CHAPTER - 1

INTRODUCTION TO INDUSTRY

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INTRODUCTION TO INDUSTRY
Organization are manage by people and through people. Without people, organization can never
exist People who make up the human resources of the company are unique and they make or
break up the organization depending upon their level of their commitment, contribution and
cooperation.

Human resources is used to describe the both the people who work for the company or
organization and the department who responsible for managing resources related to employees
according to Michael j juices human resources are “a whole consist of interrelated inter
dependent and interacting psychological, psychological and ethical components” .human
resources “from the national point of view human resources are knowledge, skills and attitude
obtained in t population while for the individual enterprises, they represent the total of the
abilities ,knowledge and skills of its employee “

Human resource is a concerned with management of people within organization focus on

policies and spirit .human resources is the company department with finding ,screening and
training and join of the job applicant, as well as administering employee benefit program .
Human resources is also a function of management, concerned with hiring, motivating and
maintaining people in an organization

Human resources is the process of recruitment , selection of employee ,providing proper

orientation and induction ,providing proper training and developing skills ,assessment of
employee , providing proper compensation and benefits , motivating , maintain proper relation
with labor and with trade union , maintaining employee safety ,welfare and health by complying
with labor laws of concern state

Human resources management is the selection of the right person for the right job at the right
time to carry out the activities of an organization in the most efficient way .it aims to exchange
the satisfaction, morale and productivity of employees, control labor turns over and help the
organization increase their performance by providing the necessary training and development
opportunities, suitable work condition and appropriate career growth to the employees

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DEFINITION

According to George .T.Milkovich and John W. Boudreaux “Human resources management is a

series of integrated decision that form the employment relationship their quality contributes to
the ability of organization and the employees to achieve their objective “

According to David A.Descanso and Stephen .P. Robbins “ human resources management is
concerned with the people dimension in management .since every organization is made up of
people, acquiring their services, motivating them to higher level of performance and ensuring ion
with that they continue to maintain their commitment to the organization are essential to
achieving organization objective “.

According to Edwin Filippo “human resources is the planning, organizing ,directing, and
controlling of the procurement , development, compensation ,integration, maintenance and
separation of human sources to the end that individual , organization and social objective are
accomplished”

HUMAN RESOURCES FUNCTION

The role of human resources management is to plan, develop and administer policies and
programmer to make use of the organization resources in better and efficient way .it is part of
management which is concerned for people at work and helps to make relation with enterprises

The major function of human resources management are

• JOB ANALYSIS

Job analysis help us to describe the nature of job and specify the human need such as skills and
experience to perform it.The job analysis have one of its part that is job description that helps us
to spell about work duties and activities of employee it is process to identify and determine in
detail the particular job duties and requirement and relative importance of these duties for a
given job. Job analysis is a process where judgment are made about data collected on job

Purpose

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The purpose of job analysis is to establish and document the job relatedness of employment
procedure such as training, selection, and compensation and performance appraisal

The of job classification analysis result in two sets of data

1 job description

2 job specification

Job description is an important documentwhich is basically descriptive in nature and contains a

statement of job Analysis. It provides both organizational information and function information.
It gives information about the scope of job activities, major responsibilities and positioning of
the job in the organization. This information gives the worker, analyst, and supervisor with a
clear idea of what the worker must do to meet the demand of the job

: The item of job description are

• Job title / Job identification / organization position

• Location

• Job summary

• Duties

• Machines, tools and equipment

• Materials and forms used

• Supervision given or received

• Working conditions

Job specification

Job specification is a written statement of qualifications, traits, physical and mental

characteristics that an individual must possess to perform the job duties and discharge

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responsibilities effectively. Job specification usually developed with the co-operation of
personnel department and various supervisors in the whole organization.

• HUMAN RESOURCES PLANNING:

In the human resources planning, it is help to decide the number and type of employees are
needed to accomplish the goal of organization. Research is one of the most important because it
help us to plan regarding the collection and analysis of information in order to forecast human
resources supplies and help to determine future human resources need

According to E.W. Vetter, human resource planning is “the process by which a management
determines how an organization should make from its current manpower position to its desired
manpower position”. planning a management helps to have the right number and the right kind
of people at the right places, at the right time to do things which result in both the organization
and the individual receiving the maximum long range benefit.

Objective

1. To ensure optimum use of human resources current employee

2. To assess or forecast future skill requirement.

3. To provide control measures to ensure that necessary resources are available as when required.

RECRUITMENT

It is process of searchingthe employees for the job and motivate to apply for the job. it is help
them to put the right person for the right job at the right time .Recruitment is the process of
recruiting potential personnel to fill up the existing requirement of the organization. It is
the process of discovering potential applicants for actual or anticipated job vacancies

Recruitment, logically, aims at (I) attracting a large number of qualified applicants who
are ready to take up the job if it’s offered and (ii) offering enough information for
unqualified persons to self-select themselves out.

The sources of recruitment are

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• Internal sources
• External sources

Internal resources

Internal resources is one when the vacancy arise in the organization, it may be given to an
employee who is already on the pay-roll. Internal sources include promotion, transfer and in
certain cases demotion. When a higher post is given to a deserving employee, it motivates all
other employees of the organization to work hard.

External method

External Sources of mean hiring people from outside the organization. In other words, seeking
applicants from those who are external to the organization. All organizations have to use external
sources for recruitment to higher positions when existing employees are not suitable. More
persons are needed when expansions are undertaken.

Modern sources of recruitment are

• Employee Referrals: Present employees are well aware of the qualifications, attitudes,
experience and emotions of their friends and relatives. They are also aware of the job
requirements and organizational culture of their company. As such they can make
preliminary judgment regarding the match between the job and their friends and relatives.

• Campus Recruitment: These candidates are directly recruited by the Co; from their
college/educational institution. They are inexperienced as far as work experience is
concerned.
• /Consultant Private Agencies: Public employment agencies or consultants like ABC
Consultants in India perform recruitment functions on behalf of a client company by
charging fees. Line managers are relieved from recruitment functions and can concentrate on
operational activities

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• Professional Organizations: Professional organizations or associations maintain
complete bio-data of their members and provide the same to various organizations on
requisition. They act as an exchange between their members and recruiting firm.

SELECTION

It is process of ascertaining the qualification, experience skill, knowledge of an applicant with a

view to appraising his/ her suitor according to the job

Selection is the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.”

The function are

• Framing and developing the applicant blank

• Creating and developing valid and reliable testing
• Formulating interview tetchiness
• Checking of reference
• Setting up the medical examination
• Sending letter of appointment and rejection
• Employing the selected candidates who report for the duty

PROCESS

The process of selection are:-

Preliminary Interview: The purpose of preliminary interviews is basically to eliminate

unqualified applications based on information supplied in application forms.

Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There are
various types of tests conducted depending upon the jobs and the company. These tests can be
Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well
individual can perform

Employment Interview: The next step in selection is employment interview. Here interview is a
formal and in-depth conversation between applicant’s acceptability. It is considered to be an
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excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential
Interviews.

Reference & Background Checks: Reference checks and background checks are conducted to
verify the information provided by the candidates. Reference checks can be through formal
letters, telephone conversations.

Selection Decision: After obtaining all the information, the most critical step is the selection
decision is to be made. The final decision has to be made out of applicants who have passed
preliminary interviews, tests, final interviews and reference checks.

Physical Examination: After the selection decision is made, the candidate is required to
undergo a physical fitness test

Job Offer: The next step in selection process is job offer to those applicants who have crossed
all the previous hurdles. It is made by way of letter of appointment.

