PRoject

A PROJECT REPORT
ON STUDY OF
RELEVANCE OF COPPERGATE CONSULTANT FOR OTHER COMPANIES

SUBMITTED TO
UNIVERSITY OF MUMBAI
IN PARTIAL FULFILLMENT FOR AWARD OF DEGREE OF MASTER OF

MEGEMENT STUDIES (MMS)
UNDER THE GIUDANCE OF
PROF. Dr. RADHIKA WADHERIA
SUBMITTED BY
PUJA YESALE
SEMESTER 3
ROLL NO.114
BATCH-2018-2019
SPECIALISATION:HUMAN RESOURCE
RAJEEV GANDHI COLLEGE OF MENEGMENT STUDIES
(PLOT NO.1,SEC 8,GHANSOLI,NAVI MUMBAI)

1
CERTIFICATE
THIS IS TO CERIFTY THAT PUJA YESALE HAS SUCCESSFULLY COMPLETED

THE INTERNSHIP PROJECT WORK AS PART OF ACADEMIC FULFILLMENT OF
MASTER OF MAMAGEMENT STUDIES IN SEMESTER III.
PROF. Dr. RADHIKA WADHERIA
--------------------------------------
-------------------------------------------
Name and signature of project guide Signature of Director
( With rubber stamp )
2
DECLARATION
I PUJA YESALE STUDENT OF MASTER OF MANAGEMENT STUDIES (SEMESTER-III)

OF RAJEEV GANDHI COLLEGE OF MANAGEMENT STUDIES (RGCMS), HEREBY
THAT I HAVE SUCCESSFULLY COMPLETED THIS PROJECT ON ADETAILED STUDY
OF RELEVANCE OF COPPERGATE CONSULTANT FOR OTHER COMPANIES IN THE
ACADDEMIC YEAR NFORMATION (2018-2019),THE INFORMATION INCORPORATED
IN THIS REPORT IN TRUE AND ORIGINAL TO THE BEST OF MY KNOWLEDGE.
__________________
______________
NAME AND
SIGNATURE OF THE STUDENT
ROLL NO. _______________
3
ACKNOLWEDGEMENT
I PUJA YESALE STUDENT OF MASTER OF MANAGEMENT STUDIES (SEMESTER III)

OF RAJEEV GANDHI COLLEGE OF MANAGEMENTSTUDIES(RGCMS), HEREBY
ACKNOLWEDGEMENTPROFUSELY MY GUIDE, PROFESSOR AND DIRECTOR FOR
ALL THE HELP AND EXTENDED TO ME IN THE COMPLETION OF MY PROJECT ON A
DETAILED STUDY OF RELEVANCE OF COPPERGATE CONSULTANT FOR OTHER
COMPANIES IN THE ACADEMIC YEAR(2018-2019)
____________________
______________
NAME AND
SINGNATURE OF THE STUDENT
ROLL
NO.___________________
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INDEX
A DETAILED STUDY OF RELEVANCE OF COPPERGATE CONSULTANT FOR OTHER

COMPANIES
Sr No. Topics Name Page

No.
1. EXECUTIVE SUMMARY
2. OBEJCTIVE OF THE COMPANY
3. COMPANY PROFILE
A. COPPERGATE STAFFING SERVICES
B. WHY COPPERGATE….?
C. CLIENTS OF COPPERGATE
4. LEAD GENERATION-
A. WHAT IS LEAD GENERATION
B. FACTORS OF SUCCESSFUL LEAD GENERATION
C. HOW COPERGATE GENERATED THEIR LEADS
5. RECRUITMENT-
A. WHAT IS RECRUITMENT
B. WHAT ARE THE IMPORTANCE OF RECRUITMENT
C. RECRUITMENT PROCESS OF COPPERGATE CONSULTANT

