a study of megha

Click here to load reader

Post on 10-Apr-2018

219 views

Category:

Documents

0 download

Embed Size (px)

TRANSCRIPT

  • 8/8/2019 A Study of Megha

    1/55

    "A STUDY OF PERFORMANCE APPRASAL

    OF

    IT COMPANIES

    A STUDY CONDUCTED IN HCL INFOSYSTEMS LTD.

    MOHALI BRANCH

    SUBMITTED BY: Megha gupta

    ROLL NO : 117060000106

    TO PUNJAB TECHNICAL UNIVERSITY,

    FOR THE AWARD OF

    MASTERS OF BUSINESS ADMISTRATION

    RAYAT AND BAHARA INSTITUTE OF MANAGEMENT, MOHALI

    2009-2011

  • 8/8/2019 A Study of Megha

    2/55

    PREFACE

    This project report is the result of my 6 weeks in industry Summer Training at HINDUSTAN

    COMPUTER LIMTIED . It aims at providing a first hand practical experience of the industry

    to the students. It really helped me to know the real business world closely, which in turn

    influenced my perception.

    I am privileged that I got an opportunity to pursue my summer training in such a reputed, well

    established, fast growing and professionally managed organization like HINDUSTAN

    COMPUTER LIMITED .

    The project assigned to me dealt with the study of Stress Management followed at HINDUSTAN

    COMPUTER LIMITED an opportunity to understand as to how handle stress of the personal in

    the company.

    I am extremely thankful to the people of HINDUSTAN COMPUTER LIMITED for giving this

    golden opportunity of doing my Summer Training in their organization and shall remain obliged

    towards them.

  • 8/8/2019 A Study of Megha

    3/55

    ACKNOWLEDGMENT

    This has been a truly learning experience as the project assigned had a great learning potential and

    tremendous scope of application. It gives a great pleasure in acknowledging the invaluable

    assistance extended by the various personalities in the successful completion of this project report.

    Any accomplishment requires the effort of many people and this work is not different. Firstly, I

    would like to extend my sincere thanks to MR. , Manager- Channel Marketing,

    HCL INFOSYSTEMS LTD. for his kind co-operation and providing me good environment to

    work on . Rare are the competent and indefatigable lecturers, who bestow their fortunes upon

    students.

    I am grateful to Prof. Keshav Sharma (Director, Rayat bahra Institute of management,

    Kharar), (Faculty guide, Rayat& Bahra Institute of management, Kharar) and Faculty

    guide, Rayat &Bahra Institute of management, Kharar) for their guidance and encouragement.

    Without their moral support project would not have been possible.

    I am also highly thankful to Ms.ANSHU GABA for assigning an innovative project and for his

    continuous motivation, encouragement and guidance. He poured every inch of the manuscript and

    made a number of helpful suggestions that lead to completion of project.

    Megha Gupta

  • 8/8/2019 A Study of Megha

    4/55

    TABLE OF CONTENS

    CHAPTER 1 INTRODUTION

    1.1 OVERVIEW OF COMPANY1.2 HISTORY1.3 VISION & MISSION1.4 VALUES1.5 BUSSINES PARTNERS1.6 COMPETITORS

  • 8/8/2019 A Study of Megha

    5/55

    EXECUTIVE SUMMARY

    HCL Infosys chosen platform of total technology integration lends itself to some very

    significant alliances with the global leaders. Among its partner are HP for high end AISCE/UNIX

    services and workstation and HP Open view network management solution; Intel for PC and PC

    server building blocks; Microsoft, novell and SCO AG solutions; Red hat ;Linux; Samsung; Pivota

    for CRM solution and ORACLE Sybase and Informix for RDBMS platform. Today the company

    has aligned its operations into five entities that offer seamless linkages for the customers seeking

    entry into the wired world through total the. Integration solution ands services.

    HCL Infosystems focuses on the ever-growing segment in Imaging, Telecom and Communication

    products solutions and services. Now it has an exclusive sale and support partnership with Toshiba

    Corporation, Japan, for sales and servicing of its imaging and photocopier products. HCL

    Infosystems product portfolio covers a range of other office automation and communication

    products through alliances with world leaders. The Managed Network Service offerings for

    corporates include VPNs, ASP offerings, Co Location/ hosting, CDNs, security, corporate internet

    telephony solutions, technical and consumer help desks, 24/7 Network Operations Centre

    monitoring and a host of value added networking services. Consumer services include dialup

    PSTN/ISDN Internet access, Valufon calling cards and VoIP telephony devices. HCL Insysglobal

    customers include Samsung, Government of Singapore, and AMAL insurance Jurong Port in

    Singapore and Malaysians BSN commercial bank, SIA, DBS bank, Maybank life assurance

    charted semiconductors . Today the company has aligned its operations into five entities that offer

    seamless linkages for the customers seeking entry into the wired world through total the.

