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Company Profile
ABOUT THE COMPANY
VISION:
To achieve success through ventures with customers,
suppliers and employees.
MISSION:
Value engineering
Definition
“The process used to collect information and data for the purpose of making
business decisions. The methodology may include publication research,
interview, survey and other research techniques and could include both present
and historical information”.
Meaning
Research in common parlance refers to a search for knowledge. Once can also
define research as a scientific and systematic search for pertinent information on
a specific topic. In fact, research is an art of scientific investigation. The
Advanced Learner’s Dictionary of Current English lays down the meaning of
research as “a careful investigation or inquiry especially through search for new
facts in any branch of knowledge.”
Sources of Data
2) Secondary data
Secondary data is information which has been collected in the past by someone
else. Secondary data was collected from the books, websites and through the
interaction with the individuals in the organization and our own New Gen
recruitment portal past data.
The various information is taken out regarding that subject as well other subject
from various sources. The last years data stored is also being secondary data.
This data is kept for the internal use of the organization.
Sampling
Sample size: - Total candidates who were called for the interview after
reviewing the CV’s.
It has been great pleasure to work on this exciting and challenging project.
This project provide knowledge about the Recruitment and Selection
process of New Gen Technoways.
It has helped to conduct the research a scientific way. The research has
provide the inputs in designing, the questionnaire which is an important tool
of the research.
• Manpower panning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Coaching
• Counseling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
Positions Responsibilities
HR Executive committee,
organization planning,
HR planning & policy,
Organization
development
Manager, recruitment & Recruiting, Interviewing,
employment Testing, Placement &
Termination
Manager , compensation & Job analysis and
benefits evaluation, surveys,
Performance appraisal,
compensation
administration, bonus,
Profit sharing plans,
Employee benefits.
Manager, Training & Development Orientation, Training,
Management
development, Career
Planning & development
Manager, Employee relations EEO relations, contract
compliance, staff
assistance programs,
Employee counseling.
Recruitment
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job
at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for recruits.
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or
intended requirement of the job to be performed. This information is captured in a job description
and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a
company will have job descriptions that represent a historical collection of tasks performed in the
past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect
present day requirements. Starting recruitment with an accurate job analysis and job description
insures the recruitment effort starts off on a proper track for success.
Sourcing
Sourcing involves the following steps:
Internal sources:
The most common internal sources of internal recruitment are
1. Personal Recommendations
2. Notice Boards
3. Newsletters
4. Memoranda
1) Personal References :
The existing employees will probably know their friends or relatives or colleagues who could
successfully fill the vacancy. Approaching them may be highly efficient method of recruitment
but will almost certainly offend other workers who would have wished to have been considered
for the job. To keep employees satisfied make sure that potentially suitable employees are
informed of the vacancy so that they can apply. Also any one else who is likely to be interested is
told about it as well so that they can apply for the job
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing staff.
A job advertisement pinned to a notice board will probably be seen and read by a sufficient
number of appropriate employees at little or no cost. However many of the staff will probably not
learn of the vacancy in this way either because the notice board poorly located or is full of out
dated notices that they don’t bother to look at it, as they assume there is nothing new to find out.
A notice board must be ensured that it is well sited. Wherever it is been placed it should be
certain that it is seen by every one. It means there must be equal opportunity to see to it and this
happens when they know that just important topical notices are on display. Attention must be
paid to the design and contents of the notice if it is to catch the eye and make the employee read
on and then want to apply for the job.
3) Newsletters :
Many companies regularly produce in-house newsletters, magazines or journals for their staff to
read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that every
one is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it
is sometimes not circulated widely enough and employees may find it boring and choose not to
read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody
will see a copy.
4) Memorandum :
Possibly the best way of circulating news of the job vacancy is to send memorandum to
department managers to read out to the teams or to write all employees perhaps enclosing
memoranda in wage packets if appropriate. However it can be a time consuming process to
contact staff individually, especially if there is a large work force. It should also be kept in mind
as to in which way the memorandum is phrased out so that the job appeals to likely applicants.
