ISO 9001 Recruitment Leader for Construction, Energy, Engineering

INTERNATION MANPOWER RESOURCES PRIVATE LIMITED
Total Recruitment Services to Construction, Energy, Engineering, Mining, Oil and Gas Industries
B‐0131/3168/91 –Ministry of Overseas Indian Affairs www.indianmanpower.com

International Manpower Resources Private Limited, New Delhi, INDIA
Corporate Highlights
ESTABLISHED IN
1991
One of the pioneers in Engineering
and Skilled manpower recruitment
with over 25 years of experience
ISO 9001-2008 certified by UKAS, UK
Specialization in Oil & Gas, Energy,
Engineering, Construction, Mining and
Support Sectors
150,000
people
60+
countries
Government approved
B-0131/3168/91
Ministry of Overseas Indian Affairs
2

IMR: Company Profile
 Established in Delhi in 1990, IMR was designed to bridge the gap between
specialty sectors, which were manpower starved, and respective workforces,
which were hungry for opportunities. It wasn’t long after its conceptualization
that it turned around the industry’s culture with its revolutionary approach and
radical techniques.
 Government approved and ISO certified, IMR is globally renowned to be the
finest combination of commitment, quality service, business philosophy,
professional ethics, dedication and integrity.
 It is headquartered in New Delhi, the commercial heart of India, and is
massively networked domestically as well as internationally.
 Through the years, IMR has come to be known as the most dependable and
competent, full‐service recruitment agency worldwide. With the recruitment of
over a hundred thousand skilled professionals abroad, it has supported more
than one hundred and twenty organizations around the globe. Founded and
lead by Mr. Harish Batra, an industry pioneer since three decades, IMR has
certainly emerged as the trailblazer of manpower solutions, with a reputation
that is matchless.
3

 We boast of the trust clients place in us, due to the progressive approach, international
expertise and virtuousness of our unparalleled team of HR and recruitment professionals;
to give them an undisputable advantage over their competitors. Our continually swelling
clientele is evidence of the same.
 Today, we’ve come to be known as the recruitment specialists, and the pioneers of the
industry. Nevertheless, we continue to strive for, and magnify the combination of
manpower economy and efficiency; to persistently deliver excellence to all our clients.
 Having begun with servicing only a few specialized sectors, we’re now the recruitment specialists for several sectors of
operation in over 60 countries; particularly catering to manpower needs for eight key industries ‐ hospitality,
manufacturing, energy and resources, construction, oil and gas, engineering, IT and Telecom and support services for
the projects of United Nations and the North Atlantic Alliance (NATO). Our competence, proficiency and dependability,
in catering to every conceivable manpower need, through all spheres and stratums of businesses, have made us the
leading HR consultancy firm of Asia.
 While we guarantee enhanced competitive edge to our clients through our unequalled manpower solutions, we
concurrently value the career goals of our candidates and ensure they’re in the right hands. It was this resolute drive
that has established us as a peerless name of the industry.
IMR: Company Profile
4

Organization Strength
Pre-Departure Associates
Chairman and Managing Director
Director
Operations
Head
IT &Telecom
Head
Vice President
HR(Internal)
Head
Administration
Head
HR Experts
Executive search team
Industry Specific
experts
Negotiators
Nationwide Offices
Talent hunt Teams
Local Operations
Marketing Finance Corporate
Communications
IT and Telecom
Database
Management
5

Why Indians?
 Indian workforce are amongst the most hard‐working and efficient in the world. They combine thorough skill and
knowledge with sheer diligence. They are the most mobile workforce in the world. Due to the low pay scales in
India they come at reasonable and very affordable salaries. It is for their mental as well as psychological prowess
that they are found in all corners of the world engaged in some productive activity. In the U.S it is no secret that a
major chunk of software, hardware and medical professionals are Indians.
 Places like Hyderabad and Bangalore are becoming the nerve centers for the software
industry in South‐Asia. There are at least 5 software technology parks run by Japanese,
US and German firms there. With no dearth of software talent there is a boom in the
Indian Software exports industry. There is an increasing trend for Big corporate software
firms in the West to give subprojects to Indian firms to decrease their overheads.
 India is a geographically diverse country. This has many advantages since the spectrum
and scopes of skills available in India are tremendous. There is a homogenous mix of
people and trades who excel at their skills due to generations which have worked at the
same trades like the Masons of Rajasthan, Carpenters of Gujarat. There is a hierarchy of
Refineries and huge petrochemical installations in the South which never fails to
produce excellent mechanical/electrical/instrumentation engineers and technicians.
6