6. ATTRITION
BAD IMPACT OF ATTRITION
STPES TAKEN BY COPPERGATE TO REDUCE ATTRITION
7. FINDINGS
8 LIMITATION
9. SUGGESTIONS AND RECOMMENDATION
10. CONCLUSION
11. BIBILOGRAPHY
12.
5
CHAPTER 1
EXECUTIVE SUMMARY
6
7
CHAPTER 2
OBEJCTIVE OF THE COMPANY
8
9
CHAPTER 3
COMPANY PROFILE
COPPERGATE SERVICES:
Coppergate is a company which is owner Managed and our Consultant and Support team are
highly dedicated and carefully selected on this basis. Therefore whether you are looking for a
career move or looking to appoint, you will receive a completely committed and dedicated
service at every step of the way. Our company philosophy is to provide an honest, dedicated,
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cost effective, proactive and professional consulting based services depending on individual
requirements. We listen to your requirements, match based on careful listening and in turn we
look to play a big part in your success
Copergate is an innovative, fresh and one of the fastest growing recruitment company that offers
you flexibility and professionalism. Our Consultants have been working with the Country's
leading companies for years.
Specializing in the placement of BPO, KPO, Telecom, Media, Advertising & Event
Management, Banking & Finance, Insurance, FMCG, Education & Training, IT Software, etc.
we understand current market conditions and fluctuations. We consistently & actively search for
the best talent and the most interesting and relevant opportunities. So if you are either a
candidate or a client we guarantee to offer you the best possible service. Our goal is to maximize
your potential.
WHY COPERGATE…?
 Association with an established brand

 Widest reach in Mumbai
 Dedicated Franchisee assistance in day to day operations
 100% transparency with Clients & our Partners (Franchise holders)
 We take away all the hassle of Business development, Administrative responsibility of
maintaining Contracts, Invoicing & Payment collections
 On time Payments
 Attractive ROI
 Faster ramp-up of business through our Business knowledge, experience & tie-ups
 200+ Clients & thus Business Opportunities
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COPPERGATE CLINETS
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Some of the Client:
GeBBS Healthcare:
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I. Career Opportunities
GeBBS Healthcare Solutions, an industry leader in Health Information Management (HIM) and
Revenue Cycle Management (RCM) solutions, is seeking highly-motivated individuals with a
passion for excellence and collaboration for careers in the healthcare industry. We regularly have
openings for medical coding jobs, medical billing jobs, and other related healthcare jobs.
We provide strategic outsourcing solutions to an expanding customer base of medical billing

companies and healthcare providers. With a current staff of over 4,000 professionals, GeBBS is
an eight-time Inc. 5000 honoree as one of the nation’s fastest growing companies.
Why Work at GeBBS?
Gebbsdelivers a people-oriented, equal opportunity culture that supports a friendly work

environment, innovative ideas, and a benefits-rich employee package.
Growing Company
GeBBS Healthcare Solutions is an award-winning company, including being an eight-time

honoree on the Inc. 5000 list of nation’s fastest-growing companies. Healthcare
professionals have rated GeBBS among the top 20 outsourced revenue cycle management
services by Black Book Market Research. In addition, Modern Healthcare has listed GeBBS
among the top 15 largest Revenue Cycle Management firms and Research and Markets have
credited GeBBS as a “dominating” key player in the global medical billing outsourcing market.
Culture
“People are our greatest asset” is much more than just an expression to GeBBS. We make every
effort to foster an environment where our teams can find balance between work and fun, that is
ideal for them. Employees at GeBBS believe in being client-centric, open and ethical,
innovative, and outcome-driven.
Life @ GeBBS
At GeBBS, we have a friendly work environment that stimulates and encourages innovative
ideas to foster growth and value addition. We are passionate about the work we do. We follow a
transparent system keeping the communication channels open, thereby enabling people to
communicate ideas and suggestions. A company grows on the strength of its people.
Equal Opportunity Employer
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 GeBBS is an equal opportunity employer and believes in creating a supportive and diverse
workplace. We want to have the best available people in every job. Therefore, the Company
does not discriminate, and does not permit its employees to discriminate
CHAPTER 4
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LEAD GENERATION
LEAD GENERATION
What is LEAD GENERATION….?
InMarketing, Lead Generation is known as a strategy for building a pool of potential

customers. With proactive talent pool building becoming more and more
popular, recruiters have adapted Lead Generation strategies as well.
Lead Generation in Human Resource
“The process of creating recruiting content, promoting in to various channels and attracting
potentials job candidates to make action.”
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So,who are leads?
In
marketing, leads are potential future customers. These people fit company’s buyer
persona or ideal customer and they have shown some interest in company’s products
and services.
In general, the goal of every marketer is to generate as many leads as possible as more
leads lead to more customers.
In recruiting, leads are potential future candidates who match your candidate

persona profile and have shown some interest in you as an employer. Recruiters and
other HR professionals have a goal to generate as many high-quality leads (potential
candidates) in order to fill their positions with high-quality employees and way less
resources.
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How does lead generation in recruiting work?
Lead generation in recruiting is a process that consists of creating content or events