PLACEMENT

It is the process of assigning the selected candidate at the suitable job according to the job
requirement. It is according to employee’s specification with job requirement

The significances of placement are as follows: -

• It improve employee morale.

• It helps in reducing employee turnover.
• It helps in reducing absenteeism.
• It helps in reducing accident rates
• It avoids misfit between the candidate and the job.
• It helps the candidate to work as per the predetermined objectives of the organization

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PROBLEM IN PLACEMENT

1. Independent Jobs:

In independent jobs, non-overlapping routes or territories are allotted to each employee e.g. in
field sales. In such situations, the activities of one employee have little bearing on the activities
of other workers. Independent jobs do-not pose great problems in placement. Each employee has
to be evaluated between his capabilities and interests and those required on the job

2 Dependent job

Dependent jobs may be sequential or pooled. In sequential jobs, the activities of one employee
are dependent on the activities of a fellow employee. Assembly lines are the best example of
such jobs.

INDUCTION AND JOB ORIENTATION

Induction and orientation is helps the new person introduce to the policies and programmer and
help to rehabilitated in the changing surrounding

Introduce the employee to the people with whom he has to work such as peers,supervisor
and subordinate

• Mold the employee attitude by orienting him to the new work and condition and social
environment
• Acquaint the employee with the company philosophy , objective, policies , career planning
and development , opportunities ,product’ market , share and community standing , company
history

DEFINITION

According to Michael Armstrong “Induction is the process of receiving and welcoming an

employee when he first joins a company and giving him basic information he needs to settle
down quickly and happily and start work

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Advantage

1. To build-up a two way channel of communication between management and workers.

2. Proper induction facilities relations and team work among employees.
3. Effective induction helps to integrate the new employer into the organization and to develop
a sense of belonging.
4. Induction is helpful in supplying information concerning in organization the job and
employee welfare facilities.
5. Proper induction reduces employee grievances.
6. A company is taking a sincere interest in getting him a good state.
7. Induction helps to develop good public relation:-

• Human side is the most important part of orientation. Therefore first of all the new employee
should be introduced to the people with whom he will work – his colleagues, superiors and
subordinates.
• Make the new employee aware of the general company.
• Orientation should be a gradual process.
• Answer any questions and clarify any doubts that the employee may have about the job and
orientation.
• Provide on the job instructions and counselling.
• Keep in close touch with the employee to check back how he is doing and offer help if
required.
• Allow reasonable time to adapt to the new work environment and job demand

Objective of induction

• To familiarize the new employees with the job, people, work-place, work environment and
the organization.
• . To facilitate outsider – insider transition in an integrated manner.
• . To reduce exploitation by the unscrupulous co-workers.
• . To reduce the cultural shock faced in the new organization.
• To reduce the initial anxiety all new entrants feel when they join a new job in a new organization.
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.TRAINING AND DEVELOPMENT

Training and development helps to give the knowledge and skill to employee to perform the job
effectively. In addition to provide the training to the unexperiencedemployee’sorganization often
provide training to the employees. In large organization development programmer are their
which help the employee for higher responsibility within organization

Importance of Training & Development

• Helps remove performance deficiencies in employees

• Greater stability, flexibility and capacity for growth in an organization
• Accidents, scraps and damages to machinery can be avoided
• Serves as effective source of recruitment
• It is an investment in HR with a promise of better returns in future
• Reduces dissatisfaction, absenteeism, complaints and turnover of employees

METHOD OF TRAINING

The method of training

1 On the Job Trainings: These methods are generally applied on the workplace while
employees is actually working.

Following are the on-the-job methods are

• Job Rotation
• Job Coaching
• Apprenticeships
• Internships and Assistantships

2 Off the Job Trainings: These are used away from work places while employees are not
working like classroom trainings, seminars etc.

Following are the off-the-job methods

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 • Classroom Lectures
• Audio-Visual
• Case Studies

DEVELOPMENT

Development means those learning opportunities designed to help employees to grow.

Development is not primarily skills oriented. Instead it provides the general knowledge and
attitudes, which will be helpful to employers in higher positions.

Advantages of Development

• Creating self-awareness
• Develop inspiring leadership styles

PERFORMANCE APPRASIL

It function monitor the employee performance to ensure that it is acceptable levels .they are
usually responsible for developing and administering performance appraisal system, the actual
appraisal of employee performance is then responsibility of supervisor and manager performance
appraisal provide pay, promotion and disciplinary action it is usually for employees development
and it helps to motivate the employee and guide performance improvements

Objectives of Performance Appraisals

1. Promotions

2. Confirmations

3. Training and Development

4. Compensation reviews

5 Improve communication
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6 Feedback & Grievances

METHOD OF PERFORMANCE APPRASIL

The method of performance appraisal are:-

• Past Oriented Methods

• Future Oriented Methods

Past oriented

Rating Scales: Rating scales consists of several numerical scales representing job related
performance criterions such as dependability, initiative, output, attendance, attitude etc.

Checklist: Under this method, checklist of statements of traits of employee in the form of Yes or
No based questions is prepared

Future oriented

Management by Objectives: It means management by objectives and the performance is rated

against the achievement of objectives stated by the management.

Assessment Centers: This technique was first developed in USA and UK in 1943. An
assessment center is a central location where managers may come together to have their
participation in job related exercises evaluated by trained observers.

CARRER PLANNING

Carrera planning has developed partly as a result of desire of many employee to grow in their
job and to advance in their carrier it include assessing an individual employees potential for
growth and advancement in the organization.

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According to Schermerborn, Hunt, and Osborn, ‘Career planning is a process of systematically
matching career goals and individual capabilities with opportunities for their fulfillment’.

Objective of career planning

1. To identify positive characteristics of the employees.

2. To develop awareness about each employee’s uniqueness.

3. To respect feelings of other employees.

4. To attract talented employees to the organization.

Features of Career Planning

• It strengthens work-related activities in the organization.

• . It defines life, career, abilities, and interests of the employees.
• . It can also give professional directions, as they relate to career goals.

Benefits of Career Planning

1. Career planning ensures a constant supply of promotable employees.

2. It helps in improving the loyalty of employees.

3. Career planning encourages an employee’s growth and development.

4. It discourages the negative attitude of superiors who are interested in suppressing the growth
of the subordinates.

5. It ensures that senior management knows about the caliber and capacity of the employees who
can move upwards.

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COMPENSATION

It provide a rational method for determine how much employee should be pay for certain job.
people are vernally attracted to organization offering a higher level of pay in exchange of work
performed it is related to employee development in that it provide an important incentive in
motivating employee to higher level of job performance and to higher paying job Ian
organization

Objectives of Compensation

1. The compensation should be paid to each employee on the basis of their abilities and training.

2. Compensation should be in the form of package.

3. It should motivate the employees towards increasing productivity.

4. It should be capable of taking care of employees for safety and security needs also.

5. It should be flexible and clear.

Type of compensation

Compensation is a tool used by management for safeguarding the existence of the company.
Compensation can be of two types—direct and indirect.

The type of compensation are

• Direct Compensation
• Indirect Compensation

Direct compensation

It refers to the direct cash payment made by an organization to the employees. Basic wages and
salary, commission, bonus etc. are considered as direct compensation. Direct compensation can
be basic pay and merit pay.
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Indirect compensation

Indirect compensation comprises of facilities received by employees. Under this, financial

reward is not provided to the employees immediately. Employees receive such benefits as a
result of continuing their employment in the organization. It includes paid vacation, holidays,
leaves; lunch break and bereavement leave on the death of a relatives, etc.

