mind%set continues as the norm among a lot of buyers who keep looking for small, safe deals where cost take%out is a key factor, said Kathryn Hale, research vice president at 5artner. PIn the face of that ongoing 91 strong pressure to renegotiate contracts, and in the absence of e!uivalent pressure from stockholders, we believe vendors will generally choose to maintain margins over revenue growth.P 0orldwide telecom spending is on pace to total close to J9 trillion in 9G1G, a @.1 percent increase from 9GG9. &etween 9G1G and 9G1E, the mobile device share of the telecom market is e.pected to increase from 11 percent to 1E percent, while the service share drops from HG percent to ?? percent and the infrastructure share remains stable at 9 percent of the total market. 0orldwide enterprise network services spending is forecast to grow 9 percent in revenue in 9G1G, but 5artner analysts said this masks ongoing declines in 'urope and many other mature markets as well as an essentially flat 4orth 3merican market. P;onger term, the global enterprise network services market is e.pected to grow modestly, largely on the back of growth in Internet services, such as hosting,P said 8eter K"eldsen, research director at 5artner. P'thernet services will also grow significantly, albeit at the e.pense of both legacy services and multiprotocol label switching 178;$2.P In India, the software boom started somewhere in the late 199Gs. 7ost of the Indian software companies at that moment offered only limited software services such as the banking and the engineering software. he business software boom started with the emergence of C9K problem, when a large number of skilled personnel were re!uired to fulfill the mammoth database% correction demand in order to cope up with the advent of the new millennium he profile of the Indian I $ervices has been undergoing a change in the last few years, partly as it moves up the value chain and partly as a response to the market dynamics. en years ago, most 6$ companies would not even consider outsourcing some of their I pro"ects to outside vendors. 4ow, ten years later, a vast ma"ority of 6$ companies use the professional services of Indian $oftware engineers in some manner, through large, medium or small companies or through individuals recruited directly. 91 he market competition is forcing organizations to cut down on costs of products. he professional I services on the other hand are becoming increasingly e.pensive. he offshore software development model is today where onsite professional services were ten years ago. here is a high chance 1almost a mathematical certainty2, that in less than ten years, the vast ma"ority of I services 1software development being "ust one of them2 from developed countries, will be, one, outsourced and two, outsourced to an offshore vendor. /espite the global economic slowdown, the Indian I software and services industry is maintaining a steady pace of growth. $oftware development activity is not confined to a few cities in India. $oftware development centers, such as &angalore, Hyderabad, 7umbai, 8une, ,hennai, ,alcutta, /elhi%4oida%5urgaon, -adodara, &hubaneswar, 3hmedabad, 5oa, ,handigarh, rivandrum are all developing !uickly. 3ll of these places have state%of%the%art software facilities and the presence of a large number of overseas vendors. India+s most prized resource is its readily available technical work force. India has the second largest 'nglish% speaking scientific professionals in the world, second only to the 6.$. It is estimated that India has over E million technical workers, over 1,H:9 educational institutions and polytechnics, which train more than F?,?H@ computer software professionals every year. he enormous base of skilled manpower is a ma"or draw for global customers. India provides I services at one%tenth the price. 4o wonder more and more companies are basing their operations in India. IndiaDs I industry caters to both domestic and e.port markets. '.ports contribute around ?@O of the total revenue of the I industry in India. he I industry can be broadly divided into four segments B
91 he industry is in an e.pansion mode right now, with dozens of new offshore I services vendors emerging everyday, the industry has a high probability of being sub"ected to the HGI9G rule in not too distant a future. In perhaps another ten years, HG percent of all outsourced offshore development work will be done by 9G percent of all vendors, a small number of high !uality, trusted vendors. *nly a few select countries and only the most professional companies in those countries, will emerge as winners. India will definitely be the country of choice for offshore software development. 0e have the potential to become and remain the country of choice for all software developments and I enabled services, second only to the 6$3. he third choice could be far distant. 91 India is among the three countries that have built supercomputers on their own. he other two are 6$3 and Aapan. India is among si. countries that launch satellites and do so even for 5ermany and &elgium. IndiaDs I4$3 is among the worldDs largest domestic satellite communication systems. India has the third largest telecommunications network among the emerging economies, and it is among the top ten networks of the world. o become a global leader in the I industry and retain that position, we need to constantly keep moving up the value chain, focusing on finished products and solutions, rather than purely on skill sets and resumes. 0e need to be able to package our services as products, rather than offering them as raw material. 0e need to be able to recognize and build up on our strengths and work on our weaknesses. 91 he I industry has emerged as one of the most important industries in the Indian economy contributing significantly to the growth of the economy. he I industry of India got a ma"or boost from the liberalization of the Indian economy. IndiaDs software e.ports have grown at an annual average rate of more than @GO since 1991. he structure of the I industry is !uite different from other industries in the Indian economy. he I industry of India is hugely dependant on skilled manpower. 8rimarily a knowledge based industry, the I industry of India has reordered significant success due to the huge availability of skilled personnel in India. he industry structure in the I sector has four ma"or categories. hese are % I services I enabled services $oftware products Hardware I services I services I services constitute a ma"or part of the I industry of India. I services include client, server and web based services. *pportunities in the I services sector e.ist in the areas of consulting services, management services, internet services and application maintenance. he ma"or users of I services are 5overnment &anking (inancial services Retail and distribution 7anufacturing he services which make e.tensive use of information and telecommunication technologies are categorized as I enabled services. he I enabled services is the most important contributor to the growth of the I industry of India. $ome of the important services covered by the I'$ sectorin India are % ,ustomer%interaction services including call%centers &ack%office services 91 Revenue accounting /ata entry and data conversion HR services ranscription and translation services ,ontent development and animation Remote education, /ata search 5I$ 7arket research 4etwork consultancy $oftware products $oftware products are among the most highly e.ported products from India. he software industry in India originated in the 19?Gs and grew at a significant pace in the last ten years. &etween 199F%199? and 9GG9%9GG:, the Indian software industry grew more than five times from 9F:G crores to 1:9GG crores. /uring the same period software and service e.ports from India grew by almost twelve times. Hardware he hardware sector of the It industry focuses on the manufacturing and assembling of computer hardware. he consumption of computer hardware is high in the domestic market. /ue to the rise in the number of Icompanies, sales of desktops, laptops, servers, routers, etc have been on the rise in recent years. 7any domestic and multi%national# companies have invested in the computer hardware market in India. 3nother categorization in the structure of IndiaDs I industry is related to the market. here are two ma"or market classifications % the domestic market and the e.port market. he e.port market, dominates the I industry accounting for ?@O of the revenue. ,hallenges before Indian I Industry 3t present there are a number of challenges that are facing the information technology industry of India. *ne of the ma"or challenges for the Indian information technology industry was to keep maintaining its e.cellent performance standards. 