that potential candidates find interesting and useful. These are created with the main
goal to trigger potential candidates to consider you as their next employer of choice.
Unfortunately, many employers still use applications to open positions as their main
source of new candidates. They wait until a new position opens and then collect
applications.
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In marketing, we generate leads by creating content or events that potential buyers can
get or attend ONLY AFTER they provide some kind of info . Often times that is
contact information and some other information such as their position, work challenge
or pain point.
Employers that use lead generation in their Recruitment Marketing strategy, ask

candidates for data such as contact info, resume, career interest or similar.
Social Recruiting is definitively one of the most popular recruiting strategies. If you
already don’t have a big audience on Social Media it is not easy to get new leads from
there. However, there are still Social Media platforms, such as Facebook, that are
relatively inexpensive.
With just a little bit of money you can reach a pretty decent amount of people with
your content on Facebook.
What is good about using Facebook to attract talent and generate leads is that you
can target a very specific group of people.
HOW COPERGATE GENERATED THEIR LEADS.:
The following are the most commonly used methods of recruiting people.
They are:
1. Employee Referrals- Employee referral means using personal
contacts to locate job opportunities. It is a recommendation from a
current employee regarding a job applicant. The logic behind
employee referral is that “it takes one to know one”. Employees
working in the organization, in this case, are encouraged to
recommend the names of their friends, working in other organizations
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for a possible vacancy in the near future.
2. Campus Recruitment-- It is a method of recruiting by visiting and
participating in college campuses and their placement centers. Here
the recruiters visit educational institutions such ascolleges and universities with a view to pick up
job aspirants havingrequisite technical or professional skills. Job seekers are
providedinformation about the jobs and the recruiters, in turn, get a snapshot ofjob seekers
through constant interchange ofinformation withrespective institutions.
3)Advertisements-- These include advertisements in Official Websites;
The ads generally give a brief outline of the job responsibilities,
compensation package, prospects in organizations, etc.
4)Unsolicited Applicants / Walk-ins:-Companies generally receive
unsolicited applications from job seekers at various points of time; the
number of such applications depends on economic conditions, the
image of the company and the job seeker’s perception of the types ofjobs that might be available.
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Seven Factors of Successful Lead Generation Campaigns
1. Data Set.
The quality of the data sets the tone for the entire campaign so it’s important to spend time
upfront on list building and lead research. This also saves money over time because
resources dedicated to research enable enterprise reps to focus on deals, instead of wasting
time finding the correct person to call.
2.Cadence.
In marketing, timing and method of communication are critical in getting through to
the right person, at the right time of need. Create a calling and email cadence that
aligns with your goals. For example, the week before a webinar, a campaign may
include two calls in one day in order to increase attendance.
3.Message.
The more targeted the message, the more likely people are to speak with you. Whether you
are having a two-minute or hour-long conversation, prospects want to know you have
experience in their space and they are getting valuable information in exchange for their
time. Use research to build lists with commonalities, and develop calling scripts that
demonstrate your work with other companies using the same technology/solution type, or
facing the same challenges. Even referencing a common LinkedIn group can break the ice.
Cold calls are brief so you have to make your words count.
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4. Title Path.
Just because one title path is on-target in one industry, doesn’t mean it will work in all industries.
Assess your current customer profile and prospecting efforts, and makesure your targets are also
making the decisions. If you find that calls are being referred to someone else in the
organization, reassess the title path you’re targeting.
5. Measurement.
I believe that if you don’t know what is working, you can’t make things better. Test the market
and identify what is working, where and why. Measurement should start early in the campaign so
you can course-correct before the campaign ends and increase success.
6. Technology Stack.
It is great to have amazing technology that delivers all sorts of data, but you should also apply a
standard process for the prospecting side of implementation. Your technology stack should have
specific functionality for the prospecting outcall part of the process. This is a necessary step to
drive quality metrics and analysis.
7. Training.
Because all campaigns are not created equal, ongoing training is essential in the success of your
campaigns. Always give the “why” to the team, and educate them on the campaign’s marketing
strategy, the prospect’s industry and recent news or trends. Use role-play scenarios to sharpen the
message.
CHAPTER 5
RECRUITMENT
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Recruitment
INTRODUCTION
Recruitments the first step in procurement function. The importance of manpower planning in
every business is increasing due to increase in global competitiveness and increase in labor
market flexibility. Recruitment function is one of the important parts of an organization’s Human
Resource Planning. It serves fulfilling organizations’ need by enabling it to have a set of
competitive, motivated, flexible and more adoptable Human Resources which can ensure
continued operation for fulfillment of organization objective. Competent Human Resources at
the right positions are crucial for the organization and constitute core competency. The
organization reaps strategic advantage out of it. Recruitment helps in creating a pool of
prospective employees for the organization, so that the right candidates for the right jobs can be
selected from this pool. The objective of recruitment process is to get the required number of
employees with proper quality that can be selected to help the organization to attain its goals.
Recruitment establishes a link between the job seekers and employers. By which, it ensures the
placement of right candidates at the right place at the right time. Following the right recruitment
processes and practices facilitate the selection of the suitable candidates for the organization.
This chapter focuses on four important organizational activities such as recruitment, selection,
induction, and placement. These four are important tools for procuring and using Human
Resources in an organization effectively. Recruitment involves employing suitably trained
workforce. Selection helps in choosing the right candidate for the right job. Induction and
placement refers to putting the selected personnel on the right jobs. Due to increasing importance
of human resources, it is now imperative for all organization to retain the existing manpower and
at the same time to recruit and select best possible required talents. To recruit manpower for
unskilled jobs, the organization faces no problems due to abundances in availability of these
types of people and high rate of unemployment in India. Whereas recruitment function is more
complex and dynamic for managerial positions with professional skills.
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DEFINITION AND CONCEPT OF RECRUITMENT
Recruitment is the process that identifies as well as hires the best-qualified candidates from
within or outside of an organization for job vacancies, in a most timely and cost-effective
manner.
According to Edwin B. Flippo, "Recruitment is the process of searching for the potential
candidates for employment and stimulating them to apply for job vacancies in the organization ".
Recruitment involves the activity that links the job seekers with employment providers.
Recruitment is also a process of finding and attracting capable applicants for employment. The
process starts with seeking of new recruits and ends when their applications are submitted. The
objective is to have a pool of applications from which most suitable employees are selected.
As pointed out by Yoder "recruitment is a process to discover sources of manpower to best meet
the requirements of staffing schedule. It also involves employing effective measures for
attracting that manpower in adequate numbers to facilitate effective selection in order to get an
efficient work force."
Recruitment is an organizational function that precedes the selection. It helps in creating a wide
pool of prospective employees for the organization to facilitate the selection of the right
candidates for the right jobs from this pool. Recruitment expedites the process of selection.
Recruitment is a continuous process by which the organizations endeavor to develop a pool of
qualified applicants for the existing vacancies as well as for future human resources needs. In
general, the recruitment process starts from employee requisition process for existing or for
anticipated vacancies. Theoretically, recruitment process ends with receipt of applications but in
practice the activity continues up to the screening of applicants that eliminate unqualified people.
Recruitment Needs: There are three types of recruitment needs as follows:
Planned: These types of recruitment needs arise from changes in organization and out of
retirement policy.
Anticipated: Anticipated needs arise due to movements of personnel. An organization can study
the trends of movement by analyzing internal and external environment and predict the
recruitment need.
Unexpected: Resignation, deaths, accidents, prolonged illness are the primary cause of
unexpected recruitment needs
Definitions:
“Recruitment is the process of searching for prospective employees and
encouraging them to apply for jobs in an organization.”
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OR
“Recruitment is a process to discover the source of manpower to meet
recruitment of the staffing schedule and to employ effective measures in
adequate number to facilitate effective selection of a working force.”
PURPOSES AND IMPORTANCE:
The general purpose of recruitment is to provide a pool of potentiallyqualified job candidates.