INCENTIVE AND BENEFITS

They are another form of compensation often that are direct pay to the employee for work they
had performed. The human resources function of administering employee benefit share many
characteristic of the compensation function bbenefit include both the legally required items and
those offered at employee description. The cost of benefit has arisen to such a point that they
have become consideration in human resources planning benefit are primarily related to
maintenance area dance they provide for many basic employment needs

According to Milton L. Rock, incentives are defined as ‘variable rewards granted according to
variations in the achievement of specific results’.

According to K. N. Subramanian, ‘incentive is system of payment emphasizing the point of

motivation, that is, the imparting of incentives to workers for higher production and productivity

Type of incentive are

• Financial incentive
• Non-financial incentive

1Financial incentive

The reward or incentive which can be calculated in terms of money is known as monetary
incentive. These incentives are offered to employees who have more physiological, social and
security need active in them.

The financial incentive are

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• Pay and allowances: Regular increments in salary every year and grant of allowance act as
good motivators. In some organizations pay hikes and allowances are directly linked with the
performance of the employee
• Profits sharing. The organization offer share in the profits to the employees as a common
incentive for encouraging the employees for working efficiently.
• Bonus. Bonus is a onetime extra reward offered to the employee for sharing high
performance. Generally when the employees reach their target or exceed the target then they
are paid extra amount called bonus.
• Commission. Commission is the common incentive offered to employees working under
sales department. Generally the sales personal get the basic salary and also with this efforts
put in by them.

2 Non-financial incentive

He employees who have more of esteem and self-actualization need active in them get satisfied
with the non-monetary incentives only. The incentives which cannot be calculated in terms of
money are known as non-monetary incentives.

The non-financial incentive are

• Status. Status refers to rank, authority, responsibility, recognition and prestige related to job.
By offering higher status or rank in the organization managers can motivate employees
having esteem and self- actualization need active in them.
• Employee’s recognition. Recognition means giving special regard or respect which satisfies
the ego of the subordinates. Ego-satisfaction is a very good motivator. Whenever the good
efforts or the positive attitudes are show by the subordinates then it must be recognized by
the superior in public or in presence of other employees.
• Job security. Job security means life time bonding between employees and organization. Job
security means giving permanent or confirmation letter. Job security ensures safety and
security need but it may have negative impact. Once the employees get job secured they lose
interest in job.
• Employee’s participation. It means involving employee in decision making especially when
decisions are related to workers.

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Advantages
The advantage of incentive are

• Incentive plans motivate workers for higher efficiency and productivity.

• It can improve the work-flow and work methods.

• . Incentive plans make employees hardworking and innovative.

• . When employees are dedicated, supervision costs can be reduced.

OBJECTIVE OF HRM

The objective of harm are

To help the organization reach its goals.

2) To ensure effective utilization and maximum development of human resource.
3) To ensure respect for human beings. To identify and satisfy the needs of individuals.
4) To ensure reconciliation of individual goals with those of the organization.
5) To achieve and maintain high moral among employees.
6) To provide the organization with well-trained and well-motivated employees.
7) To increase to the fullest the employee’s job satisfaction and self- actualization.
8) To develop and maintain a quality of work life.
9) To be ethically and socially responsive to the needs of society.
10) To develop overall personality of each employee in its multidimensional aspect.
11) To enhance employee’s capabilities to perform the present job.
12) To equip the employees with precision and clarity in trans-action of business.

The Important objective are

• Organizational Objectives:
• Functional Objectives
• Personal Objectives
• Societal Objectives

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1 Societal Objectives
HRM must see that the legal, ethical, and social environmental issues are properly attended to.
Equal opportunity and equal pay for equal work are the legal issues not to be violated. The
societal objectives are socially and ethically accountable for the requirements and difficulties of
society. In the process, they need to reduce the adverse impact of such demands on the business.
The failure of companies to utilize their resources for society’s gain in ethical ways can result in
restrictions. For instance, the society may restrict human resource decisions to laws which
enforce reservation in employing and laws which deal with discrimination, safety or other such
aspects of societal concern

2. Personal Objectives
Employees are encouraged by competitive firms to change the jobs. HRM has the responsibility
to acquire, develop, utilize, and maintain employees. Personal objectives help workers in
attaining their personal goals, at least insofar since these objectives boost the individual’s
contribution to the organization. Personal objectives of workers should be met if they’re to be
maintained, retained and motivated. Otherwise, staff performance and satisfaction might drop
giving rise to employee turnover.

3 Functional Objectives:

HRM performs so many functions for other departments. However, it must see that the
facilitation should not cost more than the benefit rendered. Functional objectives attempt to
maintain the department’s contribution at a level suitable for the organization’s requirements.
Human resources need to be adjusted to match the organization’s demands. The department’s
level of service should be customized to suit the business it assists.

4 Organizational Objectives:

HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so as to
help them to attain efficiency in their operations and attainment of goals to attain efficiency. The
organizational objectives acknowledge the function of human resource management in
organizational effectiveness. HRM isn’t an end in itself; it’s just an effective way to help the

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business with its main objectives. Basically the HR department is out there to serve the rest of
the organization.

SCOPE OF HUMAN RESOURCES MANAGEMENT

• Labor and Human resource aspect
It includes man power planning, recruitment, selection, placement, induction, transfer, promotion,
demotion, termination, training and development, layoff and retrenchment etc.

• Industrial Relations aspect

It concerns with organizations relations with their employees, it includes relations between union
and management, collective bargaining, negotiation, consultation, grievance handling,
disciplinary actions, settlement of industrial disputes etc.

• The Welfare aspect

This aspect of HRM includes working conditions and facilities such as canteens, rest rooms,
housing, lunch rooms, transport, health, education, medical help and safety, washing facilities
and recreation etc.

IMPORTANCE
The importance of human resource management are

• Helps you achieve your objectives: The chief ground for human resource management to be
important is that they help the company to achieve their objective on a regular basis by
means of developing a positive attitude amongst the employees.

• Design recruitment and training: They are significant because they cull the right kind of
people during recruitment. They call for initiatives and design criteria which are best suited
for a specific task.

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• Professional development is attained: The policies adopted by human resource
management helps in providing excellent training for the employees.

• Smooth relationship is preserved: The co-ordinal relationship between union and

management is maintained with HRM. The joins in the troupe comes to a determination that
the troupe is also interested in their increment and the prospects for performing strikes are
greatly brought down.
• Enhances team work: The HRM helps individuals and trains them to play in a team; this
perfect training makes employees better to exploit in a team.

• Handles disputes: There are a number of hassles and issues that may rise up during the track
amongst the employer and employee in an organization. In such scenarios, the human
resource department acts as a consultant as well as intercessor to set right those sorts of
events.

• They select the right employee: The human resource management follows a certain set of
protocols to pick the correct candidate for a fixed task. Such sort of selection offers job
satisfaction for the employee as they act in the proper class of occupation. The routine of
employees who leave their occupation is also reduced, which decreases labor turnover.

• They bring in discipline and morality: The human resource management team makes sure
that that discipline and moral is maintained inside the organization through performance
based incentives.

• Setting goals is important: On that point is an individual goal as well as organizational goal
within the employer’s judgment. When employees have such a goal conflict, they are not
able to perform well, hence human resource management helps in bridging the gap amongst
the employees and brings in goal harmony.