External sources:
There are many sources to choose from if you are seeking to recruit from outside the company.
Word of Mouth
Notices
Job Centers
5.Education Institutions
The Press
Radio
television
1) Word of Mouth :
Existing employees may have friends and relatives who would like to apply for his job.
Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of
mouth as a sole or initial source of recruitment if the work force is wholly or predominantly of
one sex or racial group. Also employing friends and relatives of present employees may be
imprudent because it is not certain that they are as competent as the current staff.
2) Notices :
Displaying notices in and around business premises is a simple and often overlooked method of
advertising a job vacancy. They should be seen by a large number of passerbies, some actively
looking for work. It can also be inexpensive with a notice varying from a carefully hand written
post card up to a professionally produced poster. Pay attention to the appearance and contents of
the notice if it is intended that it is applied by the right people.
3) Job Centers :
Most large towns have a job center which offers employers a free recruitment service, trying to
match their vacancies to job seekers. Staff will note information about a post and the types of
person sought and then advertise the vacancy of notice boards within their premises. Job center
employees can further help if requested to do so by issuing and
assessing application forms and thus weeding out those applicants who are obviously unsuitable
for the position. Short listed candidates are then sent out for the employer to interview on his
business premises.
Internal Recruiting:
Recruiting from among the existing workforce offers many advantages. Seeing your employees at
work on a day-to-day basis will enable you to evaluate their particular strengths and weakness
accurately and choose the most suitable person for the position. When the company recruits from
within the organization the employees will feel important and highly valued since it appears that
the organization immediately turns to them whenever a vacancy occurs. Their work rate and
performance should improve as well as they will realize that increasing job opportunities are
available to them if they are industrious and successful at their jobs. However any method has its
own merits and demerits.
Merits :
It improves the morale of the employees .
The employee is in better position to evaluate those presently employed than outside
conditions .
It promotes loyalty among the employees, for it gives them a sense of job security and
opportunities of advancement.
There are possibilities that internal sources may “dry up” and it may be difficult to find
the requisite personnel from within an organization.
No innovation are made no new thinking so on new inputs which is very much essential
for the growth of the organization.
Usually promotions are based on seniority so the danger is that really capable hands may
not be chosen.
External Recruiting:
When a company is involved in large expansions and is more oriented towards achieving high
growth and high market share, with more focus on quality of the product and high customer
satisfaction then it is inevitable for any organization to go for external recruiting. External
recruiting is nothing but recruiting the people in your organization from outside the company. It
will help the company to make best use of other sources that are lying outside the organization
like for example campus recruits is an effective and efficient way of recruiting when a company
wants new minds that are more creative and go-getters for any task. If a company wants to
concentrate only on its core activities and wants to relieve the burden of the task of recruitment
then the more feasible option would be third party recruiting or recruitment process outsourcing
RPO. The experienced persons but unemployed can be recruited into the company which may
reduce the training cost if they are from same industry. Retired and experienced people can yield
more by enhancing their prior experience in new business situations.
Merits :
New entrant to the labor force i.e., young mostly inexperienced potential employee’s
fresh graduates or postgraduates can be taken and mould in accordance with company’s
culture.
The excess applications generated for current requirement may be utilized for future
vacancies.
Demerits :
Extra time is required by the people to adjust them selves to the present working
situations.
If the recruiting is done from large source then it will be more time taking as the
applications generated are more and short listing becomes critical.
Recruitment Mistakes :
There are a number of methods companies should avoid when putting their recruitment plans into
practice. For instance, many businesses have the necessary talent within their organizations, but
are too busy looking outside to recruit the skilled employees they already have. Others try to look
for a mirror-replacement to the employee they have lost, duplicates with the same attitudes and
skills, when companies can benefit more from employees with new experience and outlooks on
the position. Some employers forget to include their employees in the recruitment process, or
attempt to find the “perfect” employee without noticing the talents of the job seekers they
interview.
Selection
Here, the individuals are checked for their academic qualifications, skill sets,
family backgrounds and their interest in working with the firm. The preliminary
interview is less formal and is basically done to weed out the unsuitable
candidates very much before proceeding with a full-fledged selection process.
