Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
0601096 resume management in recruitement processSupa Buoy
This document is a project report submitted by Chetna Gupta to the University of Pune in partial fulfillment of an MBA degree. The report focuses on resume management in the recruitment process at Cushman & Wakefield (India) Pvt. Ltd, where Chetna Gupta completed her summer internship. The report includes an acknowledgements section, introduction, company profile of Cushman & Wakefield, objectives and scope of the project, research methodology, theoretical background on recruitment and selection, data analysis and findings from resumes received, and conclusions and recommendations. Tables and charts are included to breakdown applicant data by city and job designation.
0601098 country branding in the context of tourism industry Supa Buoy
This document is a project report on country branding in the context of tourism industry. It discusses key concepts of country branding including defining a country as a brand, the purpose of nation branding to differentiate a country, and how branding can position a country. It also covers lessons from corporate branding that can apply to countries and examines how tourism branding can help or hinder overall country branding. The report emphasizes the complexity of branding a nation and that the process requires research and input from stakeholders to create a brand that represents all aspects of a country.
Competitor's analysis & identifying business potentialSupa Buoy
The document appears to be a project report submitted by Saurabh Parmar for his MBA degree, which analyzes competitors and identifies business potential for Ensemble Consultants. It includes an acknowledgements section thanking those who contributed to the project, as well as sections on the company profile, vision and mission, services offered, research methodology used, data analysis, SWOT analysis, findings and conclusions.
- The document is an internship report submitted by Paras Taneja for their B.Tech in Civil Engineering at VIT University.
- Paras Taneja completed their summer internship at DLF Limited's CREST project in Gurgaon, India.
- The report provides details about DLF Limited, the CREST project, Paras' responsibilities and learning experiences in the Quality department, and the overall benefits of the internship.
Summer Internship Report on Developing business promotional strategies and ma...Kartik Mehta
Mumbai University Black book of summer internship report on the topic of developing business promotional strategies and marketing through digital media and social media marketing.
Digital media are any media that are encoded in a machine-readable format. Digital media can be created, viewed, distributed, modified and preserved on computers.
1) The document is a summer training project report submitted by Rajneesh Singh to Kasturi Ram College of Higher Education to fulfill the requirements for a Bachelor of Business Administration degree.
2) The report focuses on the role played by Sharekhan Limited in the financial market. Rajneesh Singh completed a summer training project under the guidance of Rajesh Antil, a regional sales manager at Sharekhan Securities Pvt. Ltd.
3) The report includes certificates of attendance and completion, an acknowledgement section thanking those who provided advice and support during the training period, as well as the body of the summer training project report.
Market potential of bsnl's broadband services in puneSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document provides details about Praveen Kumar Pandey's summer internship project at Bharti AXA Life Insurance Co. Ltd. It includes an introduction to the insurance industry and Bharti AXA, the objectives of the project, methodology used which was a questionnaire, and outlines of the report chapters which will cover the company profile, research methodology, findings, conclusion and recommendations.
0601096 resume management in recruitement processSupa Buoy
This document is a project report submitted by Chetna Gupta to the University of Pune in partial fulfillment of an MBA degree. The report focuses on resume management in the recruitment process at Cushman & Wakefield (India) Pvt. Ltd, where Chetna Gupta completed her summer internship. The report includes an acknowledgements section, introduction, company profile of Cushman & Wakefield, objectives and scope of the project, research methodology, theoretical background on recruitment and selection, data analysis and findings from resumes received, and conclusions and recommendations. Tables and charts are included to breakdown applicant data by city and job designation.
0601098 country branding in the context of tourism industry Supa Buoy
This document is a project report on country branding in the context of tourism industry. It discusses key concepts of country branding including defining a country as a brand, the purpose of nation branding to differentiate a country, and how branding can position a country. It also covers lessons from corporate branding that can apply to countries and examines how tourism branding can help or hinder overall country branding. The report emphasizes the complexity of branding a nation and that the process requires research and input from stakeholders to create a brand that represents all aspects of a country.
Competitor's analysis & identifying business potentialSupa Buoy
The document appears to be a project report submitted by Saurabh Parmar for his MBA degree, which analyzes competitors and identifies business potential for Ensemble Consultants. It includes an acknowledgements section thanking those who contributed to the project, as well as sections on the company profile, vision and mission, services offered, research methodology used, data analysis, SWOT analysis, findings and conclusions.
- The document is an internship report submitted by Paras Taneja for their B.Tech in Civil Engineering at VIT University.
- Paras Taneja completed their summer internship at DLF Limited's CREST project in Gurgaon, India.
- The report provides details about DLF Limited, the CREST project, Paras' responsibilities and learning experiences in the Quality department, and the overall benefits of the internship.
Summer Internship Report on Developing business promotional strategies and ma...Kartik Mehta
Mumbai University Black book of summer internship report on the topic of developing business promotional strategies and marketing through digital media and social media marketing.
Digital media are any media that are encoded in a machine-readable format. Digital media can be created, viewed, distributed, modified and preserved on computers.
1) The document is a summer training project report submitted by Rajneesh Singh to Kasturi Ram College of Higher Education to fulfill the requirements for a Bachelor of Business Administration degree.
2) The report focuses on the role played by Sharekhan Limited in the financial market. Rajneesh Singh completed a summer training project under the guidance of Rajesh Antil, a regional sales manager at Sharekhan Securities Pvt. Ltd.
3) The report includes certificates of attendance and completion, an acknowledgement section thanking those who provided advice and support during the training period, as well as the body of the summer training project report.
Market potential of bsnl's broadband services in puneSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document provides details about Praveen Kumar Pandey's summer internship project at Bharti AXA Life Insurance Co. Ltd. It includes an introduction to the insurance industry and Bharti AXA, the objectives of the project, methodology used which was a questionnaire, and outlines of the report chapters which will cover the company profile, research methodology, findings, conclusion and recommendations.
The document summarizes a research study conducted on the logistics system of Mine Line Pvt. Ltd. The study found that the company spends around Rs. 2300000 annually on transportation costs to ship goods to various locations in India. Currently, Mine Line uses a point-to-point transportation model which has disadvantages like reduced frequency and higher costs with increasing destinations. To reduce costs, the study recommends Mine Line adopt a hub-and-spoke model and utilize warehouse hubs, which would make transportation more efficient and decrease costs compared to the current point-to-point system.
Dear Student,
This is from the Student Counseling Cell of National Institute of Business Management , Chennai in response to the enquiry raised by you regarding MBA .
Here are the key points about non-banking financial companies (NBFCs) in India:
- NBFCs are financial institutions that provide banking services without meeting the legal definition of a bank. They do not hold a banking license.
- NBFCs are regulated by the RBI or SEBI and conduct business activities similar to banks like lending, acquiring securities, leasing, etc. but cannot accept demand deposits.
- Unlike banks, deposits with NBFCs are not insured by the DICGC. NBFCs also cannot issue checks to customers.
- NBFCs play an important role in expanding access to credit in rural and semi-rural areas where traditional banks have lacked presence.
A project report on dlw export procedure to non railway customer by anand kum...Anand Kumar Tiwari
The document provides information about Diesel Locomotive Works (DLW) such as its vision, management structure, products, export procedure, and details of locomotives exported. DLW manufactures diesel-electric locomotives for Indian Railways and exports. It has exported 105 locomotives to 11 countries following general export procedures involving obtaining export license, inspection, customs clearance, and arranging payment and transportation. The document gives an overview of DLW's operations and its role in exporting locomotives.
Front desk management system
Inventory: Room inventory management
Reservation: Online booking engine
Billing: Check in/out and billing
Report: MIS reports and analytics
CRM: Customer relationship management
Loyalty: Loyalty program management
3.5 Vision & Mission
Vision: To be the most preferred hotel management solution provider for small and
medium hotels globally.
Mission: To provide an easy to use, cost effective and feature rich hotel
management solution to help small and medium hotels run their business smoothly
and efficiently.
I B S P U N E Page 18
Chapter 4: PROJECT OVERVIEW
4.1 Targeted Area:
The project was carried out in 6 districts of
This document is a project report submitted by Sandeep Kumar Yadav to Mahamaya Technical University in partial fulfillment of an MBA degree. The report details a summer training project conducted at Edelweiss Broking Limited where the objectives were to promote demat and trading accounts, identify competitive advantages over other brokers, analyze customer satisfaction, and understand customer preferences. The report includes an executive summary, industry and company profiles, research methodology, data analysis, conclusions, and recommendations.
This document provides an introduction, acknowledgements, and executive summary for a project report on consumer attitudes toward celebrity and non-celebrity endorsements for Airtel. The introduction states that the project was assigned as part of an MBA curriculum to gain practical marketing knowledge. The acknowledgements thank various individuals and organizations for their support and contributions. The executive summary previews that the report will examine the effects of celebrity versus non-celebrity advertisements on consumer purchases of Airtel telecommunication services based on secondary research.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
This document provides an overview of a summer internship project conducted at Transport Corporation of India (TCI) to identify critical roles in TCI's Supply Chain Solutions (SCS) and Freight divisions and develop standard operating procedures (SOPs) for those roles. The project involved visiting TCI branches to observe processes and interview employees. Four critical roles were identified for SCS - warehouse picker, receipt team leader, dispatch team leader, and inventory team leader. Three critical roles were identified for Freight - supervisor for booking and delivery, branch head, and customer service hostess. The SOPs developed for the critical roles will be used to create training materials as part of a partnership between TCI and the National Skill Development
The project deals with learning of Business environment of education sector with prime focus on Business development of the organization & its products. It is followed by understanding consumer behavior & Competitor analysis which will benefit the organization by increasing its market share in the future. Thorough analysis of marketing strategies used by different organizations in the sector has been done.
This document provides information about a marketing research project conducted by Manish Ranjan Singh for his MBA degree, focusing on the neuromuscular blocker cisatracurium. It includes certificates of completion, originality, and from the company where the research was conducted. The research was conducted at Abbott India Ltd. to understand customer preferences for neuromuscular blockers and develop a medical positioning for the product cisatracurium in the Indian market.
The document discusses a project on the performance management system at Usha Martin Limited conducted by Shalini Pandey for her MBA program. It includes an executive summary, objectives, research methodology, background of the company, industry analysis, financial analysis, and details of the existing performance management system at Usha Martin Limited. The study analyzes various aspects of the performance management process through a survey of officers to understand its effectiveness.
The research methodology adopted for the project is as follows:
Research Design:
The research design adopted is descriptive research design. Descriptive research involves
describing the characteristics of the variables of interest in a situation or phenomenon. In this
study, the characteristics of prospects like their demographics, preferences, expectations etc. are
described.
Data Collection Method:
Both primary and secondary data was collected for the study.
Primary Data:
- A structured questionnaire was designed to collect primary data from prospects. The
questionnaire contained both open-ended and close-ended questions.
- A sample of 100 prospects was surveyed using the questionnaire.