Specifically, the purposes are to:
 Determine the present and future requirements of the organization inconjunction with its
personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
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 Help increase the success rate of the selection process by reducing thenumber of visibly,
under qualified or overqualified job applicants.
 Begin identifying and preparing potential job applicants who will beappropriate candidates.
 Develop an organizational culture that attracts competent people to
the company.
 Search or head hunt/head pouch people whose skills fit the company’s
values.
 Anticipate and find people for positions that do not exist yet.
 Increase organizational and individual effectiveness in the short term
and long term.
Recruitment Process in Coppergate Consultancy: -
At Global Hunt we have designed a pragmatic framework that is result oriented and caters to the
most complex demands of our client. Through extensive use of technology, we are evolving the
workforce dynamics to provide cutting-edge consulting solutions.
Our scope of work involves the following methodology:
Planning
The first stage in the procedure is concerned with the question- what resources are needed i.e. the
determination of vacancies will depend on the aims and objectives of the organization. The
planning phase for us means understanding the client requirements and the utility of such
26
requirements to strengthen our search. On the basis, of the requirements we further work to plan
a strategy that would follow to serve the needs. Our work plan strategy is based on the possible
challenges, the mechanism to counter such challenges, the ongoing trends in the market,
competency levels available, parameters required for the position etc. With the blueprint present
we initiate our work on the R&D.
Preparing and Publishing Information:
AfterDetermination of vacancies and considering the source, the next important
step of recruitment process is preparation and publication of information. It
requires special attention and skill.
The object of publication of informationis following:
It should be sufficient to give complete and accurate detailsabout job and its requirement.
It should attract attention of maximum number of suitable candidates.
It should create a favorable image of the organization.
The preparation of information should be based on job analysis.
It should mention the special features required in the applicant that are important to the job.
Preliminary Screening & Interview
With the selection of candidatures, we are engaged in preliminary screening where we assess
them on Key Result Areas (KRA’s), Compensation Package, Job Title, Job Location and other
details. Our team of consultants personally conducts their interviews to assess the candidate
competency.
Validation
With the preliminary screening and interview, we valid the candidate through discreet reference
check
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Client Interview
After the initial screening and validation we refer the candidate for the client interview where the
client can directly assess the capability and potential of the candidate.
Formal Reference Check

