The document discusses a study on the hiring process at PayTM. It provides a brief company profile, noting that PayTM was founded in 2010 and has expanded its services over the years. It then describes the methodology used in the study, including conducting preliminary interviews of 100 candidates for collections roles and 50 for sales roles. Charts are presented analyzing the relationship between candidates' experience, communication skills, expected compensation, and other factors. Key findings include communication skills being important and salary expectations rising with experience. The document concludes by discussing learnings around recruitment processes.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
HR Project Report on Recruitment & Selection Procedure
HR Project Report on Work Life Balance
HRM Project Report on HR Trends
HR Project Report on Training and Development of Employees.
HR Project Report on Total Quality Management
HR Project Report on Employee Performance Appraisal
HR Project Report on “Performance Appraisal”?
HR Project Report on Job Satisfaction of employees
HR Project Report on Quality Circle of Industries
Project report on Workers Participation in Management
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
Douglas Monsky and Ryan Howell New Remotes Inc. Job Analysis
Conducted a job analysis for the position of Customer Service Representative for New Remotes Inc.
Developed and administered surveys and conducted interviews with subject matter experts to pinpoint essential job functions.
Collected and analyzed quantitative and qualitative data on knowledge, skills, abilities and other characteristics, as well as, task statements relevant to the occupation.
Compiled findings into final job analysis report, including: training and selection recommendations, as well as, data analysis on task importance and a complete job description.
Presented findings to company owner in order to allow proper use of the job analysis implications.
HR Project Report on Recruitment & Selection Procedure
HR Project Report on Work Life Balance
HRM Project Report on HR Trends
HR Project Report on Training and Development of Employees.
HR Project Report on Total Quality Management
HR Project Report on Employee Performance Appraisal
HR Project Report on “Performance Appraisal”?
HR Project Report on Job Satisfaction of employees
HR Project Report on Quality Circle of Industries
Project report on Workers Participation in Management
A
Project Study Report
On
Training Undertaken at aerial telecom solution - questionnaire based study titled as employee engagement at aerial telecom solutions
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.
The success of a commercial bank depends largely in the quality of service rendered to the regulars. Quality of service depends on the capability and the quality of the employees of the organization. Therefore, the authority of PBL has to be more careful in recruiting the right person for each job. As has been seen, the recruitment and assortment process of PBL has rooms for improvements. The policy and process should be revised and rechecked. So although the process they have been adopting so far has been somewhat effective, to adapt to the changing times, the process should be revised and modernized.
Douglas Monsky and Ryan Howell New Remotes Inc. Job Analysis
Conducted a job analysis for the position of Customer Service Representative for New Remotes Inc.
Developed and administered surveys and conducted interviews with subject matter experts to pinpoint essential job functions.
Collected and analyzed quantitative and qualitative data on knowledge, skills, abilities and other characteristics, as well as, task statements relevant to the occupation.
Compiled findings into final job analysis report, including: training and selection recommendations, as well as, data analysis on task importance and a complete job description.
Presented findings to company owner in order to allow proper use of the job analysis implications.
Skope is a pioneer recruitment and staffing solution provider offering the expertise of executive search from a team of dedicated and qualified talent management professionals.
Incepted in the year 2010, the company has grown consistently over the period of 4 years and has expanded the domain of recruitment through various different industries. We have strived and achieved a very healthy and long term relationship with all our clients.
Our Vision:
To be preferred and trusted among our clients for a long and lasting professional relationship.
A Business Analyst is a professional who is good at doing an analytical study of the data to provide real-world information based on the needs of an organization. It is a great career option in India and is quickly growing towards becoming one of the highest-paying career profiles in the field of management
Basically, the job of a Business Analyst is not just to understand the requirements of clients and suggest procedures that help in improving the services of an organization but also to ensure that the solution/procedures offered are streamlined and offering the best outputs to an organization. The process may include evaluating the competition, reviewing financial statements along with analyzing the existing business practices.
Candidates who wish to take up the career of a Business Analyst can check this article for all of the important details about the career. Information such as courses, scope, salary, colleges etc. for becoming a Business Analyst in India can be found here.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
NAC-Tech has been conceived as an industry standard assessment and certification program to ensure the transformation of a "trainable" workforce into an "employable" workforce, hence creating a robust and continuous pipeline of talent for the IT/Engineering Industry. It is targeted at final year and pre-final year students, who will be seeking employment opportunities in the IT / Engineering sector.
The intent behind assessing these students is to identify the level of talent which is available across India, especially in Tier II and Tier III cities and provide feedback to them on areas they need to work on to improve their employ-ability.
Conceptualization of NAC-Tech
In-depth meetings with the large recruiters in the industry were conducted to understand their recruitment practices, cause of attrition desired skills in a candidate, etc. Based on this, a job-skill matrix was developed which formed the basis for the design of this assessment program. Core and Working Committees from the industry were formed and constant interactions were made to make sure that the program was in line with the industry requirements. An evaluation committee was set up to finalize the vendors and decide on the approach to the pilot. Multi-tier evaluation of the vendors happened after the initial interaction. The identified vendors provided the content and technology to run the test. The companies that have helped develop the assessment program are - TCS, Wipro, Infosys, Accenture, Cognizant and HCL.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
Winter internship program project presentation at PayTM
1. “A study on hiring process at PayTM (A subsidiary of One97
Communications)”
ABHISHEK DAS.