Secondary Data:
- Secondary data was collected from the company
This document is a summer internship report submitted by three students - Ishita Desai, Hardik J. Shah, and Khushbu Shakrani - to Somlalit Institute of Management Studies. The report details a two month internship at toplocal.in, an online local business directory. The report includes an analysis of toplocal.in and the digital advertising industry in India, competitor analyses, research objectives and methodology, findings from retailer surveys, and recommendations to improve toplocal.in's entry-level strategy and sales. Key sections analyze toplocal.in's website and digital marketing presence, understand the retail market and retailer perceptions, and suggest promotional strategies.
The document provides details about an internship at NJ India Invest Pvt. Ltd., a privately owned financial products distribution company, including the company's growth profile with over 1,100 employees and 21,000 partners, the intern's responsibilities in business development and conducting market research, and lessons learned about teamwork, communication skills, and the mutual funds industry.
This document appears to be the beginning of an MBA project report for a marketing or retail topic. It includes an acknowledgement section thanking the project guide and colleagues for their support and guidance during the project. It was submitted in partial fulfillment of an MBA degree in marketing in 2014.
This document is a summer internship project report submitted by Krishna Bhawsar to Dexter Consultancy Pvt. Ltd. The report summarizes three projects worked on during the internship: 1) Optimizing the process of collecting water meter connection data in Ahmedabad to improve water supply, 2) Conducting a feasibility study of a mobile ordering app for different business sectors, and 3) Conducting a "dipstick study" of a client's product to understand why they were losing sales. The report includes the objectives, methodologies, findings, and recommendations for each project. It also acknowledges those who supported and guided the internship experience.
This document provides a project report on ascertaining the working capital requirements for Usha Martin Ltd. for the financial year 2012-13. It discusses the company profile, products, organizational structure, vision, mission and quality policy. It also outlines the history and milestones of the company since its inception in 1961. The report aims to analyze the profit and loss account and ascertain the working capital needs of the company for the given financial year.
This document appears to be a student's summer internship report analyzing and comparing the performance of different mutual funds and unit linked insurance plans (ULIPs) in India. The report was prepared by Krishma Sandesra for their MBA program at Sri Sri University under the guidance of Mr. Ravindra Jagasia, founder and financial advisor of Money Masters financial advisory firm. The report includes an introduction outlining the research objectives, questions and about the Money Masters company. It then discusses various types of mutual fund schemes and tools for analyzing fund performance before comparing mutual funds and ULIPs. The results and discussion section will analyze and suggest the best performing mutual funds and assess a client's portfolio.
Mr. Bilal Ahmed Butt was employed as a Trainee in Accounts at Polyester Business in Lahore from February 2006 to February 2007. During this time, his employer found him to be of good character, honest, hard working and dedicated. His employer wished him the best of luck in future endeavors.
The document contains three requests for adjournment or additional time related to tax assessment cases for RRB Consultants & Engineers Pvt. Ltd. for various assessment years. In the first request, the authorized signatory asks that a case scheduled for August 19, 2005 be adjourned to the first week of September due to the dealer being in the process of collecting forms from customers. In the second request, dated July 20, 2006, the authorized signatory asks that an appeal case scheduled for July 25, 2006 be adjourned as the company's counsel will be out of station. In the third and final request dated September 4, 2008, the authorized signatory asks that an assessment case be adjourned for
The document summarizes a research study conducted on the logistics system of Mine Line Pvt. Ltd. The study found that the company spends around Rs. 2300000 annually on transportation costs to ship goods to various locations in India. Currently, Mine Line uses a point-to-point transportation model which has disadvantages like reduced frequency and higher costs with increasing destinations. To reduce costs, the study recommends Mine Line adopt a hub-and-spoke model and utilize warehouse hubs, which would make transportation more efficient and decrease costs compared to the current point-to-point system.
Dear Student,
This is from the Student Counseling Cell of National Institute of Business Management , Chennai in response to the enquiry raised by you regarding MBA .
Here are the key points about non-banking financial companies (NBFCs) in India:
- NBFCs are financial institutions that provide banking services without meeting the legal definition of a bank. They do not hold a banking license.
- NBFCs are regulated by the RBI or SEBI and conduct business activities similar to banks like lending, acquiring securities, leasing, etc. but cannot accept demand deposits.
- Unlike banks, deposits with NBFCs are not insured by the DICGC. NBFCs also cannot issue checks to customers.
- NBFCs play an important role in expanding access to credit in rural and semi-rural areas where traditional banks have lacked presence.
A project report on dlw export procedure to non railway customer by anand kum...Anand Kumar Tiwari
The document provides information about Diesel Locomotive Works (DLW) such as its vision, management structure, products, export procedure, and details of locomotives exported. DLW manufactures diesel-electric locomotives for Indian Railways and exports. It has exported 105 locomotives to 11 countries following general export procedures involving obtaining export license, inspection, customs clearance, and arranging payment and transportation. The document gives an overview of DLW's operations and its role in exporting locomotives.
Front desk management system
Inventory: Room inventory management
Reservation: Online booking engine
Billing: Check in/out and billing
Report: MIS reports and analytics
CRM: Customer relationship management
Loyalty: Loyalty program management
3.5 Vision & Mission
Vision: To be the most preferred hotel management solution provider for small and
medium hotels globally.
Mission: To provide an easy to use, cost effective and feature rich hotel
management solution to help small and medium hotels run their business smoothly
and efficiently.
I B S P U N E Page 18
Chapter 4: PROJECT OVERVIEW
4.1 Targeted Area:
The project was carried out in 6 districts of
This document is a project report submitted by Sandeep Kumar Yadav to Mahamaya Technical University in partial fulfillment of an MBA degree. The report details a summer training project conducted at Edelweiss Broking Limited where the objectives were to promote demat and trading accounts, identify competitive advantages over other brokers, analyze customer satisfaction, and understand customer preferences. The report includes an executive summary, industry and company profiles, research methodology, data analysis, conclusions, and recommendations.
This document provides an introduction, acknowledgements, and executive summary for a project report on consumer attitudes toward celebrity and non-celebrity endorsements for Airtel. The introduction states that the project was assigned as part of an MBA curriculum to gain practical marketing knowledge. The acknowledgements thank various individuals and organizations for their support and contributions. The executive summary previews that the report will examine the effects of celebrity versus non-celebrity advertisements on consumer purchases of Airtel telecommunication services based on secondary research.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
This document provides an overview of a summer internship project conducted at Transport Corporation of India (TCI) to identify critical roles in TCI's Supply Chain Solutions (SCS) and Freight divisions and develop standard operating procedures (SOPs) for those roles. The project involved visiting TCI branches to observe processes and interview employees. Four critical roles were identified for SCS - warehouse picker, receipt team leader, dispatch team leader, and inventory team leader. Three critical roles were identified for Freight - supervisor for booking and delivery, branch head, and customer service hostess. The SOPs developed for the critical roles will be used to create training materials as part of a partnership between TCI and the National Skill Development
The project deals with learning of Business environment of education sector with prime focus on Business development of the organization & its products. It is followed by understanding consumer behavior & Competitor analysis which will benefit the organization by increasing its market share in the future. Thorough analysis of marketing strategies used by different organizations in the sector has been done.
This document provides information about a marketing research project conducted by Manish Ranjan Singh for his MBA degree, focusing on the neuromuscular blocker cisatracurium. It includes certificates of completion, originality, and from the company where the research was conducted. The research was conducted at Abbott India Ltd. to understand customer preferences for neuromuscular blockers and develop a medical positioning for the product cisatracurium in the Indian market.
The document discusses a project on the performance management system at Usha Martin Limited conducted by Shalini Pandey for her MBA program. It includes an executive summary, objectives, research methodology, background of the company, industry analysis, financial analysis, and details of the existing performance management system at Usha Martin Limited. The study analyzes various aspects of the performance management process through a survey of officers to understand its effectiveness.
The research methodology adopted for the project is as follows:
Research Design:
The research design adopted is descriptive research design. Descriptive research involves
describing the characteristics of the variables of interest in a situation or phenomenon. In this
study, the characteristics of prospects like their demographics, preferences, expectations etc. are
described.
Data Collection Method:
Both primary and secondary data was collected for the study.
Primary Data:
- A structured questionnaire was designed to collect primary data from prospects. The
questionnaire contained both open-ended and close-ended questions.
- A sample of 100 prospects was surveyed using the questionnaire.
Secondary Data:
- Secondary data was collected from the company
This document is a summer internship report submitted by three students - Ishita Desai, Hardik J. Shah, and Khushbu Shakrani - to Somlalit Institute of Management Studies. The report details a two month internship at toplocal.in, an online local business directory. The report includes an analysis of toplocal.in and the digital advertising industry in India, competitor analyses, research objectives and methodology, findings from retailer surveys, and recommendations to improve toplocal.in's entry-level strategy and sales. Key sections analyze toplocal.in's website and digital marketing presence, understand the retail market and retailer perceptions, and suggest promotional strategies.
The document provides details about an internship at NJ India Invest Pvt. Ltd., a privately owned financial products distribution company, including the company's growth profile with over 1,100 employees and 21,000 partners, the intern's responsibilities in business development and conducting market research, and lessons learned about teamwork, communication skills, and the mutual funds industry.
This document appears to be the beginning of an MBA project report for a marketing or retail topic. It includes an acknowledgement section thanking the project guide and colleagues for their support and guidance during the project. It was submitted in partial fulfillment of an MBA degree in marketing in 2014.
This document is a summer internship project report submitted by Krishna Bhawsar to Dexter Consultancy Pvt. Ltd. The report summarizes three projects worked on during the internship: 1) Optimizing the process of collecting water meter connection data in Ahmedabad to improve water supply, 2) Conducting a feasibility study of a mobile ordering app for different business sectors, and 3) Conducting a "dipstick study" of a client's product to understand why they were losing sales. The report includes the objectives, methodologies, findings, and recommendations for each project. It also acknowledges those who supported and guided the internship experience.
This document provides a project report on ascertaining the working capital requirements for Usha Martin Ltd. for the financial year 2012-13. It discusses the company profile, products, organizational structure, vision, mission and quality policy. It also outlines the history and milestones of the company since its inception in 1961. The report aims to analyze the profit and loss account and ascertain the working capital needs of the company for the given financial year.
This document appears to be a student's summer internship report analyzing and comparing the performance of different mutual funds and unit linked insurance plans (ULIPs) in India. The report was prepared by Krishma Sandesra for their MBA program at Sri Sri University under the guidance of Mr. Ravindra Jagasia, founder and financial advisor of Money Masters financial advisory firm. The report includes an introduction outlining the research objectives, questions and about the Money Masters company. It then discusses various types of mutual fund schemes and tools for analyzing fund performance before comparing mutual funds and ULIPs. The results and discussion section will analyze and suggest the best performing mutual funds and assess a client's portfolio.
Mr. Bilal Ahmed Butt was employed as a Trainee in Accounts at Polyester Business in Lahore from February 2006 to February 2007. During this time, his employer found him to be of good character, honest, hard working and dedicated. His employer wished him the best of luck in future endeavors.