3. Screening Applications: Once the applications are received, these are screened
by the screening committee, who then prepare a list of those applicants whom
they find suitable for the interviews. The short listing criteria could be the age,
sex, qualification, experience of an individual. Once the list is prepared, the
qualified candidates are called for the interview either through a registered mail
or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an
individual, several tests are conducted. Such as intelligence tests, aptitude tests,
interest tests, psychological tests, personality tests, etc. These tests are
conducted to judge the suitability of the candidate for the job.
2.Aptitude or Potential Ability Test : Such tests are widely used to measure
the latent ability of a candidate to learn jobs or skills. They will enable us to
know whether a candidate if selected, would be suitable for a job, which may
be clerical or mechanical. These tests may take one of the following forms.
6. Checking References: The firms usually ask for the references from the
candidate to cross check the authenticity of the information provided by him.
These references could be from the education institute from where the candidate
has completed his studies or from his previous employment where he was
formerly engaged. These references are checked to know the conduct and
behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate
are checked to ensure that he is capable of performing the job. In some
organizations, the medical examination is done at the very beginning of the
selection process while in some cases it is done after the final selection.
Thus, this stage is not rigid and can take place anywhere in the process. The
medical examination is an important step in the selection process as it helps in
ascertaining the applicant’s physical ability to fulfill the job requirements.
4. Data Analysis and Interpretation
17%
Yes
No
83%
Interpretation :
83% people thinks that E-Recruitment has become must to survive in the
competitive market , as it becomes very easy for the recruiter to find the
appropriate candidate just in a click.
2. From where New Gen Technoways get there Employees ?
Advertisement
7%
11%
Employees References
20%
62%
Campus Hirings
Interpretation
62% Hiring is done through college campus from all around the country.
11% Hiring is done through the existing employees referrals , the success
ratio in referral hiring is better than any other source as the existing
employees already knows the company’s needs and wants.
Supportive Top
management
15% Work
Environment
High Salary 31%
8%
Growth
Opportunities
46%
Interpretation
From the above data, It is reveal that 8% candidates get attracts because
of the high salary offered by companies.
31% candidates want the suitable and good work environment to work in.
While 46% of candidates are worried about there future and are looking
for growth opportunities in selecting or joining an organization.
No
10%
Yes
90%
Interpretation
90% people thinks that the branding of the Employers plays key role in
successful recruitment and retention of top talents.
10 % thinks it is not Employer branding is not important for recruiting and
retening top talents.
5. Corporate Social Responsibilities can lead to attraction of employees
towards the company ?
100
80
60
40
20
0
Yes No
Interpretation :
Around 92% people thinks that doing CSR activities attracts people
towards the organization
.
Some 8% thinks CSR doesn’t attract employees to join the organisation
6. What may be the reason for Employee turnover ?
Product Price
80
70
60
50
40
30
20
10
0
Less Salary Nothing new to Problems with
learn Management
Interpretation :
75% Employees leave from their jobs when they find that there is
nothing new to learn in the organization
.
20% Employees switch because they don’t like the behavior of their top
management and has some issues with them
.
5% Employees leave because they find out that they are getting less
salary as per the job they are doing.
7. Does the Cab facility and other extra benefits are important for
organizations to provide ?
2%
Yes
No
98%
Interpretation :
Satisfied
800
700
600
500
400
300
200
100
0
Come Don't Come
Interpretation :
In every 1000 mails recruiter sends for the exam or interview to the
candidates only 200 comes for the interview while 800 don’t.
9. How many candidates comes for the interview after only receiving a mail
and a call both ?
Packaging Rate
Come
41% Don't
Come
59%
Interpretation
The above Chart indicates that more no. of candidates comes for the
interview if the recruiter makes them a call too along with the mail.
10. Of all the applications how many candidates actually gets hire after the
recruitment and selection process ?
Hiring Ratio
Applications Received
No. Of candidates hired
Interpretation :