91 he e.perts are however of the opinion that there are certain things that need to be done in order to make sure that India can maintain its status as one of the leading information technology destinations of the world. he first step that needs to be taken is to create an environment for innovation that could be carried for a long time. he innovation needs to be done in three areas that are connected to the information technology industry of India such as business models, ecosystems and knowledge. he information technology sector of India also has to spread the range of its activities and also look at the opportunities in other countries . he improvement however, also needs to be !ualitative rather than "ust being !uantitative. he skill level of the information technology professionals is one area that needs improvement and presents a considerable amount of challenge before the Indian information technology industry. he Indian information technology industry also needs to co%ordinate with the academic circles as well as other industries in India for better performance and improved productivity. he e.perts are of the opinion that the business process outsourcing service providers in India need to change their operations to a way that is more oriented to the knowledge process outsourcing. *ne of the most important crises facing the Indian information technology industry concerns the human resources aspect. he problems with outsourcing in countries like the 6nited $tates of 3merica are posing problems for the Indian information technology industry as well. In the recent times a bill has been passed in the state of 4ew Aersey that allows only the citizens or legal non%3mericans to be given contracts. his legislation has also affected some other states like 7issouri, ,onnecticut, 0isconsin and 7aryland. hese states are also supposed to be considering these laws and their implementation. his is supposed to have an adverse effect on the outsourcing that is the source upon which the information technology industry of India thrives. he information technology professionals who aim at working in the country are also likely to be hindered by the legislation as a significant amount of these professionals have been going to work in the 6$3 for a long time 91 he size of IndiaDs I industry has grown significantly over the years. he size of this sunshine industry of India grew from 1@G million 6$ /ollars to @G billion 6$ /ollars between 199G%1991 and 9GGF%9GG?. he growth of the I industry has been very high in the last few years. he size of the Information echnology industry of India was @.? billion 6$ /ollars in 1999%9GGG. 3fter the turn of the century the industry e.perienced e.ponential growth to reach the @G billion mark by 9GGF%9GG?. 2e.2*e3 8hoton (argo $olutions focuses on $oftware development, &8*+s and ,onsulting ,ompany providing hi%tech information technology solutions and manpower staffing. *ur main asset has 91 been our software professionals who have been successfully working at op (ortune ,ompanies all over India and abroad. (rom I strategy%consulting right through implementing I solutions for customers, 8hoton (argo $olutions straddles the entire I space. It has e.cellent domain competencies in verticals such as &anking M (inancial $ervice, Insurance M Healthcare, Hi%ech, Retail and 7anufacturing. 3s a diverse end%to%end I solutions provider, 8hoton (argo $olutions offers a range of e.pertise aimed at helping customers re%engineer and re%invent their businesses to compete successfully in an ever%changing marketplace. 8hoton (argo $olutions has a client base comprising several fortune 1GGG organizations. *ur commitment is to provide solutions that translate into tangible business outcomes for our customers. 8hoton (argo $olution+s domain capability e.pertise and reduced learning curves enables significant compression in time%to%value deliverables. 3nd through collaborative, long%term relationships, we enable customers to achieve and sustain measurable results. 8hoton (argo $olutions a customer%centric and !uality conscious offshore development company with head !uarters in 4ew /elhi, India and sales office in 6K % offers solutions in a wide array of I segments with a desire to be the leader in the industry. 3s one of the leading software development companies, we have carved a niche for ourselves in offshore outsourcing, software outsourcing, software development, web development, web designing, web hosting, and graphics designing, content development and in many more domains. 3t 8hoton (argo $olutions we have always delivered !uality solutions umpteen times to clients based across the globe and to our credit, clients have continuously reposed their valuable faith in us. 0ith an incredible team as our forte, in the years to come, we are sure to be the best offshore development company in the entire world. 0e offer full cycle custom software services from offshore software development to outsourcing support and enhancement. Having e.perienced and skillful team of software engineers, we are able to produce tangible positive results in all pro"ects according to your business needs. 0e enable you to reduce outsourcing software development costs and aim to enhance revenue growth by offering highly responsive support, mature software development and cost%competitive services. 0e take pride to leverage deep industry and functional e.pertise and advanced technology to create highest value for all business models. 91 V**o/: 3t /hruva echnologies 8vt.;td.,, the customer is the focus of our vision. heir changing needs and demands are our inspiration. heir satisfaction is our only measure of success. *ur ,ustomer (irst policy is about 8roviding cutting%edge consulting and technology solutions. ;ooking beyond the immediate needs and offering solutions for the future. 8resenting innovative options to deliver value. &elieving in !uality above all else. At Dh.!2& Te1h/o)o0*e P2t.Ltd.: : the 1!to'e. 1o'e f*.t. /hruva echnologies 8vt.;td., is constantly doing customer research in order to deliver better value to customers, depending on their specific needs. 0e study new technologies in depth for robustness, feasibility and obsolescence to enable early adoption and create lasting customer value. *ur global pool of talent in consulting and services delivers trusted solutions to customers. Co.(o.&te (.of*)e: A8o!t Co'(&/" /hruva echno $olutions 8vt. ;td., is a leading consulting and technology solutions company in India with a focus on '.ecutive $earch, Recruitment. ;earning and emporary $taffing services to client organizations. /hruva is the fastest growing HR company in India. 91 0e are one of the HR M recruitment solution providers with multi domain I M 4on I e.pertise which helps us serve our clients with premium consulting. 8roviding innovative and creative answers to organizations in search of efficient $taffing, &8* $ervices, and ;earning $olutions. 0e specialize in end%to%end recruitment solutions, soft skills and behavioural skills trainings, HR outsourcing solutions, software solutions and HR ,onsultancy $ervices. /hruva is professionally managed 7anpower 8lacement ,onsultancy firm with network across India. /hruva is well organized as one of the leading manpower sources providing recruitment consultancy services $pecialized in placement of $enior and 7iddle level 7anagement. /hruvaDs 8rime ob"ective is to add value to the clientDs business by offering best%in%class services and solutions. Cour organization can leverage our resources and e.pertise to improve productivity. Co'(&/" O2e.2*e3 0e provide a large array of HR $olutions viz. '.ecutive, talent procurement into I M 4on I, 0e provide tailor made solutions to all our clients, to meet their ob"ectives and timelines. 0e possess a network of highly !ualified professionals who conducts the first base selection in accordance with the clientDs re!uirements. /hruva echno $olutions 8vt. ;td. is a privately held company has ac!uired ropical ,onsultants 8vt.;td., which offers consulting and Information echnology services started in 1999. 0e believe that the biggest assets for any company are its people. herefore it is imperative for any company to not only have the best of the talents as its Human ,apital but also to keep upgrading their e.pertise by means of e.tensive training and development programmes. /hruva not only helps you to find the best available talent from the industry but also to train and develop your people to make them QIndustry ReadyD. he trust and commitment that we demonstrate in our work has got us the coveted title of Phe 'mployerDs ,hoiceP by many of our clients. O!. M**o/ 91 /hruva echno $olutions effectively uses the innovativeness of our personnel to employ process M technology that facilitates an environment of dynamic and rapid growth. /hruva aim to sharpening each business unitDs operation to a gleaming point and allow these units. o provide high performance business solutions M ,onsulting services to meet the re!uirements and e.ceed the e.pectations of our customers. /evelop &usiness $olutions based on proven technologies, provide high%!uality, easy to use, secure and reliable software solutions suitable for corporate usage. o continually improve the productivity of business by providing business management software and related services that adapt to the ever%changing needs of business. P0e are passionate and pioneering people dedicated to provide solutions for any HR ,hallenges of our clients, out customers or our employeesP. ;isten closely to our customers and be genuine and real in our communication. Refuse to settle for mere customer satisfaction, but strive to positively delight and amaze our customers with service and support that are second to none. /hruva is committed to promoting diversity at workplace. 91 O!. V**o/ 4o matter where we are or what we do, there are fundamental beliefs and behaviours that guide our decisions, focus our actions and unite us as a company. /hruvaDs vision and values serve to inspire how we interact, create, deliver and, ultimately, be successful % for clients, for "ob seekers and for ourselves. *ur vision is to lead in the creation and delivery of innovative workforce solutions and services that enable our clients to win in the changing world of work. O!. V&)!e 0e care about people and the role of work in their lives. 