CORPORATE
Why Indians?
 In the recent years India has ventured into oil exploration in a big way.
Due to this there are oilfields scattered all over the country. A major
portion of the workforce working in the oil rich nations of the Middle
East comprises Indians. After the Gulf war, Indian personnel were in
great demand to work on the burning oil wells, in the reconstruction
of Kuwait's oil industry. Indian manpower in the last 50 years has had a
presence in oil drilling and exploration all over the globe. Due to this,
besides local skills there are personnel available with experience
abroad as well.
 A rich tradition of core math’s and fundamental sciences in institutes
like the IIT (Indian Institute of Technology), REC (Regional Engineering
College) produce technical brains which are comparable to the best in
the world. Some amazing statistics which we recently received over
email claimed that 38% of doctors in the United States are Indians.
18% of Intel employees and 32% of Microsoft employees are Indians.
These are statistics which are eye openers for anyone.
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What Our Clients say…
“We have visited India on numerous occasions and have always been impressed by the way in which the
visits have been organized, candidates presented and suitable venues selected, which indicates a clear
understanding of our requirements and a commitment to the attention to detail that makes each visit a
success.
The relationship you and your team have developed with the South African Embassy and Indian Ministry of
Labour have further enhanced the professional way in which documentation is processed and time taken in
mobilizing candidates minimized to the benefits of our clients.”
(Recruited 1,000+ technical, skilled and supervisory staff for refinery and power plants in South
“During the last few years of our association we have found IMR very reliable and prompt in arranging
suitable manpower. We value your contribution and look forward to having a long term business
relationship with you.”
(Recruited 100+ Engineers for their plant in Seoul.)
“We have been very pleased with the result and the professional level of service offered by IMR. IMR in very
competent manner organized skill test for welders and finally organized visa for workers.
I will recommend them without reservation”.
(Recruited 500+ highly skilled technical staff for their power plants in Germany/Poland/France)
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Why Recruit Indians?
According to 2010 “Talent Shortage
Survey”, on an average, 31% of
employers worldwide are unable to
find native talent ideal for their
vacancies. The problem, according to
the survey, is not the lack of talent, but
the lack of suitable talent. This ‘talent
mismatch’ issue has become a global
concern, and has compelled
organizations to outsource ‘suitable’
talent from other countries. And when
it comes to the need for outsourcing
skilled workforce, by far, India tops the
list. For manpower outsourcing, India
is the global favorite; for reasons more
than one.
Abundance of skilled workforce in India
Competence
MobilityAdaptability and Flexibility
Cost Savings
Sincerity and Dependability
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The size of skilled workforce in
India is almost 50 million
(2010), and by 2020, it is
expected to touch 150 million.
In fact, India has among the
largest numbers of technical
personnel, besides twice the
number of university graduates
in USA; perhaps, due to the
customary emphasis on high
levels of education and
qualification here.
Recent reports indicate that
Indian professionals are the
world’s most ambitious, and
have a high rate of
engagement of 78%. This is
directly reflective of their
competence because it shows
how capable they are of
understanding the
organization’s goals, and
making major contributions
towards them
A major factor that makes
Indian professionals among the
most demanded and preferred
for off‐shore employment, is
their ability to relocate (even
for shorter durations). In fact,
the Global Mobility Index
rating of 141 (2010) for
Indians, confirms that it is the
most mobile workforce of the
world.
Abundance of skilled
workforce in India
Competence Mobility
CORPORATE HIGHLIGHTS
10