    Integration solution ands services.

    The menu of HCL Insys global services broadly covers IT consulting and professional services in

    the area of vertical applications, technology integration, ERP implementation and software

    development. This also includes a complete portfolio of systems and network services for

    development. This also includes a complete portfolio of systems and network services for

    Facilities Management, Helpdesks, Sysytems Supports and network and Internet Implementation.

  • 8/8/2019 A Study of Megha

    6/55

    COMPANY PROFILE

    HCL Enterprise is a leading Global Technology and IT enterprise that comprises two companies

    listed in India - HCL Technologies & HCL Infosystems. The company was founded in 1976 and is

    one of India's original IT garage start-ups. Its team comprises approximately 46,000 professionals

    of diverse nationalities, who operate from 17 countries including 360 points of presence in India.

    HCL has global partnerships with several leading Fortune 1000 firms, including leading IT and

    Technology firms. HCL Technologies was established on November 12th, 1991. The company has

    been in the forefront in introducing new technologies and solutions for wide range of markets.

    HCL is the pioneer of low 19 cost system.HCL Technologies : - HCL Technologies deals with the

    IT and BPO services and targets global markets.HCL Infosystems : - HCL Info systems deals with

    IT, communication, office automation products & system integration and it targets . Today, HCL

    sells more PCs in India than any other brand, runs Northern Ireland's largest BPO operation, and

    manages the network for Asia's largest stock exchange network apart from designing zero

    visibility landing systems to land the world's most popular airplane.

    HCL Infosystems Ltd is one of the pioneers in the Indian IT market, with its origins in 1976. For

    over quarter of a century, we have developed and implemented solutions for multiple market

    segments, across a range of technologies in India. We have been in the forefront in introducing

    new technologies and solutions. The advantage of supplying customized products makes company

    scale new heights. Companies strengths can be summarized as:

    Ability to understand customer's business and offer right technology.

    Long-standing relationship with customers .

    India support & service infrastructure .

  • 8/8/2019 A Study of Megha

    7/55

    HIST0RY

    HCL was established in 1976.

    Six persons started this company in a very small area in Delhi.

    Started with small scale budget.

    HCL then divided into two parts HCL Info systems Ltd. and HCL technology.

    Vision

    Together we create Enterprise of tomorrow

    Mission

    To provide world class solution and services to enable our customers to

    serve their customers

    Values

    We shall uphold the dignity of individual

    We shall honor all commitments

  • 8/8/2019 A Study of Megha

    8/55

    We shall be committed to quality ,innovation and growth of every endeavour

    We shall be responsible corporate citizen

    HCL has global partnerships with several leading Fortune 1000 firms, including several IT and

    Technology majors

    Partnership

    -: 1977 : Leading position on office Automation and Laptops in India

    -: 1981 : Scripting an era of computing across the Microprocessor.

    - :1985 : Dominant position in mobile handset market in India

    -: 1991 96 :Created the HP brand for Computers in India

    -: 2004 :Partnering in computing and providing IT Services

  • 8/8/2019 A Study of Megha

    9/55

    -: 2006 - : HCL has set up a center forIBM which is the First Power PC

    architecture design center outside of IBM. HCL has the license to use the Power PC architecture to

    build new software .

    Achievemts

    Indias Most Preferred Computer Brand by CNBC AWAAZ Consumer Award 2007

    .

    HCL among the Top 3 IT companies for the last 3 years, DQ & IDC,Best

    Employer Survey, 'Best employer 2005' with Five Star Ratings.

    Top 50 in ET Top 500 Companies' Listings for 2006

  • 8/8/2019 A Study of Megha

    10/55

    Top 21 companies in Business Standard 1000 Ranking 2006 .

    'The Most Responsive Company 2005' - IT Hardware Category by The

    Economic Times Avaya GlobalConnect.