With the positive feedback from the client, we make a formal reference check about the
candidate regarding his work ethics, performance, behavior and other basic details.
Closure
The last phase of the process is the negotiation and the handholding phase where we negotiate
for the salary package, joining date and offer letter. Also, we continue to maintain our
relationship with both our client and selected candidate to ensure smooth integration of the
candidate in the organization.
List of Candidates Selected/Joined for Gebbs

SrN
o Name of Candidates Contact No. Company Process DOJ
1 Nazia Sayyed 9082190556 Gebbs Senior AR 26/12/2017
2 Suraj Singh 8451926564 Gebbs AR Trainee 7/12/2017
2 Aakash Singh 8879009772 Gebbs Domain Specialist 15/1/2018
3 Vaibhav Pansare 8097627034 Gebbs Domain Specialist 15/1/2018
4 PreshitaKinkar 8108255074 Gebbs AR Trainee 19/02/2018
5 Shailendra Singh 8169827005 Gebbs AR Trainee 26/1/2018
6 Mansoor Lyngdoh 7627979833 Gebbs Ar trainee 16/3/2018
7 SachinPawar 8286041201 Gebbs Domain 15/3/2018
8 Ahsaan Shaikh 8384007860 Gebbs Domain 9/4/2018
9 Shahrukh Shaikh 8286340701 Gebbs Ar trainee 23/4/2018
10 Abhishek Badha 9004409522 Gebbs Ar Trainee 14/05/2018
11 Samadhan Torne 8691963019 Gebbs Ar Trainee 11/6/2018
12 Michael Sam 8108864320 Gebbs Ar Trainee 11/6/2018
13 Nabil Khan 9137794815 Gebbs Ar Trainee 4/6/2018
14 Prajesh Anil Babar 9594768262 Gebbs Ar Trainee 25/6/2018
15 Venkatesh Sonawane 7400342331 Gebbs Ar Trainee 4/6/2018
16 Anil Kamble 7977851802 Gebbs Ar trainee 4/6/2018
17 Ashwath Shetty 9819806180 Gebbs Ar trainee 4/6/2018
18 Faizan Sayed 8898606078 Gebbs AR Trainee 25/6/2018
19 Suraj Gajaria 8169610795 Gebbs AR Trainee 18/6/2018
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20 PremsinghRamgadia 9167487262 Gebbs Ar trainee 25/6/2018
21 PayalRaghwani 9819540223 Gebbs Ar trainee 11/6/2018
22 Vaibhav Chorge 7208577107 Infinx Ar trainee 5/6/2018
DATA ANALYSIS:
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1)Questionnaire:
1)Name of Candidate:Nazia Sayyed
2)Name of Organization:Gebbs
3)Position in Current Company: Senior Ar.
1. Overall, how satisfied are you with our recruiting and hiring process? Why?
Ans:
2. Would you recommend [company name] to other friends to apply? Why?
Ans:
3. Was the recruiter helpful throughout the who process?
Ans:
4. How can we, in your opinion, improve our hiring process?
Ans:
5. Did we always respond to you in a timely manner?
Ans:
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2)Questionnaire:
1)Name of Candidate:Suraj Singh
3)Position in Current Company:Domain Specialist
Ans:
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3)Questionnaire:
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1)Name of Candidate:Aakash Singh
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4)Questionnaire:
1)Name of Candidate:Vaibhav Pansare