Perhaps, it is the rich traditions,
regional diversity, and high
emphasis on education that make
Indians among the most versatile
workforce in the world. One of the
major contributors to its
adaptability to foreign
environments is its familiarity with
and fluency in English, the
universal language. This is
because English is always either
the medium of education, or a
part of the syllabus in India.
A major chunk of expenses in all
businesses is employee salaries.
Outsourcing manpower from
India is definitely an effective
means of reducing costs. Even the
most skilled Indian manpower can
be recruited at highly competitive
salaries
Indians are among the most
sincere, dependable and
trustworthy professionals around
the world. This may be due to the
combination of their high level of
education, strong cultural
background and high aspirations.
Adaptability and Flexibility Cost Savings Sincerity and Dependability
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Clients
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
ACCOR GROUP OF HOTELS
KSA / DUBAI
HOTEL MANAGEMENTS
HOTEL STAFF
ACMA SINGAPORE LIMITED
LATVIA / SOLOVAKIA
AUTOMOTIVE
DESIGN STAFF
AGIP KCO – FAIRDALE LIMITED - ITALY
KAZAKHSTAN
OIL & GAS
ENGINEERS / SUPERVISORS /TECHNICIAN
AMEC SERVICES LIMITED
SINGAPORE / KUWAIT
OIL & GAS
ENGINEERS / SUPERVISIORS
ARABIAN PIPES CO. LTD.
SAUDI ARABIA
PIPE MANUFACTURER
ENGINEERS / SUPERVISORS /
TECHNICIANS
ARAMIS
VIETNAM / MALAYSIA
PETROCHEMICAL
ENGINEERS / OPERATORS
ATCO FORNTEC INC
AFGHANISTAN
AIRFIELD STAFF & ARMY SUPPORT
AIRFIELD SPECIALISTS & SUPPORT STAFF
BERMUDA ELECTRIC SUPPLY CO. LTD.
BERMUDA
POWER PLANT
ENGINEERS
BOUYGUES INTERNATIONAL
DUBAI, UAE
CONSTRUCTION
ENGINEERS / SUPERVISORS,
CHEVRON NIGERIA LIMITED
NIGERIA
OIL & GAS / PETROCHEMICAL
ENGINEERS / SUPERVISORS / TECHNICIANS
COIFER GROUP - ROMANIA
ROMANIA
HEAVY ENGINEERING
FABRICATION STAFF
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
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HRM THE KING OF SAUDI ARABIA
SAUDI ARABIA
PRIVATE KITCHEN STAFF
CHEF, COOKS, CHEF DE PARTIES

Clients
COSIRA GROUP
NAMIBIA
POWER PLANT
SUPERVISIORS / FABRICATORS /
WELDERS
DALIL (M) SDN. BHD, MALAYSIA
SUDAN
CRUDE OIL TERMINAL
OPERATOR / ELECTRICAL / MECHANICAL
INSTRUMENTATION/ROTARY PERSONNEL
DAR AL-HANDASAH – UK
UAE / KUWAIT / SAUDI / QATAR /
EGYPT
PROJECT MANAGEMENT
MANAGERS / ENGINEERS / SUPERVISORS
EMMAR PROPERTIES - DUBAI
DUBAI
CONSTRUCTION / DEVELOPER
CONSTRUCTION STAFF
HITACHI POWER AFRICA (PTY) LTD.
AFRICA
POWER PLANT
ENGINEERS / TECHNICIAN
HUTNI MONTAZE A.S
CZECH REPUBLIC
POWER PLANTS
SUPERVISIORS AND FABRICATION
HYUNDAI ENGINEERING CO. LIMITED,
SOUTH KOREA
OIL & GAS / ENERGY
ENGINEERS
JGC INTERNATIONAL CORP. (JAPAN)
SAUDI ARABIA
PETROCHEMICAL
ENGINEERS / SUPERVISORS
MOSTOSAL
POLAND
POWER PLANTS
WELDERS / FABRICATORS
J.RAY McDermott ENGINEERING INC
MIDDLE EAST
EPCI
ENGINEERS / SUPERVISIORS
MDS – SOUTH AFRICA
SOUTH AFRICA
POWER PLANT / REFINERY
WELDERS / FITTERS / FABRICATORS
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
HYDRA ARC PYT LIMITED,
SOUTH AFRICA
POWER PLANTS / REFINERY
SUPERVISORS / WELDERS / FABRICATORS
13

Clients
OICCO
IRAN
OIL & GAS
ENGINEERS / SUPERVISOR
PETROFAC
WORLDWIDE
EPC
PICCINI GROUP - ITALY
EQUATORIAL GUINEA
CONSTRUCTION
MANAGER, ENGINEERS, SUPERVISIORS
QATAR CONCRETE W.L.L.
QATAR
CEMENT PLANT
CEMENT MIXER TRUCK DRIVERS /
QATAR REAL ESTATE INVESTMENT CO
QATAR
REAL ESTATE COMPANY
ENGINEERS, SUPERVISORS, ARTISANS
RAS LAFFAN POWER COMPANY LIMITED
QATAR
POWER COMPANY
ENGINEERS
WORLEY PARSONS
SAUDI ARABIA
POWER PLANTS
ENGINEERS / SUPERVISORS / INSPECTORS
TAISEI CORPORATION
DUBAI
CONSTRUCTION
WARTSILA (FINLAND)
NIGERIA
POWER PLANT
XSTRATA ZINC
AUSTRALIA
MINING
ENGINEERS
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
14
SHIN NIPPON AIRTECH LLC (JAPAN)
KSA
AIRCONDITIONING / HVAC
FITTERS / INSULATORS / FABRICATORS
REMAK – POLAND
POLAND
POWER PLANTS / REFINERY
WELDERS / FABRICATORS
SANKEN OVERSEAS (P) LTD.
SYECHELLES
HOTEL AND SEAPORT
SUPERVISORS, ARTISANS
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
PAE GOVERNMENT SERVICES INC
AFGHANISTAN / CONGO / SUDAN / BOSANIA
UNO & ARMY SUPPORT STAFF
ENGINEERS / SUPERVISOR / TECHNICIANS / AIRPORT SUPPORT STAFF
COMPANY
DEPLOYED TO
INDUSTRY
CATEGORIES
SNC LAVALINE PAE
AFGHANISTAN
UN & ARMAY SUPPORT STAFF
ENGINEERS / SUPERVISORS / TECHNICIANS