0e respect people as individuals, trusting them, supporting them, enabling them to achieve their aims in work and in life. 0e help people develop their careers through planning, work, coaching and training. 0e recognize everyoneDs contribution to our success % our staff, our clients and our candidates. 0e encourage and reward achievement. 0e share our knowledge, our e.pertise and our resources so that everyone understands what is important now and what is happening ne.t in the world of work % and knows how to respond. 0e actively listen and act upon this information to improve our relationships, solutions and services. &ased on our understanding of the world of work, we actively pursue the development and adoption of the best practices worldwide. 0e lead in the world of work. 0e dare to innovate, to pioneer and to evolve. 0e never accept the status !uo. 0e constantly challenge the norm to find new and better ways of doing things. 0e thrive on our entrepreneurial spirit and speed of response % taking risks, knowing that we will not always succeed, but never e.posing our clients to risk. Po be IndiaDs 8remier HR ,ompany and to ac!uire, provide and nurture the best of Indian talentP 91 T.&*/*/0 &/d De2e)o('e/t /hruvaDs raining and /evelopment ,enter provides thousands of courses accessible online every day, 9E hours a day. ItDs a convenient way for anyone to update and increase their skill sets. 3nd itDs free for all 7anpower associates and employees. ake a look at the many ways you can take advantage of the raining and /evelopment ,enter and advance your position. 4eed your employees to learn a new software toolL $trengthen managerial skillsL Refresh their knowledge of safe work practicesL 0ith online training from 7anpower, you can cost% effectively enhance your employeesD skill sets, engagement and productivity. /hruvaDs raining and /evelopment ,enter offers thousands of current and interesting courses in the areas ofI /esktop software skills % e.g., 7icrosoft *ffice, ;otus 4otes, 3dobe &usiness skills % e.g., pro"ect management, communication, sales e.cellence I skills % e.g., 7icrosoft '.change, (lash, $38, ;inus ;egal compliance % e.g., se.ual harassment, workplace ethics, HI833 'nvironmental health and safety % e.g., in"ury prevention, lockout)tagout, back safety ,ourses cover the latest hot topics and business%critical knowledge areas, and many come with supplemental reading materials and learning aids to further e.tend that knowledge. 'ach course is also value%priced to enable employers to take advantage of the full catalog and match courses to the individual needs of employees. HR 8rofessionals ,ourses % *ur raining and /evelopment ,enter offers courses specifically targeted to HR professionals studying for their 8HR)$8HR certification, or looking to grow 91 their knowledge with courses that !ualify for HR,I credit. Se.2*1e Offe.ed: 91 3pplication /evelopment and 7aintenance $ervices, ,onsulting and 'nterprise &usiness $olutions, Infrastructure 7anagement $ervices. STAFFING SERVICES : *rganizations today realize that human e.pertise is critical for the success of any enterprise. *ur clients partner with us for strategic and comprehensive solutions in locating talent, not merely to cut costs, but to gain a competitive edge and focus on core strengths. If ;H!'&/< e5(e.t*e is what makes an organization work, we bring in the right combination of e.pertise facilitating organizations to ac!uire fle.ible and permanent workforce, enhancing productivity M !uality and reducing employment related risk. (or career aspirants seeking fle.ible employment or an *rganization seeking fle.ible workforce, recruitment and staffing services in any function or category we assure speed, fle.ibility, transparency, dependability and e.cellent service, needless to say, value addition and a solution based approach. (ocused approach, continuous investment to enhance operational and delivery standards, implementation of 5lobal &est 8ractices and echnology has enabled us to attain the leading position in the HR *utsourcing space. /hruva echnologies 8vt.;td., provides 7anpower ,onsulting and $oftware /evelopment $ervices to clients % as partners to conceptualize and realize technology driven business transformation initiatives. /hruva echnologies 8vt.;td., has been providing superior information technology talent and solutions to private and public sector clients. *ur reputation as an I e.pert is built on a decade of e.perience as a full%spectrum source for the I community. 0e help organizations operate more productively and profitably through a full spectrum of specialized staffing and pro"ect implementation services. /hruva echnologies 8vt.;td., has young enthusiastic management professionals from various fields like &usiness ,onsulting and Information echnology supported by senior e.perts from the corporate world. 91 he team is well integrated and e!uipped with advanced technologies, which enables /hruva echnologies 8vt.;td., to deliver value to its clients. he e.tensive in%house training program ensures that the team is ready not only to perform but also gives it the ability to rapidly develop deep e.pertise in any technology and business area. he growth of /hruva echnologies 8vt.;td., has been spurred by the spirit of the individuals who work at various levels to keep ahead of the rest, and constantly rise to the challenges that beckon them at the frontiers of technology. D&t&8&e Se)e1t*o/: 0ith live and e.tensive in%house database collected over the last two years /hruva echnologies 8vt.;td., can cater to both the candidates to get their dream "obs as well as the recruiters to find the right employee for their openings. /hruva echnologies 8vt.;td., has an e.tensive database consisting of some of the biggest companies and reputed institutions from every sector. he candidates+ database is also huge with different kinds of candidates with enormous potential. /hruva echnologies 8vt.;td., also gets support from its ,hannel partners to fulfill client re!uirements. = ,urrent M ;arge /atabase = -alidated alent 8ool = $trong echnology $upport $ystem Se)e1t*o/ (.o1e: 0e have team of senior technical professionals for all range of technologies for screening and evaluating candidates+ competencies. /ue to this pre%process, only !uality candidates are forwarded to our clients. hereby saving our client+s valuable time and efforts. 0e have full fledged automated ,andidate racking $ystem to maintain)search)track high
91 !uality professionals. 0e invest the time to understand your company, your values, your re!uirement, and your business $oftware /evelopmentI /hruva echnologies 8vt.;td., can provide $oftware /evelopment services as per the specifications of our clients either at the functional level or at the system design level. &ased on the level and detail of inputs provided, our consultants can step into the life%cycle, complete the development and hand%over the system where our client is most comfortable to take over. 3ppropriate entry and e.it criteria for /hruva echnologies 8vt.;td., to step%in and step%out, as well as the deliverables could be mutually agreed upon before the start of such $oftware /evelopment services. 91 *ur $oftware /evelopment services comprise of an array of programming activitiesI /evelopment of custom applications and solutions /evelopment of databases, software to support your business processes Integration of third%party components)applications, reverse engineering 3 development pro"ect involves taking a holistic approach to the entire software development lifecycle. 'verything is planned prior to the initiation of the pro"ect# right from conducting re!uirements analysis and systems assessment stage up to implementation and user training. his, along with our !uality management system, reduces the time taken for application development, giving our customers significant business benefits /hruva echnologies 8vt.;td., methodology helps its e.pert professionals work closely with customers to understand and map the concept)problem, detail the re!uirements, architect the system, develop, deploy and support the applications on a continuous basis. /hruva echnologies 8vt.;td., takes complete responsibility for the application from concept to rollout. *ur 8ro"ect 7anagement '.pertise, outstanding !uality, on time delivery, knowledge transfer abilities and proven methodology make us a great value addition to your company. 0e provide all these services with professional integrity and a total commitment to your success. /hruva echnologies 8vt.;td., manages the complete life cycle of the application, all productivity improvements are documented and demonstrated to customers. Co/t.&1t St&ff*/0 0e match the candidates to the tasks you need completed based on the description of skills you have provided. *nce you select the candidate for your needs we place them on our payroll and their work for you begins. 8hoton (argo $olutions takes all of its contract professionals and assumes the employer of record responsibilities for all mandated withholdings and state employee insurance and 8( for the duration of the contract. Pe.'&/e/t P)&1e'e/t 91 &usiness in all industries turn to /hruva echnologies 8vt.;td., Resource 5roup when they need to add or replace regular full time I professionals or functional consultants within their staffs. *ur own competency in all of the HR functions allows us to understand your specific business needs and target the precise combination of knowledge, e.perience and style re!uired for the positions open.