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Ans:
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5)Questionnaire:
1)Name of Candidate:PreshitaKinkar
3)Position in Current Company:AR Trainee
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6)Questionnaire:
1)Name of Candidate:Shailendra Singh

Ans:
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Ans:
7)Questionnaire:
1)Name of Candidate:Mansoor Lyngdoh

3)Position in Current Company:Ar trainee
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8)Questionnaire:
1)Name of Candidate:SachinPawar
3)Position in Current Company: Domain
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9)Questionnaire:
7)Name of Candidate:Ahsaan Shaikh

3)Position in Current Company:Domain
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Ans:
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10)Questionnaire:
1)Name of Candidate:Shahrukh Shaikh

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11)Questionnaire:
1)Name of Candidate: Abhishek Badha

3)Position in Current Company:Ar Trainee
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12)Questionnaire:
1)Name of Candidate:Samadhan Torne

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13)Questionnaire:
1)Name of Candidate:Michael Sam

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14)Questionnaire:
1)Name of Candidate:Nabil Khan

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15)Questionnaire:
1)Name of Candidate:Prajesh Anil Babar

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16)Questionnaire:
1)Name of Candidate:Venkatesh Sonawane

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17)Questionnaire:
1)Name of Candidate:Anil Kamble

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18)Questionnaire:
1)Name of Candidate:Ashwath Shetty

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5. Did we always respond to you in a timely manner

6.
19)Questionnaire:
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1)Name of Candidate:Faizan Sayed
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20)Questionnaire:
1)Name of Candidate:Suraj Gajaria

Ans:
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21)Questionnaire:
1)Name of Candidate:PremsinghRamgadia
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22)Questionnaire:
1)Name of Candidate:PayalRaghwani
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23)Questionnaire:
1)Name of Candidate:Vaibhav Chorge