The document contains three requests for adjournment or additional time related to tax assessment cases for RRB Consultants & Engineers Pvt. Ltd. for various assessment years. In the first request, the authorized signatory asks that a case scheduled for August 19, 2005 be adjourned to the first week of September due to the dealer being in the process of collecting forms from customers. In the second request, dated July 20, 2006, the authorized signatory asks that an appeal case scheduled for July 25, 2006 be adjourned as the company's counsel will be out of station. In the third and final request dated September 4, 2008, the authorized signatory asks that an assessment case be adjourned for
This certificate confirms that [Name of candidate] is a pre-final or final year student at [Name of institute] pursuing a 4 or 5 year engineering degree in [Name of course]. The certificate is signed and dated by the Head of Department and includes the institute seal.
MRX was employed at XYZ CO as a DESG from July 2005 to March 2006. He was found to be sincere, hardworking, and prompt in completing assigned duties. MRX also coordinated with regional centers and institutes, and had strong computer skills. His reference writer believes MRX's potentials would be an asset to any future employer, and wishes him success and a bright future.
Income tax deduction certificate for tax returnsmiangee42
The document contains 7 requests from Commercial Construction Company (Pvt) Ltd to various departments requesting them to issue an income tax deduction certificate. The requests are signed by Sahibzada Muhammad Tariq Shah, Chief Executive of Commercial Construction Company, and refer to the company working for or using the services of the respective departments.
The document is a request for a State Fair Hearing. It instructs the reader to include their name, address, phone number, Social Security Number, and reason for requesting the hearing in their letter. It also notes that if someone is assisting with the request, their contact information should be included as well. It states that a decision could take up to 90 days, but if waiting that long poses a health risk, a doctor's letter explaining this should be provided to request an expedited hearing within 3 working days instead.
Handover is the process of transferring an ongoing call or data session from one cell to another. It involves measurement preprocessing, threshold comparisons, target cell list generation, and handover signaling. Key aspects of measurement preprocessing include measuring signal quality and level values on the serving and neighbor cells, averaging these values, and distinguishing between full and subset measurements when discontinuous transmission is used. The results are used to detect when handover criteria are met and determine the best target cell.
Guy Fielding, research director at Horizon2, is a Chartered Psychologist and Associate Fellow of the British Psychological Society specialising in interpersonal and organisational communication.
0601073 perception mapping of competitors product in the mind of customers Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Study the customer satisfaction ratio and viewsSupa Buoy
This document provides an overview of ICICI Bank, including its history, products, services, and leadership. It traces ICICI Bank's origins back to 1955 with the founding of ICICI, which later merged with ICICI Bank in 2002. The summary highlights that ICICI Bank is now India's second largest bank, offering a wide range of banking products and services to both corporate and retail customers through various channels.
0601012 fundamental aanalysis on icici bankSupa Buoy
This document provides a summary of a student project report on fundamental analysis of ICICI Bank Ltd. The objectives of the study were to understand fundamental analysis concepts/techniques and evaluate ICICI Bank's performance relative to its financials. Primary data was collected through observations during a 2-month internship. Secondary data came from RBI publications, magazines, newspapers, and the internet. The report analyzed India's economic growth trends in 2006-07 and ICICI Bank's profile and financial data to evaluate the company's stock market performance based on its fundamentals. Limitations included a focus only on ICICI Bank and limited available information sources.
This document discusses income distribution and poverty in the United States. It shows that income inequality has increased over time, with the richest 20% of households receiving 50% of all income in 2008, up from 43.7% in 1980. The poorest 20% saw their share decrease. Factors that influence income differences include education levels, number of earners per household, and marriage trends. Government programs aim to reduce poverty through social insurance programs like Social Security and means-tested assistance programs. While poverty among the elderly has declined, it remains higher for female-headed households and minority groups.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document discusses the roles of households, firms, and government in a market economy. It explains that households supply resources like labor and capital to produce goods, demand goods and services to maximize utility, and have evolved from self-sufficient farm households to more specialized urban households. Firms specialize production to be more efficient and take different forms like sole proprietorships and corporations. While markets are typically efficient, government intervenes to address issues like public goods provision, externalities, and inequality.
Identifying business potential for ensemble consultantsSupa Buoy
The document appears to be a project report submitted by Saurabh Parmar for his MBA degree, which analyzes competitors and identifies business potential for Ensemble Consultants. It includes an acknowledgements section thanking those who contributed to the project, as well as sections on the company profile, vision and values of Ensemble Consultants, their services, research methodology, data analysis, SWOT analysis, findings and recommendations. The report was done under the guidance of Prof. Smita Sovani at Vishwakarma Institute of Management.
Yuval Schwabe has 19 years of experience in the IT industry leading large-scale IT delivery operations and managing vendors globally. He discusses 10 common IT challenges in global organizations, including communication, cultural diversity, improving service desk functions, and ensuring delivery agility and flexibility. Schwabe emphasizes the importance of continual service improvement, customer obsession, and creating value for customers through innovative cloud services and technologies.
SMARTVT is a nonprofit organization that provides career support to professionals and consulting services to businesses. It helps professionals transition to new opportunities by developing skills, networking, and marketing their value proposition. It also fills businesses' resource needs by matching them with skilled consultants from its membership on projects involving areas like business planning, engineering, and human resources. Members have over 1,000 years of combined experience in dozens of industries. SMARTVT assists both individuals and the local economy during career and business changes.
The document describes the services offered by PKC Advisory, which include strategy consulting, performance enhancement, transaction support, process consulting, financial advisory, and people & organization consulting. PKC Advisory provides these services across various industries and geographic regions. They aim to deliver high-quality work through collaborative partnerships with clients, with a focus on knowledge transfer and building long-term relationships. PKC Advisory has over a decade of experience in the Middle East and draws from a team with strong academic and industry backgrounds.
This document provides an overview of ADBOK Technology India Pvt. Ltd., a wealth advisory firm that serves as a "Multi Family Office" for high net-worth individuals. It discusses the company's mission, vision, and services which include tax planning, property advisory, mutual funds advisory, wealth management, retirement and estate planning, business loan assistance, investment and portfolio management, and insurance advisory. The document also includes a SWOT analysis, noting strengths such as experienced consultants, corporate tie-ups, and a solution-focused approach, as well as weaknesses around IT infrastructure, marketing, and formal training programs.
Summer internship project on mutual funds awarenessDeepika ..
This document is a project report submitted by Lucky, roll number GU-2016-0245, to partial fulfillment of the requirements for a Master of Business Administration degree from GNA University, Phagwara. It includes a declaration by Lucky that the report is their original work, a certificate by the guide Mr. Ashutosh Sarna confirming the project fulfills requirements, and acknowledgements. The report is on the topic of "People's Awareness of Mutual Funds" and contains various sections such as introduction, organization structure, methodology, analysis, findings and suggestions, and conclusion.
Research report on affect of investment style on mutual fund performancePratap Kumar
This document provides an overview of a summer internship project report submitted to the Kejriwal Institute of Management & Development Studies. The report was completed by Pratap Kumar under the guidance of Prof. Athar Hussain Ansari. The report includes an acknowledgements section, table of contents, executive summary, and sections on the company profile, data analysis and interpretation, findings and conclusions. The project examines the impact of investment style on mutual fund performance. It provides background on mutual funds and their organization and workings. The report utilizes a questionnaire and analyzes the collected data to understand the terms, conditions and business strategies of leading stock broking companies.
This document provides an overview of the consulting services offered by PKC Advisory. It describes the various strategy, process, financial, people and transaction support consulting services. It also outlines the company's geographic coverage and sector expertise. Additional details provided include the company's philosophy of high quality work and knowledge transfer, advantages of their experience and network in the MENA region, credentials and experience of their team members, and positive testimonials from past clients.
A PROJECT REPORT ON BCL'S FINANCIAL WORKSHOP DESIGN(1)Antareep Mahapatra
The document provides an overview of Bajaj Capital Limited, a financial services company based in India. It discusses Bajaj Capital's mission, vision, and offerings which include investment products like mutual funds and insurance as well as financial planning services. The company aims to help clients protect and grow their wealth through reliable financial advice and solutions. The project involved conducting a survey of Bajaj Capital clients to understand their financial needs and develop targeted promotional strategies and products. Key activities included segmenting clients, designing promotional campaigns, and identifying opportunities to strengthen client relationships.
PwC Msia Trf Strategy Service Statement Sept 2012Naresh Alagan
This document from PwC discusses transformational strategy and how they can help organizations through transformation journeys. It provides an overview of the challenges modern organizations face and how carefully calibrated transformation strategies are needed. PwC offers services to help organizations formulate, validate, and implement strategies from developing business cases to strategic planning to change management. The document includes examples of work PwC has done with clients and profiles some of PwC's team members with relevant experience.
Precisia Global Business Services OPC Pvt Ltd is a strategy consulting, transaction advisory and implementation assistance firm founded in 2014. It provides customized solutions to meet client needs in consulting, finance, and implementation assistance. The company has experience in management consulting, private equity, financing, and technology advisory across multiple sectors. It aims to create a network of small consulting firms to provide collaborative solutions to clients.
specialist corporate advisory and corporate finance services in the industrial technology, robotics, advanced materials and technology & advanced manufacturing
SSCG Consulting Practice support clients to navigate the complex issues and challenges impacting their businesses and the rapidly evolving industries and markets they operate in. We bring a sharp perspectives, diverse experience working in different global markets and insights.
NP Group is a global talent acquisition firm focused on sourcing technology professionals. It has three core service lines: executive search and permanent hiring solutions; recruitment process outsourcing (RPO) for temporary hiring; and strategic workforce resourcing. The document provides an overview of NP Group's services, growth story since 1998, leadership team, and client stories highlighting projects for Misys and Capco.
Cushman & Wakefield is a leading global real estate services firm with over 600 industrial experts worldwide. They provide agency leasing services to effectively attract and retain creditworthy tenants, minimize downtime, and maximize client returns on investment. Through insightful marketing, quality collateral, and top professionals, Cushman & Wakefield leased more industrial space than any other firm in the U.S. over the past two years. They deliver tailored solutions through in-depth market and property analyses, strategic positioning and pricing advice, comprehensive marketing and leasing strategies, and aggressive negotiations.
The document describes a consortium of engineers, architects, assessors and management consultants that offers holistic design solutions. It is promoted by two charitable trusts and provides services related to business efficiency optimization, quality of life research, business process engineering, sustainability assurance, and more. The services are aimed at helping organizations, people and businesses improve processes, capture value, and eliminate inefficiencies. Contact details are provided at the end.
Since 2004 LCC Asia Pacific has delivered specialist investment banking & strategic advisory services to corporates, financial sponsors & governments – in particular in the areas of M & A and growth strategies.
LCC Asia Pacific is a specialist firm and not generalist. We specialise in engineering innovation areas which include specifically supporting the emerging Australian Space Industry sector.
Learn more on the firm at www.lccasiapacific.com
Peregrine Falcon Consultancy provides specialized outsourcing services including loan administration, management consultancy, financial consultancy, recovery and bankruptcy services, and legal services. It consists of professionals with experience in fields like accounting, engineering, law, and management. The company aims to be a single window solution for clients' outsourcing needs and emphasizes outstanding client services and cost effectiveness.