MBA 1st Semester.
Ashoka 1.
Roll No. – 02.
Eastern Institute for Integrated Learning in Management , Kolkata.
(Affiliated to Vidyasagar University, 2020)
3. Brief Profile of the Company
• Founded by Vijay Sekhar Sharma on August 2010 with an initial investment of $2 Million.
• PayTM started as online mobile recharge and DTH recharge platform.
• In 2013, the features of data recharge, landline bill payment and post-paid mobile recharge
were added.
• In 2014 , the features of online deals, education fees, metro recharges, electricity, gas, water and bill payments
and bus ticketing were added.
• In the same year, PayTM wallet was launched as a payment method for various services
including Uber and Indian Railways.
• Softbank, Alibaba Group, Berkshire Hathaway, SAIF Partners and ANT financials are
the major investors.
• PayTM is the pioneer among e-commerce platforms in India
4. • To undertake interview of the potential candidate for a particular job position and
evaluate them on the basis of the criteria set by the company.
• To schedule the interviews for the potential candidates as per database provided by the
company
• To undertake reference check of the potential candidates who would be hired on behalf of
the company.
Objectives of the study
5. Methodology
• Total Candidates Interviewed- 100.
• Sector- Collections.
• Job Position- ACM & ZCM
• Preferred Geographical Locations- Delhi-NCR
19%, Mumbai 7%, Chennai 5% Kolkata 3%,
Pan-India 8%, rest are for various Tier 1 cities
• Total Candidates Interviewed- 50.
• Sector- Sales.
• Job Position- Sales Manager.
• Preferred Geographical Locations- Bangalore-
36%, Mumbai 32%, Chennai 14% Kolkata
22%, rest are for various Tier 1 cities
6. Methodology
• Preliminary Interview Processes:
Logging in
Naukri.com and
starting Resdex
Inputting criteria
such as CTC,
location, previous
company etc.
Calling the candidates
individually to check if they are
interested for the role, and
confirming key information.
Produce the resultant
data set in an excel
sheet, often with
comparative graphs.
If
communication
skills are good
then enter the
names into the
database.
Submitting the
report to the
manager.
7. Methodology
• Searching and downloading CVs from Naukri using Resdex:
Resdex Resume search A typical candidate profile
8. • Reference Check process
Getting the
necessary
information from
the manager
Calling the references
individually to check
if they knew the
candidate.
Asking the references
specific questions and
evaluating various attributes
Produce the resultant
data set in a word file
in the form of a
report.
.
Submitting the
report to the
manager.
Methodology
9. • Interview Scheduling Process
Getting the
information about
the candidates
selected in 1st round.
Guiding the candidates
through Google Meet and
reschedule if required
Updating the
candidate with
feedback (if any).
Calling the candidates
individually to check if they
are available for the
interview.
Methodology
15. Analysis and Findings
0
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Experience vs Expected CTC
Relevant Experience (In years) Expected CTC (in LPA)
Collections Profile Sales Profile
• The salary package that the candidate demands is directly proportional to the relevant experience the candidate has.
• Discrepancies are found in some rare cases when the candidate is from a premier institute.
0
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1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49
Experience vs Expected CTC
Expected CTC (In LPA) Relevant Experience (In Years)
Inferences:-
16. 0
2
4
6
8
10
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1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49
Communications rating vs Relevant experience
Communications Rating (Out of 10) Relevant Experience (In Years)
Collections Profile
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5
10
15
20
25
30
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100
Communications Rating vs Experience
Communication Ratings (out of 10) Relevant Experience (In years)
Sales Profile
• Candidates do not necessarily develop good communication skills with time.
• Communication skills might have been ignored before, but in the New Normal, it’s absolutely essential.
• Low communication skills rating is detrimental even for an experienced candidate.
Inferences:-
Analysis and Findings
17. Observations
• Communication skills is one of the most important attribute considered during preliminary selections.
• Candidates are reluctant to relocate from their preferred geographical location.
• Candidates unemployed due to the pandemic are less prone to negotiate for salary package.
• Candidates already in a secure job position are reluctant for a change during these tumultuous times.
• Job position is an important criteria a candidate looks for during change of employment.
• Candidates are more reluctant to communicate during the starting and ending of the work-hours.
• During the month-end, any candidate is unavailable for an interview.
19. Challenges Faced
• Language barrier with the candidates.
• No definite working hours.
• Uncooperative Interviewees.
20. My Learnings
• To communicate with potential candidates with all over the country.
• To conduct preliminary interviews of potential candidates.
• To scour for candidates w.r.t several attributes by using proper tools at job portals like Naukri.com
• To prepare attribute-based reports of the interviewed candidates.
• To schedule interviews of potential candidates with department head and maintain an upgradable report
• To perform reference check of a candidate and submit the findings in a report form.
• To be able to answer any query of the candidate such as job description, location, position etc.
21. Conclusion
• The main objective of this project report was to understand the functioning and responsibilities of an
Human Resources professional during the hiring process in a major company like PayTM.
• Working from inside the department, the nuances, the nitty gritty details of the workings of the Talent
acquisition arm of the HR Department were understood.
• Several eye-opening inferences were drawn while being a part of the recruitment process of a great
organisation like PayTM, the pioneer of digital transaction in India.
• In all, the whole internship program helped me gather valuable knowledge which will be of great help
during my later corporate life.