P&".o))*/0 Se.2*1e 6tilizing select contract employees and their specific skills without taking on the burden of payroll administration, ta. withholdings and mandated insurance coverages is as doable as it is attractive for businesses with /hruva echnologies 8vt.;td., payrolling services. he fle.ible approach to generally short%term staffing beeds gives you access to people you know when you need them without the hassles of layoffs when the work pro"ect is finished. Cou identify who you need, /hruva echnologies 8vt.;td., enrolls them on its payroll, assumes the employer of record responsibilities, provides mandated employee state insurances, provident fund and ensures proper ta. withholdings, and I form at the end of year for ta. purposes HR So)!t*o/ *utsourced HR services is a proactive, bundle program of services designed to respond to the needs of growth companies with little or few internal HR capabilities. *utsourced HR includes human resources services, which combine the depth of 8hoton (argo $olutions HR knowledge with clientDs resources to collectively manage the HR function. his program works well for capability to meet changing organizational and legal re!uirements, without adding an internal staff position. *6$*6R,I45 I *ffshore /evelopment ,enter 5lobalization has transformed the entire business world and has led to new buzzword i.e. *utsourcing. *ffshore outsourcing has undoubtedly changed the way business is now being conducted. 7any organizations are leveraging the benefits by outsourcing their services in terms of both cost and !uality. /eveloped part of the world is specially finding many offshore 91 development centers in the developing countries to be worthwhile for outsourcing activity. his is because they can receive !uality service at economically cheap prices. -swor. is one of the leading offshore development centers based in 6K, 6$ and 3sia. 0e have fully e!uipped development center with necessary infrastructure and professional e.pertise to create !uality software applications. 0e specialize in software outsourcing, offshore outsourcing, software development, web development, web designing, web hosting, search engine optimization, graphics designing, content development and many more areas. Be/ef*t of 1hoo*/0 ! & &/ offho.e 1e/te. Reduced costs as compared to onsite companies (ull control over the pro"ect and capability to manage it dynamically Improved productivity by delivering reliable, speedy and cost effective services $mooth communication with any team member (le.ibility to select appropriate skills to meet your pro"ect ob"ectives $ustainable differential advantage over competitors *ur highly professional and skilled team focuses on core business needs and pro"ect goals and maintains transparency in the development work. 0e are fle.ible enough to synchronize working shifts with business hours in your company. 0e undertake !uality standards in every pro"ect to assure success. (ocus on technology, competitive pricing, service model and e.cellent pro"ect management e.perience are key elements which reflects credibility and brand name of your company worldwide. 0e provide world class infrastructure, resourceful engineers, skilled and e.perienced pro"ect managers and !uality management process to achieve what you are thriving upon. *utsourcing I application management allows enterprises to focus on their core business, offering benefits across the business spectrum Reduced 7anpower ,oncerns 0ith a strong pool trained I professionals, 8hoton (argo $olutions I understands and caters to the specific needs of the enterprise 91 (urther, a well%defined career growth path for the enterpriseDs in%house I employees reduces the problem of manpower attrition ,ost Reduction remendous financial benefits on a sustained basis through 8hoton (argo $olutions IDs cost% effective technology solutions 3 predictable I spend with annuity based long term contracts 3ccess to scaleable solutions in line with business growth (reed up capital funds for deployment in core business activities Improved 6ser $atisfaction *ur improvements on services, software functionality and !uality ensure higher user satisfaction ,ase $tudies '%commerce 3pplication *ur ma"or task is to create a web ordering and online customization of products business process that must have good features &usiness /irectory he &elgium%based client wanted an online directory and cross%industry market place that addresses online presence and e%commerce facilitation needs of business users who can use available comprehensive business intelligence to get ac!uainted with potential market, partners and competitors in their sector, area, region and country. $ocial 4etworking *ur solution was specifically tailored to facilitate communication and referrals through a community website for business and entertainment purposes. 91 CONSULTING: 8hoton (argo $olutions consulting team aims to improves the alignment of business and technology through improved process efficiency, reduced cost and enhanced business value of I. *ur consultants combine e.tensive technical e.perience with strong strategic and business focused leadership. 0e work with some of the largest companies in the world, providing solutions to their issues using a proven business%focused approach. $tarting with an understanding of the business need, we then work with our clients to design and deliver efficient solutions, striking the right balance between leveraging what they have and delivering what they need. 0e help our clients in building a high performance I organization through formalizing the I strategy, governance, metrics, business processes, technology and organization structure needed to deliver and manage efficient, high !uality I services. 0e work with our clients in architecture, business value analysis, asset management, product evaluation and selection, data privacy and security of their I function. Te1h/o)o0*e: 'nterprise 3rchitecture ,onsulting 'nterprise 8ortal ,onsulting 'R8 ,onsulting >uality ,onsulting 0eb $ervices ,onsulting I/d!t.*e: 3utomotive &anking and (inance &io echnology 5overnment Health,are High echnology Insurance 7edia and 'ntertainment Retail $emi%conductor elecom ravel and ransportation 91 CLIENTS : Photon Fargo Solutions Valued Customers, Our goal is to develop long-term relationships with our clients. We measure success by the value our customers receive from our expertise and the resulting business and technical achievements. Over the years, we've helped over 1! organi"ations in accomplishing their ob#ectives. $ere are the few companies we've served...We routinely assist our customers with streamlining business operations through process engineering, automation and help them isolate and resolve complex technical issues. Our culture is one that encourages %nowledge sharing and constructive debating. SAP LABS HP C&d8!."
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A.1h*te1t&( 8hoton (argo $olutions consulting services pvt ltd $ervices ERP $38 *racle 8eople $oft A/ 'dwards &334 O(e.&t*/0 S"te' B P)&tfo.' 7$ 0indows 4 9@) 9H) 9GGG) R8 4ovel 4etware 7ac*$ 64IR ;I46R $64 $olaris A(()*1&t*o/ B Se.2e. 7icrosoft II$ 7icrosoft commerce $erver 9GGG 7icrosoft erminal $erver 7icrosoft $ite $erver 7icrosoft ransaction $erver 7icrosoft $harepoint $erver 7$ '.change $erver 9GGG &'3 0eb;ogic *racle 9i 3$ I&7 0eb$phere 4etscape 'nterprise $erver 4etscape 3pplication $erver 143,2 3llaire)7acromadia ARun 3pache omcat Soft3&.e E/0*/ee.*/0 Too) 7icrosoft -isual Interdev 7icrosoft -isual $tudio .4' 7icrosoft .4' 7obile 0eb $/K 7icrosoft -isual $ourcesafe 7icrosoft 8ro"ect Rational Rose Rational Rose R/' Rational ,lear ,ase 'rwin 'nterprise 3rchitect 4orton 5host /eveloper ) /esigner 9GGG Instal$hield ,ode0arrior $ymantec -isual ,afe I&7 -isual3ge A &uilder D&t&8&e BRDBMS 7$ $>; $erver 7icrosoft 3ccess *racle 18;)$>;,*,I2 7icrosoft -isual (o. 8ro I&7 /&9 I7$ R7; $>; 7y$>; 91 3n enterprise resource planning 1'R82 system is an integrated computer%based application used to manage internal and e.ternal resources, including tangible assets, financial resources, materials, and human resources. Its purpose is to facilitate the flow of information between all business functions inside the boundaries of the organization and manage the connections to outside stakeholders. &uilt on a centralized database and normally utilizing a common computing platform, 'R8 systems consolidate all business operations into a uniform and enterprise%wide system environment.S1T 3n 'R8 system can either reside on a centralized server or be distributed across modular hardware and software units that provide PservicesP and communicate on a local area network. he distributed design allows a business to assemble modules from different vendors without the need for the placement of multiple copies of comple. and e.pensive computer systems in areas which will not use their full capacity. *ur e.pert In this modules $38 *racle 8eople $oft A/ 'dwards &334 *perating $ystems ) 8latforms 3n operating system 1*$2 is software, consisting of programs and data, that runs on computers and manages the computer hardwareS1T and provides common services for efficient e.ecution of various application software. (or hardware functions such as input and output and memory allocation, the operating system acts as an intermediary between application programs and the computer hardware,S9TS:T although the application code is usually e.ecuted directly by the hardware, but will fre!uently call the *$ or be interrupted by it. *perating systems are found on almost any device that contains a computerUfrom cellular phones and video game consoles to supercomputers and web servers. 91 '.amples of popular modern operating systems for personal computers are 7icrosoft 0indows, 7ac *$ R, and 546);inu. 7$ 0indows 4 9@) 9H) 9GGG) R8 4ovel 4etware 7ac*$ 64IR ;I46R $64 $olaris Dh.!2& Te1h/o So)!t*o/ P2t.Ltd.: 1%9H)1@)1)199, 4A$ owers, Hitech ,ity 7ain road, 7adhapur, Hitech ,ity, Hyderabad. 3.8., India % @GGGH1. V91 EG :99GGGFG 333.dh.!2&te1h/o.1o'