IMR’s Advantage
Extensive worldwide
experience
State of the art
infrastructure, systems
and processes
Specialists consultants
with Industry expertise
 Recruited more than 1,50,000 people
 More than 400 satisfied clients across 60 countries
Proven recruitment expertise of 25 years:
 Have handled more than 10 such assignments at
a time
Track record of handling large recruitment
drives for reputed clients
 Recruitment License: B-0131/Del/Com/ 1000+ /
3168/91 – Ministry of Overseas Indian Affairs –
Govt. of India
 ISO 9001-2008
 DUNS : 65 047 1712
 NCAGE: SHU51
 UNO – UNGM: 117011
 Confederation of Indian Industry - CII
 PHD Chamber of Commerce & Industry
 Associated Chamber of Commerce and Industry
 Indo American Chamber of Commerce
 Indo German Chamber of Commerce
 RCSA – Australia
 APRC – United Kingdom
15

Understanding
Client’s Business
needs
Obtain client
consensus on scope
responsibilities
Shortlist most
suitable candidate
required for job
profile.
Evaluate the candidate
by conducting
preliminary interview.
Facilitate short listed
candidate’s interview
with client..
Obtain specific feedback
from clients and
feedback to candidates.
Negotiate pay
package and other
benefits.
Background
screening.
High level Process Flow
17

High level Process Flow
We understand that your
employees are your most valuable
investment, and feel honored being
entrusted with such a significant
responsibility. IMR, therefore, will go
to any extent necessary, to uphold
the
confidence that you, our clients,
place in us. We follow a stringent
recruitment procedure to ensure
that your ‘human capital’
investment is well preserved. The
result focused process from start to
finish, is comprehensive, methodical
and organized.
IN‐DEPTH ASSESSMENT OF
CLIENT’S NEEDS: This, we consider
among the most important steps
that determine our eventual
performance. Our HR experts take a
proactive approach for an in‐depth
analysis of the employer’s exact
needs. Besides the skills being
sought, understanding the role and
responsibilities that the candidate
would be accountable for, is a
significant part of our client
requirement analysis. We do a
detailed review of all aspects of the
company; including the
components of its business
activities, work‐culture and industry
practices, to make our candidate
selection full proof.
SEARCH / HUNT FOR THE IDEAL
CANDIDATE(S): Our search
executive team takes over at this
step. This team is detailed and
clarified on the talent that is being
sought, by the HR team. They scan
our extensive talent database
besides probing other resources
(local and national), to short‐list
potential candidates. These are then
screened through preliminary
interviews, to discover their
qualifications, skills, level of
competence, work ethics,
experience and past references. We
leave no stone unturned for
headhunting the right candidates.
18

Recruitment Procedure
PRESENTATION TO THE EMPLOYER: This step encompasses presenting our client with details of this final selection so they can
take their picks. This is mostly done via electronic communication (phone, email,
video conferencing); while employers are also welcome to visit us in our office for the same. Once the employers have made their
choice(s), our negotiators get involved, to ensure that the professionals are recruited at the most competitive pay scales
SELECTION: This step involves a point by point check to ensure a perfect match between the professional and the job profile. The
candidates who pass the pre‐screening are more rigorously interviewed by our team of HR and industry‐specific experts, which
make the final selections. They reexamine the candidates’ skills and levels of competency; and verify the claimed qualifications and
experience. Feedback is also obtained from their previous employers through the provided references. In fact, several of our
candidates hold experience of overseas employment, because of their prior recruitment through us, for our other clients.
RECRUITMENT: This step involves the final agreement and the issuance of conditional offer, following which our pre‐departure
associates assist the recruited professionals with the necessary formalities. They help the candidates through the required
documentation including medical and visa/emigration clearances; and flight arrangements (ticketing) for their departure. The
candidates’ arrival at the overseas destination and their first reporting on‐site, are also coordinated by our officers
at the most competitive pay scales
As a matter of fact, we boast of clients who feel needless to go through the credibility of our final selection. Most of our clients are
instilled with high confidence, in our state‐of‐the art techniques, after our very first pact with them.
19