Ans:
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CHAPTER 6
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ATTRITION
ATTRITION
Employee attrition is the reduction of staff by voluntary or involuntary reasons. These can be
through natural means like retirement, or it can be through resignation, termination of contract,
or when a company decides to make a position redundant.
49
There are different turnover rates across industries, with hospitality and retail having higher rates
compared to other industries. But a high turnover rate can be costly. When you think about your
investment in recruiting and training employees and only having them stay on for a short period
of time, you are not getting back a return on your investment.
Bad Impact of Employee Attrition:
When employees leave the organization, it is a loss to the company, the team and the individuals.
Employees are the backbone of any organization and their departing may lead to lot of various
losses to company on different aspects. The disadvantages can be
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1. Decreased overall performance:
The whole business process is affected when an employee leave the organization. It is even more
risky when this happen all of a sudden.
There is no time to train the new employee who is to take over the job and the whole team gets
affected. It can directly be seen in an overall decrease of performance of the team.
Sometimes this may even lead to drastic change in customer relationship. Customers connect
with employees in an organization and those leaving all of a sudden may lead to doubts in
customer’s minds as well.
2. Daily task management:
Sudden attrition may lead to difficulty in managing daily tasks. Even large organization struggle
to manage their task when employees leave jobs, getting small information and managing daily
tasks become difficult as they cannot be managed by small current team which is left behind.
Organization generally have notice period to ensure there is a smooth transition but attrition
states otherwise, employees who leave suddenly leads to unmanageable daily routines.
3. Increased cost:
This has to be the highest disadvantage to a company when employees leave their jobs. There is
increased cost associated with every level of the process – losing and paying the previous
employee, hiring a new one, training cost for the new employee.
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Research shows that these costs are way more than the losses incurred in managing and missing
out on work.
4. Lack of knowledgeable employees:
This goes without saying when employees leave an organization they take with them the
experience they have gained overtime.
With organizations which has high attrition rate the average years of experience of employees is
really low. This result in low performance, lack of loyalty and cluelessness on what company has
been through.
Older employees with their years of experience can take over critical matters which can never be
trusted with these new employees.
Even with employees who have experience are hired they may suffer at taking care of critical
business matter as they are new to company’s policies, culture and current employees.
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5. Create a Negative image:
It is not just that employees are looking for job, even organizations are on the outlook of
qualified professionals. When any company has high attrition rate it negatively impact the brand
of the organization.
Recruiters’ state that they find it difficult to map qualified candidates to the organization, as
candidates opts out fearing the attrition rate. The reasons may vary but a negative image work
against the organization.
6. Employee development:
Many organizations have various employee development plans and higher attrition rate means
losing out on it.
Employee development plans takes time and huge investments. When there is disturbance within
the organization due to employees leaving the organization it affects the development process for
all.
The money invested on the employee who leave is wasted; also it affects others who have to
jump in to fill in for the lost employee affecting their career plan and growth.
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Employee turnover is never good for business. If you are at a loss on how to stop your
employees from leaving, here are a few tips:
1. Communicate your vision
While you may be able to articulate the purpose or vision of your business, your employees
might not have a clear idea on what your business stands for and in which direction it is going.
When your staff is in the loop of what’s driving the business, they will share in the same vision
that you have. It earns their dedication and commitment.
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2. Optimize recruitment
You can optimize your recruitment process by starting with clear and specific requirements. Set
goals for hiring for a position and clearly list the tasks and responsibilities, and what value the
position will bring to your business. An objective and focused candidate profile should also
outline what knowledge and previous work experience a candidate is expected to have. Make it
relevant to the job requirement.
You can also ask the candidates to fill in an employment application where they need to sign and
state that the information they are providing is true. This can be helpful if there are any
omissions made on the resume. Ask for work related references, not personal ones and verify the
information provided like the employment history, education backgrounds and certifications.
You can also do background checks if the job might require handling of sensitive information
and financial transactions and records.
3. Make the interview matter
The interview questions should be based on past and present work performance and behaviors.
Allow the candidate to demonstrate their skill levels, motivations and competencies in their
fields of experience. Ask for more information regarding their previous work experiences. When
you need to interview more than one candidate, it is best to prepare a list of core questions in
order to be able to evaluate them fairly.
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4. Improve work conditions
What you offer as work benefits is a big deal for your employees. Top companies that are known
for their perks for their employees have strong development programs, outstanding benefits not
only for employees but also to their families, and fun work cultures. When a business knows to
meet the needs of their employees beyond the office, they benefit more from their employees.
While you may not be able to compete with what Google, Facebook and all the other big guys
have to offer, you can improve work conditions by offering flexible work schedules that help
promote a work-life balance.
5. Create a pleasant workspace
Another way would be to invest in a workspace that employees would want to go to. Employees
spend almost half a day inside their workplaces. Any person would want that place to be where
they are most productive, happy, healthy, and engaged. A person’s well-being affects his
productivity and work performance, so it is common sense to provide for such. According to
studies like Gensler’s Workplace Index, there should be spaces for collaboration, for learning,
for socialization, and for more focused work or activities. When your workspace is a place that
allows your staff to be able to work productively, they would love coming to work and love the
work that they do.
6. Benefits and perks
The most common reason employees leave is because of the their salary. No matter how loyal
and how driven they are with the company’s vision, if it cannot meet with their financial
needs,they often look for new jobs. Your salary packages and increases should be prevalent with
the current range of your competitors.
A great addition to any salary package are the benefits. You can add in paid time off, stock
options, and even education assistance. To give your employees a better idea of what they are
receiving from the company, you can include an annual statement of compensation they
received, that will also include the added benefits they received like contributions to benefits
premiums and retirement accounts, and others.
You can also give added perks like flexible schedules, remote work privileges, and assistance
programs for your employees. Some companies even have daycare services for their staff’s
children, transport pick-up to and from the office, service and travel discounts, and many others.
Try to see which one would be beneficial for you and your employees.
7. Employee engagement
When you have talented employees, you need to find ways that you can help them expand their
skill set. Give your feedback, let them know what you think. Pay attention, and let them know
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that you are there for them. If you don’t engage with them, they will get bored and complacent,
and think that they are not growing within the organization.
A great boss knows how to challenge her people to accomplish tasks that may seem impossible.
Be the boss that can push people out of their comfort zones and help them achieve their goals. If
you want your people to remain in your company, treat them well. You may have the most
talented people but you may not be allowing them to develop professionally.
It is impossible to completely prevent employee turnover. Sometimes, it is just outside your

control. However, knowing why and how it happens, and meeting the challenge of overcoming
attrition can help minimize its effect on your business
FINDINGS
Recruitment process is lengthy as candidates have wait for long time