GulfBankers is a leading executive recruitment firm in the Middle East that has been operating since 1997. It provides various talent management services including executive recruitment, assessment, and coaching. GulfBankers recruits more than 2,000 senior level candidates each year for clients in banking, finance, and other sectors. It has offices in the UAE, Bahrain, and Egypt and covers the entire Middle East region. The document discusses GulfBankers' services and provides contact information.
GulfBankers is a leading executive recruitment firm in the Middle East that has been operating since 1997. It provides various talent management services to banking and financial clients, including executive recruitment, assessment services, and HR consulting. GulfBankers has offices in Dubai, Bahrain, and Egypt and conducts over 2,000 senior level searches per year for clients across the GCC and Middle East regions. It aims to connect clients to the best executive talent through an extensive network and proven search process.
Similar to 0601096 resume management in recruitement process (20)
To study how nirmal healthcare products pvt. ltd. can strengthen their place ...Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
To map brand performance of videocon brand and competition for colour televis...Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The role of integrates marketing communications in life insurancetSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Study of procedural aspects of cng valve productionSupa Buoy
This document provides a project report on the procedural aspects of CNG valve production at Vanaz Engineers Limited. It includes an acknowledgement, index, executive summary, objectives and scope, company profile, research methodology, theoretical background, details about CNG valves, production process, vendor performance analysis, quality assurance and inspection, testing, assembly, packaging and dispatch, marketing, ERP system, limitations, conclusion, and recommendations. The report aims to understand the functioning and responsibilities of different departments involved in CNG valve manufacturing at Vanaz, including procedures, documentation, and information flow.
Study of material flow and procurement control systems of materialSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Study of market potential for enterprise messaging solutionSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Study of effectiveness of distribution channelSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Study of cng and lpg based vehicle system in pune and ahmedabadSupa Buoy
This document is a project report on studying CNG and LPG-based vehicle systems in Pune and Ahmedabad, India. It includes an executive summary, objectives, theoretical background on alternative fuels, research methodology, data analysis, findings, limitations, conclusions, and recommendations. The project involved surveying officials, organizations, auto drivers, and the public in both cities to understand the infrastructure, costs, technical aspects, and public acceptance of converting to CNG and LPG vehicles. The data analysis section provides details on the CNG supply and distribution system in Ahmedabad as an example. The report provides an in-depth examination of introducing natural gas as a transportation fuel alternative.
Standardisation of ilr format and ilr for isv in usaSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Spend analysis of leaf springs procurementSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Market potential survey for low temp. absorption refrigeration system in wes...Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Market analysis and potential marketsize for taco autocomponents aftermarket ...Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Find out potential market for industrial burners and gas systemsSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Exploring market potential of ammonia absorption refrigeration plant in ferti...Supa Buoy
The document is a project report on exploring the market potential of ammonia absorption refrigeration plants in the fertilizer industry. Some key points:
- The report was submitted to the University of Pune by Atul Arvind Bichkar in partial fulfillment of an MBA degree.
- The project was carried out for Transparent Energy Systems Pvt. Ltd. to determine the market potential for their novel ammonia absorption refrigeration technology in the fertilizer industry.
- The document includes sections on the company profile, theoretical background of ammonia absorption refrigeration, research methodology, analysis and findings, and recommendations.
Estimation of market size and potential of fibre cement boards for mumbai marketSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Customer overview of retail outlets hpcl vs. reliance Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Comparitive study of online share trading account and market potential of il&...Supa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Business development cdm in wind enegry sectorrSupa Buoy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Satta matka fixx jodi panna all market dpboss matka guessing fixx panna jodi kalyan and all market game liss cover now 420 matka office mumbai maharashtra india fixx jodi panna
Call me 9040963354
WhatsApp 9040963354
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Call8328958814 satta matka Kalyan result satta guessing➑➌➋➑➒➎➑➑➊➍
Satta Matka Kalyan Main Mumbai Fastest Results
Satta Matka ❋ Sattamatka ❋ New Mumbai Ratan Satta Matka ❋ Fast Matka ❋ Milan Market ❋ Kalyan Matka Results ❋ Satta Game ❋ Matka Game ❋ Satta Matka ❋ Kalyan Satta Matka ❋ Mumbai Main ❋ Online Matka Results ❋ Satta Matka Tips ❋ Milan Chart ❋ Satta Matka Boss❋ New Star Day ❋ Satta King ❋ Live Satta Matka Results ❋ Satta Matka Company ❋ Indian Matka ❋ Satta Matka 143❋ Kalyan Night Matka..
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
1. 1
A Project Report
On
"Resume Management in Recruitment Process”
For
"Cushman & Wakefield (India) Pvt. Ltd.”
By
"Chetna Gupta"
Under the guidance of
"Prof. V. Gote"
Submitted to
"University of Pune"
In partial fulfillment of the requirement for the award of the degree of
Master of Business
Administration (MBA)
Through
Vishwakarma Institute of Management
Pune-48.
2. 2
ACKNOWLEDGEMENT
Talent and capabilities are of course necessary but good guidance and opportunities
are two very important things without which no person can climb those infant ladders
towards progress.
I am really thankful to Cushman & Wakefield (India) Pvt. Ltd. for giving me the
permission to carry out my summer internship in their esteemed organization.
I wish to express my deep sense of gratitude to the management and staff of Cushman
& Wakefield (India) Pvt. Ltd., especially to Mr. Divyajit Snehi (National Head, HR)
for the support, cooperation, and briefings they provided during internship to make it
a success.
I express my sincere thanks to my project guide Professor V. Gote for providing me
her valuable time and fruitful guidance. I extend my sincere thanks to Dr. Sharad
Joshi Director, Vishwakarma Institute of Management, Pune, for his valuable advice
and guidance.
Last, but not the least, I am really dearth of words to venerate my parents whose
steady efforts and motivation helped me to accomplish this work successfully.
Chetna Gupta
3. 3
TO WHOMSOEVER IT MAY CONCERN
This is to certify that Miss. Chetna Gupta is a bonafide student of our institute. She has
successfully carried out her summer project on “Resume Management in Recruitment
process” at Cushman & Wakefield (India) Pvt . Ltd. This is the original study of Miss. Chetna
Gupta and important sources of data used by her have been acknowledged in this report.
The report is submitted in partial fulfillment of two yrs full time course on Master of
Business Administration (M.B.A) 2006-2008 as per the rules.
Prof. V. Ghote Dr. Sharad Joshi
(Project Guide) (Director)
TITLE INDEX
4. 4
S. No Topic Page No
1 Executive Summary 1-3
2 Company Profile 4-15
3 Objectives & Scope of the Project 16-18
4 Research Methodology 19-20
5 Theoretical Background 21-42
6 Data Analysis & Interpretation 43-61
7 Findings 62-64
8 Conclusion & Recommendations 65-66
9 Limitation 67-68
10 Bibliography 69-70
LIST OF TABLES AND CHARTS
5. 5
Sr. No. Table No. Table/ Chart Page No.
1 2.1 Services of Cushman& Wakefield 6
2 2.2 Organisational Structure 11
3 2.3 Branches 12
4 5.1 Elements in Selection process 40
5 5.2 Steps in the Selection process 41
6 6.1 Advertisement placed in Times Of India 45
7 6.2 No. Of Applications Recvd from different cities 53
8 6.3 Bangalore applications segregated on the basis of
designations
54
9 6.4 Chennai applications segregated on the basis of
designations
55
10 6.5 Cochin/ Goa applications segregated on the basis of
designations
56
11 6.6 New Delhi applications segregated on the basis of
designations
57
12 6.7 Ahmedabad applications segregated on the basis of
designations
58
13 6.8 Hyderabad applications segregated on the basis of
designations
59
14 6.9 Kolkata applications segregated on the basis of
designations
60
15 6.10 Mumbai applications segregated on the basis of 61
6. 6
designations
16 6.11 Pune applications segregated on the basis of
designations
62
_______________________________________
CHAPTER -1
EXECUTIVE SUMMARY
________________________________________
7. 7
EXECUTIVE SUMMARY
In today’s complexity manpower is given more importance and therefore getting the
efficient manpower and selecting them is of utmost importance. The employees
serving in the company are the most important elements and that is why recruitment
process becomes very important in the long run.
This project is titled as “Study of Effectiveness of Recruitment and Selection process
& Resume Management”, is to find out the different aspects of Recruitment process
and Selection process.
Cushman & Wakefield is a professional real estate advisory firm that provides
businesses, institutions and individuals with integrated solutions to complex real
estate needs in virtually every major market around the world. Our multi-skilled
teams are connected by technology and other essential resources.
The dramatic expansion of their capabilities in Asia Pacific has been achieved by their
investment in people, training and technology. At Cushman & Wakefield, we
recognize that exceptional talent and local market knowledge are essential. The
combination of the best-in-class professionals and their unparalleled capabilities has
8. 8
created a new standard for real estate services in Asia Pacific. They are working
faster, better, and smarter, producing solutions that enable clients to capitalize on real
estate as a competitive advantage.
Cushman & Wakefield has been meeting the complex, changing needs of businesses
and institutions in the United States and around the globe for around 90 years.
10. 10
OVERVIEW OF THE COMPANY
The company started its operations in India in 1997, being the first real estate service
provider to be granted permission by the government of India to operate as a wholly
owned subsidiary. With Michael Thompson as the CEO, Asia Pacific, and Sanjay
Verma as the Executive Managing Director, South Asia, the company has a long way
to go because of the recent upsurge in the real estate sector in India
C&W extraordinarily talented and creative people deliver results worldwide for
owners, occupiers, and investors. They recruit, retain, and train the most experienced
and talented professionals, then give them the flexibility and global platform needed
to add value. They assist clients in every stage of the real estate process, representing
them in the buying, selling, financing, leasing, managing and valuing of assets, and
providing strategic planning and research, portfolio analysis, site selection and space
location, among many other advisory services. By continually seeing past the
immediate "deal" and instead determining the highest and best use of property in
every situation, in every corner of the world, they provide the greatest maximum
opportunity for owners, occupiers, and investors, as well as our communities and
society as a whole.
11. 11
Cushman & Wakefield delivers comprehensive solutions to complex business and real
estate needs locally, nationally and around the world & provides highest quality, most
knowledgeable real estate thinking, advice and service, efficiently coordinated and
delivered through our worldwide offices and global technology platform
SERVICES
The services offered by Cushman & Wakefield India are clearly depicted by the
following figure and are as follows:
Consultancy Services
Transaction Services
Capital Markets
Client Solutions which includes Project Management & Facilities
Management.
12. 12
Fig 2.1 Services of Cushman & Wakefield (India) Pvt. Ltd.
Consultancy Services
Extensive study and analysis of the real estate sector are prerequisites to making
important business decisions, especially in an unorganized market like India. Serving
each client’s specific needs, the Consultancy team works closely with the senior
management to ensure the achievement of specific real estate objectives, thus making
them the backbone of Cushman & Wakefield India’s operations
Scope of Services:
Trends & Market Analysis
Market Entry and Benchmarking Studies
Financial / Market Feasibility Studies
Location/ Re-location Analysis
13. 13
Portfolio Analysis & Re-engineering
Market/ City Reports and Space Audits
Appraisal & Valuation
Strategic Accommodation Plans
Demographic Studies
Transaction Services
The Transaction Services team assists reputed corporate and local landlords by
optimally positioning and marketing properties and unlocking hidden opportunities
for their clients.
i). Commercial
ii). Tenant Strategies & Solutions (TSS)
iii). Residential
iv). Industrial
v). Retail.