/hruva echno $olutions 8vt.;td., 1%F:E, :F th ,ross, 1GG ft Road, Indira 4agar, &angalore. Karnataka, india % @FGG:H. 333.dh.!2&te1h/o.1o' /hruva echno $olutions 8vt.;td., 'E, ;avanya 3partment, $ector%F9, 4oida%9G1:G1 333.dh.!2&te1h/o.1o' 91 THEORETICAL FRAME WOR> Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the ne.t step in the procurement function, the first being the manpower planning. Recruitment makes it possible to ac!uire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. In the other words, it is a <linking activity <bringing together those with "obs and those seeking "obs. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans of the organization would fail to achieve the ob"ectives. DEFINITION: Recruitment is the process of locating and encouraging potential applicants to apply for e.isting or anticipated "ob openings. It is actually a linking function, "oining together those with "obs to fill and those seeking "obs. Recruitment, logically, aims at 3ttracting a large number of !ualified applicants who are ready to take up the "ob if it+s offered and *ffering enough information for un!ualified persons to self% select themselves out 1for e.ample, the recruitment ad of a foreign bank may invite applications from chartered accountants who have cleared the ,3 e.amination in the first attempt only2. C V.S.P. RAO <Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for "obs in an organization.= %EDWIN B FLIPPO 91 <Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in ade!uate number to facilitate effective selection of an efficient workforce=. C MERVIN C. YODER Othe. def*/*t*o/ of .e1.!*t'e/t &.e: Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right "ob from this pool. he main ob"ective of the recruitment process is to e.pedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of !ualified applicants for the future human resources needs even though specific vacancies do not e.ist. 6sually, the recruitment process starts when a manger initiates an employee re!uisition for a specific vacancy or an anticipated vacancy. RECRUITMENT AND SELECTION PROCEDURE AT DHRUVA TECHNOLOGIES PVT.LTD Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the re!uirement of the staffing schedule and to employ effective measures for attracting that manpower in ade!uate numbers to facilitate effective selection of efficient personnel. $taffing is one basic function of management. 3ll managers have responsibility of staffing function by selecting the chief e.ecutive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. 91 QRight person for the right "ob+ is the basic principle in recruitment and selection. 'ver organisation should give attention to the selection of its manpower, especially its managers. he operative manpower is e!ually important and essential for the orderly working of an enterprise. 'very business organisation)unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. 86R8*$' 34/ I78*R34,'I 3ttract and encourage more and more candidates to apply in the organization. ,reate a talent pool of candidates to enable the selection of best candidates for the organization. /etermine present and future re!uirements of the organization in con"unction with its personnel planning and "ob analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of "ob candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under !ualified or over!ualified "ob applicants. Help reduce the probability that "ob applicants once recruited and selected will leave the organization only after a short period of time. 7eet the organizations legal and social obligations regarding the composition of its workforce. &egin identifying and preparing potential "ob applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techni!ues and sources for all types of "ob applicants 91 SOURCES OF RECRUITMENT 'very organisation has the option of choosing the candidates for its recruitment processes from two kinds of sourcesI internal and e.ternal sources. he sources within the organisation itself 1like transfer of employees from one department to other, promotions2 to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources 1like outsourcing agencies etc.2 are known as the e.ternal sources of recruitment INTERNAL RECRUITMENT: Internal recruitment seeks applicants for positions from within the company. he various internal sources includeI P.ee/t E'()o"ee 8romotions and transfers among the present employees can be a good source of recruitment. 8romotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. 8romotion from among the present employees is advantageous because the employees promoted are well ac!uainted with the organizational culture, they get motivated. 8romotion from among present employees also reduces the re!uirement for "ob training. ransfer refers to shifting an employee from one "ob to another without any change in the post, status and responsibilities. he need for transfer is felt to provide employees a broader and varied base which considered necessary for promotions. Fo.'e. E'()o"ee (ormer employees are another source of applicants for vacancies to be filled up in the organization. Retried or retrenched employees may be interested to come back to the company to work on a part% time basis. $imilarly, some former employees who left the organization for any reason may again be interested to come back to work. 91 E'()o"ee Refe..&) his is yet another internal source of Recruitment. he '.isting employees refer their family members, friends and relatives to the company as potential candidates for the vacancies to be filled up in the organization. Ret*.e'e/t 3t times, management may not find suitable candidates in place of the one who had retired, after meritorious service. 6nder the circumstances, management may decide to call retired managers with new e.tension. I/te./&) /ot*f*1&t*o/ $ometimes, management issues an internal notification for the benefit of e.isting employees. 7ost employees know from their own e.perience about the re!uirement of the "ob and what sort of person the company is looking for. *ften employees have friends or ac!uaintances who meet these re!uirements. $uitable persons are appointed at the vacant posts. E@TERNAL RECRUITMENT '.ternal recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new e.perience and ideas in to the business. /isadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. he various e.ternal sources includeI Ad2e.t*e'e/t 91 It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. 3dvertisements must contain proper information like the "ob content, working conditions, location of "ob, compensation including fringe benefits, "ob specifications, growth aspects, etc. he advertisement has to sell the idea that the company and "ob are perfect for the candidate. Ed!1&t*o/&) I/t*t!t*o/ here are certain professional Institutions which serve as an e.ternal source for recruiting fresh graduates from these institutes. his kind of recruitment done through such educational institutions is called as ,ampus Recruitment. hey have special recruitment cells which help in providing "obs to fresh candidates. W&) ?C * / &/d W.* teC* / he most common and least e.pensive approach for candidates is direct applications, in which "ob seekers submit unsolicited application letters or resumes. /irect applications can also provide a pool of potential employees to meet future needs. 0hile direct applications are particularly effective in filling entry%level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. 0rite%ins are those who send written en!uiries. hese "obseekers are asked to complete application forms for further processing. Re1o''e/d&t*o/ here are certain people who have e.perience in a particular area. hey en"oy goodwill and a stand in the company. here are certain vacancies which are filled by recommendations of such people. he biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient. 91 MERITS AND DEMERITS OF RECRUITMENT MERITS E1o/o'*1&)I he cost of recruiting internal candidates is minimal. 4o e.penses are incurred on advertising. S!*t&8)eI he organization can pick the right candidates having the re!uisite skills. he candidates can choose a right vacancy where their talents can be fully utilized. Re)*&8)e: he organization has knowledge about the suitability of a candidate for a position. S&t*f"*/0: 3 policy of preferring people from within offers regular promotional avenues for employees. It motivates them to work hard and earn promotions. hey will work with loyalty, commitment and enthusiasm. DEMERITS L*'*ted 1ho*1eI he organization is forced to select candidates from a limited pool. It may have to sacrifice !uality and settle for less !ualified candidates. I/8.eed*/0: I discourages entry of talented people. 3vailable outside an organization. '.isting employees may fail to behave in innovative ways and in"ect necessary dynamism to enterprise activities. I/eff*1*e/1": 8romotions based on length of service rather than merit, may prove to be a blessing for inefficient candidates. hey do not work hard to prove their worth Bo/e of 1o/te/t*o/: Recruitment from within may lead to infighting among employees aspiring for limited. Higher%level positions in an organization. 