• Minimizing employee recruitment cost: The cost of recruitment, replacement, training and
ramp up time can be outrageous for organization especially for small businesse
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 CHAPTER - 2
COMPANY PROFILE

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 NR Consulting
Established

Founded in 2017, NR Consulting LLC is the fastest growing US staffing firms

and has garnered a lot of attention in the market in a very short span of time.

Global Revenue

With the revenue of over $42M+ in 2022 and growing, the story of NR Consulting
is one of the most calculable achievement, made meaningful by the commitment to
keep growing in a better way.

Our Workforce
With over 1200+ headcount globally, including
37% Diverse headcount NR Consulting has made a strong global presence, giving
us a large reach and impressive resources.

Locations We currently have 4 offices that create a

network across USA & India with strong opportunities for more growth.

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NAME OF TRUST & EXPERIENCE

DIVERSITY - EQUITY - INCLUSION & JUSTICE

NR Consulting strongly believes in Diversity & Inclusion and embrace it not only our internal
teams & culture but also helping its clients by getting talented diverse contingent labor.
Currently, 37% of our total headcount is diverse.

WORKFORCE SOLUTIONS

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SOW PROJECTS
We offer Statement of Work management service that aims to eliminate risk & augment returns by
contractually defining the project scope, objectives, timelines & deliverables

CONTINGENT STAFFING

We give the altered end-to-end consulting arrangements with adaptability and agility.

DIRECT HIRE

Experienced team @NR Consulting manage your talent community, from which you gain the ability to
track, engage, and onboard high quality talent at lower rates; saving you time and money.

PROCESS OUTSOURCING
We manage the entire life cycle, from onboarding to payroll and benefits administration, scheduling,
compliance, Candidate care, Analytics, And more.

NEAR SHORE CONSULTING

NR Consulting LLC took the quality and price-effectiveness of the overseas outsourcing model and
eliminated the most common problems faced by US companies

OUR DIFFERENTIATORS

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OUR PILLARS OF 5C

Extensive Best Team

Extended
Market Deployments
Reach
Knowledge

Well Defined Technology

Client best Practices
process
Relationship

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INITIATION Receive Update (Job portals,
Sourcing
Requirement Database ATS, References,
PROCESS Referrals,Etc.)
s(Emails/VMS
) (Backend
)
(Client
submission)

Candidate Sending Rate Telephonic

SUBMIT QUALIFICATION
Preparation Confirmation Screening
PROCESS
(Recruiter
)

Referenc Video/Skype HAPPY CLIENT

Documentation
e Checks Interview
(Recruitment manager
)

Interview Background
ASSIGNMENT Selection Onboardi
ng
Scheduled Check
PROCESS
(Regular follow up by (BGC team
) (TMS)
our team)
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 INFORMATION TECHNOLOGY & ENGINEERING

TELECOM

HEALTHCARE & PHARMACEUTICAL

INSURANCE

INDUSTRIAL & MANUFACTURING

OTHERS - ENERGY, RETAIL, AUTOMOBILE, AEROSPACE

etc.

TECHNOLOGY BASED STAFFING

Application Development : JAVA/Microsoft

• Architects
• UI Designers & Developers
• Java Programmers
• Full Stack Developers
• DevOps Engineers
• Machine Learning Specialist

Cloud, Cybersecurity & Infrastructure Services

• Network Engineers
• System Engineers

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 • Security Engineers
• Cloud Architecture, Migration & Support
• Virtualization Engineers
• Data Center Operators

Data Management & Analytics

• Data Architects
• Data Engineers
• ETL Experts
• Data Scientists
• Analytics / Reporting Specialists
• Data Visualization Experts

Agile Program Management

• Agile / Scrum Masters
• Product Managers
• Program & Project Managers
• Enterprise Architects
• Business Analysts
• Systems Analysts
TECHNOLOGY BASED STAFFING

RP/CRM Packages

• SAP - All Modules

• Oracle Applications
• SalesForce Platform
• MS Dynamics

Niche Skills
• Blockchain
• IoT

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 • Data Science
• Machine Learning
• Robotic Process Automation
• Augmented Reality
• Microservices Architecture
• Engineering Roles

Operating System Specific

• Microsoft Windows Platform
• Java Platform
• iOS Platform
• Android Platform
• Windows, UNIX, LINUX

Cloud Platforms

● AWS Cloud
● Azure Cloud
● IBM Bluemix
● Google Cloud
● HP Cloud

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PROFESSIONAL BASED STAFFING

Office Support Sales Support

● Administrative Support ● Business Development
● Office Operations ● Inside sales
● L1 / L2 / L3 Support ● Field Sales
● Bilingual Customer ● Corporate Sales
Service Representatives ● Marketing executives

Finance Specific Procurement

● Corporate Accounting ● Category Management
● Credit & Collections ● Supplier Diversity
● Budgeting, Forecasting & Reporting
● Spend Capture
● Internal & External Audit ● Contracts Management
● Financial Reporting ● Compliance Management

TALENT POOL SOURCE

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 SaaS based AI driven Platform

OUR VALUE PROPOSITION

Database: NR Consulting maintains huge database of resources for most

popular skill sets in the industry.

SLA’s: We have always worked on very aggressive SLA’s to ensure a quick turn
around time in sourcing and efficient results.

32
Low No Show ratio: By having a very strong validation process and
experienced team we have ensured to keep our no show ratio to be less.
Attrition Control: Our strong Talent Management Team, who constantly
interact with our consultants maintaining a good rapport, handling their
grievances, Timesheet queries, etc. keeping attritions low.

33
ORGANIZATION STRUCTURE

CEO
VP - Human VP-Sales
Resource & Delivery

Account
Background Talent Manager
check team Management
Recruitment
Manager

Recruitment

Team

34
NRConsulting LLC (Headquarter)
1007 Pearl St Ste 290, Boulder, CO 80302 +1-
720-734-1100

NR Consulting LLC
30 N. Gould St Ste 7564, Sheridan, WY 82801
+1-307-312-3250

NR Consulting (India Corp. Office)

BS-701 Galaxy Diamond Plaza
Plot No. C-1A, Sector-4, Greater Noida West,
Uttar Pradesh, India - 201306

Visit Us : www.nrconsultingservice.comNR Consulting

35
 CHAPTER 3
REVIEWOF LITERATURE

36
 REVIEW OF LITERATURE

Work by Ayesha Yaseen (2015)

Recruitment and Selection Process of Higher Education Sector and Its Impact on
Organizational Outcomes
Researchers in this research are of the view that GCU needs revision of its set up of
selection and recruitment starting from job advertisement to the hiring of employees. As
advertisements are given in newspaper while it could be improved by giving
advertisement in other medium like internet etc. that would increase the pool of
candidates. Organization needs to remind itself the crucial role of HR in employee’s
selection and recruitment.
The researchers mentioned several recommendations, the most important of them:
The organization should maintain a proper formal written recruitment and selection
process.
The organization should advertise for high and average skills positions in the
metropolitandaily newspaper and internet.
The organization adopts structured interviews for all positions classed as high
andaverage skilled.
The organization should use comfortable lounge-type seating area and a coffee table
tobe used to take interviews in the interview room.
The organization should adopt and flourishes an employee orientation program.
The organization should take care of that the orientation program is held with new
employees on their very first day, where it must be held on first day or may than in
initial week.
All employees should be aware of selection and recruitment policy, criteria and tools.
Selection and recruitment should be free of political influence and personal biasness.
Organization should focus more on qualified as well as experienced candidates.