Capital Markets Group
The Capital Markets Group at Cushman & Wakefield help clients identify
opportunities in the realm of Property Development, Corporate real estate, Finance &
Investment. They assist in the development of unique strategies for re-positioning the
property portfolio so as to positively impact the client’s balance sheet and
demonstrate real economic value-adds.
Scope of Services:
Capital Placement
14. 14
Investment Sales
Valuation & Advisory Services
Strategic Consulting
Debt Syndication
Client Solutions
In recognition of the changing demands of major corporations in the South Asian
region, Cushman & Wakefield has designed a unique program that assists its clients in
Reducing Costs
Increasing Shareholder Value
Enhancing the service to its growing business units across the sub- continent
The team is dedicated to achieving the client’s real estate objectives in order to
optimize the utility of their real estate assets.
Scope of Services:
Strategic Accommodation Planning
Strategic Advisory
Financial Planning & Business Care Analysis
Account Management & Portfolio Analysis
Client First Program
Asset Services: Project Management, Facility Management, Property
Management
Portfolio Administration
Project Management-Client Solutions/Development/Industrial/Infrastructure
15. 15
Cushman & Wakefield has established their Project/Facilities Management division to
provide dedicated development consultancy, project management and facilities
management expertise.
Project Management – This group manages planning and execution of office
and industrial work environments. Their professionals provide expert solutions
to their clients’ right from site evaluation to occupancy.
Facilities Management – Clients increasingly are outsourcing their Facilities
management. C&W offers complete FM services including maintenance &
engineering solutions, soft services like front office and helpdesk, mail
management, transport management and purchasing management solution
VISION
We are the firm of choice - a real estate advisor and principal - the global standard for
knowledge, service, and execution.
MISSION STATEMENT
Cushman & Wakefield is a global real estate services firm dedicated first and
foremost to our clients, we employ the most talented professionals and invest in
superior resources and technologies to provide our clients with innovative advice and
bottom-line results.
VALUES
These values govern all that Cushman & Wakefield does:
Our CLIENTS come first
16. 16
Our foremost standard of conduct is INTEGRITY
Every employee is a TEAM member and contributes to our success
Individually and collectively striving to achieve EXCELLENCE in
everything we do
Treating each other and our clients with RESPECT and DIGNITY
CITIZENSHIP - A commitment to the communities in which we live and
work
Realize the value in actively recruiting, developing, and mentoring talented
individuals of DIVERSE cultures and backgrounds
PROFITABILITY - Drives our ability to invest, improve, and succeed
ORGANAISTIONAL STRUCTURE
Sitara Achreja
National Head
Corp. Communication
Singh Snehi
National Head
HR
Pankaj Sharma
Chief Financial Officer
Mukesh Sahni
Senior Manager
Information Technology
Sanjay Verma
Exec. Managing Director
South Asia
Anurag Mathur
Deputy Managing Director
Sanjay Dutt
Deputy Managing Director
Charu Thapar
Exec. Director
Facility & Property Mngmnt .
TRANSACTION SERVICES TRANSACTION SERVICES TRANSACTION SERVICES CONSULTANCY SERVICES
National Head
Corp. Communication
i
National Head
HR
Chief Financial Officer
Senior Manager
Information Technology
Exec. Managing Director
South Asia
Deputy Managing Director Deputy Managing Director
Exec. Director
Facility & Property Mngmnt .
National Head
Client Solutions–
Project Management
PROJECT MANAGEMENT
National Head
Industrial & Infrastructure–
Project Management
PROJECT MANAGEMENT
National Head
Development–
Project Management
PROJECT MANAGEMENT
National Head
Audit & Operations
PROJECT MANAGEMENT
Associate Director
India
FACILITIES MANAGEMENT
Associate Director
India
PROPERTY MANAGEMENT
l
Regional Manager
Client Solutions
India
CLIENT SOLUTIONS
18. 18
In India, Cushman & Wakefield operates from 8 branch offices in New Delhi,
Bangalore, Kolkata, Mumbai, Chennai, Hyderabad, with its Head Office at Gurgaon.
MAJOR COMPETITORS
Jones Lang LaSalle Meghraj
19. 19
Jones Lang LaSalle Meghraj is the Indian operations of Jones Lang LaSalle, a real
estate money management and services firm named to FORTUNE magazine's "100
Best Companies to Work For" and Forbes magazine's "400 Best Big Companies".
It is one of the premiere and largest Real Estate Services Company in India, with an
extensive geographic footprint across ten cities (Delhi, Mumbai, Bangalore, Pune,
Chennai, Hyderabad, Kolkata, Kochi, Chandigarh and Coimbatore) and staff strength
of over 2800.
Globally, Jones Lang LaSalle has approximately 160 offices worldwide and operates
in more than 450 cities in over 50 countries. The company provides investors,
developers, local corporate and multinational companies with a comprehensive range
of services including research, consultancy, transactions, project and development
services, integrated facility management, property management, capital markets,
residential, hotels and retail advisory. Jones Lang LaSalle has over 45 years of
experience in Asia Pacific.
With over 12,800 employees operating in more than 60 offices in 13 countries across
the region, the company is positioned to partner with clients to provide the quality
advice needed for making quality decisions.
Colliers Property Development Services Pvt. Ltd.
Colliers International is one of India’s most sought after Property Services Company.
With our extensive resources and excellent support infrastructure, our approach to our
customers and their projects is based on small teams, simple lines of communication
and a personal touch. In terms of turnover and market share, they are one of the top
three companies in our field, but they like to think the similarities with their
20. 20
competitors stop there. As a global affiliation of independently-owned real estate
services firms with 10,092 employees in 267 offices in 57 countries, they are able to
provide expert local real estate advice wherever their clients need them.
One of the first international property consultants to start operations in India in 1995,
with offices in Mumbai, Bangalore, Chennai, New Delhi, Pune and Gurgaon
Knight Frank India Pvt. Ltd.
Knight Frank India Pvt. Ltd. is a part of the Knight Frank Global Network. Knight
Frank India provides a comprehensive range of real estate relates services covering
residential, commercial, land, investments, hotels & leisure, valuation, advisory
services and facilities management. These services are provided through four offices
in Mumbai, Gurgaon, Bangalore and Pune.
Knight Frank India Pvt. Ltd. provides clients with expert advice on all real estate
related matters including clients who want to own, occupy, invest or sell properties.
Their key clients in India include: Deutsche Bank, HSBC, Maersk, Sony, SKF,
Barclays Bank, British Petroleum/Castrol, Tata Group, Novartis, Ingersoll-Rand,
Fulford, and many high net worth private individuals.
CB Richard Ellis/Trammel Crow India Pvt. Ltd.
CB Richard Ellis was the first independent international real estate consultancy to set
up offices in the Indian Sub-continent. Since its inception in New Delhi in 1994, the
Indian operations have grown to a network of offices in all major metropolitan cities,
providing services in the core areas of Strategic Consulting, Valuations/ Appraisals,
Agency Services, Asset Services and Project Management. Today, with over 800
21. 21
professionals, CB Richard Ellis South Asia is one of the leading real estate
consultants in the Indian subcontinent. .
Year of Establishment: 1994 (The first Real Estate consulting firm to set up
operations in India )
Offices in 6 cities and presence in over 30 cities across India (More than any
other real estate agency in India)
Over 800 dedicated professional staff and over 5000 seconded employees.
Over 500 Consulting Assignments undertaken in 70 cities in Indian sub
continent.
Experience with the Public and Private sector spanning industrial and
residential township developments, IT parks, office buildings, retail and
entertainment formats, resorts and hotels.
Represented Government of India in key disinvestment exercises.
Transacted more than 16 million sq. ft.
Over 17 million sq. ft. of projects under management
23. 23
Every project report is carried out with some specific OBJECTIVE in the mind.
Objective is basically the purpose behind conducting a project and unless the
objective is certain or specifically defined it is not understood what data has to be
collected. Objectives of the project are nothing but what is to be learned out of this
project report.
Specific objectives of this Project Report to understand:
Introduction to Recruitment and Selection
To know the present setup of recruitment and selection in Cushman &
Wakefield (India) Pvt. Ltd.
To know the recruitment and selection process of the organization
To have exposure to recruitment process
Whether the recruitment process and selection process are satisfactory
So in this project report I have made every effort to understand the above specified
objectives keeping in mind the present scenario of the Recruitment and Selection of
employees’ process and collect data.
OBJECTIVES OF THE STUDY
The main objective was to segregate the resumes on the locations basis.
Latter on, the basis of the designations, like SPM (Senior Project Manager),
SM/ Mng. Engg. Services (Senior Manager/ Manager Engineering Services),
PM (Project Manager), PC (Project Coordinator) and etc.
To capture the relevant information about the applicants.
The entire data has to be maintained in an excel file.
Selecting the pool of candidates for various designations.
24. 24
Scheduling the first face to face discussion.
Coordinating the interview.
Updating the master excel file.
SCOPE OF THE STUDY
I was at the initial stage of the recruitment. I was handling the entire pool of resumes.
SAMPLE SIZE
We have received more than 6500 resumes through the advertisement
26. 26
Research Methodology is a systematic method of discovering new facts or verifying
old facts, their sequence, inter-relationship, casual explanation and the natural laws
which governs them. Research Methodology explained by Redman and Mory is as
follows systematized effort to gain new knowledge “Research Methodology is
original contribution to the existing stock of knowledge making for its advancement.
It is the purist of truth with the help of study.”
The Research Methodology used in the Resume Management is listed below:
One to one checking of each and every resume.
Capturing relevant information about the applicants.
Segregated more than 6000 resumes.
Maintaining excel sheets accordingly.
Updating excel sheets on regular basis.
Seeking feedback from different locations and updating the data accordingly.
The format of excel file is given below.
S. No Name Position Location
Phone
No
Email
Id Previous Co Previous Position Status
28. 28
Operative Functions
The operative functions of HRM are related to specific activities of HRM, viz.
employment, development, and compensation and employee relations. Since the
human resource function is unique to each organization, the activities of each
organization differ from one organization to other organization. The various operative
functions are discussed below.
Employment
Employment is the first operative function of HRM. This involves procuring and
employing individuals with suitable knowledge, skills, experience and aptitude
necessary to perform various jobs. It includes functions such as job analysis,
recruitment, selection, placement and induction.
Job analysis
To ensure the satisfactory performance of an employee, his skills, ability and
motivation to perform a job must match the requirement of the job. A mismatch will
result in poor performance, absenteeism, turnover and other problems. Job analysis is
the process by which the tasks, which comprise the job, are determined and the skills
and abilities required to perform it successfully are identified. It involves:
i. Preparing job description
ii. Job specification,
iii. Job requirement and
iv. Employee specification so that HR can determine the nature, levels and
quantum of human resources required. Providing the guides, plans, and basis
29. 29
for job design and redesign. It also forms the basis for all operative functions
of HRM.