3s years roll by the race for premium positions may end up on a bitter note. 91 RECENT TRENDS IN RECRUITMENT he following trends are being seen in recruitment OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. 3 company may draw re!uired personnel from outsourcing firms. he outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. *utsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services. Ad2&/t&0e: ,ompany need not plan for human resources much in advance. -alue creation, operational fle.ibility and competitive advantage turning the managementDs focus to strategic level processes of HR7 ,ompany is free from salary negotiations, weeding the unsuitable resumes)candidates. ,ompany can save a lot of its resources and time. POACHINGBRAIDING <&uying talent= 1rather than developing it2 is the latest mantra being followed by the organizations today. 8oaching means employing a competent and e.perienced person already working with another reputed company in the same or different industry# the organization might be a competitor in the industry. 3 company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. &ut it is seen as an 91 unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. ECRECRUITMENT he buzzword and the latest trends in recruitment is the <'%recruitment= 3lso known as <*nline recruitment=, it is the use of technology or the web based tools to assist the recruitment process. he tool can be either a "ob website like naukri.com, the organization+s corporate web site or its own intranet. 7any big organizations use Internet as a source of recruitment. '% recruitment is the use of technology to assist the recruitment process. hey advertise "ob vacancies through worldwide web. he "ob seekers send their applications or curriculum vitae i.e. ,- through e mail using the Internet. 3lternatively "ob seekers place their ,-+s in worldwide web, which can be drawn by prospective employees depending upon their re!uirements. 91 OVERALL VIEW OF RECRUITMENT PROCESS
#OB ANALYSIS he proper start to a recruitment effort is to perform a "ob analysis, to document the actual or intended re!uirement of the "ob to be performed. his information is captured in a "ob description and provides the recruitment effort with the boundaries and ob"ectives of the search. hese "ob descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day re!uirements. $tarting a recruitment with an accurate "ob analysis and "ob description insures the recruitment effort starts off on a proper track for success. SOURCING ADVERTISING: 3 common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, "ob ad newspapers, professional publications, window advertisements, "ob centers, and campus graduate recruitment programs. RECRUITING RESEARCH: 0hich is the proactive identification of relevant talent who may not respond to "ob postings and other recruitment advertising methods. his initial research for so%called passive prospects, also called name%generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume),-, and be screened. SCREENING AND SELECTION $uitability for a "ob is typically assessed by looking for skills, e.g. communication, typing, and computer skills. >ualifications may be shown through resumes, "ob applications, interviews, educational or professional e.perience, the testimony of references, or in%house 91 testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. *ther resume screening criteria may include length of service, "ob titles and length of time at a "ob. In some countries, employers are legally mandated to provide e!ual opportunity in hiring. &usiness management software is used by many recruitment agencies to automate the testing process. 7any recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing. ONBOARDING P*nboardingP is a term which describes the process of helping new employees become productive members of an organization. 3 well%planned introduction helps new employees become fully operational !uickly and is often integrated with a new company and environment. *nboarding is included in the recruitment process for retention purposes. 7any companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to F months. INTERNET RECRUITMENT AND WEBSITES $uch sites have two main featuresI "ob boards and a resume)curriculum vitae 1,-2 database. Aob boards allow member companies to post "ob vacancies. 3lternatively, candidates can upload a rWsumW to be included in searches by member companies. (ees are charged for "ob postings and access to search resumes. $ince the late 199Gs, the recruitment website has evolved to encompass end%to%end recruitment. 0ebsites capture candidate details and then pool them in client accessed candidate management interfaces 1also online2. 91 Key players in this sector provide e%recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e%enable entirely or partly their recruitment process in order to improve business performance. he online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain !uality staff with a minimal amount of administration. *nline recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online. 3lso, some candidates who are actively looking to change "obs are hesitant to put their resumes on the "ob boards, for fear that their current companies, co%workers, customers or others might see their resumes. #OB SEARCH ENGINES he emergence of meta%search engines, allow "ob%seekers to search across multiple websites. $ome of these new search engines inde. and list the advertisements of traditional "ob boards. hese sites tend to aim for providing a Pone%stop shopP for "ob%seekers. However, there are many other "ob search engines which inde. pages solely from employersD websites, choosing to bypass traditional "ob boards entirely. hese vertical search engines allow "ob%seekers to find new positions that may not be advertised on traditional "ob boards, and online recruitment websites. 91 MEANING OF SELECTION
*nce the potential applicants are identified, the ne.t step is to evaluate their !ualification, !ualities, e.periences, capabilities, etc. and make the selection. It is the process of offering "obs to the desired applicants. he size of the labour market, the image of the company, the place of posting ,the nature of "ob the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. hrough the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting thus, provides a pool of applicants for selection. DEFINITION
$election means choosing a few from those who apply, it is picking up of applicants or candidates with re!uisite !ualifications and !ualities to fill "obs in the organization. he entire process of selection begins with an initial screening interview and concludes with a final employment decision. 0hen a selection policy is formulated, organizational re!uirement like technical and professional dimensions are kept in mind. RECRUITMENT AND SELECTION PROCESS: 1. Receiving 3pplications 9. $creening 3pplications :. esting%3chievement rade, Intelligence, 3ptitude 8ersonality E. Interviewing @. ,hecking References B$election F. 8hysical M 7edical e.amination ?. 8lacement BAob introduction, on the "ob training. he selection practices and procedures differ from one organization to another depending on the situation and needs of the organization. he procedure adopted for selection involves a series of methods or steps or stages by which the overall information regarding the 91 candidates is known. $election procedure depends upon the nature adopted by a company thinks to derive from the candidate on selection. Re1e(t*o/ 3 company is known by the people it employs. In order to attract people with talents, skills and e.perience a company has to create a favourable impression on the applicants+ right from the stage of reception. 0hoever meets the applicant initially should be tactful and able to e.tend help in a friendly and courteous way. 'mployment possibilities must be presented honestly and clearly. If no "obs are available at that point of time, the applicant may be asked to call back the personnel department after some time. P.e)*'*/&." */te.2*e3 Initial screening is done to weed out totally undesirable)un!ualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the "ob and the organization. A(()*1&t*o/ B)&/? 3pplication blank or form is one of the most common methods used to collect information on the various aspects of the applicant+s academic, social, demographic, work related background and references. It is a brief history sheet of employee+s background. Se)e1t*o/ tet 8sychological are being increasingly used in employee selection. 3 test is sample of some aspects of an individual+s attitude, behavior and performance. It also provides systematic basis for comparing the behavior, performance and attitudes of two persons. $election is the process of gathering information about applicants who can best do the "ob. here are various tests involved for selection, which shall provide a candidate for a "ob. hese tests are classified asI 91 D9Pe.o/&)*t" Tet his is a test to measures the different kinds of "ob%related personality the applicants possess. E9Ae'e/t Ce/te. 3 place for applicants to undergo performance simulation tests that evaluate the applicant+s capability for managerial position. F9S(e1*f*1 A8*)*t" Tet his is a test to measures the specific kinds of ability applicants have in order to perform a "ob well. G9Co0/*t*2e A8*)*t" Tet his is a test to measures the applicants ability in perceptual speed, numerical aptitude general reasoning, verbal comprehension and spatial aptitude. 