    Business Partner

    Microsoft

    Cisco

    Toshiba

    Fujitsu

    Oracle

    Intel

    HP

  • 8/8/2019 A Study of Megha

    11/55

    Competetors

    HP

    Dell

    Acer

    IBM Lenovo

    Wipro

    MANGEMENT

    Shiv Nadar Ajai Chowdhry J V Ramamurthy

  • 8/8/2019 A Study of Megha

    12/55

    Founder HCL, Chairman and

    CEO

    HCL Technologies

    Co-Founder HCL, Chairman and

    CEO

    HCL Infosystems

    Chief Operating

    Officer

    HCL Infosystems

    Ltd

    Vineet Nayar

    President: HCL Technologies

    Ranjit

    President and CEO of the

    HCL Technologies (BPO)

  • 8/8/2019 A Study of Megha

    13/55

    CHAPTER 2 OBJECTIVE OF STUDY

    2.1 MEANING

    2.2 PROCESS

    2.3 PURPOSE & IMPORTANCE

    2.4 SOURCE

    2.5 METHODS

    2.6 FACTOR AFFECTING RECRUITMENT

  • 8/8/2019 A Study of Megha

    14/55

    MEANING

    Recruitment is the process of identifying and hiring best-qualified candidate (from within or

    outside of an organization) for a job vacancy, in a most timely and cost effective manner.

    Recruitment means to estimate the available vacancies and to make suitable arrangements for their

    selection and appointment. Recruitment is understood as the process of searching for and obtaining

    applicants for the jobs, from among whom the right people can be selected. Recruitment is the

    activity that links the employers and the job seekers.

    A formal definition states, It is the process of finding and attracting capable applicants for the

    employment. The process begins when new recruits are sought and ends when their applicants are

    submitted. The result is a pool of applicants from which new employees are selected

    RECRUITMENT DEFINITIONS

    In Simple Terms :

    It is a process of searching for and obtaining applicant for job, from among whom right people can

    be selected.

    In Formal Terms:

    It is a process to find and attract capable applicant for employment. The process begins when new

    recruits are sought and ends when their applicants are submitted.

    Recruitment is a process finding & attracting capable applicant for employment.

    RECRUITMENT PROCESS

    Recruitment process begin when new recruit sought & ends when applicants Submitted

    applications .

  • 8/8/2019 A Study of Megha

    15/55

    Recruitment comprises by following five elements.

    1) Planning

    2) Strategy development

    3) Searching

    4) Screening

    5) Evaluation & control

    PLANNING

    Planning involves translation of likely job vacancies & information about the nature of job, it

    specify in,

    1) Number of contacts

    2) Type of applicant to contacted

    1.Number of contacts

    1 ) Any organisation like to more applicant then they actual required.

  • 8/8/2019 A Study of Megha

    16/55

    2) Company yield ratio.

    2.Types of applicant

    Type of application based on job responcibility,qualification & experience.

    Strategy Development

    Makes" or Buy

    Technological sophistication

    Geographical distribution

    Source of recruitment(Method)

    Time

    SEARCHING

    Source of activation

    Selling

  • 8/8/2019 A Study of Megha

    17/55

    SCREE

    M i ai of screening is short listing and differentiate qualified applicant among from un

    qualified.

    E l i Control

    Evaluation and controlis necessary as considerable costs are incurred in the recruitment process,

    it also necessary to know about to whether the recruitment methods use arevalid & whether the

    recruitment process is effective itself.

    B ECT ES OF RECRUIT E T

    PURPOSE AND IMPORTANCE

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

    Specifically, the purposes and needs are:

    Determine the present and future requirements of the organi ation in conjunction with its

    personnelplanning andjob-analysis activities.

    Increase the pool ofjob candidates at minimum cost.

  • 8/8/2019 A Study of Megha

    18/55

    Help increase the success rate of the selection process by reducing the number of visibly, under

    qualified or overqualified job applicants.

    Help reduce the probability that job applicants, once recruited and selected, will leave the

    organization only after a short period of time.

    Begin identifying and preparing potential job applicants who will be appropriate candidates.

    Induct outsiders with a new perspective to lead the company.

    Infuse fresh blood at all levels of the organization.

    Develop an organizational culture that attracts competent people to the company.

    Search for talent globally and not just within the company.

    Need for recruitment:

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

    Vacancies due to promotions, transfer, retirement, termination, permanent disability, deathand labour turnover.

    Creation of new vacancies due to the growth, expansion and diversification of businessactivities of an enterprise. In addition, new vacancies are possible due to job specification .

    SOURCES OF RECRUITMENT

    The sources of recruitment may be broadly divided into two categories:

    Internal sources and external sources. Both have their own merits and demerits.

  • 8/8/2019 A Study of Megha

    19/55

    Internal Sources:-

    Persons who are already working in an organization constitute the internal vs sources.

    Retrenched employees, retired employees, dependents of deceased employees may also constitute

    the internal sources. Whenever

    any vacancy arises, someone from within the organization is upgraded, transferred, promoted or

    even demoted.