Recruitment
To a large extent, the effectiveness of an organization depends on the effectiveness of
its employees. Hence recruitment of human resource becomes a significant function
of HR. Recruitment is the process of seeking and attracting prospective candidate
against a vacancy in an organization. It involves:
i. Tapping the existing source of applicants and developing new sources;
ii. Identifying or creating new source of applicant;
iii. Stimulating and attracting the candidates to apply for job in the organization;
iv. Deciding the recruitment procedure.
Parameters of Recruitment
In recruitment and selection job analysis plays a significant role. Every organization first goes
through job analysis, job description and job specification. Firstly the organization frames its
own job analysis.
Job Analysis is a worker oriented job analytic approach that attempts to
describe the whole person on the job. This includes the functional, specific, content,
and adaptive skills needed by an individual to perform a job satisfactorily. Under the
job analysis process we identify and prepare the job description and job
specifications.
Job analysis includes the following steps:
a. Fundamental job description
b. Functional specification
30. 30
a. Fundamental job description
A complete job description should contain job identification information, a job
summary the job duties, accountabilities and job specifications or employment
standards information. Developing a comprehensive, accurate job description gives
the work unit the opportunity to determine if a reorganization of the work is
necessary, Confirm previously enacted changes to the job duties, Develop realistic
requirement for the position, including specific education and experience,
qualification, skills, or professional characteristics.
Fundamental Job description comprises of the information in these areas:
o Title
o Main tasks and key areas.
o Responsibilities.
b. Functional specifications
A functional specification is of equal importance to the job description. the person
specification details the skills, experience, abilities and expertise that are required to
do the job. It should be drawn up after the job description and, with the job
description, should inform the content if the advert.
The person specification should be specific, related to the job, and not unnecessarily
restrictive. The person specification must form part of the future particulars of a
vacancy along with the job description in order that applicants have a full picture of
what the job entails. Personal requirement and specifications for a particular job are
the personal knowledge, skills, aptitudes, and traits that are required for successful
performance. It includes knowledge and skills
31. 31
Selection
The purpose of employment selection is to choose the right candidate for a job. The
process of identifying and establishing the credential of candidate for a job to ensure
success is referred to as selection. This includes predicting the in-job performance of
candidates.
This deals with:
i. Scanning the application forms/CVs;
ii. Identifying and developing suitable and reliable testing techniques;
iii. Involving the line managers or respective departments;
iv. Evaluating the candidates and fixing their compensation and benefits;
v. Intimation to the candidates who could not make it to the process;
vi. Analyzing the candidate on the basis of the references produced by him/her;
vii. Evaluating the candidate through the pre employment medical test;
viii. Issuance of the offer letter.
Placement
After a selected candidate conveys his acceptance of the offer of employment made
by an organization, his placement has to be decided based on the needs of
organization and the individual. The individual’s location preference is also kept in
mind. The suitable candidate is negotiated upon the grade to the company. This is
based upon the candidate’s previous employment, the candidate’s experience, his / her
expectations and the organization’s budget for the concerned position. After making
all the negotiations, salary is offered to the selected candidate.
32. 32
Induction
Introducing a new employee to the organization, its business, the organization culture,
its values and beliefs and practices and procedures is termed as induction. It also
includes helping the employees to get acquainted with his new job and his task and
responsibilities. The new employee is oriented to all departments and relevant
locations through a scheduled and structured induction plan by the HRD Department.
The candidate is introduced to everybody in the office and his / her job starts from day
one itself.
33. 33
RECRUITMENT
STRATEGIC ISSUES IN RECRUITMENT:
A well designed and comprehensive requirement analysis is invaluable to
organizations well-being. Requirement analysis basically ensures the availability of
right resource in the right place to match the future organizational needs. Requirement
analysis can be defined as the process of ensuring the right number of qualifies
people, into right job at the right time to deliver the results in an efficient and
effective manner. The objectives are:
i. To maintain the required quantity and quality of human resources required.
ii. To plan to meet organizational human resources needs at the time of expansion or
diversification.
iii. To make contingent plans to handle sudden requirement and situations of shortfall.
One of the key strategic issues involved in the recruitment process are whether to
make or buy strategy, whether to have centralized or decentralized efforts, outsource
or retain in house. The other key issues involved are allocation of resource to the
recruitment functions, relative focus on internal v/s external sources and to make
choice of common and evaluation technique.
Recruitment Procedure
Recruitment is the process of seeking and attracting the right kind of people to apply
for a job in an organization. Recruitment in any organization is effected by various
internal and external factors. Internal factors include the recruitment policy, time and
cost constraints etc. External factors include the situations in the economy, job
34. 34
market, the industry etc. The recruitment policy of an organization effectively defines
and determines the pattern, the sources and the methods of recruitment of the firm.
A good recruitment policy is based on the organizations objectives, complies with the
government policy, and results in successful placement in the organization at the
minimum cost and time. It provides the basic framework in the form of guidelines
procedures and sources of recruitment. A good recruitment policy has to be flexible
and proactively respond to the changing market situation.
There are various sources of recruitment available for an organization. The
organization has to choose the most suitable ones depending on its recruitment needs
and its recruitment policy. The different sources are internal sources (recruitment
from within the organization) and external sources like campus recruitment,
advertisements, employment agencies, etc. the organization has to take into
consideration the relevance and effectiveness of each source before selecting the
sources for its recruitment program.
Recruitment strategies, objectives, policies and the sources and methods need to be
evaluated continuously to ensure their alignment with corporate strategies, objectives,
and policies. The effectiveness and efficiency of the recruitment tools and sources can
also be evaluated from time to time and changes made to match the current and future
recruitment needs of the organization.
Getting Resume
An organization will have a much greater choice in human resource if it
decides to go in for external recruitment. There are various methods of
recruiting from external sources some of which are discussed below.
35. 35
A. Internal sources:
Many organizations try and identify employees from within the organization to be
groomed to take on higher responsibilities. Internal recruiting is beneficial, as workers
know the firm culture, managers already know the workers and the internal;
advancement can motivate the employees. In today s technologically advanced world
many organizations depend on their HRIS. Some of the internal sources are discussed
below:
Job Posting
Openings are published on bulletin board (electronic or hard copy) or in lists available
to all employees. Interested employees must reply within a specified number of days
and they may or may not have to obtain the consent of immediate supervisors. This is
the process used by managers to provide information about job openings to
employees.
Employees Referrals
Employees working with an organization recommend their friends or acquaintances
for vacant position in the organization. This source is usually one of the most
effective of recruiting because many qualified people are reached at very low cost to
the company. In an organization with the large number if employees, this approach
can provide quite a large pool of potential organizational members. Employees
Referrals are the most reliable source of filling the vacant posts especially for the
lower and middle management.
36. 36
Temporary Talent pools
In Temporary Talent pools are created to meet out the unexpected demand of the
human resource in the organization.
Ex Employees
Organization can recruit their previous employees as they can prove to be reliable as
they knows about the organization policies and procedures and need not to be trained
and can easily adjust to the environment.
B. External sources:
To meet demands for talent brought about by business growth to seek fresh ideas or to
replace employees who leave organizations periodically turn to the outside labor
market. Managers look outside the firm for people who have not worked at the firm
before. Managers advertise in the news papers, hold open houses, recruit at
universities, and on the internet.
Newspaper Advertisements
Advertisements are placed in both newspaper and trade journals and three factors
influence the choice of this media- cost, profile of the readership and circulation.
Press advertisements are creative, attractive and contain all the information relating to
the job. Some factors affecting the design of advertisement are:
i. The image of the organization
ii. The nature of the job
iii. The chosen media
37. 37
iv. The predilection of the target market.
Employment agencies
Employment agencies have a popular image as suppliers of temporary office staff but
they too have changed their service in line with changes in the labor market and have
increased the range of occupations they cover. They are broadly classified into public
or state agencies, private agencies and head hunters.
Job Portals
The professional uses search firms to find suitably qualified candidates for the client
organizations. It relies on the network and relationships. Many recruiting firms now
specialize in targeted recruiting for many jobs. In which one fee provides a list of
candidates whose credential matches the job specifications and for an additional fee
they complete the search process.
Campus Visit:
Campus especially the reputed one turn into hunting grounds for organization looking
for fresh talent. These institutions offer placement services to their students by trying
to get some of the best companies in the market to their campus for recruitment.
Recruitment fairs
Recruitment fairs are the most suitable for the establishment of a new store, branch, or
unit inviting interested people to visit the location meet existing staff and talk about
the work as it enables information to be transmitted, questions answered and initial
assessment of potential applicants to be made.
38. 38
Short-listing
Short-listing is the transition phase between recruitment and selection. It is the stage
of where the total number of applicants is reduced to select group the employers
wishes to carry on the selection phase.
Short-listing has not been subjected to the came degree of research as some of the
other stages of recruitment and selection. In short- listing some basis are
prejudgments distort the fairness and quality of the decision.
Short- listing may comprise several stages depending on the number of application
received, the complexity of the job requirements and the sophistication of the
selection processes used by the organization.
A. WHO Short-lists
The most common way to educe the number of applications is to examine them in
order to construct a short-list.
a. The line manager
b. A member of personal staff.
c. A recruitment consultant
d. A team of selectors
Short-listing by individual
Short-listing by individual is a system in which the information of the prospective
employees is assed by the individuals so that errors of decision making could be
reduced. Short-listing by individuals system nee to ensure that application of the
criteria is consistent personal basis reduced. For this decision check list should be
39. 39
prepared which can help the human resource manager to examine a lot of application
and be reasonably confident that the same sorts of judgments about the criteria have
been made against predetermined factors.
Group short-listing
In group short-listing the applicants CVs are short-listed by the people working in
groups. In group short-listing some processes and system are needed to reduce the
negative effects of group dynamics and the introduction of side issues to ensure the
individuals involved uses the same explicit and implicit criteria.
Short-listing by several individuals separately
Short-listing by several individual separately is the process in which candidates
information are reviewed by different individuals separately so that the biases and
decision making errors could be reduced. Bit again some mechanism is needed to
ensure consistency but the effects of group pressure are removed this can b done by
integrating the opinion of the shortlist in a group setting or by one individual.
B. Short-listing the Process
Short-listing must be carried out independently by at least two people and
ideally, as many of the interview panel as possible.
Any member of staff, who may prejudice the outcome, should be excluded
from the short listing. For example, those with a close personal relationship
with one of the short listed candidates.
Short listing should always be carried out using the person specification so
that applications can be measured and assessed against criteria.
40. 40
Each criterion included in the person specification should be appropriate to the
position and measurable enabling short listing decisions to be made on the
basis of fact and not assumptions.
The use of short listing form is strongly recommended.
The form can be used by each person on the short listing panel to record their
individual assessment of each candidate and provide feedback to candidates.
Staff involved in short listing should use the person specification together with
the short listing form to indicate whether the applicants:
i. Fully meet the criteria (Shortlisted)
ii. Partly meet the criteria (Hold)
iii. Don t meet the criteria (Not Suitable)
If an interview panel have used short listing form, it is advisable to continue
using the form at the interview stage for the purpose of selection.