5) B*o0.&(h*1&) D&t& his is a survey that reviews applicants+ personal background and life e.perience. H9Wo.? S&'()e Tet his is a test that re!uires applicant to perform the tasks that are actually done on the "ob. $9W.*tte/ Tet -arious written test conducted during selection procedure are aptitude test,intelligence test,reasoning test,personality test,etc.hese test are used to ob"ectively assess the potential candidate E'()o"'e/t */te.2*e3 It is one to one interaction between the interviewer and the potential candidate.It is used to find whether the candidate is best suited for the for the re!uired "ob or not. T"(e of */te.2*e3: $everal types of interviews are commonly used depending on the nature and importance of the position to be filled within an organization. In a 4*4%/IR',I-' I4'R-I'0 the recruiter asks !uestions as they come to mind. here is no specific format to be followed. 91 In a 83'R4'/ I4'R-I'0, the employer follows a pre%determined se!uence of !uestions. Here the interviewee is given a special form containing !uestions regarding his technical competence, personality traits, attitudes, motivation, etc. In a $R6,6R'/ *R $I63I*43; I4'R-I'0, there are fi.ed "ob related !uestions that are presented to each applicant. In a 834'; I4'R-I'0 several interviewers !uestion and seek answers from one applicant. he panel members can ask new and incisive !uestions based on their e.pertise and e.perience and elicit deeper and more meaningful e.pertise from candidates. Interviews can also be designed to create a difficult environment where the applicant+s confidence level and the ability to stand erect in difficult situations are put to test. hese are referred to as the $R'$$ I4'R-I'0. his is basically an interview in which the applicant is made uncomfortable by a series of, often, rude, annoying or embarrassing !uestions. In the final category, there is the 388R3I$3; I4'R-I'0, where a superior and subordinate sit together after the performance appraisal to discuss the subordinate+s rating and possible remedial actions. Refe.e/1e Che1? *nce the interview and medical e.amination of the candidate is over, the personnel department will engage in checking references. ,andidates are re!uired to give the names of 9 or : references in their application forms. hese references may be from the individuals who are familiar with the candidate+s academic achievements or from the applicant+s previous employer, who is well versed with the applicant+s "ob performance and sometimes from the co%workers. In case the reference check is from the previous employer, information in the following areas may be obtained. hey are "ob title, "ob description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc. (urther, information regarding candidate+s regularity at work, character, progress, etc. can be obtained. *ften a telephone call is much !uicker. he method of mail !uery provides detailed information about the candidate+s performance, character and behavior. However, a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get a detailed, first hand information which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted 91 entirely in many organizations. &ut a good reference check, when used sincerely, will fetch useful and reliable information to the organizatition. F*/&) A((.o2&) he shortlisted candidates by the department are finally approved by the e.ecutives of the concerned department. 'mployment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should "oin and other terms and conditions in brief. OVERALL VIEW OF RECRUITMENT AND SELECTION PROCESS 91 E@PLAINATION: he actual steps involved in recruitment follow a well defined path I 91 1. A(()*1&t*o/ Sho.t)*t I In this step, we shortlist the ,-s received from various sources based on the suitability for the re!uirement. E.P.e)*'*/&." Ae'e/t I he short listed candidates go through a preliminary round of interviews. his interview lays more emphasis on functional competencies. o have more data on the functional skills, the candidates may be given a business case for analysis and presentation 1his is done for certain positions only2. F.F*/&) I/te.2*e3 I Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads. G.Med*1&) E2&)!&t*o/I ,andidates who are selected by ,olgate are asked to undergo a medical test. %.Ad2*1e Ce/te.: $ourcing alent, raining /evelopment 5rooming alent Rewarding alent 91 1. 3re you happy with the /hruva echnologies 8vt.;td Recruitment processL No. of Re(o/de/t Pe.1e/t&0e Ces FH 9G.? 4o ? 9.: Tot&) $% DII
(eed backI (rom above shown that 9G.? employer is happy and satisfied with Recruitment process, 3nd only 9.:O people is 4ot $atisfied 0ith Recruitment process of /hruva echnologies 8vt.;td 1. How do you feel about interview panelL No. of Re(o/de/t Pe.1e/t&0e '.cellent :G EG 91 5ood :: EE $atisfactory 1G 1:.: 8oor 9 9.? Tot&) $% DII
InterpretationI (eed &ackI in Recruitment process interview is broad process for testing the candidates in my survey EGO old interview method is '.cellent ,EEO people Is good on interview panel 1:.:O $atisfied and only 9.?O people 8oor Interview method 9. /id the Internal meets are up to your e.pectationsL No. of Re(o/de/t Pe.1e/t&0e Ces ?G 9:.: 4o %% %% ,ant ell @ F.? 91 Tot&) $% DII (eed &ackI 9:.:O of people said internal meet is up to e.pectations only FO people saidcannot say :. 3re you satisfied with the salary given by the companyL No. of Re(o/de/t Pe.1e/t&0e 8artially 9G 9F.F fully EG @:.E 4ot satisfied 1@ 9G Tot&) $% DII 91 (eed &ackI 3bove chart showing around FHO people showing they are not happy with salary this is disadvantage to company. 3nd :9O they are happy with their salary what company paying E. 3re you satisfied with /hruva echnologies 8vt.;td 7anagement interms of fulfilling the commitments which are given at the time of interviewL No. of Re(o/de/t Pe.1e/t&0e (ully satisfied E9 @F 8artially satisfied 1: 1?.: 4ot satisfied 9G 9F.? Tot&) $% DII 91 (eedbackI his !uestion about /hruva echnologies 8vt.;td managing fulfillment the commitments in above survey @FO people told about positive and 1?.: O people told me negative some of 9F.?O people told to me they not understand that session @. How you come to know about openings in /hruva echnologies 8vt.;tdL No. of Re(o/de/t Pe.1e/t&0e (riends @ F.? Internet 9: :G.? 4ews 8apers EG @:.: *thers ? 9.: Tot&) $% DII 91 (eed &ackI imes of India, /eccan chronicle,. /aily news papers are giving special edition to people who are searching for "obs ma"or @:.:O people came from news ads F. /o you want to refer your friends to /hruva echnologies 8vt.;tdL No. of Re(o/de/t Pe.1e/t&0e Ces @H ??.: 4o H 1G.? 4ot Replied 9 19 Tot&) $% DII 91 (eed &ackI this !uestion about the reference or suggestion, reference is help full to Recruitment 8rocess more ??.:O people told to reference their friends ?. 0hen does company usually recruit candidatesL No. of Re(o/de/t Pe.1e/t&0e 3nnually :G EG >uarterly 9: :G.F Half yearly 1G 1:.E 0henever re!uired 19 1F Tot&) $% DII 91 (eed &ackI 7ost of the people feel that Recruitment process done once in a year H. 0hat should be the company+s main source of /hruva echnologies 8vt.;tdL No. of Re(o/de/t Pe.1e/t&0e 'mployment &ureau E @.: /irect -erification 1? 99.? hird 8arty -erification :9 @9 8lacement agency 1: 1?.: *thers 9 9.? Tot&) $% DII 91 (eed &ackI /hruva echnologies 8vt.;td main source is by third party verification @9O ,direct verification is 1?O ,1?.: O is from placement agency. 9. 0hat should be the best recruitment sources according to your preferenceL No. of Re(o/de/t Pe.1e/t&0e Internal Recruitment F: HE '.ternal Recruitment E @.: &oth H 1G.? Tot&) $% DII 91 (eed &ackI he ,ompany main source is internal recruitment is HEO that is good for company the internal sources get e.perience employment source 1G./o you fully know about the company policies before "oined in this companyL Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e Ces 1G 1:.: 4o :@ EF.? o some e.tent 1@ 9G o large e.tent 1@ 9G Tot&) $% DII 91 (eed &ackI 7ost of the employees don+t know about policies only few are aware about the policies 11. 0hat are the tests that are conducted at the time of selection for screeningL Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e 0ritten test %% %% 3ptitude test %% %% Intelligence test %% %% yping test %% %% 3ll the above ?@ 1GG Tot&) $% DII 91 (eed &ackI In recruitment process all the written test, aptitude test, intelligence test, typing test are used for filtration. 19.0hat do you think about Recruitment and selection procedure in your companyL
Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e &est 9G 9F.? &etter 9@ ::.: 5ood 9@ ::.: 8oor @ F.? -ery poor G G Tot&) $% DII 91 (eed &ackI company maintaining the Recruitment and selection process in a better way. 91 1E.. /oes the selection process at /hruva echnologies 8vt.;td bring in the right candidate for the right "obL No. of Re(o/de/t Pe.1e/t&0e $trongly disagree E @.E /isagree H 1G.F 4either agree nor disagree H 1G.F 3gree :G EG $trongly agree 9@ ::.E Tot&) $% DII