    External Sources:-

    External sources lie outside an organization. Here the organization can have the services of:

    (a) Employees working in other organizations

    (b) Jobs aspirants registered with employment exchanges

    (c) Students from reputed educational institutions

    (d) Candidates referred by unions, friends, relatives and existing employees

    (e) Candidates forwarded by search firms and contractors

    (f) Candidates responding to the advertisements, issued by the organization

    (g) Unsolicited applications/ walk-ins.

    METHODS OF RECRUITMENT

    Internal Methods:

  • 8/8/2019 A Study of Megha

    20/55

    Promotions and Transfers

    This is a method of filling vacancies from internal resources of the company to achieve optimum

    utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an

    employee from one position to another position in the same or another job class assigned to

    usually same salary range. Promotion, on the other hand is the permanent movement of a staff

    member from a position in one job class to a position in another job class of increased

    responsibility or complexity of duties and in a higher salary range.

    Job Posting

    Job Posting is an arrangement in which a firm internally posts a list of open positions (with their

    descriptions and requirements) so that the existing employees who wish to move to different

    functional areas may apply. It is also known as Job bidding. It helps the qualified employees

    working in the organization to scale new heights, instead of looking for better perspectives outside.

    It also helps organization to retain its experienced and promising employees.

    Employee Referrals

    It is a recruitment method in which the current employees are encouraged and rewarded for

    introducing suitable recruits from among the people they know. The logic behind employee

    referral is that it takes one to know one. Benefits of this method are as follows:

    Quality Candidates

    Cost savings

    Faster recruitment cycles

  • 8/8/2019 A Study of Megha

    21/55

    Incentives to current employees

    On the other hand it is important for an organization to ensure that nepotism or favoritism does not

    happen, and that such aspects do not make inroads into the recruitment process.

    External Methods:

    External methods of recruitment are again divided into two categories-

    Direct External Recruitment

    Indirect External Recruitment methods.

    Direct External Recruitment Methods :-

    Campus Recruitment

    In Campus Recruitment, Companies / Corporate visit some of the most important Technical and

    Professional Institutes in an attempt to hire young intelligent and smart students at source. It is

    common practice for Institutes today to hire a Placement Officer who coordinates with small,

    medium and large sized Companies and helps in streamlining the entire Campus Recruitment

    procedure.

    Benefits of Campus Recruitment

    Companies get the opportunity to choose from and select the best talent in a short span of time.

    Companies end up saving a lot of time and efforts that go in advertising vacancies, screening and

    eventually selecting applicants for employment.

  • 8/8/2019 A Study of Megha

    22/55

    College students who are just passing out get the opportunity to present themselves to some of

    the best companies within their industry of interest. Landing a job offer while still in college and

    joining just after graduating is definitely what all students dream of on the negative front, campus

    recruiting means hiring people with little or no work experience.

    Indirect External Recruitment Methods

    Advertisements

    Advertisements are the most common form of external recruitment.They can be found in many

    places (local and national newspapers,notice boards, recruitment fairs) and should include some

    important information relating to the job (job title, pay package, location, job description, how to

    apply-either by CV or application form, etc). Where a business chooses to advertise will depend on

    the cost of advertising and the coverage needed i.e. how far away people will consider applying for

    the job.

    Third Party Methods

    Walk-ins:

    Walk-ins is relatively inexpensive, and applicants may be filed and processed whenever vacancies

    occur. Walk-ins provide an excellent public relations opportunity because well treated applicants

    are likely to inform others. On the other hand,walk-ins show up randomly, and there may be no

    match with available openings. This is particularly true for jobs requiring specialized skills.

    Public and private employment agencies:

  • 8/8/2019 A Study of Megha

    23/55

    Public and private employment agencies are established to match job openings with listings of job

    applicants. These agencies also classify and screen applicants. Most agencies administer

    worksample tests, such as typing exams, to applicants

    .

    E-Recruiting:

    There are many methods used for erecruitment, some of the important methods are as follows:

    a. Job boards: These are the places where the employers post jobs and search for candidates.One of the disadvantages is, it is generic in nature.

    b. Employer web sites: These sites can be of the company owned sites, or a site developed byvarious employers.

    c. Professional websites: These are for specific professions, skills and not general in nature.

    Gate Hiring and Contractors:

    The concept of gate hiring is to select people who approach on their own for employment in the

    organization. This happens mostly in the case of unskilled and semiskilled workers. Gate hiring is

    quite useful and convenient method at the initial stage of the organization when large number of

    such

    people may be required by the organization

    FACTORS AFFECTING RECRUITMENT

  • 8/8/2019 A Study of Megha

    24/55

    The following are the 2 important factors affecting Recruitment: -

    1) INTERNAL FACTORS

    Recruiting policy

    Temporary and part-time employees

    Recruitment of local citizens

    Engagement of the company in HRP

    Companys size

    Cost of recruitment

    Companys growth and expansion

    2) EXTERNAL FACTORS

    Supply and Demand factors

    Unemployment Rate

    Labour-market conditions

    Political and legal considerations

  • 8/8/2019 A Study of Megha

    25/55

    Social factors

    Economic factors

    Technological factors

    CHAPTER 3

    Research Methodology

    Management essentially is concerned with the direction and control of various activities to attain

    the business objectives.

    The section defines the research methodology, which has been adopted for the purpose of study. It

    shows the type of samples, design used, sample size and the procedure used for handling special

    problems during the coerce of study. It includes the description of the research data collection,

    research instrument and sampling. Research refers to:

    Defining and redefining problems Formulating hypothesis or suggested solution Collecting, organizing and evaluating data Making deduction and reaching conclusion At last carefully testing the conclusion to determine whether they fit the formulating

    hypothesis.

    Methodology makes the most important contribution towards the enrichment of the study. In a

    research there are numerous methods and procedures to be applied but it is the nature of the

    problem under investigation that determines the adoption of a particular method for all studies.

    Method selected should always be appropriate to the problem under investigation.

    The generally accepted methods of research are survey method case study and genetic method.

    The decision upon the method survey method case study and genetic method. The decision upon

  • 8/8/2019 A Study of Megha

    26/55

    the methods to be employed, however, always depends upon the nature of problem selected and

    the kind of data necessary for its investigation, feasible, well planned and well understood. Some

    changes and additions in the detail of the methods may be necessary as the study proceeds but the

    main plan of approach should be ready at the start and researcher should be able to describe it

    clearly.

    SOURCE OF DATA

    Data may be obtained either from the primary source or the secondary source by seeing the

    objectives to be achieved. A primary source is one which are collected a fresh and for the first time

    and thus happens to be original in character. The secondary data are those data which have already

    been collected by someone else and which have already been passed through statistic process.

    In my search both primary and secondary data was collected.

    Primary data

    In this study, questionnaire methods have been used for receiving primary data.

    Observation. Personal Interviews. Telephonic interviews. Questionnaires. Schedules.

    Secondary data

    In this study, information from the various websites and magazines has been used.

    Newspapers. Magazines Journals Internet

  • 8/8/2019 A Study of Megha

    27/55

    LibrariesOld records

    RESEARCH INSTRUMENTS

    The main research instrument in collecting primary data is the questionnaire. This is by far the first

    common instrument in collecting the primary data which has been use for fulfilling our objectives

    for obtaining further information. Interview has been conducted with customer so that the response

    may not become biased.

    Secondary information has been obtained though companies literature and many website.

    SIZE OF SAMPLE

    The overall sample involved consisted of 30 individual. It was fixed before hand and every effort

    was made to cover the given no. of individuals with available time for the collection of data for

    this project.

    SAMPLING PLAN

    Sampling unit: In this project sample unit is IT companies . Sampling size: The overall sample involves consisted of 30 individual before hand and

    every effort was made to cover the given no. of individuals with available time for the

    collection of data for this project.

    Contact methods: The respondances were personally interviewed. Analysis method: The data was tabulated and frequency distribution was developed. The

    %age are computed for different variable.

    CHAPTER 4

  • 8/8/2019 A Study of Megha

    28/55

    DATA INTERPRETATION

    AND

    ANALYSIS

  • 8/8/2019 A Study of Megha

    29/55

    Q.1 Age of the respondent?

    Option Frequency Percentage

    18-30 years 22 73%

    30-45 years 5 17%

    More than 45 years 3 10%

    In this quesention, the no of the respondents 18-30 yrs are 73% ,between 30-45 yrs are 17% and

    more than 45 are 10% .it means majority of the respondent are from age group 18-30 yrs .

    18-30

    73%

    30-45

    17%

    more than 45

    10%frequency

  • 8/8/2019 A Study of Megha

    30/55

    Q.2 What is recruitment policy followed by you ?

    option Frequency Percentage

    Centralized 20 67%

    decentralized 10 33%

    In this question the no of respondent are 20% i.e. 67% says centralised 10% respondent says

    decentralised .it means majority of the respondent followed the centralised policy .

    ce

    terlised67%

    dece terlised

    33%

    frequency

  • 8/8/2019 A Study of Megha

    31/55

    Q.3 Do you have any flexible recruitment policy ?

    option frequency Percentage

    Yes 22 73%

    No 8 27%

    In this quesention 22 respondent i.e. 73% says yes and 8 respondent i.e. 27% says no .it means

    majority ofthe respondent says flexible recruitment policy .

    73

    27

    f qu n

    yes

  • 8/8/2019 A Study of Megha

    32/55

    Q.4 Do you adopt any techniques to attract candidates ?

    Option Frequency Percentage

    Yes 24 80%

    No 6 20%

    In this quesention 24 respondent i.e. 80% says yes and 6 i.e.20% says no .it means the majority of

    the respondent adopt techniques to attract candidates .

    yes

    80

    no

    20

    Other

    20

    fre ency

  • 8/8/2019 A Study of Megha

    33/55

    Q.5 Is there any GD section during recruitment process ?

    option frequency Percentage

    Yes 23 77%

    no 7 23%

    In this quesention 23respondent i .e. 77% says yes and 7 respondent i.e. 23% says no .it means

    majority of the respondent says yes use gd process .

    77

    23

    fre ency

    yes no

  • 8/8/2019 A Study of Megha

    34/55

    Q.6 Do you any human resource management software ?

    option Frequency Percentage

    Yes 18 60%

    no 12 40%

    .

    In this quesention 18 respondent i.e . 60% say yes and 12 respondent 40% says no .It means

    majority of the people use human resource management

    18 12

    0%

    50%

    100%

    yes no

    frequency

    freque

    cy

  • 8/8/2019 A Study of Megha

    35/55

    Q.7 How candidates are recruited in the company ?

    Option frequency Percentage

    Written exam 12 40%

    GD section 8 33%

    All of above 10 27%

    In this quesention 40% respondent are recruited in written exam , 33% respondent are recruited in

    GD exam , 27% are recruited in the all of the above .

    40

    27

    33

    frequency

    written exam GD section all ofabove

  • 8/8/2019 A Study of Megha

    36/55

    Q.8 The primary source ofinformation for recruitment people should be?

    option Frequency Percentage

    Managerial 10 33%

    Testing 8 27%

    Recruitmentthemselves 5 17%

    Job analysis 7 23%

    In this question source of information managerial should be 33% ,27% testing ,recruitment

    themselves are 17% , 23% arejob analysis . the majority ofthe respondentis managerial .

    mange altesting

    recritment

    themselvesj

    b anal

    sis

    0

    2

    4

    6

    8

    10

    mangerial , 10

    testing, 8

    recritment

    themselves, 5

    j b anal sis, 7

    f qu n

  • 8/8/2019 A Study of Megha

    37/55

    Q.9 Is there any changing trend in the recruitment ofthe candidates ,in the IT industry ?

    option frequency Percentage

    Yes 21 70%

    No 9 30%

    In this question 21 respondent i. e 70% say yes and 9 respondent i . e .says no .the majority of

    the people says yes .

    70

    30

    f qu n

    yes no

  • 8/8/2019 A Study of Megha

    38/55

    Q.10 Do u take fresher or experienced candidates for recruitment ?

    option frequency percentage

    Yes 17 57%

    No 13 43%

    In this quesention 17 respondent i.e 57%.says yes and 13 respondenti.e 43% say no .the majority

    ofthe people says thatthey take fresher people .

    0 510

    1520

    yes

    no

    1

    13

    f qu n

    fre ! " ency

  • 8/8/2019 A Study of Megha

    39/55

    Q.11 How many stage are involved in selecting the candidate?

    option Frequency Percentage

    1 6 20%

    2 8 27%

    3 7 23%

    More 9 30%

    In this quesention one stage involed 6 i.e 20% ,two stage involed 8 I .e 27% , three stage involed 7

    i .e 23% ,and more than 9 stage involed i.e 30 % .The majority of the people says involed more

    than stage in recruitment process .

    6

    87

    9

    0

    2

    4

    6

    8

    10

    1 2 3 more t#

    an

    fre ency

    fre $ % ency

  • 8/8/2019 A Study of Megha

    40/55

    Q.12 In which department you need to recruit employees?

    option frequency Percentage

    Business process outsourcing 5 17%

    Networking 12 40%

    Database management 6 20%

    Software development 7 23%

    In this quesention business outsourcing need 17% , networking need 40% ,database management

    nned 20% ,software development need 23% .The majority of the people says need people in

    networking .

    17&

    40&

    20'

    23 '

    fre ency

    bussiness process outsourcing networking

    database mangement software development

  • 8/8/2019 A Study of Megha

    41/55

    Q.13 What type of tests do you use for testing the candidates ability ?

    option frequency Percentage

    Intelligence test 10 33%

    Aptitude test 5 17%

    Proficiency test 2 7%

    Interest test 7 20%

    Personality test 6 27%

    In this question 33% use intelligence test ,17 % use aptitude test , 7% use proficiency test,205 use

    interest test, 23 5 use personality test . The majority of the respondent use intelligence test .

    33%

    17%

    7%

    20%

    23%

    freuency

    intelligence test aptitude test proficiency test interest test personality test

  • 8/8/2019 A Study of Megha

    42/55

    Q.14 DO you apply the strategy of campus recruitment?

    option frequency Percentage

    Yes 26 87%

    no 4 13%

    In this question 87% respondent says yes apply the campus recruitment,13% respondent say no

    .The majority ofthe people is apply the strategy of campus recruitment .

    87(

    13)

    f qu n

    yes no

  • 8/8/2019 A Study of Megha

    43/55

    Q.15 What kind of verification do u do ?

    option frequency Percentage

    Educational qualification 20 67%

    Family background 4 13%

    Professional background 6 20%

    In this quesention 67% of the respondent on the basis of educational qualification ,13% on the

    family background and 205 on the professional basic .the majority of respondent on the basis of

    educational qualification .

    670

    131

    200

    frequency

    eduational2

    ualification familybackground professional background

  • 8/8/2019 A Study of Megha

    44/55

    Q.16 Do you take any technological support fortheprocess of recruiting?

    Option frequency Percentage

    Telephone 10 33%

    Video conferencing 8 27%

    Other 12 40%

    In this question 33 % respondent use telephone technique, 27% use video conferencing ,40% use

    othertechnique .The majority ofthe respondent use othertechnique .

    frequenc 3teleph

    4

    nevide 5

    c5

    nferencing5

    ther

    0

    6 0

    206 0

    8 6 2

    f qu n

    frequency

  • 8/8/2019 A Study of Megha

    45/55

    Q.17 Which qualities do you look for selection of a salesperson ?

    option frequency percentage

    Personal skill 8 27%

    Communication skills 18 60%

    Interacting power 4 13%

    In this question hr person prefer 27% for personal skill , 60% for communication skill , 13% for

    interacting skill .The majority of the respondent in the favor of communication skills .

    277

    608

    138

    fre ency

    personal skill communication skill interacting power

  • 8/8/2019 A Study of Megha

    46/55

    Q.18 Does the company have any policy related to e- recruitment?

    option Frequency Percentage

    Yes 25 83%

    No 5 17%

    In this question 83% of respon dent say yes and 17% of respondent say no .The majority of the

    people says yes policy are re-related to the recruitment process .

    839

    [email protected]

    frequency

    yes no

  • 8/8/2019 A Study of Megha

    47/55

    Q.19 What referred you to inform for vacant position?

    option frequency Percentage

    Direct call 12 40%

    Consultant 6 20%

    Employee referred walk in

    interview

    7 23%

    From traning 5 17%

    In this question 40% respondent apply forthe direct call , 20% respondent apply forthe consultant

    , 23% the respondent apply for the employee in referred in the walk in interview in news letter

    ,17% respondent apply forthe from training.

    40 A

    20 A

    23 A

    17B

    frequency

    direct call

    consultant

    employe in refered C alk in interview in news latter

    from traning

  • 8/8/2019 A Study of Megha

    48/55

    Q.20 Is there any GD section during recruitment process ?

    option frequency Percentage

    Yes 17 57%

    No 13 43%

    In this question 57% respondent say yes ,43% respondent say no .The majority of the people says

    yes .

    57 D

    43D

    percentage

    yes

    no

  • 8/8/2019 A Study of Megha

    49/55

    CONCLUSION

    The employees of any organization are its life blood, without doubt. Withthe dawn of thisrealization upon the present day business organizations, there appears to be a major shift towards

    human resource management. In fact, the employees of today are encouraged to participate in the

    major decisions and thus play a vital role in the management of the firm. Theperformance of the

    organization depends on the efficiency that its employees exhibit. Hence it is of crucial importance

    that employees with the most suitable qualifications be selected. This is where the processes of

    recruitment and selection come in. It is difficult to separate one from the other. The various

    company illustrations given in this report indicate that these processes require a great deal of

    thought and advanced planning. In fact, it is not only the HR department that is involved. The

    finance department provides the budget for the processes and the manpower gap is determined by

    inputs from all the departments. Also the gruelling procedure through which the candidate goes

    through is, in itself, an indicator of the significance of these processes in the efficient functioning

    of the organization.