On receipt of confirmed demand letter from the client indicating the categories, numbers required in each category, likely salaries
and perks, we request the client to indicate the job description of each of the categories.
We scrutinize our databank, to identify persons conforming to the specific requirement of the client.
We contact the above short listed candidates to ascertain their willingness for the assignment, their availability, their present
emoluments and expected salary. The CVs of the short listed candidates are referred to the client.
For certain categories, when adequate number of CVs is not available in our databank, it is advertised on the net for better choice.
In special cases, it may become necessary to advertise in the newspaper to ensure better response/ choice, the client is consulted
and draft advertisement and estimated cost is advised to him.
The response of the newspaper advertisement/ newspaper advertisement is scrutinized by our engineers to shortlist candidates
conforming to the client’s job specifications.
These short listed CVs, along with those short listed in the Para 1.3 above, are referred to the client for his scrutiny and candidates
short listed by the client taken up for further procedure.
The candidates selected by the client are processed further.
The schedule of interviews, their date, time and place are finalized in consultation with the client, to suit his convenience. The short
listed candidates are advised of the scheduled dates for the interviews. The interview for the short listed candidate with the
delegation is arranged in our office or in the business center, as required to suit the client’s convenience.
Recruitment Engineers & Professional
20

On receipt of confirmed demand letter from the client indicating the categories, numbers required in
each category, likely salaries and perks, we request the client to indicate the job description of the
categories, where possible.
We scrutinize our databank to identify persons confirming to the specific requirement of the client. We
do take advantage of our network to locate suitable candidates.
We contact the above short listed candidates to ascertain their willingness for the requirement, their
availability.
For certain categories, when adequate number is not available in our databank, it is advertised on the
net or in the newspaper to ensure adequate response for better choice.
The response of the newspaper advertisement is scrutinized and short listed candidates conforming to
the client’s job specifications areas asked to present themselves for a trade test in recognized testing
center and an interview our engineers.
The candidates are sent to the trade center for skill test and they receive their due certificate indicating
level of his skill. Such trade test is conducted in the presence of our engineer or client’s representative.
Recruitment-Skilled Staff
21

Copy of the passport of the selected candidates is sent to the client to start the procedure for issuing the
appointment letter and after obtaining acceptance of the candidate, the client starts processing for their visa.
Visa stamping, emigration formalities in India and arrangement of travel reservation, on receipt of P.T.A / funds
from the client are under value by IMR.
At our end, the candidates are asked to undergo suitable medical examination.
With the visa available, the medical test already done, PTA received from the client, IMR makes the travel
arrangements by the earlier possible flight so that the candidate reaches his destination with the client.
IMR arranges to obtain Immigration Clearance for the selected candidate.
After the selection by the client is completed, arranging the visa authorization is done by the client and it usually
takes 2 / 3 weeks. On receipt of the visa, we normally require 10-12 working days for the person to take the flight
to the destination country.
The candidates finally selected and deputed by us are on probation with the client as stipulated in their
arrangement. IMR undertakes that if any of their selected candidates are unable to work as per the job
specification, during the probation period, IMR will provide a replacement candidate without any additional cost
to the client.
Recruitment-Skilled Staff
22

QUALITY COMMITMENT
Received first ISO 9001-2000 Accreditation from
URS-UKAS in 2007.
Accreditation subsequently revised in accordance
with ISO 9001-2008 standards.
24

Registration/License
25

Registration/License
26

THANK YOU!
1st Floor, A – 33 Rajouri Garden,
Ring Road,
New Delhi – 110027 (India)
T:+9111 4108 5108 – 100 Lines
T:+9111 4208 5208 - 100 Lines
M:+91 9810601188
M:+91 9999501188
admin@imr.in
client@imr.in
International Manpower Resources Private Limited
MANPOWER RECRUITMENT * CONTRACT STAFFING * MANPOWER SELECTION
www.indianmanpower.com

ISO 9001 Recruitment Leader for Construction, Energy, Engineering

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