Short listing decisions must be based only on the information contained in the
application form that relates to the job description and person specification,
together with any other supporting information supplied by the candidate.
Information contained in the application form not relevant to the job should be
disregarded.
The attributes in the person specification must be consistently applied to all
candidates irrespective of the gender, ethnic origin , age, socio economic
background, disability, religious or political beliefs, family circumstances, or
other irrelevant factors.
41. 41
Some information can only be determined at the interview stage. Likewise
some criteria can only be assessed through alternative selection methods such
as group exercise presentations, tests etc. it is important therefore that the staff
involved in short listing should agree which attributes they are assessing, and
which ones they are not.
After the individual assessment if each application, the short listing panel
should meet with the intention of reaching and agreeing upon of whom to
short list.
Once the short list has been drawn up, candidates should be invited to interview. It is
important at this stage to find out if any candidate has any special needs for
equipment or assistance in reading and participating in the interview.
42. 42
SELECTION
The process of choosing the most suitable candidate for a job from among the
available applicants is called Selection. The selection procedure is concerned with
securing relevant information about an applicant. The information is secured in a
number of stages or steps.
The objective of selection process is to determine whether an applicant meets the
qualification for a specific job and to choose the applicant who is most likely to
perform well on the job.
It is the process of selecting the best candidate out of available and rejecting
unsuitable candidate. It is a negative process or a process of elimination. The principle
of right man for right job will be achieved when the selection process used is
scientific.
In selection mainly they carry three steps.
First there is a preliminary interview based on Resume and skills required. If they find
the candidate suitable they conduct the second round of interview. If he meets all the
specifications of the job than final the panel consisting of HR executive, GM and
other departmental head if required, takes interview. These interviews are conducted
mostly for Management trainees or for high post.
In all other cases to fill up the lower positions only HR Executives takes the interview
and he can select the candidate based on HR decision. Position for apprentice, for
clerical job is selected or filled up by HR executive only.
43. 43
Interviews Phases
Organizations use interview as an essential step in the selection process. An interview
helps in assessing the applicants profile and comparing it with the job profile for
suitability. Interview helps in assessing the candidate and validating the information
provided in his application. The other advantage of an interview is that it forms a part
of recruitment process.
Preliminary interview
Preliminary interviews are brief, first round interviews that aim to eliminate the
applicant who are obviously unqualified for the job. These interviews are generally
informal and unstructured. In an unstructured interview, the interviewer does not plan
the course of interview; instead the candidate is usually allowed to set the course of
the interview. These interviews gather the more obvious facts and information. They
enable the manager to quickly evaluate the interviewee on the basis of appearance and
the quality of communication.
Selection Interview
A selection or core interview is normally the interaction between the job applicants
and the line manager or experts, where the applicants job knowledge, skills, talent,
etc, are evaluated and ascertained. The suitability of the candidate for the job is
determined in this interview. A selection interview can be of the following types:
i. Formal/ Structured interview
A structured interview is very rigid in its structure and contents. It is based on
a thorough job analysis, which directs the flow of the interview. The
interviewer selects the questions to be asked and plans the interview in
44. 44
advance, to comprehensively cover all the areas related to the job and the
candidate. The questions are so framed as to cover all the pertinent aspects
ii. Unstructured interview
An unstructured interview, as the name suggests, has no predetermined
framework of questions and takes its own course depending on the responses
of the candidate and the interest of the interviewer. There are more open-
ended questions in an unstructured interview, in such type candidate remains
comfortable during this interview because the interactions tend to proceed
naturally.
Panel interview
In today’s organization where all functions are interdependent and every job involves
cross-functional reactions, it is imperative that the people from different functions
interview a candidate. In such interview representatives from different departments
get to meet and interview a candidate. This also reduces the subjectivity involved in
the one to one interview. As experts, these interviewers evaluate the candidate and his
suitability for the position.
In-depth interview In-depth interviews are more suitable for selection of candidates
for high end technology and high skill jobs. Experts in the relevant area test the
candidate s knowledge and understanding of the subject and assess his expertise. They
determine the suitability of the candidate for the job in question, based on these
evaluations.
45. 45
Decision making Interview
After experts including line managers in the organization evaluate the applicant s
knowledge in the core areas of the job, the departmental heads and the HR function
finally interview the applicants. These interviews are usually informal discussion
where the applicant’s interest in the job and the organization, his reaction/adaptability
to the working conditions, career planning and promotional opportunities; work
adjustment and allotment, etc. are evaluated and discussed. The HR manger also tries
to find out the candidates expectations regarding salary, allowances, benefits,
promotions, and career opportunities. The departmental head and the HR manager
together communicate their decision to the chairmen of interview board or decision-
making authority, which takes the final decision selecting the candidate.
46. 46
ELEMENTS IN SELECTION PROCESS
The process of selection starts with a review of the applications. These applications
can be either in a company specified format or in the format submitted by individual
applicants. At this stage, the company checks the basic qualification and experience of
candidate. Applicants who do not match the required basic criteria are rejected at this
stage. Some companies may also go in for an initial screening before accepting
applications from the candidates. The applicants are called for a test or an interview,
as the case may be, after the initial screening. Tests are normally conducted to analyze
JOB SPECIFICATION
COMPETENCY
MODELLING
SELECTION
RECRUITMENT
POLICY
ORGANISATION
JOB DESIGN
JOB DESDESCRIPTION
47. 47
the skill levels of the candidates. These tests have to be in compliance with the law,
validated by the organization and relevant to the job being offered.
STEPS IN THE SELECTION PROCESS
Initial Screening
Analyze the Application
Test and Evaluation
Preliminary Interview
Core & Departmental View
Reference Check
Job Offer
Medical Examination
Placement
Offer to next
suitable
Candidate
Resume
48. 48
Evaluating an applicant during selection involves understanding his emotional
stability, attitude and value system apart from evaluating his knowledge and skill
levels. An individual s inclination to learn, his interpersonal skills or his openness to
suggestions etc. are more difficult to assess, when compared to his knowledge of
machinery or analytical skills. It is however the responsibility of the employer to
assess these traits of the applicant, as accurately as possible, without annoying the
applicant and using legal means. For successful performance on the job, these are as
important as if not more important than the knowledge and skills of the employee.
This assessment has to take into account organizational objectives and the work
culture. The individual characteristics, which are of importance in the context of the
organization, have to be assessed carefully, while those that are irrelevant can be
ignored. The HR manager has to use his direction in assessing the individual as per
the recruitment policy guidelines.
Evaluation of the Interview Process
Interviewing is difficult and by the end of the session the skilled interviewer through
his experience and use of the best techniques will have amassed a good deal of
evidence about the candidate. But the interpretation of his evidence and the ability to
comprehend and evaluate it, make even greater demands on the interviewer than the
interview itself.
Evaluation requires a total comprehension of the job and of the candidate and of their
relationship to each other. It means attempting to predict the future behavior of a
number of comparatively unknown candidates in a work situation.
50. 50
STUDY AT Cushman & Wakefield (India) Pvt. Ltd.
Cushman & Wakefield (India) Pvt. Ltd operates from 24 offices located all over India
with its Corporate Head Office at Gurgaon. C & W India has more than 900
employees.
Cushman & Wakefield (India) Pvt. Ltd. has its operations at New Delhi, Bangalore,
Kolkata, Mumbai, Chennai, Hyderabad, Goa (Project Office).
C&W deals with top 1000 fortune clients.
Out of the many sources for attracting resumes Press Advertisement is commonly
used. Press advertisements are creative, attractive and contain all the information
relating to the job which further adds branding to the firm.
In context to this, an advertisement was placed in the Times of India dated 27th
of
June, inviting applications for the various specified positions / verticals, specifying
the job codes for the various positions, a small job description as well as job
specifications. Here in the contact information of the organization is provided. At the
same time, the same advertisement is placed with the online portals like
Timesjob.com.
52. 52
The organization gets a new project. Now the choice remains with the organization to
either allot that project to its existing employees or recruit new ones as the need
suggests. The various verticals that might be necessary for carrying out of the project
are jotted down, a job description and the specifications required for that particular
job are thoroughly understood and noted down. And then the following process takes
place till a suitable candidate is met and is selected for the particular position.
An advertisement is placed in all the leading newspapers of the country inviting
applications for the various specified positions / verticals, specifying the job codes for
the various positions, a small job description as well as job specifications. Here in the
contact information of the organization is provided. At the same time, the same
advertisement is placed with the online portals like Naukri.com / Timesjob.com etc.
Also, the third party vendors i.e. the consultants that the Organization is working with
currently, are informed about the openings in the organization and are asked to
provide suitable resumes for the concerned openings. The current employees of the
organization are informed about these openings also and are asked to come up with
suitable referrals.
Applications are received through the following mediums :
Through Emails
Through Mail / Post / Couriers
Through Online Portals like Naukri.com, Timesjob.com, etc.
Through employee referrals
Through various collaborating Consultants
Old applications with the company’s HR Department i.e. the earlier received
applications that were put on hold in absence of suitable projects, can now be
53. 53
utilized depending upon the suitability of the candidate and his / her
experience to the concerned project
The applications are entered into a database that is maintained by the company, in
order to keep track of all the applications that are in response of the advertisement.
The various entries that are recorded might be for example, the name of the candidate,
the position applied for, the candidate’s current location, his / her present employer,
the current position / designation held by the candidate and the candidate’s contact
details. This database is updated as soon as the applications are received, and is
updated on a regular basis as the applications keep coming in.
The applications that have been entered into the database, are now segregated
according to the position applied for and the department to which that vacant position
belongs to.
These applications are now short listed, based upon the experience that the candidate
carries, and his / her suitability to the current position as well as to the organization.
Telephonic interviews are conducted for the short listed candidates, to judge them
upon their communication skills and their basic knowledge. These interview may
involve questions on what the candidate knows about the organization, and how well
he / she understands the business / operations of the organization.
Based upon the results of these telephonic interviews, a scheduling process for the
suitable candidates is started, which involves calling the candidates for interviews
with the organization on times either suitable to them or to the organization. It also
involves giving a general overview of the organization to the candidate, if the
54. 54
candidate asks for it. This also involves giving directions to the candidate about the
location of the offices where he / she has to be interviewed, so that he / she might not
face any kind of a difficulty in reaching the venue of the interview.
Candidate comes in at the scheduled date and time for the interview, and he / she is
interviewed by the HR Department. This signifies the first round of interviews. This
involves judging the candidate based on his / her educational qualifications, cultural
background, communication skills, personality, behavior, mannerism, attitude, self
confidence, maturity, flexibility in order to make sure that the candidate would prove
to be a prefect fit for the organization as well the job for which he is being
interviewed.
Based on the results of this first round, the candidate moves forward to the second
round, which might be scheduled on either the same day or some other day based
upon the organization’s or the candidate’s discretion. This second round of interviews
is technical in nature where in the candidate is judged upon the knowledge gained by
him / her in his / her previous employments. Here the candidate is judged upon his /
knowledge, experience, project handling capabilities, and an assessment is made
whether the candidate would be a job as well as an organizational fit. This does not
necessarily end here. If the organization is not yet satisfied with the candidate, then an
another round of interviews might be held.
Now the suitable candidate is negotiated upon the cost to the company. This is based
upon the candidate’s previous employment, the candidate’s experience, his / her
expectations and the organization’s budget for the concerned position.
55. 55
Based upon this negotiation, a suitable cost to company is reached and an offer is
made to the concerned candidate.
The candidate accepts the offer and is now considered closed. An offer letter is issued
to the candidate. This letter specifies the position that the candidate will now be
holding, the department to which the above mentioned vertical belongs, the place of
appointment, the cost to company and a clause which clearly specifies that the
candidate’s appointment is subject to his / her ‘s passing the pre-employment medical
examination and if the reference checks are found satisfactory. This offer letter also
clearly states the final date of appointment when the candidate should necessarily
join.
The candidate now comes in to join at the specified date; an appointment letter is
issued to him / her which clearly specifies the terms of the candidate’s employment
with the company and consists of the following:
Date of appointment
The position for which the candidate is selected
Grade of that particular position for which the candidate is selected
The division or the department to which the candidate belongs
Responsibilities that the candidate is entitled to take up during his / her
employment with the organization.
Remunerations which include the break up of the cost to company for the
candidate
Benefits which specify any bonuses, perquisites etc. which the candidate is
entitled to, during his / her employment
56. 56
Taxation which would be applicable to the candidate’s current salary structure
A clause for confidentiality which specifies that under no circumstances would
the candidate divulge company affairs and facts to anybody outside the
organization
Time & Attention clause which states that the candidate would devote as much
time & attention to his / her work as possible
Choice of Law & Forum clause which specifies that this agreement made is
subjected to Government of India regulations and both parties would submit to
the jurisdiction of all courts at New Delhi
Entire Agreement which specifies that this is the consolidation of all the
agreements that were formulated between the candidate and the organization
Policy and Procedure which specifies that the candidate should abide by the
policy and procedural rules mentioned in the policy and integrity manuals
provided at the time of joining
Further, the candidate is asked to fill a joining set of documents which contains forms
such as employment form (which contains the personal details to be filled in by the
candidate), declarations by the candidate, PF Forms, etc. The candidate is provided
the Policy and Procedures Manual and the Integrity Manual which the candidate has
to abide by at all time during his / her employment with the organization. The
candidate is asked to provide the medical examination report also.
An Induction program is arranged for the candidate. Here he / she is made familiar
with the organization by giving detailed information about the organization through a
presentation. Information relating to the company policies is thoroughly explained to
57. 57
the candidate so that it might arise any kind of confusions later on. The candidate is
introduced to everybody in the office and his / her job starts from day one itself.
Six months later, a Confirmation letter is issued to the candidate which confirms the
status of the candidate as a permanent employee of the organization
Personal File Structure
For every employee at Cushman & Wakefield India Pvt. Ltd., a personal file is
maintained which contains all concerned documents relating to the employment of the
person with the company. The following documents are attached in the employee’s
personal file : (In actual order)
Pre-employment Medical Test reports
Offer letter issued to the employee when he / she was closed for the particular
position
Joining mail for the employee of the date when he / she actually joins the
organization at the date specified in the offer letter
Joining set of documents of the employee which include the following :
Application for Employment
Photographs
Address proof & Identity Proof
Birth Certificate
Relieving letter from previous organization
Policy Manual acknowledgement form
HSBC New account form
Employee med claim cover form
58. 58
Undertaking by the employee that he / she has never been addicted to any
drugs, that he / she does not have any case filed against him / her in any
court of law, that he / she is not suffering from any known medical
ailments which has not been discovered under medical tests and that he /
she has never been involved in a fraud or financial embezzlement in any
company
Provident Fund forms
Investment Declaration Form
Educational Qualification Documents
Appointment Letter
Bi-annual Performance Appraisal report
Confirmation Letter
And from this onwards various letters, memos, transfer letters, promotion
letters, performance appraisal reports, etc are filed in whenever these papers
come in, i.e. according to the dates at which they are issued to the employee
59. 59
DATA ANALYSIS & INTERPRETATION
Cushman & Wakefield offers quality environment to its employees. It undertakes
workers participation in management to keep the interest of workers. This can be
depicted from the given data.
Number of applications received from different Cities
727
99
6
1161
449
307
145
544
326
614
1144
0
200
400
600
800
1000
1200
1400
CITIES
NO.OFAPPLICATIONS
BANGALORE CHENNAI COCHIN
NCR GUJARAT HYDERABAD
KOLKATA MUMBAI PUNE
JUNK OTHER LOCATIONS
Fig 6.2
Number of applications received through various cities in response to the
advertisement on Times of India, dated 27th
June 07. We have received around 6000
applications in total till date and on the segregated basis
Cities No. of applications
BANGALORE 727
CHENNAI 99
COCHIN 6
NCR 1161
GUJARAT 449
HYDERABAD 307
KOLKATA 145
MUMBAI 544
PUNE 326
JUNK 614
GOA 20
OTHER
LOCATIONS 1144
60. 60
Number of the applications segregated on the basis of Designations
Bangalore
100
80
30
177
37
10
93
27 25
46
27
75
0
20
40
60
80
100
120
140
160
180
200
Designations
No.ofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.3
We have received around 727 applications in total till date and on the segregated basis
Designations No. of Applications
Area manager 100
Construction
manager 80
P C 30
PE civil 177
Contracts manager 37
PE services 10
PM 93
QS 27
Safety 25
SM 46
SPM 27
Misc. 75
61. 61
Chennai
8
6 7
35
5
10
19
6 7
10
6
8
0
5
10
15
20
25
30
35
40
Designations
No.ofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.4
We have received around 99 applications in total till date and on the segregated basis
Designations No. of application recd
Area manager 8
Construction
manager 6
P C 7
PE civil 35
Contracts manager 5
PE services 10
PM 19
QS 6
Safety 7
SM 10
SPM 6
Misc. 8
62. 62
Cochin & Goa
We have received around 26 applications in total. On the segregated basis
4
3
1
7
4
0
3
5
3
0
2
6
0
1
2
3
4
5
6
7
8
Designations
Noofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.5
63. 63
New Delhi/ NCR
100
50 43
275
30 25
140
13
55
100 86
120
0
50
100
150
200
250
300
Designations
No.ofapplcationsrecvd
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.6
We have received 1161 applications in total. On the segregated basis
Designations No. of application recd
Area manager 100
Construction
manager 50
P C 43
PE civil 275
Contracts manager 30
PE services 25
PM 140
QS 13
Safety 55
SM 100
SPM 86
Misc. 120
64. 64
Ahemdabad
We have received 449 applications in total. On the segregated basis we can have a
look on
24
51
20
146
15 15
35
11
35
20 20
55
0
20
40
60
80
100
120
140
160
Designations
No.ofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.7
65. 65
Hyderabad
30
40
30
65
20
10
30
7
11 10
35
22
0
10
20
30
40
50
60
70
Designations
No.ofapplicationrecd
Area manager Construction manager P C PE civil
Contracts manager PE services PM QS
Safety SM SPM Misc
Fig 6.8
We have received around 307 applications. On the segregated basis we can have a
look on the given table.
Designations No. of application recd
Area manager 30
Construction
manager 40
P C 30
PE civil 65
Contracts manager 20
PE services 10
PM 30
QS 7
Safety 11
SM 10
SPM 35
Misc. 22
66. 66
Kolkata
17 18
9
48
5 7
14 14 15 13 10
20
0
10
20
30
40
50
60
Designations
No.ofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.9
We have received 145 applications in total. On the segregated basis we can have a
look on the given table.
Designations No. of application recd
Area manager 17
Construction
manager 18
P C 9
PE civil 48
Contracts manager 5
PE services 7
PM 14
QS 14
Safety 15
SM 13
SPM 10
Misc. 20
67. 67
Mumbai
We have received 544 applications in total.
110
43
22
132
19
11
65
15
29
18
35
45
0
20
40
60
80
100
120
140
Designations
No.ofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.10
Pune
We have received 326 applications in total.
19
43
25
82
23
9
50
9
13
23
15
50
0
10
20
30
40
50
60
70
80
90
Designations
No.ofapplicationsrecd.
Area manager Construction manager P C
PE civil Contracts manager PE services
PM QS Safety
SM SPM Misc
Fig 6.11
69. 69
CONCLUSION
The purpose of effective recruiting is to attract strong candidates who are prepared
both to meet the organizations strategic goals and priorities and to work in the
organizations environment.
Recruitment is the first step in the process of acquiring and retaining human resources
for an organization. In today’s rapidly changing business environment organizations
have to respond quickly to requirement for people.
Bad appointment affects the company, individual and others, though not necessarily
in that order. The wrong person doing the wrong job is harmful to the company’s
health. Bad recruitment can prove very costly and great loss to organization.
But Cushman & Wakefield takes adequate time in recruiting. It realizes the value of
human capital and its role in their development.
In Cushman & Wakefield, recruitment and selection program are effective to people
and the involvement of the officers is also high. Every employee in the company is
trying to make this system more effective in terms of recruitment proper technical
persons with good skills in their own fields which would result in overall performance
of the company and thus one can say Cushman & Wakefield follows a systematic and
scientific method for recruitment & selection of its employees.
70. 70
In context to the advertisement, I would like to conclude that we have received more
than 6000 applications, interviewed more than 400 candidates on an India basis in
which 20 candidates were shortlisted till date and around 150 candidates are kept on
hold in a two months time period and process is still going on.
72. 72
sSUGGESTIONS
In today s competitive world because of Globalization & Liberalization, the
organization has to keep their people abbesses with latest information and knowledge
in the field of technology and matter of administration as well.
Taking in to consideration the above mention aspects and after having discussed with
the managers, staff members and employees of Cushman & Wakefield (India) Pvt.
Ltd., the following things are suggested.
Discipline and proper work atmosphere should be maintained in the
organization.
There should be good Boss-Subordinates relationship i.e. there should be no
clashes or conflict between them.
Employees should be dedicated, highly motivated towards their work.
To reach out more candidates the recruitment process should be ruled by Head
Manager at different locations so that below people can be outsourced.
There should be prescribed Recruitment schedule.
There should be speedy response to the resumes.
There should be a proper system for managing and tracking of resumes.
74. 74
LIMITATIONS OF THE PROJECT
A research is a never-ending process and research work in any field of knowledge
makes the ground for more researches. Therefore all studies have their own
limitations. It is needless to say that while working on this project I faced many
difficulties, which becomes the limitation of this project. The major limitations are:
1. The ratio of incoming applications is very high. Segregating around
400 applications on daily basis is very tedious task..
2. The record keeping cannot be accurate since the sample size is huge in
number.
3. Though every precaution has been taken while analyzing the data yet a
few errors are bound to appear.
76. 76
BIBLOGRAPHY
Organizational Behavior by S. Taylor
Personnel Management by C. V Memoroia
www.management-issues.com
www.hr.com
www.greatplacetowork.com
www.ddiworld.com
www.cushwake.com
www.cushwakeasia.com