Work By Neeraj Kumari (2013)

A Study of the Recruitment and Selection process: SMC Global

he found that the company is following an effective Recruitment and Selection process to
maximum extent. out of the various methods of sourcing candidates, the best one is – getting
references via references and networking. In the process, I came across various experiences
where the role of an HR and the relevant traits he finds in the candidates were displayed. The
structure of the financial sector (as well as that of SMC Ltd) was known along with the analysis
that recruitment is an ongoing process in this industry and therefore new innovative methods
have to be thought of and applied to meet the demand. Company should focus on long term

37
consistent performance rather then short term. The emphasis towards training and enhancing
skills of recruiters needs to be more and also consistent.
Work by Sintheya Rahman (2011)

Internship Report on Recruitment and Selection Process of Robi AxiataLtd

Human resource management is one of the main tasks to be done. Because without
appropriate staff support, the organization may find it difficult to achieve its goal. So
recruitment and selection are very important for any organization. The recruitment and
selection process allows the organization to evaluate the vacancy and select the best
staff who will lead the organization in the future. Ruby's selection and selection
process is a highly developed and effective process. Ruby is determined to achieve its
goal and goal and to be present in the market with the support of every employee.
However, they do have some major changes to do in terms of resource policy and
HRIS. If they could do it as they had planned, the Robi HR department would be more
effective and efficient.
The report mentioned in the recommendations section a number of recommendations
that must be made by the company in order to eliminate the weaknesses represented in:

Currently the HRIS that Robi is using cannot provide much useful
information.
At present Robi does not have any resourcing policy. They are still
developing it.
Robi should sometimes go for open recruitment, because in targeted
recruitment process sometimes for a less number, a good and efficient
applicant failed to apply.

Work by Silzer et al (2010)

work of Silzer et al. (2010) was largely concerned with Talent management, and
through their work they were successful in resolving issues like whether or not talent is
something one can be born with or is it something that can be acquired through
development. According to Silzer et al (2010), that was a core challenge in designing
talent systems, facing the organization and among the senior management. The only
solution to resolve the concern of attaining efficient talent management was by
adopting fully-executable recruitment techniques. Regardless of a well-drawn practical
plan on recruitment and selection as well as involvement of highly qualified
management team, companies following recruitment processes may face significant
obstacles in implementation. As such, theories of HRM can give insights in the most
effective approaches to recruitment even though companies will have to employ their
in house management skills for applying generic theories across particular
38
organizational contexts. Word conducted by Silzer et al (2010) described that the
primary objective of successful talent strategies is to create both a case as well as a
blueprint for developing the talent strategies within a dynamic and highly intensive
economy wherein acquisition, deployment and preservation of human

Work by Jackson et al. (2009)

As discussed by Jackson et al. (2009), Human resource management approaches in any
business organization are developed to meet corporate objectives and materialization of
strategic plans via training and development of personnel to attain the ultimate goal of
improving organizational performance as well as profits. The nature of recruitment and
selection for a company that is pursuing HRM approach is influenced by the state of the labour
market and their strength within it. Furthermore, it is necessary for such companies to monitor
how the state of labour market connects with potential recruits via the projection of an image
which will have an effect on and reinforce applicant expectations.

Ordanini, A., & Silvestri, G. (2008).

While human resource (HR) activities have traditionally been performed internally, the
outsourcing of HR practices is a rapidly increasing phenomenon. The accelerated rate of HR
outsourcing also corresponds to a sweeping change in which non-transactional activities, such as
recruitment, selection and training, are among the most outsourced HR practices. This article
investigates the outsourcing decisions of recruiting and selection (R&S). It develops a predictive
model based on efficiency drivers, rooted in transaction cost economy (TCE), and competitive
motivations, derived from the resource-based view. The model has been tested in a sample of
276 medium and large enterprises in two specific contexts: the outsourcing of administrative
R&S practices (job advertisement and pre-screening) and that of the more strategic R&S
practices (colloquia and selection). Findings confirm the relevance of both categories of
predictors, but they reveal how efficiency motivations are more important for the decisions to
outsource administrative R&S practices while competitive issues matter more for the strategic
side of R&S activity. Theoretical and managerial implications are offered on the basis of such
evidence.

Ordanini, A., & Silvestri, G. (2008). In this paper, the authors present and discuss the findings of
a survey of human resource management (HRM) and recruitment and selection policies and

39
practices in a sample of manufacturing industry in Taiwan. The results indicate that there is a
general desire among HR professionals in participant companies that HRM policies are
integrated with corporate strategy and that HRM should be involved in decision making at board
level. Evidence was also obtained that some HRM decisions are shared between line
management and HR specialists and that line managers had a particularly influential role in
decisions regarding recruitment and selection, training and development, and workforce
expansion/reduction. There was also some evidence supporting an assertion that certain
recruitment and selection practices were culturally sensitive and this was supported by evidence
of association between recruitment and selection practices and country of ownership
Sparrow, P. R. (2007)
A series of the changes are being wrought on a range of IHRM functions – recruitment, global
staffing, management development and careers, and rewards – by the process of globalization
highlighting the difference between globally standardized, optimized or localized HR processes.
However, our theoretical understanding of the issues involved is still driven by concepts rooted
in global staffing strategies based on the management of small cadres of international managers,
such as expatriates. The fragmentation of international employee populations and the changing
structure and role of international HR functions has raised three important questions. The first
concerns the study of globalization processes at functional level (staffing) and whether this can
provide useful insights for the IHRM literature. The second concerns the indicators that best
evidence globalization of staffing at the functional level, and whether these might form the basis
of useful future research. The third concerns the patterns or strategies within the global HR
recruitment activity of organizations across domestic and overseas labor markets and whether
these patterns can be explained by existing theory. This paper reports on a study of firm-level
developments in international recruitment and selection, drawing upon an analysis of four case
studies each conducted in four theoretically derived contexts of centralized or decentralized
control and co-ordination, and focus on domestic or overseas markets. It examines the disparities
between policy and practice through interview of HR actors at corporate level and in country
operations.

40
Work by Jones et al. (2006)
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business
or industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.

Shih, H. S., Huang, L. C., & Shyur, H. J. (2005).

This study proposes a group decision support system (GDSS), with multiple criteria to assist in
recruitment and selection (R&S) processes of human resources. A two-phase decision-making
procedure is first suggested; various techniques involving multiple criteria and group
participation are then defined corresponding to each step in the procedure. A wide scope of
personnel characteristics is evaluated, and the concept of consensus is enhanced. The procedure
recommended herein is expected to be more effective than traditional approaches. In addition,
the procedure is implemented on a network-based PC system with web interfaces to support the
R&S activities. In the final stage, key personnel at a human resources department of a chemical
company in southern Taiwan authenticated the feasibility of the illustrated example.
JONES, DAVID A.; SHULTZ, JONAS W.; CHAPMAN; DEREK S. (2006) Human Resource
Management theories focus on methods of recruitment and selection and highlight the
advantages of interviews, general assessment and psychometric testing
As employee selection processes. The recruitment process could be internal or external or could
Also be online and involves the stages of recruitment policies, advertising, job description, job
Application process, interviews, assessment, decision making, legislation selection and training.
Successful recruitment methods include a thorough analysis of the job and the labor market
Conditions and interviews as well as psychometric tests to determine the potentialities of
Applicants. Various techniques of selection include various types of interviews, in tray exercise,
Role play, group activity, etc. Recruitment is almost central to any management process and
failure in recruitment can create difficulties for any company including an adverse effect on its
profitability and inappropriate levels of staffing or skills, labor shortages, or problems in
management decision making. The recruitment process could itself be improved by following
management theories like-Rodgers seven point plan,Munro-Frasers five-fold grading system,
psychological tests, personal interviews, etc.
Recruitment requires management decision making and extensive planning to employ the most