    Success of every business enterprise depends on its human resource. Recruitingand selecting theright people for your business is a challenge. Finding the right man for the job and developing him

    into a valuable resource is an indispensable requirement of every organization. Proper recruitmenthelps the line managers to work most effectively in accomplishing the primary objective of the

    enterprise. In order to harness the human energies in the service or organizational goals, every HRmanager is expected to pay proper attention to recruitment and selection activities in an

    organization. Thus, personnel functions recruitment and selection, when carried out properly,would enable the organization to hire and retain the services of the best brains in the market .Therecruitment process inform qualified individuals about employment opportunities, create a positive

    image of the company, provide enough information about the jobs so that applicants can make

    comparisons with their qualifications and interests, and generate enthusiasm among the best

    candidates so that they will apply for the vacant positions. Recruitment represents the first contactthat a company makes with potential employees. It is through recruitment that many individuals

    will come to know a company, and eventually decide whether they wish to work for it. The end

    result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical

    step in the HR process is the selection of qualified and competent people. As such, this process

    concentrates on differentiating between applicants in order to identify and hire- those individuals

    whose abilities are consistent with the organizations requirements.

    In the end, this project endeavors to present a comprehensive picture of Recruitment and Selection

    and hopes to enable the reader to appreciate the various intricacies involved.

  • 8/8/2019 A Study of Megha

    50/55

    QUESTIONNAIRE

    Hello Sir/Madam ,

    We would like to solict your invalueable input in collecting data towards a small research .To this

    end we would if you be most grateful if you could respond to a few sample question. The

    information provided by you will be kept completely confidential and used only for our internal

    research purposes .We thank you for your Kind co- operation .

    Q.1 Name of Respondent contact

    no..

    Company name

    Q.2 What is the age of Respondent ?

    (a) Below 18 (b) 18-30 (c) 30 -45 (d) More than 45

    Q.3 what is the recruitment policy followed by you?

    (a) Centralised (b) Decentralised

    Q.4 Do you have flexible recruitment policy?

    (a) yes ( b) no

    Q.5 Do you adopt any techniques to attract the candidates ?

    (a) yes (b) no

    Q.6 In general what are the constraints faced by the IT companies while recruitment ?

    y Image of the organisationy Unattractive job

  • 8/8/2019 A Study of Megha

    51/55

    y Internal policies of the organisationy Goverment policy

    Q.7 Is there any GD session during recruitment process?

    (a)Yes (b) no

    Q.8 Do you use any human resource management software ?

    (a) yes (b) no

    Q.9 How candidates are recruited in the company ?

    (a ) Written exam

    (b)written exam& gd interview

    (c)All of above

    Q.10 The primary souce of information for recruitment people should be ?

    (a )Managerial

    (b ) Testing

    (c)Recruitment themselves

    (d) job analysis

    Q.11 Is there any changing trend in the recruitment of the candidates ,in the IT industry ?

    (a ) yes (b ) no

    Q.12 How many stages are involed in selecting the candidates ?

    y 1y 2y 3

  • 8/8/2019 A Study of Megha

    52/55

    y 4y More

    Q .13 In which department you need to recruit employees ?

    y Bussiness process outsourcesy Networkingy Database mangemanty Software developmenty Security

    Q.14 What type of tests do you use for testing the candidates ability?

    Intelligence Tests

    Aptitude Tests

    Proficiency Tests

    Interest Tests

    Personality Tests

    Q.15 Do you apply the strategy of Campus Recruitment?

    (a ) Yes (b ) No

    Q .16 What kind of verifications do you do?

    y Educational qualificationy Family backgroundy Professional background

  • 8/8/2019 A Study of Megha

    53/55

    Q.17 Do you take any technological support for the process of recruiting?

    y Telephoney Video conferencingy Others

    Q.18 Which qualities do you look for selection of a salesperson?

    y Personal Skillsy Communication skillsy Interacting Power

    Q.19 Does the company have any policy related to e- recruitment?

    (a)Yes (b) No1 Q.20 What referred you to inform for vacant positions?2

    y Direct Cally Consultanty Employee Referred Walk in Newspaper Ad

  • 8/8/2019 A Study of Megha

    54/55

  • 8/8/2019 A Study of Megha

    55/55