(eed backI 7ost people feel that /hruva echnologies 8vt.;td bring in right candidates through recruitment process 1@. /o you think /hruva echnologies 8vt.;td spends too much in term of time and cost for the recruitment process L Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e 5% 10% 10% 40% 35% 1 2 3 4 5 91 $trongly disagree 1@ 9G /isagree H 1G.F 4either agree nor disagree H 1G.F 3gree 19 9@.E $trongly agree 9@ ::.E Tot&) $% DII (eed backI $ome companies following good levels for recruitment process ::.EO of the employees feel that it spends too much of time and cost for recruitment 91 1F. 0hat do you prefer in the selection processL No. of Re(o/de/t Pe.1e/t&0e 5roup discussion H 1G.F Role play E @.E 0ritten e.amination H 1G.? (ace to face interview :H @G.? elephonic interview 1? 99.F Tot&) $% DII Feed 8&1?: 7ost candidates prefer face%to%face interview which is the current selection process at 5roup discussion, Role play 0ritten e.amination, (ace to face interview, elephonic interview these are good method /hruva echnologies 8vt.;td 1?. How did you come to know about /hruva echnologies 8vt.;tdL Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e 91 'mployee reference 91 9H walk%in interview H 1G.F website E @.E newspaper E @.E ,onsultancy :H @G.F Tot&) $% DII
(eed backI @G.FO of ,andidates are coming through consultancies.9HO are coming through employee reference.1G.FO are through walk%in interview. @.EO through website. @.EO through news paper 1H. 0hat is the motive behind choosing the "ob at /hruva echnologies 8vt.;tdL Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e $alary 1@ 9G Knowledge gaining ? 9.: $kill enhancement 1@ 9G 91 ,areer growth :H @G.F Tot&) $% DII
(eed backI ,areer growth is important process to employee+s life. In software industry daily it will be updated things 7ost of the candidates choose /hruva echnologies 8vt.;td for career growth@G.FO, (inancial support ,Knowledge gaining, option selected 19. 3re you satisfied by the way the vacancies are advertised by the /hruva echnologies 8vt.;td HR department 91 Recruitment 4o. of Respondents 8ercentage Ces @H ??.: 4o 1? 99.F otal ?@ 1GG Feed8&1?: 3dvertising about Recruitment is very important 3dvertisement need to creative very effective and clear ??.:O of the people are satisfied with the way the vacancies were advertised 9G. How did you feel when you were facing the interview at /hruva echnologies 8vt.;tdL Re1.!*t'e/t No. of Re(o/de/t Pe.1e/t&0e ,onfident 99 99.: ensed 1@ 9G 91 $tress H 1G.F Rela.ed :G EG Tot&) DII DII (eed backI 7ost people feel some fear about the recruitment process and also feel some stress 7ost of the candidates felt rela.ed during their interview Findings 91 I found that 9G.? employer is happy and satisfied with Recruitment process, 3nd only 9.:O people is 4ot $atisfied 0ith Recruitment process of /hruva echnologies 8vt.;td. Recruitment process interview is broad process for testing the candidates in my survey EGO said interview method is '.cellent ,EEO people Is good on interview panel 1:.:O $atisfied and only 9.?O people 8oor Interview method. 9:.:O of people said internal meet is up to e.pectations . 3round FHO people showing that they are not happy with salary this is disadvantage to company. 3nd :9O they are happy with their salary what company paying . 3round @FOof the people feel 8ositive the sessions company conduct. imes of India, /eccan chronicle,. /aily news papers are giving special edition to people who are searching for "obs ma"or @:.:O people came from news ads In the reference or suggestion, reference is help full to Recruitment 8rocess 7ost of the people feel that Recruitment process done once in a year he ,ompany main source is internal recruitment is HEO that is good for company the internal sources get e.perience employment source 7ost of the employees don+t know about policies only few are aware about the policies. In recruitment process all the written test, aptitude test, intelligence test, typing test are used for filtration. ,ompany maintaining the Recruitment and selection process in a better way. 7ost people feel that /hruva echnologies 8vt.;td bring in right candidates through recruitment process. $ome companies following good levels for recruitment process ::.EO of the employees feel that it spends too much of time and cost for recruitment. 91 7ost candidates prefer face%to%face interview which is the current selection process at 5roup discussion, Role play 0ritten e.amination, (ace to face interview, elephonic interview these are good method /hruva echnologies 8vt.;td . 3round @G.FO of ,andidates are coming through consultancies.9HO are coming through employee reference.1G.FO are through walk%in interview. @.EO through website. @.EO through news paper. ,areer growth is important process to employee+s life. In software industry daily it will be updated things 7ost of the candidates choose /hruva echnologies 8vt.;td for career growth@G.FO, (inancial support ,Knowledge gaining, option selected. 3dvertising about Recruitment is very important 3dvertisement need to creative very effective and clear ??.:O of the people are satisfied with the way the vacancies were advertised. 7ost people feel some fear about the recruitment process and also feel some stress 7ost of the candidates felt rela.ed during their interview
S!00et*o/ It would be more effective for /hruva echnologies 8vt.;td choose as 'mployee Referral process for recruitment rather than consultancies as it would help them to reduce the cost. 91 It was felt that there is a shortage of recruitment personnel as the candidates had to wait for long time to finish the initial rounds. It is advised that /hruva echnologies 8vt.;td has to increase the recruitment personnel or manage the selection process effectively. he recruitment and selection time for a candidate can be reduced when the internal recruitments are conducted in lieu with the client interviews. It was found that the 7anagement Information $ystem of /hruva echnologies 8vt.;td not effective as the candidates themselves had to call back to confirm their status of appointment. /ata bases of passed out graduates can be considered as a source of effective recruitment strategy for any immediate re!uirement. CONCLUSION &y the above analysis I came to know that the recruitment is done with specific parameters /HR6-3 ',H4*;*5I'$ 8-.;/ direct.com is conveying their vacancies through 91 3dvertisements, M 'mployment agencies. hey are filling the vacancies on regular basis. hey are recruiting the employees through both Internal and '.ternal sources. hey are scrutinizing the people in different rounds. 7ost of the employees e.pressed that they have no enough freedom in they position to do what is right for the customers. he employees are interested to refer their friends to work in their company. 7ost of the respondents have said that /HR6-3 ',H4*;*5I'$ 8-.;/,direct is considering organization ob"ectives, competency and "ob specification before selecting the employees. hey are conducting selection tests to select the right candidates. hey are conducting both open ended and closed ended tests. In interviews they are testing the skills like communication skills, interaction levels etc. B*8)*o0.&(h" P.*'&." So!.1e 1. 8rinciples of 7anagement % &y R.4.5upta. 91 9. &usiness 7anagement % &y Reddy and 3ppanaiah :. 8ersonal 7anagement and Industrial Relations %&y /r..4.&hagoliwali $econdary source E. www.5oogle.com @. www.KarnatakaHR5roup.com F. www.HR ,ommunity .com ?. www.HRIndia.com H. 7r.&- Raghunath B 1HR/ 8rofessional2 91 ,!et*o//&*.e 1. 3re you happy with the /hruva echnologies 8vt.;td Recruitment processL Ces 4o 9. How do you feel about interview panelL '.cellent 5ood $atisfactory 8oor :. /id the Internal meets are up to your e.pectationsL Ces 4o ,ant ell E. 3re you satisfied with the salary given by the companyL 8artially fully 4ot satisfied @. 3re you satisfied with /hruva echnologies 8vt.;td 7anagement interms of fulfilling the commitments which are given at the time of interviewL (ully satisfied 91 8artially satisfied 4ot satisfied F. How you come to know about openings in /hruva echnologies 8vt.;tdL (riends Internet 4ews 8apers *thers ?. /o you want to refer your friends to /hruva echnologies 8vt.;tdL Ces 4o 4ot Replied H. 0hen does company usually recruit candidatesL 3nnually >uarterly Half yearly 0henever re!uired 9. 0hat should be the company+s main source of /hruva echnologies 8vt.;tdL 'mployment &ureau /irect -erification hird 8arty -erification 8lacement agency *thers 91 10.What should be the best recruitment sources according to our preference! Internal Recruitment '.ternal Recruitment &oth 11."o ou full know about the compan policies before #oined in this compan! Ces 4o o some e.tent o large e.tent 1$.What are the tests that are conducted at the time of selection for screening! 0ritten test 3ptitude test Intelligence test yping test 3ll the above 1:. 0hat do you think about Recruitment and selection procedure in your companyL &est &etter 5ood 8oor -ery poor 91 1%."oes the selection process at "hruva Technologies &vt.'td bring in the right candidate for the right #ob! $trongly disagree /isagree 4either agree nor disagree 3gree $trongly agree 1@. /o you think /hruva echnologies 8vt.;td spends too much in term of time and cost for the recruitment process L $trongly disagree /isagree 4either agree nor disagree 3gree $trongly agree
1F. 0hat do you prefer in the selection processL 5roup discussion Role play 0ritten e.amination (ace to face interview elephonic interview 91 1(.)ow did ou come to know about "hruva Technologies &vt.'td! 'mployee reference walk%in interview website newspaper ,onsultancy 1*.What is the motive behind choosing the #ob at "hruva Technologies &vt.'td! $alary Knowledge gaining $kill enhancement ,areer growth 1+.,re ou satis-ed b the wa the vacancies are advertised b the "hruva Technologies &vt.'td ). department Ces 4o $0.)ow did ou feel when ou were facing the interview at "hruva Technologies &vt.'td! ,onfident ensed 91 $tress Rela.ed