41
Suitable manpower. The selectors aim is to recruit only the best candidates who would suit the
Corporate culture, ethics and climate specific to the organization. Management would
specifically look for potential candidates capable of team work. The process of recruitment does
not end with Application and selection of the right people but involves maintaining and retaining
the employees chosen. Theories of HRM may provide insights on the best approaches to
recruitment although companies will have to use their in house management skills to apply
generic theories within specific organizational contexts
.
Hails, A., & Boxall, P. (2005)
the resource-based view and the knowledge-based view are important developments in strategic
management theory, and ‘knowledge management’ has exploded in the popular management
literature. There is, however, little empirical literature that explores the connections between
firms' attempts at knowledge management and their HR strategies. In this paper, we focus
particularly on links between knowledge management and staffing practices. High-technology
manufacturing was selected as the site of our research, as high-technology firms rely on highly
skilled employees to innovate and develop new products and are therefore an ideal environment
for exploring the strategies employed for both managing knowledge, and recruiting and retaining
employees. Drawing particularly on the work of Hansen et al. (1999Hansen, M.T., Nohria, N.
and Tierney, T.1999. What's Your Strategy for Managing Knowledge?Harvard Business Review,
March–April:106–16. [PubMed], [Web of Science ®]), this paper identifies and explores two fits
between knowledge management and HR strategy or what we call KM-HR configurations:
‘personalization-retention’ and ‘codification-recruitment’. We argue that there is no one way to
manage knowledge and its links to HRM and build a simple framework of potential KM-HR
configurations with propositions for future research.

Lavigna, R. J., & Hays, S. W. (2004).

Governments around the globe are facing unprecedented staffing challenges. At the time when
governments need to be most adept at luring talent to public service, their ability to do so has
rarely been so constrained and complicated by economic, social and organizational pressures.
This article provides an overview of the types of recruitment and selection initiatives already in
place in many nations that can help the world's governments attract and retain talent. Relying
42
heavily upon examples from the United States and Western Europe, but also integrating
experiences from a variety of both developed and less developed countries (LDCs), we describe
a series of recruitment and selection “best practices.”

Chapman, D. S., & Webster, J. (2003).

The results of a survey are presented which examined technology use in recruiting and selection
in order to determine (a) what technologies are being used in HR, (b) HR managers' goals for
using these technologies, (c) the extent to which these goals are being met, and (d) what
organizational factors (e.g., organizational image) lead to adopting these technologies. We
conclude that the use of HR technologies is in a state of flux with most organizations continuing
to use a mix of traditional and technology-based HR methods. Furthermore, technology-based
solutions are not necessarily a panacea for HR managers: nearly a third reported that their
attempts to use HR technology have resulted in limited or moderate success.

Scholarios, D., Lockyer, C., & Johnson, H. (2003).

Recruitment experiences are part of a process of pre‐entry organizational socialization, also
known as anticipatory socialization. Graduates are susceptible to such effects as their
socialization through exposure to professional employers begins during training. Employers’
practices are thought to contribute to the formation of realistic career expectations and the initial
psychological contract between graduates and employers. The present study found that students
in traditional professions reported greater exposure to employers than students in an emerging
profession through work activities, more proactive engagement in recruitment events, and more
extensive experience of selection processes at similar stages of study. Greater activity, in turn,
was related to career expectations, including varying levels of commitment to and interest in the
profession and career clarity.

Emenheiser, D. A., Clay, J. M., & Palakurthi, R. (1998).

Today’s successful restaurant manager needs to possess a diversity of talents, abilities, and skills.
Presents profiles of successful managerial recruits for quick service, midscale and upscale
restaurants in the US. Factor analysis was used to reduce the number of attributes and traits that
were identified for being a successful manager in the restaurant industry. Seventy‐two success
43
attributes and traits were reduced to 12 identifiable components. The components’ relationships
with the demographic factors were then studied using Chi‐square tests. Profiles for being a
successful manager in quick service, midscale and upscale restaurants were developed.

44
 CHAPTER - 4

RESEARCH METHODOLOGY

45
RESERCH DESIGN

Research design of preset is exploratory in nature. The main purpose of such studies that of
formulation of the problem for more precise investigation or of developing hypothesis from an
operation point of view. Exploratory research focuses on discovery of idea and it vernally based
on secondary data. It consist:

• Search of secondary data and literature

• Survey

SEARCH OF SECONDARY DATA AND LITERATURE

The quickest and economical way to find possible hypothesis from the available literature. The
past research may be suitable sources of information to develop new hypothesis the research can
research them for his research purpose.

SURVEY REPORT

Survey means the survey of people who had practical experience with problem to be study.
These individuals can be top executive sales manager wholesaler and retailer processing valuable
knowledge and information about the problem environment.

Types of Research

Human Resource (HR) Research. (1) HR research is well planned and systematically designed
for objective analysis. (2) It investigates and analyze facts and extend the knowledge. (3) It aims
at solving personnel problems

46
SAMPLING TECHNIQNES USED

When field studies are undertaken in practical life, consideration of time cost and some other
factor almost invariably lead to selection of respondents. The selected respondents constitutes a
sample and the selection process is called sampling techniques

A sample design is defined plan determined before any data are actually collected for obtaining a
sample from given population. Sample can be either probability sample or not probability sample.

DATA COLLECTION

The task of data collection begins after a search after research problem has been defined and
research design chalked out. While deciding method of data collected to be used for the study
research should keep in mind the secondary data

Area of Survey

• Noida

• Gurugram

• Faridabad

• Haryana

Primary data sample size – 100

SECONDARY DATA

Those data that have been compile by some other agency other than user

Sources:

• Company profile
• Books
• Magazine
47
• Internet

OBSERVATION

Observation (watching what people do) would seem to be an obvious method of carrying out research in
psychology.

ANALYTICAL TOOL USED

The term analysis refer to the computation of certain measure along with searching for pattern of
relationship that exist among data group. Analysis is essential for a scientific study and for ensuring that
we have all relevant data for making contemplated compensation. Therefore I have used graph and charts
in my project

OBJECTIVES

• To understand the concept of recruitment

• To understand the concept of Selection
• To study the recruitment Policy At NR Consulting
• Suggest the effectiveness of Recruitment policy
• Using social media for sourcing a new candidate like LinkedIn Naukri

LIMITATION OF THE STUDY

The study is subjected to the following limitations

The study is based on the data provided by the company statements so, the limitations
ofthe company’s employees remaining are equally applicable.
In some cases data is collected from the companies past records

48
 CHAPTER 5

DATA ANALYSIS

49
ANALYSIS

When I had gone for the training that time during the stating then they have introduced to the
other employees of the company then they have introduced to the hr. to the company

Then they tell us about the work that t have to do and they give the training regarding the work

First they give the training to us regarding the following

• Personality development
• Confidence
• Communication skills
• Aggressive towards work
• Energetic
• About the company

PERSONALITY DEVELOPMENT

Personality development is nothing but the act of moving from an inert and disinterested state of
existence to a zealous, motivated and joyous living one. It’s is the act of celebrating your uniqueness
without hesitations and boundaries, but only with more enthusiasm and liveliness.

be as positive as a proton
a proton can never lose its positivity as so can’t you! It just gets covered by stress which saps
your energy. Staying positive will help you overcome the toughest of challenges while attracting
more positivity and opportunities.
be more passionate
the best way to get any work done is by being passionate about it. Let your passion drive your
efforts and you’ll be able to achieve excellence in life.

50
 Handle your emotions
if life is a roller-coaster ride, then make sure you are enjoying it to the max. Don’t let your
emotions take control of situations but learn to get a grip on them. This will help you stay
centered and calm during challenging situations.
Share a little, care a little
Learn to be more compassionate! The next time you or somebody else commits an error, let them
off the hook without holding a grudge. Broaden your perspective that we all are evolving
continuously and that no one’s perfect. This outlook will help you accept yourself and others
better.
Praise the one in front of you
When we praise someone’s qualities out of the feeling of completeness, then it elevates our
consciousness and brings enthusiasm and energy. It helps the same qualities blossom in us too
and we become better individuals.
Communicate effectively
we communicate either through our presence or by expressing our feelings. Bring clarity in your
communication and you’ll see people respond to you better, and more than often favorably.
be a lion in the face of danger
In the face of an adversity, standing up to the challenge will make your chances of survival
higher. Don’t give into pressure and face every challenge confidently. Either you will overcome
the adversity or learn something invaluable.
Possess the quality of patience
Patience is the secret ingredient for becoming a winner. Feverishness and prompt reactions will
do more harm than good. Remember to stay calm and patient to remain stress-free and for
making wise and swift decisions.

CONFIDENCE

Confidence is generally described as a state of being certain either that a hypothesis or

prediction is correct or that a chosen course of action is the best or most effective. Self-
confidence is having confidence in one's self. Arrogance or hubris in this comparison is having
unmerited confidence—believing something or someone is capable or correct when they are not.
This help us to have confidence in one self that we are doing the work correctly training may be

51
provided for staff to teach them how to manage or work with new systems and procedures.
During a period of organizational change this is particularly important as many people will
naturally resist changes. However if those affected by the changes are given adequate
information and training then such resistances can usually be minimized.

They also give training in following points of confident

o Stay away from negativity and bring on the positivity

o Don't accept failure and get rid of the negative voices in your head
o They have also tell to never give up

COMMUNICATION SKILLS

What we say is an important way of getting our message across - see Verbal Communication and
Effective Speaking - but using our voice is only the tip of the iceberg. We actually communicate
more information using non-verbal signals, gestures, facial expression, body language even our
appearance - see our pages: Non-verbal Communication, Personal Presentation and Personal
Appearance for more information. Developing empathy helps you better understand even the
unspoken parts of your communication with others, and helps you respond more effectively.in
they have given training little to improve your speech or everyday conversations. They have to
tell to be more persuasive and feel or appear more confident. It’s a good policy for both written
ND verbal communication they have tell to be Clear and concise are two of the 7 e training Cs
of communication, along with concrete, correct, coherent, complete, and courteous

AGGREISSIVE

In aggressive they have given training to be more aggressive that means we have to do the work
more fatly, Energetic, passionate and confident. They has tell us that this aggressive helps to be
more passionate. They also tell us to have confident so that we know that we are doing the work
correctly and have confident in that we had done the work correctly and we have confident to
raise the voice against the wrong thing

ENERGETIC

52
They have given the training to be energetic so they we do the work quickly in this help us to do
get work completed at time they have tell you have to put lot of effort so that we are able to do
the work correctly and you also have to do the work quickly

ABOUT THE COMPANY OR CLIENT

They tell us about the company process and they tell us about how to the work and they also tell
us about the procedure and they tell us about the client that is heft bank and they also tell us
about various profile in which I have to work and tell us procedure to do the work

Screening and short listing resume, taking Telephonic interviews, Filling the positions within
the TAT via using various sources like Job Portals, Referrals, etc.
Preparation of daily, weekly and Monthly MIS Reports of Hiring status and managing end to
end recruitment process.
Coordination with HR Team with respect to interviews, joining.
Follow up with the candidates till the offer letter is been issued, and the candidate joins.
Organize Recruitment Drives as per Client HR.
Maintain database of profiles to achieve a healthy recruitment turnaround time.
Maintaining different reports such as Requirement list, submission report, interview status
reports etc.

After the training had given then they had given the system in which we had to work and they
tell us about the work and the job responsibilities then they give training to take out resume
from the portal because this resume helps us a a lot in recruitment as it is basic part for the
recruitment and they also told to see the good resume and also also tell us about the good resume
and bad resume and also told how to take out the good resume from the other resume and also
told about the importance of resume

Screening and short listing resume, taking Telephonic interviews, filling the positions within the
TAT via using various sources like Job Portals, Referrals, etc.

53
Preparation of daily, weekly and Monthly MIS Reports of Hiring status. Maintaining different
reports such as Requirement list, submission report, interview status reports etc.

Then we had to search resume for the right competency levels on the parameters of skill,
experience, stability and performance

I came to know Different type of resume sites are

• Nakuri.com
• Shine.com
• Timesjobs.com
• Monster.com

BENEFIT

The benefits of resume are

A resume simply outlines your education and work experience. It is designed to highlight your
qualifications and recommendation. Popularly known as curriculum vitae, a CV is a brief
explanation of several important points. When you are writing a resume, it is always important to
note your educational and work experience.

• Highlights basic information

when writing a good resume, try to avoid making it look full with irrelevant information.
Simply jot down the important points in a sweet language so that your prospective employer
gets a more detailed illustration about your work experience by reading the resume.
• Essential when applying for a job
there is a common misconception that a resume is only important if you want to succeed in
the corporate ladder, and freelancers say they don’t need it. For your information, having a
resume has an array of advantages since it highlights your qualifications, achievements and
work experience.
• Professional front
the most important thing in your resume despite of job description is a straightforward profile,
54
 more than your objectives. Therefore, make sure you create a powerful profile and highlight
the important information in order to stand out from the rest. As a suggestion, make your
resume more professional highlighting your work experience and aspirations.
• Increases your chance of success
the importance of having a well-written CV is not in any way overstressed. Since employers
receive hundreds of applications to a specific job, make sure your resume includes the
relevant information and in a systematic manner.

IMPORTANCE OF GOOD RESUME

The importance of good resume are:-

• Composition

Although a resume isn't the most effective way to demonstrate your composition skills, it does
show your ability to write in a comprehensible manner so that recruiters and hiring managers
understand your capabilities. A resume generally is written in fragmented language and is,
therefore, not an ideal illustration of writing skills. That being said, a solid resume will
accurately explain your background, areas of expertise and qualifications -- an important tool to
help you compete with other applicants in the job market.

• Confidence

Your resume often is a reflection of your self-confidence. People who struggle with writing their
own resumes must rely on friends and professional resume writers to pull together a document
that makes them look good on paper. If you don't have confidence in your skills and if you're
unable to showcase your qualifications, writing a resume can be quite a challenge

• This resume help us to find out good candidate because this resume help us to understand the
candidate profile because it help us to understand whether person is in sales or in some
other else profile and person is stable or not

55
• This help us to take out good resume according to the profile and this also help us to
understand the work of the candidate if candidate resume is good in detail then it help to get
good job because it help us in recruitment
• Different type of resume are

56
57
58
59
Then they have given the training regarding the engaged in preliminary screening where we
assess them on Key Result Areas (KRA’s), Compensation Package, Job Title, Job Location and
other details. In this they had tell us about the client for the Hdfc bank for which we had to work
and they tell us about the various profile that is MRM. , RMECOM, CPS, CTA, CDLOAN,
PREFERRED RMand they also tell I had to work according to client.

