SUMMER TRAINING REPORT ON “RECRUITMENT AND SELECTION IN” NETMAX TECHNOLOGIES BATHINDA.
Submitted by Sanju Bala B ATCH-2010-12
ROLL NO. Guru Nanak College of Management &Technology DOOMWALI
PREFACE
As MBA degree require equal attention practical as well as theoretical aspect of the business, various problems are to be dealt with in these courses, that is why research programs are there to give deep as well as thorough knowledge of the subjects. I have attempted to live up these requisites while preparing this report. Industrial Training is a part of professional courses. With the help of Industrial Training we can able to understand the work undertaken in a company. In today’s competitive world, employee’s performance plays a very important role in the growth of a particular concern. The employee must have the theoretical and practical knowledge of the work, they are required to perform. The theoretical knowledge can be gained in educational institution but for the practical knowledge training is required, so training acquaints the employees with the real situation of the work and helps him in the faultless accomplishment of the work. So this project includes all the detailed aspect of training required for employees. Success of an organization depends largely on successful handling of its human resources. Employee Training and motivation are vital tools for
individual & organizational development training not only motivates the employees, but also prepares them for future needs of the company. This project report has been prepared keeping in mind the organizational needs pertaining to the training & development of employees. It describes the principles of training programmes and guidelines adopted in NETMAX TECHNOLOGIES (Bathinda) which was developed, conducted & evaluated for imparting training to its employees and developing them for making more effective whilst in job & their life.
ACKNOWLEDGMENT
If words are considered as a symbol of approval and token of appreciation then let the words play the heralding role expressing my gratitude. First of all I thank to that Gracie God who blessed me with all kinds of facilities that had been provided to me for completion of my report. I acknowledge my deepest sense of gratitude and sincere feeling of indebted divine my advisor Mr. Sunil Thakur under whose guidance and through their sustained efforts and encouraging attitude I was able to complete my project. It would have been difficult to achieve the results in such a short span of time. I want to express my sincere gratitude to all the staff members of Netmax Technologies limited for spending their precious time and sharing the valuable information with me and in helping my project to be a success. Specially Thanks to Mr. Ashok Kumar Chalana Principal of Guru Nanak College of Management & technology (Doomwali) and faculty Miss Parvachandeep Kaur for encouragement to me. Words are not sufficient to register my sincere regards to my loving family & my friends for their cooperation & unabated inspiration that really keep me going.
Sanju Bala
DECLARATION
I Sanju Bala, a student of MBA II semester, Guru Nanak College of Management & Technology, Doomwali, do hereby declare that this project report on “RECRUITMENT AND SELECTION” has been prepared by me as a part of the requirement of the MBA program of Punjab Technical University (batch of 2010- 2012), under the guidance of Mr. Sunil Thakur.
I further declare that this report has not been submitted earlier to any other university or institute for the award of any degree.
Date: Name: Sanju Bala
CERTIFICATE
It is certified that the project work entitled “RECRUITMENT AND SELECTION ” done by Sanju Bala to be submitted to Guru Nanak College of Management and Technology, Doomwali affiliated to Punjab Technical University, Jalandhar for the Partial fulfillment of requirement for award of the degree of Master of Business Administration has been carried out under my guidance and supervision. This project is not submitted to any other University for receiving any diploma or degree.
Date:
Miss. Parvachandeep Kaur
Lect. In Mgt Dept. GNCMT,
Executive Summary The project titled “RECRUITMENT AND SELECTION” Undertaken in NetMax Technolies Pvt.Ltd.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. It‟s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. There are two types of factors that affect the Recruitment of candidates for the company Internal factors External factors
The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.
INTRODUCTION Human Resource is a basic need of any work to be done. According to ARTHUR
LEWIS:
“There are great differences in development
between
countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors” The project report important part
is
all
about
recruitment
and
selection
process
that‟s
an
of any organization.
Recruitment highlights
each
experience.
selection involves developing a list of qualified
Their
applicant‟s
skills,
talents
and
candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the AVIVA life insurance Kanpur and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is don‟t , what the various method used for recruiting the candidates
and on what basic the selections is done.
NetMax Technologies Pvt. Ltd. has a well-articulated equal opportunity policy, which lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As a best practice in recruitment.
OBJECTIVE
1. To study the recruitment and selection procedure followed in NETMAX TECHNOLOGIES PVT. LTD. 2: To study the various sources of recruitment followed in . NETMAX TECHNOLOGIES PVT. LTD.
3: To learn what is the process of recruitment and selection that should be followed. 4: To search or headhunt company‟s values.
people
whose
skill
fits
into
the
RESEARCH METHODOLOGY
REASERCH METHODOLOGY In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at NETMAX TECHNOLOGY Pvt .Ltd to find out the
“Recruitment and selection process”.
DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.
Information Technology Industry Information technology, and the hardware and software associated with the IT industry, are an integral part of nearly every major global industry. Information technology, and the hardware and software associated with the IT industry, are an integral part of nearly every major global industry. The information technology (IT) industry has become of the most robust industries in the world. IT, more than any other industry or economic facet, has an increased productivity, particularly in the developed world, and therefore is a key driver of global economic growth. Economies of scale and insatiable demand from both consumers and enterprises characterize this rapidly growing sector. The Information Technology Association of America (ITAA) explains 'information technology' as encompassing all possible aspects of information systems based on computers. Both software development and the hardware involved in the IT industry include everything from computer systems, to the design, implementation, study and development of IT and management systems. Owing to its easy accessibility and the wide range of IT products available, the demand for IT services has increased substantially over the years. The IT sector has emerged as a major global source of both growth and employment. Features of the IT Industry at a Glance •
Economies of scale for the information technology industry are high. The marginal cost of each unit of additional software or hardware is insignificant compared to the value addition that results from it.