1)Employee gives a lot of Importance to compensation package in their job
2)Employee doesn’t seem to be satisfied with the quality of supervision received by them.
3)Lack of appreciation
4)Organization paying less attention in providing sufficient feedback to employee about their
performance.
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LIMITATION
Collecting information from people during working hour was really difficult
Due to Security Issue Organization are very reluctant to give us the internal data of their
Candidates. So exact information could not be made out from them
SUGGETIONS AND RECOMMENDATION
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An employee would work tireless for the company if he is being made aware that he is an
important part of the team.
Award them with recognition if an employee has done something valuable. Don’t wait for too
long.
Be in touch with employee and help them when in need.
Motivation to employee so they can work properly.
REFERENCES AND BIBILOGRAPHY
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A PROJECT REPORT

RELEVANCE OF COPPERGATE CONSULTANT FOR OTHER COMPANIES

IN PARTIAL FULFILLMENT FOR AWARD OF DEGREE OF MASTER OF

UNDER THE GIUDANCE OF

PROF. Dr. RADHIKA WADHERIA

RAJEEV GANDHI COLLEGE OF MENEGMENT STUDIES

(PLOT NO.1,SEC 8,GHANSOLI,NAVI MUMBAI)

THIS IS TO CERIFTY THAT PUJA YESALE HAS SUCCESSFULLY COMPLETED

PROF. Dr. RADHIKA WADHERIA

Name and signature of project guide Signature of Director

( With rubber stamp )

I PUJA YESALE STUDENT OF MASTER OF MANAGEMENT STUDIES (SEMESTER-III)

ROLL NO. _______________

I PUJA YESALE STUDENT OF MASTER OF MANAGEMENT STUDIES (SEMESTER III)

A DETAILED STUDY OF RELEVANCE OF COPPERGATE CONSULTANT FOR OTHER

Sr No. Topics Name Page

B. WHAT ARE THE IMPORTANCE OF RECRUITMENT

C. RECRUITMENT PROCESS OF COPPERGATE CONSULTANT

OBEJCTIVE OF THE COMPANY

 Association with an established brand

We provide strategic outsourcing solutions to an expanding customer base of medical billing

Why Work at GeBBS?

Gebbsdelivers a people-oriented, equal opportunity culture that supports a friendly work

GeBBS Healthcare Solutions is an award-winning company, including being an eight-time

Equal Opportunity Employer

What is LEAD GENERATION….?

InMarketing, Lead Generation is known as a strategy for building a pool of potential

Lead Generation in Human Resource

In recruiting, leads are potential future candidates who match your candidate

Lead generation in recruiting is a process that consists of creating content or events

Employers that use lead generation in their Recruitment Marketing strategy, ask

HOW COPERGATE GENERATED THEIR LEADS.:

1. Employee Referrals- Employee referral means using personal

contacts to locate job opportunities. It is a recommendation from a

current employee regarding a job applicant. The logic behind

employee referral is that “it takes one to know one”. Employees

working in the organization, in this case, are encouraged to

recommend the names of their friends, working in other organizations

2. Campus Recruitment-- It is a method of recruiting by visiting and

participating in college campuses and their placement centers. Here

3)Advertisements-- These include advertisements in Official Websites;

The ads generally give a brief outline of the job responsibilities,

compensation package, prospects in organizations, etc.

4)Unsolicited Applicants / Walk-ins:-Companies generally receive

unsolicited applications from job seekers at various points of time; the

number of such applications depends on economic conditions, the

“Recruitment is the process of searching for prospective employees and

encouraging them to apply for jobs in an organization.”

“Recruitment is a process to discover the source of manpower to meet

recruitment of the staffing schedule and to employ effective measures in

adequate number to facilitate effective selection of a working force.”

PURPOSES AND IMPORTANCE:

The general purpose of recruitment is to provide a pool of potentiallyqualified job candidates.

 Increase the pool of job candidates at minimum cost.

 Develop an organizational culture that attracts competent people to

 Increase organizational and individual effectiveness in the short term

and long term.

Recruitment Process in Coppergate Consultancy: -

Our scope of work involves the following methodology:

Preparing and Publishing Information:

AfterDetermination of vacancies and considering the source, the next important

step of recruitment process is preparation and publication of information. It

requires special attention and skill.

The object of publication of informationis following: