Jyoti's project


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Jyoti Laxmi Reddy's Project

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Jyoti's project

  2. 2. TABLE OF CONTENTS.CHAPTER NO. TITLE PAGE NO. Declaration from student Certificate from company Certificate from guide Acknowledgement List of charts & tabulation Executive summery Chapter 1 Introduction 1.Background of the study. 2.Objectieve of the study 3.Need & Scope of the study. 4.Methodology of the study 5.Limitation. Chapter 2 Company profile Chapter 3 Literature Review Chapter 4 Data processing & analysis. Data collection Analysis on recruitment in Udaya Solution. Data analysis on the basis of questionnaire. Chapter 5 Findings Chapter 6 Recommendations. Chapter 7 Bibliography Chapter 8 Questionnaire.
  4. 4. INTRODUCTIONToday business has grown to be very complex & dynamic .In Today’s world weall have to face a number of challenges. The important areas like MarketTechnology Composition of Workforce ,Attitude & Expectation of people arechanging rapidly. Due to all the factors an organization has to take a fresh look atthere different functional areas to modify & improve the kind & style ofmanagement so as to reach its goal easily. There has to be continuously &effective modification in the management policy due to market function .As a part of curriculum of “Srusti Academy Of Management” all the students areto do summer project in attending to first hand experience in a real work situation.The major role of HR person is to ensure right man at right place . HumanResource is an integrated part of organizational development & its existence.In todays competitive world, every company needs good employees for anaccelerated growth rate. The recruitment and selection strategies of a particularorganization are believed to have an impact on this growth and success rate ofthe organization. Thus, it is very important for an employer to design hisrecruitment process steps very well.So recruitment place a important in every organizations. The whole developmentof organization depend on its manpower ;strong manpower can achieve theorganizational goal very quickly ; Achieve systematic integration of training withorganization’s mission stimulate constructive interaction between employeesproblem perspective of the organization; establish a distinctive work culture forthe organization. This is why I have to select the topic “Recruitment process ofUdaya Solution Pvt.Ltd” “recruitment of right kind of person in right time & right place is necessary.
  5. 5. Objective of the studyTo Find out the Recruitment process of “Udaya Solution Pvt.Ltd.”.To Find out How “udaya Solution Pvt.Ltd.” provide its recruitment service to oneof its client “Ortel Communication PvtLtd.”Briefly identify how a consultant unit really works for its clients.To deeply analyze its service whether it meets the client’s requirement or not.To know its recruitment criteria about Prospective candidates selection fordifferent job recruitment at diffenent grade employee of its client “OrtelCommunication Pvt.Ltd.”To briefly analyze the methods & sources of recruitment of “Udaya SolutionPvt.Ltd.”, as well as its client “Ortel Communication PvtLtd.”
  6. 6. NEED OF THE STUDY Here the need of the study reveals that .1. What type of HR practices & strategies that the “Udaya Solution Pvt.Ltd.” follows for the recruitment process of their required employees.& How they provide the recruitment service to their employees.2. To know the gap between current Manpower & desired manpower of this company as well as their clients recruitment.3. To know how to select prospective candidates on the basis of “recruitment process” for the job recruitment of their organization’s own need as well as their different clients need. SCOPE OF THE STUDY This study is focuses on the existing “recruitment process” of the “Udaya Solution Pvt.Ltd.” & the company’s recruitment Service for its client “Ortel Communication Pvt.Ltd.”.This Project’s entire views were taken on the primary data collection of the current employee’s of this company & its client Ortel communication through the basis of questionnaire. The HRM philosophy of “Udaya Solution Pvt. Ltd.”, is to attract its different client’s competent personnel with growth Potential & expansion capabilities in business environment of Orissa as well as India & Abroad.
  7. 7. METHODOLOGY OF THE STUDY. Research Methodology:To define any research problem & give a suitable Solution for any research, a soundresearch plan is inevitable. Research Methodology underlines the various steps involved bythe researcher in systematically solving the problem with the Objective of determiningvarious facts. Research Design:A research work will be successful ,only with a sound design .The Research Designfor the purpose of the study is analytical in nature. The major purpose of analyticalresearch includes survey & in-depth analysis of variables. The research plan calls forgathering primary & secondary data. The sampling method adopted for the presentstudy is simple random sampling. Methods of Data Collection.In this project my research is fully depend on the collection of data are of two types Primary Data Collection. Secondary Data Collection. .1. Primary Data Collection. In My Research the primary data collection was mainly done through the questionnaires to HR Manager (Miss-Meeta Mohanty) of “Udaya solution pvt.ltd.” & questionnaires to (Subhakanta Behera ) who is working as a Client representative of “Udaya solution pvt.ltd.” under the client “Ortel Communication Pvt.Ltd.”. I meet the respondents personally & request to answer my questions for the requirement of my study.2. Secondary Data Collection I collect my secondary data from different sources i.e from Books, Internet, Company records etc. Research Instrument:The instruments adopted for the primary data collection is through “Questionnaires”.Through the questionnaire the feedback of the employee are taken. Sampling planSampling plan includes sampling unit used in the survey. It also includes thesampling size & the sampling procedure used for the survey.
  8. 8. Sampling unitThe sampling unit is the employee(executive staff) of udaya solution pvt.ltd. Sampling SizeThe sample was selected based upon simple random sampling. For the purpose ofmy study I had take numbers of sample. Sampling FrameThe study has been carried out in the Head /Corporate office of Udaya SolutionPvt.Ltd. ,Bhubaneswar. Period of the StudyMy entire research study on the topic “Recruitment process of Udaya SolutionPvt.Ltd.” were from 5th -august-2011 to Contact MethodThe method used to contact the respondent was direct interview. The researcherselected direct contact method because there is no scope of contacting theemployee through telephone or direct mail. By telephone interview the respondentscharacteristics & environment can’t be observe the response rate for mail survey islow .Hence the resulting sample will not be representative one . Analysis of Data.Data’s are analyzed only the basis of questionnaires. Presentation of data.Percentage method ,tables & charts are used to present the analyzed data.
  9. 9. Chapter-2Company profile
  10. 10.  COMPANY PROFILE:1. ABOUT THE COMPANY: “Udaya Solution Pvt. Ltd.” is a pioneer consulting firm that provides organized recruitment services across India and abroad, headquartered in Bhubaneswar. The company was established in 2005 & was incorporated in 2007. Udaya solutions is recognized as a premier executive search and selection group. It is a trusted consultant for professionals both in India and abroad. The company focuses on Recruitment. Training. Temporary Staffing Service. PR & Liasing Services OD Intervention. “Udaya Solution Private Limited”, headquartered in Bhubaneswar, is a leading end-to- end HR solutions company with a focus on Executive Search, Recruitment, Learning and Temporary Staffing services to client organizations. With a national presence in metros across India, UdayaSolution is the fastest growing HR Company in India. Since inception, they are focused and result oriented. Their recruiters understand how important matching employment skills and personality to the corporate business needs and culture of an organization is, for both candidate and client. We believe in the concept “Commit what we can deliver”. Their consultants have good domain knowledge and thorough understanding of Best Business practices and have worked with India’s biggest names. At “Udaya Solution”,they help many organizitions to find out the best talent from the talent pool across the country and abroad. They have built enduring relationships with many clients across India. As a corporate partner, They source professionals with high intellectual to help organizations build their human capital on one hand and on the other they help individuals optimize their career choices. Their Different Clients are:- Steel & Power Mines Ports Media & MSO Aluminums Automotive Telecom Infrastructure BeverageKey Attributes:- A consultancy base of thirty recruiters. Largest manpower talent pool, head hunting skills. Process Orientated, Quick Update, in time Planning and Execution. Many Clients and Corporate tie-ups.
  11. 11. 2.Services Their workforce spread over India has one mission to fulfill - to find the right people to meet their clients specific requirements – in the particular rung that the client’s have a need and at the specific locations where we need people. From their experience they have learned that every company has its own culture, values and expectations of its employees. The better they understand their clients the easier it is to tailor their search and narrow down the field of candidates so that the rate of conversion is higher. At “Udaya Solution Pvt. Ltd.” the partners with clients to solve their clients short term and long term business objectives. Once they understand their clients requirement they are able to source the people with the right skill set, aptitude, attitude and commitment to help the clients to achieve their goals. They also meet the off shore requirements of their clients who need highly skilled professionals to be deployed across the world to execute projects within desired deadlines.Every successful business is powered by a workforce of dedicated employees. Allow us to power client’s winning team.Their SEARCH methodology comprises of the following :– Talent mapping as per brief. Screening through Expert Panel (Technical & Non Technical) – optional Coordination for interviews. Counseling & guidance to candidates in decision – making Reference checks for short-listed candidates - Optional. Adherence to time frames. Corporate social responsibility (CSR).3.Solutions With “Udaya Solution Pvt. Ltd.” various Fundamental & Innovative HR and Management services & their committed attitude, they have been trying to unburdened corporate sectors, candidates/ job seekers, and learners so that they would seek their growth easily. So they are following the points for the solutions.They provide :- Assessment of client Needs Preliminary evaluation Benchmarking /short listing Understanding of Client Business and Culture Organizing Interviews Determining Search Strategy (Our Facilitate in compensation packages Search Strategy is developed through a combination of database search, Conducting Referral check headhunting and selective media Follow up with Candidates/Client advertising) Identification of candidates For each project we allocate a team of experienced and trained consultants to bring in functional and technical expertise to the search
  12. 12. Their Consultancy Approach:-  “Udaye Solution Pvt.Ltd.” strengths as a leading recruitment firm is their consultative approach with clients; trustworthy and dependable association with candidates; consistently reliable quality of selection and their ability to provide recruitment at any operating level in the client organization.  Their exclusivity in Recruitment Services comes from their Value drivers - trust, confidentiality and dependability; their outstanding Recruitment Consultants who are committed to deliver the best. Coupled with this human edge is their technological prowess in the form of the power and reach of the Net that defines their online presence and an Automated Work Flow Management System that allows online and real-time matching of profiles with their client needs. 4.Support  Udaya Solution provide supports that reduce overheads and enable organizations focus on their core competence. They provide customize solutions keeping each clients specific requirements. They have senior consultants from the industry who can help startups build an HR department & put policies in place and other established organizations can restructure their HR practices & smoothen their functioning. 5.Mission Mission :- The company’s main Mission is “ To provide world class HR services to their clients & employees.” Vision :- "To be a globally respected corporation that provides best-of-breed business solutions, leveraging technology, delivered by best-in-class people."  The Company’s Business Principles are  They put clients first.  They live their brand.  Process innovation and risk-taking to drive their growth.  They follow the best HR practices.  They put on actions make the difference every day.  They conduct their business with the highest ethical & confidential standards.
  13. 13. The Company’s Business Policy:Service Commitment Udaya consulting offers exceptional service every step of the way to ensure that their client’s specific needs are met, thereby providing a personalized approach to all their client relationships. As their client, they relieve many organizations stress of searching for the ideal candidate. they save them an enormous amount of time in the screening process. They accomplish this by assessing the applicant’s caliber, skill set and proficiency in the Technical and H.R skills required for specific position.Extensive Talent Pool Their team of consultants has an extensive network of candidates in various industries. They possess large databases of bilingual candidates all over India. Their entire candidate roster is updated every single day, providing a streamlined placement process.The Company’s Achievements So far they have placed good candidates in the level of Managers, Sr. Managers, DGM & GM in green field projects in Orissa,Maharastra & Delhi.Our clients are Jindal(B C Jindal group),Jindal Photo, Jindal Poly films, Aditya Birla(Lapanga), Utkal Aluminum(Rayagada) ,Sravanthi Group(Delhi) ,Kundan group, Coca Cola etc They have provided Temp staffing services to companies like Jindal(B C Jindal), Sravanthi Group, Maytas Infra etc. Their consultants experience proves the integrity in the services and the assessment of qualified candidates that they provide to their clients. They have reliable and dedicated professional placement consultants who thoroughly assess a potential employee, utilizing the latest technology and successfully proven screening methods. As a result, they are working smarter for their client’s.
  14. 14. Chapter-3Literature review
  15. 15.  INTRODUCTION TO RECRUITMENT: The main aim of the HRM Function is keeping the recruitment process design as simple as possible. The HR Recruiters should not forget about this main goal during the design phase of the recruitment process development. In todays competitive world, every company needs good employees for an accelerated growth rate. The recruitment and selection strategies of a particular organization are believed to have an impact on this growth and success rate of the organization. Thus, it is very important for an employer to design his recruitment process steps very well. The recruitment process is simple on the high level, but it contains a lot of interaction among different participants in the recruitment process. The HRM Function, the line manager and candidates need to receive and share a lot of information and their interaction is usually the main issue during the recruitment process. In every organization the Employers are always concerned about how to find and hire the right employees. Employers recruit for the present and future needs of the company.Meaning and definition of “Recruitment”:Meaning: Recruitment refers to the process of Hiring Manpower qualitatively and quantitatively for an Organisation for its current as well as future Operations, by screening, and selecting qualified candidate for a specific job .The process begins when applications are brought in and ends when the same is finished. the result is a pool of applicants, from where the appropriate candidate can be selected. Recruiting is an act of attracting potential job applicants from the available labor force. Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives. An effective employee selection procedure is limited by the effectiveness of recruiting process. Outstanding job candidates can not be selected if they are not included in the applicant pool. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.Defination: A ccording to EDWIN FLIPPO, “Recruitment is the process of attracting prospective employees and stimulating them for applying job in an organization.” "Recruitment involves the utilization of organizational practices to influence the number and types of individuals who are willing to apply for job vacancies. Recruitment can focus on the internal labor market (i.e., pursuing staff already employed by the organization) or the external labor market (i.e., pursuing applicants from outside the organization). Internal candidates can be recruited through internal job postings, word-of-mouth, or internship programs."
  16. 16. Need for recruitment: The need for recruitment may be due to the following reasons / situation: Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.Purpose & importance of recruitment:- The Purpose and Importance of Recruitment are given below:  Attract and encourage more and more candidates to apply in the organization.  Create a talent pool of candidates to enable the selection of best candidates for the organization.  Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.  Recruitment is the process which links the employers with the employees.  Increase the pool of job candidates at minimum cost.  Help increase the success rate of selection process by decreasing 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.  Meet the organizations legal and social obligations regarding the composition of its workforce.  Begin identifying and preparing potential job applicants who will be appropriate candidates.  Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicant.  Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection.
  17. 17.  RECRUITMENT PROCEDURES: “ Recruitment is the process of finding & hiring new workers for a job.” PROCESS: Implementing recruitment procedures is the process of recruiting, selecting & appointing staff. PROBLEM ADDRESSED: Implementing proper recruitment procedure helps to ensure that the right person is hired for the right job,& that vacancies in an organization are filled in a timely & systematic manner. PROSPECTIVE USER: All factories must apply a sound recruitment policy & procedures in order to operate effectively. The human resource department takes the lead responsibility for implementing this practice.Steps in implementation:- The following provides information on how to implement recruitmentprocedures. It defines the roles & responsibility & activities involved in the process.1.Identifying the vacancy:The recruitment process begins with the human resource department receiving requisitions forrecruitment from any department of the company. These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required2.Creating a job description:Before the recruitment process begins a job description should be created indicating various aspectswhich are important to the position being advertised.3.Advertise the job description :Advertisement should be open for 2-4 weeks allowing candidates reasonable time period to despond.Advertisement can be done internally & externally as follows- Internal:Notice boards,Public spaces in the factory; communicated verbally through meetings. External:Notices in front of factory or in local markets,meeting places or local newspapers.4.Determine the appropriate selection process(establish a selection panel,develop testingprocedures etc)The selection process will vary depending on the level of job you are recruiting for.for example,if you are recruiting managerial position,you may have a panel to interview applicants,create short-lists & interview candidates. If you are recruiting line operates you may conduct skillstesting rather then interviews. The most important point is to have a standard process that is usedthroughout the factory to select best possible candidates.5.Receive & collates applications:
  18. 18. The human resource manager is charge of receiving & collating applications .He/She should providethe line manager with a description with a post.List of applicants & applications received. The linemanager should ensure that any member of the selection panel receive copies of the applications forshort-listing if applicable.6.Assess short-listed candidates. When recruiting the operators the process of assessing each candidate will generally involve skills testing.The line manager or the human resource departments invite applicants to a specific day & time to conduct the best & then review the results. When recruiting the other employees the process may be slightly more involved .Applications will typically be reviewed be committee or selection panel & short-listed created before any applicants are contacted. The panel should agree beforehand on a ranking system for assessing candidates & then choose to conduct interviews, reference checking and/or skills testing. In either case the selection process should be based on merit & qualifications to do the job & not on gender, race or any discriminatory basis . The goal is to find the right person.Once the assessment is done, the panel or line manager will make a decision & recommend a spexific candidate to specific candidate to hire.7.Make a verbal offer of employment to recommended applicant .The line manager can then procede with a verbal offer of employment to the successful candidatewhich depends up to employment process. The line manager can discuss a start day & clearify terms& conditions of appointment.8. Make a written offer of employment.The human resources manager will draft the formal written offer & contract of employment whichhe/she can signed by the relevant line manager. The written offer provides information on terms &conditions of the offer.9. Inform unsuccessful candidates.If appropriate, the HR Manager will generally responsible for informing unsuccessful candidates of theselection decision.Responsibilities: Managing the complete recruitment life-cycle for sourcing the best talent from diverse sources after identification of manpower requirements. Interaction with candidates,briefing them about requirement and to know there willingness. Screening of CVs according to Clients job specification, description of mine and my team members. Taking Preliminary interview of candidates. Played a vital role in decision making for the sourcing and Scheduling the interviews of Middle & higher level positions. Constant refreshment of database through continuous head hunting & reference. Maintenance of HR Information system like clients requirements, interview schedule & status of candidates. Good Exposer on Sourcing, Reference Generate & Head Hunting. Handled various positions for many reputed organizations. Follow up with clients on daily basis to know interview results/ status & new requirements.