•
Unlike other common industries, the IT industry is knowledge-based.
Efficient utilization of skilled labor forces in the IT sector can help an economy achieve a rapid pace of economic growth
The IT industry helps many other sectors in the growth process of the economy including the services and manufacturing sectors
The role of the IT Industry The IT industry can serve as a medium of e-governance, as it assures easy accessibility to information. The use of information technology in the service sector
improves operational efficiency and adds to transparency. It also serves as a medium of skill formation. MAJOR STEPS TAKEN FOR PROMTION OF IT INDUSTRY Domain of the IT Industry A wide variety of services come under the domain of the information technology industry. Some of these services are as follows: •
Systems architecture
•
Database design and development
•
Networking
•
Application development
•
Testing
•
Documentation
•
Maintenance and hosting
•
Operational support
•
Security services
The Indian Information Technology industry accounts for a 5.19% of the country's GDP and export earnings as of 2009, while providing employment to a significant number of its tertiary sector workforce. More than 2.5 million people are employed in the sector either directly or indirectly, making it one of the biggest job creators in India and a mainstay of the national economy. In 2010-11, annual revenues from IT-BPO sector is estimated to have grown over US$76 billion compared to China with $35.76 billion and Philippines with $8.85 billion.[1] India's outsourcing industry is expected to increase to US$225 billion by 2020. The most prominent IT hub is Bangalore. The other emerging destinations are Chennai, Hyderabad, Coimbatore, Kolkata, Kochi, Pune, Mumbai, Ahmadabad , NCR . Technically proficient immigrants from India sought jobs in the western world
from the 1950s onwards as India's education system produced more engineers than its industry could absorb. India's growing stature in the Information Age enabled it to form close ties with both the
United States of America and the European Union. However, the recent global financial crises has deeply impacted the Indian IT companies as well as global
companies. As a result hiring has dropped sharply and employees are looking at different sectors like the financial service, telecommunications, and manufacturing industries, which have been growing phenomenally over the last few years. India's IT Services industry was born in Mumbai in 1967 with the establishment of Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set up here way back in 1973, the old avatar of the modern day IT park. More than 80 percent of the country's software exports happened out of SEEPZ, Mumbai in 80s. Each year India produces roughly 500,000 engineers in the country, out of them only 25% to 30% possessed both technical competency and English language skills, although 12% of India's population can speak in English. India developed a number of outsourcing companies specializing in customer support via Internet or telephone connections. By 2009, India also has a total of 37,160,000 telephone lines in use,[8] a total of 506,040,000 mobile phone connections,[9] a total of 81,000,000 Internet users—comprising 7.0% of the country's population,[10] and 7,570,000 people in the country have access to broadband Internet— making it the 12th largest country in the world in terms of broadband Internet users.[11] Total fixed-line and wireless subscribers reached 543.20 million as of November, 2009 Formative years (till 1991) The Indian Government acquired the EVS EM computers from the Soviet Union, which were used in large companies and research laboratories. In 1968 Tata Consultancy Services—established in SEEPZ, Mumbai[3] by the Tata Group—were the country's largest software producers during the 1960s. As an outcome of the various policies of Jawaharlal Nehru (office: 15 August 1947 – 27 May 1964) the economically beleaguered country was able to build a large scientific workforce, third in numbers only to that of the United States of America and the Soviet Union. On 18 August 1951 the minister of education Maulana Abul Kalam Azad, inaugurated the Indian Institute of Technology at Kharagpur in West Bengal. Possibly modeled after the Massachusetts Institute of Technology these institutions were conceived by a 22 member committee of scholars and entrepreneurs under the chairmanship of N. R. Sarkar. Relaxed immigration laws in the United States of America (1965) attracted a number of skilled Indian professionals aiming for research. By 1960 as many as 10,000 Indians were estimated to have settled in
the US. By the 1980s a number of engineers from India were seeking employment in other countries. In response, the Indian companies realigned wages to retain their experienced staff. In the Encyclopedia of India, Kamdar (2006) reports on the role of Indian immigrants (1980 - early 1990s) in promoting technology-driven growth: The United States’ technological lead was driven in no small part by the brain power of brilliant immigrants, many of whom came from India. The inestimable contributions of thousands of highly
trained Indian migrants in every area of American scientific and technological achievement culminated with the information technology revolution most associated with California’s Silicon Valley in the 1980s and 1990s.
The National Informatics Centre was established in March 1975. The inception of The Computer Maintenance Company (CMC) followed in October 1976. Between 1977-1980 the country's Information Technology companies Tata InfoTech, Patni Computer Systems and Wipro had become visible. The 'microchip revolution' of the 1980s had convinced both Indira Gandhi and her successor Rajiv Gandhi that electronics and telecommunications were vital to India's growth and development. MTNL underwent technological improvements. Between 1986-1987, the Indian government embarked upon the creation of three wide-area computer networking schemes: INDONET (intended to serve the IBM mainframes in India), NICNET (the network for India's National Informatics Centre), and the academic research oriented Education and Research Network (ERNET).
1991–2001 Regulated VSAT links became visible in 1985. Desai (2006) describes the steps taken to relax regulations on linking in 1991: In 1991 the Department of Electronics broke this impasse, creating a corporation called Software Technology Parks of India (STPI) that, being owned by the government, could provide VSAT communications without breaching its monopoly. STPI set up software technology parks in different cities, each of which provided satellite links to be used by firms; the local link was a wireless radio link. In 1993 the government began to allow individual companies their own dedicated links, which allowed work done in India to be transmitted abroad directly. Indian firms soon convinced their American
customers that a satellite link was as reliable as a team of programmers working in the clients’ office. Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail Service in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet access on a visible scale in 1992. Election results were displayed via National Informatics Centre's NICNET. The Indian economy underwent economic reforms in 1991, leading to a new era of globalization and international economic integration. Economic growth of over 6% annually was seen between 1993-2002. The economic reforms were driven in part by significant the internet usage in the country. The new administration under Atal
Bihari Vajpayee—which placed the development of Information Technology among its top five priorities— formed the Indian National Task Force on Information Technology and Software Development.
Wolcott & Goodman (2003) report on the role of the Indian National Task Force on
Within 90 days of its establishment, the Task Force produced an extensive background report on the state of technology in India and an IT Action Plan with 108 recommendations. The Task Force could act quickly because it built upon the experience and frustrations of state governments, central government agencies, universities, and the software industry. Much of what it proposed was also consistent with the thinking and recommendations of international bodies like the World Trade Organization (WTO), International Telecommunications Union (ITU), and World Bank. In addition, the Task Force incorporated the experiences of Singapore and other nations, which implemented similar programs. It was less a task of invention than of sparking action on a consensus that had already evolved within the networking community and government. Information Technology and Software Development: The New Telecommunications Policy, 1999 (NTP 1999) helped further liberalize India's telecommunications sector. The Information Technology Act 2000 created legal procedures for electronic transactions and e-commerce. Throughout the 1990s, another wave of Indian professionals entered the United States. The number of Indian Americans reached 1.7 million by 2000. This immigration consisted largely of highly educated technologically proficient workers. Within the United States, Indians fared well in science, engineering,
and management. Graduates from the Indian Institutes of Technology (IIT) became known for their technical skills. Thus GOI planned to establish new Institutes especially for Information Technology to enhance this field. In 1998 India got the first IT institute name Indian Institute of Information Technology at Gwalior. The success of Information Technology in India not only had economic repercussions but also had far-reaching political consequences. India's reputation both as a source and a destination for skilled workforce helped it improve its relations with a number of world economies. The relationship between economy and technology—valued in the western world—facilitated the growth of an entrepreneurial class of immigrant Indians, which further helped aid in promoting technology-driven growth.
2001–present
Infosys Media Centre in Electronic City, Bangalore.
Millennium Tower in Kolkata, Salt Lake Sector-5, a major IT hub in the city.
Tidal Park—one of the largest software parks in Asia—was set up on the July 4, 2000 in Chennai, to aid the growth of Information Technology in Tamil Nadu.
Cyber Towers at Hi-tech City in Hyderabad
Patni Knowledge Park, Airoli, Navi Mumbai
Cognizant's Delivery Center in Pune India is now one of the biggest IT capitals in the modern world. The economic effect of the technologically inclined services sector in India— accounting for 40% of the country's GDP and 30% of export earnings as of 2006, while employing only 25% of its workforce—is summarized by Sharma (2006):
The share of IT (mainly software) in total exports increased from 1 percent in 1990 to 18 percent in 2001. IT-enabled services such as backoffice operations, remote maintenance, accounting, public call centers, medical transcription, insurance claims, and other bulk processing are rapidly expanding. Indian companies such as HCL, TCS, Wipro, and Infosys may yet become household names around the world. Today, Bangalore is known as the Silicon Valley of India and contributes 33% of Indian IT Exports. India's second and third largest software companies are headquartered in Bangalore, as are many of the global SEI-CMM Level 5 Companies.
And Mumbai too has its share of IT companies that are India's first and largest, like TCS and well established like Reliance, Patni, InfoTech, I -Flex, WNS, Shine, Naukri, Jobs pert etc. are head-quartered in Mumbai. and these IT and dot com companies are ruling the roost of Mumbai's relatively high octane industry of Information Technology. Such is the growth in investment and outsourcing; it was revealed that Cap Gemini will soon have more staff in India than it does in its home market of France with 21,000 personnel+ in India.[14] On 25 June 2002 India and the European Union agreed to bilateral cooperation in the field of science and technology. A joint EU-India group of scholars was formed on 23 November 2001 to further promote joint research and development. India
holds observer status at CERN while a joint India-EU Software Education and Development Center is due at Bangalore.
India's IT industry (USD bn)
Particulars
FY 2004
FY 2005
FY 2006
FY 2007
FY 2008
IT Services
10.4
13.5
17.8
23.5
31.0
- Exports
7.3
10.0
13.13
18.0
23.1
- Domestic
3.1
3.5
4.5
5.5
7.9
ITES-BPO
3.4
5.2
7.2
9.5
12.5
- Exports
3.1
4.6
6.3
8.4
10.9
- Domestic
0.3
0.6
0.9
1.1
1.6
Engineering services, R&D and Software 2.9 products
3.9
5.3
6.5
8.6
- Exports
2.5
3.1
4.0
4.9
6.4
- Domestic
0.4
0.7
1.3
1.6
2.4
Hardware
5.0
5.9
7.0
8.5
12.0
- Exports
0.5
0.5
0.6
0.5
0.5
- Domestic
4.4
5.1
6.5
8.0
11.5
Total IT industry (including hardware)
21.6
28.4
37.4
48.0
64.
Health issues among Young labor force Employees in IT / ITES services undergo high stress in their work environment which raises serious concerns about work in this industry. The corporate HR practices are another concern where one survey found TCS employees average age is 29 years and the recruitment practices which contribute to the inexperienced work force in the industry. Corporate critics shortage of human resources but the analyst says 20 year old industry cannot have 6 year experienced labor force.[18] There have been raising concerns on violating employment laws by corporate and there are harassment reported from companies like Wipro. Top 11 IT Hubs in India Ranking City 1 Bangalore
Description Popularly known as the capital of the Silicon Valley of India is currently leading in Information Technology
2
Chennai
3
Hyderabad
4
Pune
5
Coimbatore
6
7
NCR
Mumbai
8
Kolkata
9
Trivandrum
Industries in India. It is the second largest exporter of Software. It has the largest operations for India’s top software company TCS Hyderabad which has good infrastructure and good government support is also a good technology base in India. The Government of AP Has built a separate township for IT Industry called the HITEC City. Pune, a major industrial point in India. It is the Manchester of South India. Among major metromarkets Coimbatore(up 31% percent)MAY 11(Bangalore showed the slowest rate of annual growth at 4 percent driven by reduced demand in the BPO/ITES sector),It Become an Upcoming Major IT hub of India The National Capital Region of India comprising Delhi, Gurgaon, Faridabad, Noida, Greater Noida and Ghaziabad are having ambitious projects and are trying to do every possible thing for this purpose. Popularly known as the commercial, entertainment, financial capital of India, This is one city that has seen tremendous growth in IT and BPO industry, it recorded 63% growth in 2008. TCS, Patni, LnT InfoTech, I-Flex WNS and other companies are headquartered here. Kolkata is a major IT hub in eastern India. All major IT companies are present here. The city has tremendous potential for growth in this sector with upcoming areas like Rajarhat. Famously known as "Gateway of South India”. Trivandrum, the capital of
Kerala is a green metropolis and tier I city. GOK provides a good platform for IT development in the city with India's largest IT park Techno park and dedicated Techno city SEZs.
10
11
This rapidly growing industrial hub houses a lot of IT/ITES and BPO giants. Genpact, Connexions IT services, Deutsche Bank and EXL BPO, Infosys’s, Tech Jaipur Mahindra, and Wipro are here. There are plans to build the largest IT SEZ in India by Mahindra under the Mahindra World City. Fast growing center of IT/IT-enabled services, BPO & Bhubaneshwar KPO
India IT Industry The Indian IT industry is mainly governed by IT software and services such as System Integration, Software experiments, Custom Application Development and Maintenance (CADM), network services and IT Solutions. According to the findings of National Association of Software and Service Companies (Nasscom) the revenues of the Indian IT-BPO industry will aggregate up to US$ 88.1 billion for the FY2011. The IT software and services sector alone will account for revenues upto US$ 76.1 billion for the same year. The export revenues earned by the sector will reach US$ 59 billion in FY2011 making the sector a holder of 26 per cent of market share of the total Indian export industry. The number of people employed with the sector will also increase to 2 million employees. Within the realm of exports the IT Services division grew at a rate 22.7 per cent in FY2010. It was the fastest growing sector accounting to aggregate export revenues of US$ 33.5 billion.
Top IT Companies As per the latest reports published by Dataquest, The top 20 IT companies in India which comprise both hardware and software accounted for accumulated revenues of $2 billion in 2009-10. Top IT Companies in india Below is a list of top IT Companies in India in 2010 showing their revenue and growth rate
Company
Revenue
Growth Rate
Hewlett-Packard India
Rs 14,992 crore
16 percent
HCL Info systems Ltd
Rs 11,836 crore
-4 percent
Ingram Micro India
Rs 8,824 crore
-6 percent
Redingote
Rs 7,024 crore
7 percent
IBM India
Rs 5,888 crore
2 percent
Dell India
Rs 5,275 crore
24 percent
Wipro
Rs 5,268 crore
9 percent
Intel India
4,690 crore
Not available
Microsoft India
Rs 3,575 crore
14 percent
SAP India:
Rs 3,204 crore
46 percent
Acer India
Rs 2,749 crore
38 percent
Oracle India
Rs 2,700 crore
11 percent
APC-MGE
Rs 2,620 crore
-1 percent
Emerson Network Power India
Rs 2,500 crore
NA
Lenovo India
Rs 2,396 crore
-3 percent
Cisco Systems India
Rs 2,324 crore
0 percent
Tulip Telecom
Rs 1,965 crore
22 percent
LG India
Rs 1,798 crore
39 percent
Samsung India
Rs 1,664 crore
29 percent
IT Outsourcing in India As per NASSCOM, the IT export in business process outsourcing (BPO) services attained revenues of $ 17.2 billion for the 2010-11 going up by almost 34.5 as compared to last year. It accounted for more than 77% of the entire software and services income. Over the year India has been the most favorable outsourcing hub for firms on lookout to off shore their IT operations. The factor behind India being a preferred destination are its reasonably priced labor, favorable business ambiance and availability of expert workforce. Considering its escalating growth, Patni Computer Systems the (IT) services and solution giants in India have sealed a five- year contract with UK-based IT solution provider 2 e 2 worth US$ 32.09 million. According to the agreement Patni will offer a host of support services to 2 e 2’s clients and end users. A 5 year agreement between HCL Technologies and News Crop for administering its information centers and IT services in UK. As per the industry analyses, the pact is estimate to be in the range of US$ 200-US$ 250 million. US$ 50 million agreement between HCL Technologies and Meggit, US- based security apparatus manufacturer, for offering engineering facilities.
Global giant Wal-Mart has short listed their Indian IT dealers namely Cognizant TechnologySolutions, UST Global and Infosys Technologies for a contract worth US$ 600 million.
India's domestic IT Market India's domestic IT Market over the years has become one of the major driving forces of the industry. The domestic IT infrastructure is developing contexts of technology and intensity of penetration. Despite resistance by Barack Obama against outsourcing the Indian IT/BPO industry still show an impressive rate of growth. According to a study conducted by Gartner, the IT/ BPO sector in India will grow at almost 19 percent till the next two years. By the end of the FY 2012, the domestic sector is estimated to expand to US$ 1.7 billion against the existing US$ 1 billion. Government initiative in India's domestic IT Market •
The Indian government has established a National Taskforce on IT with an aim of formatting a durable National IT Policy for India
•
Endorsement of the IT Act, which offers an authorized structure to assist electronic trade and electronic operations.
Major investments in India's domestic IT Market According to Andhra Pradesh Government the state's SEZs and Software Technology Parks of India (STPI) will witness an investment of US$ 3.27 billion in the next few years. EMC Corporation's total Indian assets is expected to reach US$ 2 billion by 2014.
Future of Indian IT Industry The Indian IT sector persists to be one of the flourishing sectors of Indian financial system indicating a speedy expansion in the coming years. As per NASSCOM, the Indian IT exports are anticipated to attain US$ 175 billion by 2020 out of which the domestic sector will account for US$ 50 billion in earnings.
In total the export and domestic IT sector are expected to attain profits amounting to US$ 225 billion along with new prospects from BRIC nations and Japan for its outsourcing operations
COMPANY PROFILE
Net max Web solutions, is an ISO 9001:2008 Certified Web Development and Software development unit of Netmax Technologies established in 2001 in Chandigarh. It had been serving a wide variety of clients, ranging from Corporate, Software Development, Educational Institutions, to other Business houses. Netmax Technologies is a leader in network support, embedded systems, and software & web development services. Netmax Technologies group of companies is divided into two: Netmax Technologies (Core) & Netmax Web solutions. An ISO 9001:2008 Certified Organization providing service in field of Education, Software Development, Web site Development, Hosting Services since almost a decade now and that proves our quality service because quality is the only thing that can with stand the test of time. Net max since then has been the prime institution in the field of Training and Education in Chandigarh and North India Region. With over 1000 students undergoing training every year in field of IT and Electronics Net max have proven its worth. Only Quality can withstand the test of time in today’s highly demanding market and we expanding since our establishment from one office to five offices in four different cities since almost a decade ago proves our worth. With professionals hired to provide training to the student, we aim to give the real industry environment to the student so that they be ready for it.
Netmax Technologies provides industrial training to BTech/MCA/BCA/Diploma students to make them proficient in following fields Advance Networking
JAVA development PHP Programming and Web Development Redhat (RHCE) Ubuntu Administration Microsoft System Administration( MCSE 2003 , MCITP 2008 ) PLC and SCADA Automation Technologies .NET development Embedded systems Robotics
Type:Privately Held Company Size:11-50 employees Website:http://netmaxtech.com Industry:-
Professional Training & Coaching Founded:2001
Headquarters:Sco 198-200 3rd floor Sec 34a Chandigarh, Chandigarh 160022(India)
Netmax Provide Join six week, six months and one year industrial training a in various fields. Each training is designed according to market needs and student requirements. You can choose from following available options for Industrial Training: ➢ Networking ➢ Software Development ➢ Embedded System ➢ PLC Netmax Technologies (Core) takes care of IT support, embedded systems R& D & Implementation services, whereas Netmax web solutions is a web & software
development company that takes care of Software development & web service solutions. It offers a vast portfolio of IT solutions to customers spread across Punjab, Haryana & Himachal Pradesh. Netmax Technologies is a pioneer in the field of IT education in north India.
Netmax Technologies set up education centre in Chandigarh (Punjab) and followed them with centers in Patiala, Jalandhar, and Ludhiana & Bhatinda in the years that followed. In 2005, Netmax Technologies introduced corporate training programs which as an initiative were highly appreciated by the industry and corporate alike We are looking for someone who is smart, innovative, web savvy, hard working and has strong experience in SEO and internet marketing. The successful candidate will be passionate about great client service and will show it in their actions, their attitude, and their execution. Netmax Technologies offers a vast portfolio of IT solutions to customers spread across Punjab, Haryana & Himachal Pradesh. Netmax Technologies was set up in 2001 by young Indian entrepreneurs. It has pioneered the concept of high quality IT education in North India and has trained over 10,000 plus networking, embedded systems & software professionals in the country.
Area of Focus Netmax Technologies focus areas include network support, network implementation, embedded system research & development and robotics. Netmax Technologies addresses the needs of well-defined industry segments such as BPO’s, IT & ITES, and government Agencies like CSIO & TBRL etc. It has alliances with global IT majors such as Microsoft, CISCO and Red Hat.Lately,it has started programs like Android Apps. Development in association with Google along with Cloud computing believed to be the only organization in India running them on professional level.
Support Area (Network Solutions) LINUX / UNIX networks SUN networks CISCO devices (Routers, Switches, Firewalls, Cache Engine, RAS etc) Bandwidth Manager Software and hardware Radio Links Security Solutions Training
Join six month or six week industrial training at Netmax in Various fields. Each training is designed according to market needs and student requirements. You can choose from following available options for Industrial Training: •
Networking
•
Software Development
•
Embedded System
•
PLC
Six Weeks 6 Week Industrial Training is Available in: •
Software Development: PHP
•
Network Administration: Cisco CCNA, Linux, Microsoft MCITP
•
Electronics & Embedded: 8051, PIC, AVR, ARM, OrCAD
JAVA, C Sharp, ASP .Net, Android,
6 Month Industrial Training is Available in: •
EMBEDDED: PLC, AVR, ARM
•
CISCO: CCNP, CCVP,CCIP
•
.NET:
C Sharp, ASP .NET
•
PHP:
Advance PHP & CMS
•
JAVA: Advance Java, Andriod
•
Courses available in Netmax Networking:- Netmax provide the course of CCNA in networking.Networking is the practice of linking two or more computing devices together for the purpose of sharing data. Networks are built with a mix of computer hardware and computer software.
CCNA:-CCNA (Cisco Certified Network Associate) is the Cisco Academy Computer Networking Course with a curriculum designed to prepare computer networking students to pass the CCNA exam, or the ICND 1 and 2 certification exams. Here is an overview of CCNA and where it fits among the Cisco career certifications.
Software: - Software is a general term for the various kinds of programs used to operate computers and related devices.Netmax provide two course in software such as PHP and JAVA (core and advance). PHP stands for PHP: Hypertext Preprocessor, with that PHP standing for Personal Homepage. PHP is an open-source language, used primarily for dynamic web content and server-side applications. JAVA is a programming language originally developed by James Gosling at Sun Microsystems and released in 1995. Java is a high-level, third generation programming language, like C, FORTRAN, Smalltalk, Perl, and many others. You can use Java to write computer applications that crunch numbers,
process words, play games, store data or do any of the thousands of other things computer software can do. Microsoft: - Microsoft is the world's leading producer of computer software. Microsoft was incorporated in 1981.Netmax provide the course of MCITP, WINDOW 7 & EMAM 70-680. Embedded System:- An embedded system can be defined as a control system or computer system designed to perform a specific task. Common examples of embedded systems include MP3 players, navigation systems on aircraft and intruder alarm systems. An embedded system can also be defined as a single purpose
computer. Netmax provide the course in embedded system such as 8051, PIC, ARV, ARM, and REBOTICS. Netmax Technologies (Core) takes care of IT support, embedded systems R& D & Implementation services, whereas Netmax web solutions is a web & software development company that takes care of Software development & web service solutions. It offers a vast portfolio of IT solutions to customers spread across Punjab, Haryana & Himachal Pradesh. Netmax Technologies is a pioneer in the field of IT education in north India. Netmax Technologies set up education centre in Chandigarh (Punjab) and followed them with centers in Patiala, Jalandhar, Ludhiana & Bhatinda in the years that followed. In 2005, Netmax Technologies introduced corporate training programs which as an initiative were highly appreciated by the industry and corporate alike. Netmax Technologies provides industrial training to BTech/MCA/BCA/Diploma students in fields like Embedded systems, Robotics ,PLC and SCADA Automation Technologies, Advance Networking Technologies(CISCO) ,JAVA development, .NET development , PHP Programming and Web development , Redhat (RHCE) and Ubuntu Administration , Microsoft System Administration( MCSE 2003 , MCITP 2008 ).
LITRATURE SURVEY
Meaning of HUMAN RESORCE MANAGEMENT Human Resource plays a crucial role in the development process of the modern
economics. ARTHUR LEWIS observed
“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors” Human skill,
resource management knowledge
is
the
management
of
employee‟s
abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour
management
relationship,
employee
–employer
relationship,
industrial
relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.
Functions of HUMAN RESOURCE MANAGEMENT
Administration:
Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff
Benefits:
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.
Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions
Employee relations:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations.
Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards
Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing.
Health and safety:
Employee assistance, workers compensation claims, drug testing, safety compliance and training.
Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods.
Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards
Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files
Record-keeping:
Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.
Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.
Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.
Separations and terminations:
Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews.
Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter.
Salary and benefits: Salary/wage plans, employee benefits
Importance of Human Resource Management
1: Attract highly qualified and competent people 2: Ensure that‟s the selected candidate stays longer with the company.
3: Make sue that there is match between cost and benefit. 4: Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and supervision. Furtherionmore , when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.
Scope of HRM at organisational level
Human Resource department at NETMAX TECHNOLIES PVT. LTD.
Human resource department Recruitment and selection
Resource allocation
Training and development
Human resource development This department looks after the needs and Requirement the present employees. This
Department includes number of function which are as Follows:
1. Training and Development –it includes technical, soft skills and process related to training
2. Process and policies –it contains all the rule and regulations that need to be followed by the employees.
3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work.
4: Induction-involves the information to the new employees about the company, job, departments etc
5: Motivational activities and entertainment- involves motivating the employees to improve their productivity. 6:
Roles and responsibilities-that every individual employee needs to fulfil
7: Key Result Area (KRA) –it is the measurement quantifiable of output for the roles of responsibilities.
8: Employee separation-includes resignation and dismissal. 9: Joining formalities- take place when a new employee joins the company. 10:Computerization 12: Helpdesk 13: Employee verification-take place at the time of joining of the new
employee.
14: Surveys 15: Project trainees
16: Counselling and grievance handling-both are different as counselling is basically helping out in personal problems whereas, grievances Handling involves the handling of complains that the employees has towards the management.
All the above head are included in the human resource development and involves the over all development of individual employees which in turn increases the over all profit of the company.
RecruitmentProcedure overview Manpower Requisition Form
Recruitment Plan Budget
Sourcing Selection Process Joining Post Recruitment Data Updating
RECRUITMENT
RECRUITMENT Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as „ a process to discover the sources of manpower to meet the requirements
of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce‟
Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce.
Edwin B Flippo defines recruitment as „the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.‟ “It is the process employment. The
of
finding
and
attracting
capable
applicants
for
process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.”
Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories, namely
1: Direct method 2: Indirect method 3: Third party method
DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers.
INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.
THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the „head hunters‟ , „raiders‟, and „pirates‟ by organization which loose their personnel through their efforts.
Evaluation of the recruitment method The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. 3: Number of candidates retained in the organization after six months.
4: Number of candidates at various stages of the recruitment and selection process, especially those short listed.
Objective of recruitment
1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2:
To induct outsider with new perspective to lead the company.
3:
To infuse fresh blood at all levels of organization.
4:
To develop an organizational culture that attracts competent people to the company.
5:
To search or headhunt people whose skill fit the company‟s values.
6:
To seek out non-conventional development grounds of talent
7:
To devise methodology for assessing psychological traits.
8:
To search for talent globally not just with in the company.
9:
To design entry pay that competes on quality but not on quantum.
10:
To anticipate and find people for position that doesn‟t exists yet.
Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that
applicant can make comparison with their qualification and interest.
Factors affecting Recruitment
There are two types of factors that affect the Recruitment of candidates for the company.
1:
2:
Internal factors: These includes –
Company‟s pay package
–
Quality of work life
–
Organizational culture
–
Company‟s size
–
Company‟s product
–
Growth rate of the company
–
Role of trade unions
–
Cost of recruitment
External factors: These include –
Supply and demand factors
–
Employment rate
–
Labour market condition
–
Political, legal and government factors
–
Information system
Factors to be undertaken while formulating recruitment policies
The following factors should be undertaken while formulating the policies –
Government polices
–
Recruitment sources
–
Recruitment needs
–
Recruitment cost
–
Organizational and personal policies
Theories Regarding Recruitment
Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the prospective employee also has taken the decision whether or not to apply for the given job vacancy. The individual take the decision usually on three different basic:
1: The objective factors 2: The critical contact 3: The subjective factor
The objectives theory views that the process of organizational choice as being one of weighing and evaluating set of measurable characteristic of employment offers, such pay, benefits , location, opportunity for advancement, the nature of job to performed, and education opportunities. Whereas, the critical contact theory suggests that the typical candidates is unable to make a meaningful objective or
differentiation
of
organization‟s
offers
in
terms
of
subjective factors, because of his limited or very short contact with the organisation. Choice can be made only when applicant can readily perceive the factors such as the behaviour of the recruiters, the nature of the physical facilities, and such as the efficiency in processing paper work association with the application.
On the other hand, the subjective theory emphasizes the congruence. Here the choices are made on highly personal and emotional basis.
Recruitment Process The actual steps involved in recruitment follow a well defined path: Application shortlist: In this step, we shortlist the resume received from various sources based on the suitability for the requirement. Preliminary Assessment: The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only). Final interview: 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.
Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a
medical test.
Process Plan For Hiring Analyzing vacancies and recruitments
Vacancy due to attrition
Due diligence & internal evaluation
Ne w Pos itio n
Present as a business case for Chairman Approval
Recruit ment approv al process
Decision: Should the position be retained?
Job pos itio ns Me rge d
• •
Engineer/MBA‟s NO simple graduates • Stable work retention history Salary hike 15-20 % A g e a s p e r a v e r a g e t e a m a g e
Circle HR sends recruitment format to entity
Entity HR discusses with Business Head
Corporate HR for approval
Approval for Hiring: Preparation starts
Sourcing Employee Referrals indicating Employee ID, Designation Minor deviations to be indicated in the interview assessment sheet comment box in BOLD. # Salary less than 50 % of minimum salary.
Short-listing of profiles Preliminary interview circle HR and at circle level
• Timesjobs.com • Naukri.com
Major deviation to be indicated separately as a non-hiring condition
Final interview at DAKC Compensations & job offers recommended by Circle to DAKC Pre joining reference & medical checks
1. Qualifications not as per laid norms. 2. Salary expected higher than max band. 3. Experience less than laid norms.
Job offer, Appointment letter & Confirmation letter
Evaluation of recruitment process
The following are the evaluation of the recruitment process: 1: Return rate of application sent out. 2: Number of suitable candidates for selection. 3: Retention and performance of the candidate selection. 4: Cost of recruitment 5: Time lapsed data. 6: Comments on image projected.
PHILSOPHIES OF RECRUITEMT Basically there are two Philosophies of recruitment. These are as follows:
1: REALISTIC JOB PREVIEWS (RJP) Realistic Job Previews provides complete job related information to the applicants so that they can make the right decision before taking up the jobs. It includes positive and the negative aspects of the job.
2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ) Job compatibility an applicant‟s
Questionnaire
was
developed
to
determine
whether
preference for the work match the characteristic of the job. The JCQ is designed to collect information on all aspects of the job which have a bearing in on employee performance .absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that, greater the compatibility between an and characteristic
applicant‟s
preference
for the job
of the job as perceived by the job seeker, the greater the probability of employee
effectiveness and longer the tenure.
SELECTION
SELECTION
Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job.
The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidate‟s specifications are
matched with the
job specifications and recruitment or not.
Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.
Organization for selection
Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves.
But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages:
–
It is easier for the application because they can send their applications to a single centralized department.
–
It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location.
–
It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period.
–
It can provide for better selection because hiring is done by specialist trained in staffing techniques.
–
The applicant is better assured of consideration for a greater variety of jobs.
–
Hiring cost is cut because duplication of efforts is reduced.
–
With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.
Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.
BARRIERS TO EFFECTIVE SELETION
The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:
1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.
2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected.
3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. that is being offered.
ESSENTIAL OF SELECTION PROCEDURE –
Someone should have the authority to select.
–
There must be sufficient number of applicants from whom the required number of employees to be selected.
–
There must be some standards of personnel with which a prospective employee may be compared.
FACTORS EFFECTING SELECTION DECISION Includes: –Profile matching –Organization and social environment –Multi correlations Successive hurdles
DATA ANALYSIS
DATA ANALYSIS
QUESTION: What are the sources for recruitment and selection?
Internal 9% External 18%
Both 73%
About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources.
Question: Which method do you mostly prefer for recruitment and selection preferred way of recruitment?
Third party 3%
Indirect 32%
Direct 65%
About 65% of the mangers go for direct recruitment and selection and 32% go for
indirect and only 3 % go for third party recruitment way.
Question: When do you prefer to go for manpower planning?
2 0 %
30%
Yearl y Quat erly No fixed Time
50 %
Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any pattern they don‟t have any fixed
time where as 20% go for yearly.
Question: What are the sources for external recruitment are preferred?
25% 34%
33%
8%
Campus interviews Placement agencies Data bank Casual applicants
In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the casual application that are received and only 8% go for any placement agencies.
Question: What form of interview did you prefer?
10%
20%
40%
Personal Interviews Telephonic interview Video Confrencing Other
30%
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews
Question: How do you rate the HR practices of the company?
10% 30% 20%
Very Good Good Average Bad
40%
50% of the managers feel that HR department is good where and 30%say that‟s its very
good where as 20% says its average and only 10% manager feel it‟s bad.
FINDINGS
FINDINGS
In NETMAX TECHNOLOGIES PVT.LTD. most of the employees feel that‟s the HR department is good. About 75% of the managers says that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they don‟t have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies.
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews
CONCLUSION
CONCLUSION This presents the summary of the study and survey done in relation to the Recruitment and Selection in NETMAX TECHNOLOGIES PVT. LTD. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.
The recruitment process at NETMAX TECHNOLOGIES PVT. LTD. to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‟s values.
Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.
SUGGESTION
SUGGESION Manpower requirement for each department in the company is identified well in advance. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. Time management is very essential and it should not be ignored at any level of the process.. The recruitment and selection through placement agencies as the last resort and is utilised only when need. The recruitment and selection procedure should not to lengthy and time consuming. The candidates called for interview should be allotted timings and it should not overlap with each other.
BIBLOGRAPHY
BIBLOGRAPHY
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.
K.Aswahthappa (2001),Human Resource and Personnel Management Human Resource Management, (2005), Dr.P.C. Pardeshi C.B Gupta (2005) www.avivaindia.com www.google.com
ANNEXURE
QUESTIONNAIRE FOR THE RESEARCH
1: When are the resources need and forecasted? Quarterly Monthly Annually Not fixed 2: How is the resource need forecasted?
……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ………………………………………………………. 3: How do you rate the recruitment procedure? Short Average Long Very Long Cant say
4: What is the process you follow for recruitment and selection? People explain the same in brief?
……………………………………………………………………………………………… ……………………………………………………………………………………………… …………………………………………………….
5: Which method do you mostly prefer from the following for recruitment and selection? Direct Method Indirect Method Third Party 6: What sources you prefer for recruitment and selection? Internal sources External sources Both 7: What are the sources for internal sourcing among the following -: Present permanent employees Present temporary employees Retrenched / Retired / employees Deceased / disabled / employees 9: What are the sources for external recruitment among the following Campus interviews Placement agencies Private employment agencies Public employment agencies
Professional associations Data bank Casual applicants Other, if any please mention ………………………………………………………………………………… … …… 10:Which is the most successful method for recruitment? …………………………………………………………………………………………… …… 10: How many rounds of interviews are conducted? 1-3 3-5 More than 5 11: Are you satisfied with round of interviews conducted? Yes No To some extent Cant say
12: What form of interview did you prefer? Personal Interview Telephonic Interview Video Conferencing
Any two (then tick those two) All three 14: Are you satisfied with the interview process? Yes No To some extent
15: If no then what is the reason? And suggest the measures to be taken for improvement? ……………………………………………………………………………………………… ……………………………………………………………………………………………… ……………………………………………………………………………………………… ………………………………………………………
15: Are you satisfied with the present method being followed by the company for recruitment and selection? Yes No 16: If no, what steps would you prefer, to make improvement? ……………………………………………………………………………………………… ……………………………………………………………………………………………… …………………………………….
17: Are the aptitude test conducted?
Yes No Till some extent Cant say 19: If yes then it is for Fresher Executives Other (specify) …………………………………………………………………………………… … ………………… 20: Do you conduct any of these test? Psychometric test Medical test Reference test check Other (specify) …………………………………………………………………………………… … …………………………………………………………………………………… … ……………………………………
21: How do you rate the HR practices of the company? Very Good Good
• Average • Bad