They have given the training coordination with HR Team with respect to interviews.Then we
take out the candidate for the interview. After the initial screening and validation we refer the
candidate for the client interview where the client can directly assess the capability and potential
of the candidate.

Follow up with the candidates till the offer letter is been issued .With the positive feedback from
the client, we make a formal reference check about the candidate regarding his work ethics,
performance, behaviour and other basic details. Follow up with the candidates till the offer letter
is been issued

The last phase of the process is the negotiation and the handholding phase where we negotiate
for the salary package, joining date and offer letter. Also, we continue to maintain our
relationship with both our client and selected candidate to ensure smooth integration of the
candidate in the organization

After the training and some time has completed then in last some time Ihave seen that
recruitment which is basics part of the human resources and helps us to know how it is work
have analysis in stating it was difficult to take out resume of candidate according to the client
requirement that is hdfc bank and I had also seen that there are various position come for the no
of times for these profile that is mrm ,rm ecomm, cat, cps , preferred rm and cd loan

I have also analysis the importance of the personality development and energetic and the
aggressiveness towards work is very important and communication is basic and most important
part in our life and in corporate world to talk to the person

Then in last time it was easy to take out resume from the portal and I have also analysis that it
was difficult to take out the good resume and I have also realize that good resume is very

60
important in life and this resume help us to get the good job in his and it is help us to get good
career and person should have stability in his job because it help us to understand the person is
very passionate and dedicated to his work

It have also observe that resume which is good that had attract the most to the recruiter that are
person profile and his dedicated to his work and it had good work in his job and it also had
good performance in his current organization and person should stability in his organization

I have seen the job description that basics most important for the job because it help us to
understand person profile about the job detail and help us to understand the difference between
job description and job specification

I have also seen that the this world is mostly target base job and person has to help us to achieve
the target and person have to dedicated to work and also very energetic and passionate and
aggressive to his work

I have also observe that person should confidence while talking to other person

I have also analysis that person should have to maintain some data like

• Preparation of daily, weekly and Monthly

• MIS Reports of Hiring status.

Maintaining different reports such as

• Requirement list,
• submission report,
• Interview status reports.

I have also seen that there are various position come for the Delhi location and mostly people of
Delhi are looking for the job in Delhi as compared to other location

61
Observation

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only
20% goes for video conferencing and rest 10% adopt some other means of interviews.

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Question 2: What source you adopt to source candidates?

Source: Compiled from questionnaire data

Interpretation:
This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10% responded for
Candidate referral and 5% responded for Advertising.

Question 3: How many stages are involved in selecting the candidate? / How many Question you
are asking during the Telephonic interview round?

Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews where as
only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

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Question 4: How do you track the source of candidate?

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software to source
a candidate.

Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

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Question 6: What is the average time spent by executives during recruitment (each candidate)?

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20% responded
for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded for more than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

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Question 8: What are the basic questions you ask to the candidate?

This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic questions.

Question 9: Do you have any system to calculate cost per recruitment?

This analysis indicates that most of the respondent i.e. 70% responded for No and 30% responded for Yes.

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Question 10: Is there any provision for evaluation and control of recruitment process?

This analysis indicates that most of the respondent i.e. 55% responded for No and 45% responded for Yes.

Question 11: Is there any facility for absorbing the trainees in your organization?

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30% responded for No.

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As per the survey done in NR Consulting ,

FINDINGS

According to the Survey, Recruitment differs from company to company for each
category.

According to the Survey, the company do utilize internet sites for the recruitment
processand for finding the talent candidate

According to survey it is observed that the company are utilizing the job description
inorder to make screening process more efficient

The most significant finding of the study on Recruitment strategy prevailing in

theorganization is very effective.

The employees are quite satisfied with the current recruitment methods.

The study shows that 76% of the employees who have put in long year of service
haverecruited via open competition.

This shows the transparency of the recruiting policies of the company.

92% of the employees have been working in the organization for a long period
whichsignifies the job security and satisfaction offered by the company to its employees.

Our study shows that 44% of the employees have joined this organization aiming
forcareer growth, good pay scales, and more benefits which the company offers.

Thus the statistics shows that the company has a positive outlook towards the careergrowth
of its employees in addition to the other existing benefits

OBSERVATIONS

The company’s approach to its recruitment policy shows that the right person is very

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essential for the right job, as nearly 88% of the employees felt that they were offered
jobsaccording to their qualification and experience.

Thus setting a relationship between qualification and job offered.

The study shows that 72% of the employees were of the opinion that the recruitment
policy of the company is decentralized with each department recruiting its own
employees as per their requirement from the time to time.

The company gives utmost importance to its manpower requirements by identifying it

well in advance taking into consideration the contingencies like retirement, budgetary
plans, and attrition rate.

The planning of the manpower requirement is being done in the light of the business
plans of the company.

The company has been trying to infuse new blood in the organization by appointing
fresh graduates and technologists, to set a competitive so as to face the competitive world.

LIMITATION OF THE STUDY

The study is subjected to the following limitations

The study is based on the data provided by the company statements so, the limitations
ofthe company’s employees remaining are equally applicable.
In some cases data is collected from the companies past records

CONCLUSIONS

Polices adopted by EMC are transparent, legal and scientific.

Recruitment is fair.

The recruitment should not be lengthy.

To some extent a clear picture of the required candidate should be made in order to

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search for appropriate candidates.

Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.

SUGGESTIONS

Time management is very essential and it should not be ignored at any level of the process.

Recruitment policy is satisfactory in EMC but the periodicity of recruitment is

beingmore which needs to be reduced.

Communication, personal and technical skills need to be tested for employees

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 CHAPTER - 6

QUESTIONNAIRE & BIBLIOGRAPHY

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WWW.NRConsultingserivce.com
Sparrow, P. R. (2007). Globalization of HR at function level: four UK-based case studies of the
international recruitment and selection process. The International Journal of Human Resource
Management, 18(5), 845-867.

Ordanini, A., & Silvestri, G. (2008). Recruitment and selection services: Efficiency and
competitive reasons in the outsourcing of HR practices. The International Journal of Human
Resource Management, 19(2), 372-391.

Hsu, Y. R., & Leat, M. (2000). A study of HRM and recruitment and selection policies and
practices in Taiwan. International Journal of Human Resource Management, 11(2), 413-435.

Lavigna, R. J., & Hays, S. W. (2004). Recruitment and selection of public workers: An
international compendium of modern trends and practices. Public Personnel Management, 33(3),
237-253.

Haesli, A., & Boxall, P. (2005). When knowledge management meets HR strategy: an
exploration of personalization-retention and codification-recruitment configurations. The
International Journal of Human Resource Management, 16(11), 1955-1975.

Taylor, S. (2006). Acquaintance, meritocracy and critical realism: Researching recruitment and
selection processes in smaller and growth organizations. Human Resource Management Review,
16(4), 478-489.

Chapman, D. S., & Webster, J. (2003). The use of technologies in the recruiting, screening, and
selection processes for job candidates. International Journal of Selection and Assessment,
11(2‐3), 113-120.
Chapman, D. S., & Webster, J. (2003). The use of technologies in the recruiting, screening, and
selection processes for job candidates. International Journal of Selection and Assessment,
11(2‐3), 113-120.Reinventing

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HR book Authors: Marcus Buckingham
Questionnaire on Recruitment Process

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile

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d. Notice period
e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No
b. Yes, please specify –

Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No

Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No

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