  19. 19.  SOURCES OF RECRUITMENT:- SOURCES OF RECRUITMENT Every organisation has the option of choosing the candidates for its recruitment processes fromtwo kinds of sources: internal and external sources. The sources within the organisation itself (liketransfer of employees from one department to other, promotions) to fill a position are known as theinternal sources of recruitment. Recruitment candidates from all the other sources (like outsourcingagencies etc.) are known as the external sources of recruitment.I. Internal Recruiting Sources:When job vacancies exist, the first place that an organization should look for placement is within itself.An organization’s present employees generally feel that they deserve opportunities to be promoted tohigherlevel positions because of their service and commitment to organization. More overorganizations have opportunities to examine the track records of its present employees and toestimate which of them would be successful. Also recruiting among present employees is lessexpensive than recruiting from outside the organization. The major forms of the internal recruitinginclude:• Advantages of Internal Recruitment:1. Provides greater motivation for good performance.2. Provides greater opportunities for present employees3. Provides better opportunity to assess abilities4. Improves morale and organizational loyalty5. Enables employees to perform the new job with little lost time
  20. 20. Disadvantages of Internal Recruitment: 1. Creates a narrowing thinking and stale ideas 2. Creates pressures to compete 3. Creates homogeneous workforce 4. Chances to miss good outside talent Requires strong management development programs specially to train for technology. II.EXTERNAL SOURCES OF RECRUITMENT A broad variety of methods are available for external recruiting. An organization should carefully assess the kinds of positions it wants to fill and select the recruiting methods that are likely to produce the best results. There are some employee needs that a firm must fill through external recruitment. Among them are: filling entry-level jobs, acquiring skills not possessed by current employees, and obtaining employees with different backgrounds to provide new ideas. • Advantages of External Recruitment: 1. Provides new ideas and new insights 2. Provides greater diversity and helps achieve EEO goals by making affirmative action easy 3. Provides opportunities to handle rapid growth if the organization 4. Opportunities to get people with up-to-date knowledge education and training • Disadvantages of External Recruitment: 1. It is more expensive and time consuming 2. Destroys incentives of present employees to strive for promotion 3. More chances to commit hiring mistakes due to difficult applicant assessment that will lead to wastage of resources. Difficulties in Recruitment process o Talent Acquistion. o Retention of employees. o Expensive. o Managing low attrition rate. o Time Constraint. o Budget. Challenges in Recruitent & Selection: o Talent Shortage o Remoteness of Job o Attrition Rate o Scrutinity of employee’s credentials o Reservations and other Gov. Policies
  21. 21.  Steps Of Recruitment Process can done two ways:- Recruitment process for fresher o Written /apptitude. o Group discussion. o Psychometric test(conditional). o Technical interviews(conditional). o Hr interviews. Recruitment process for higher post o Psychometric test. o Business game. o Hr interviews. Factors Governing Recruitment The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are: o Internal Factors  Recruitment Policy of the Org  Size of the org & the Number of Employees Employed  Cost Involved in Recruitment  Growth & Expansion Plans of the Org. o External Factors  Supply & Demand of Specific Skills in the Market  Political & Legal considerations such as Reservations of jobs for reserved Catagories  Company’s Image Perception by the Job Seekers.