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PART2- project

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EXECUTIVE SUMMARY
This project has been a great learning experience for me; at the same time it gave
me enough scope to im...
INTRODUCTION
Introduction to BPO INDUSTRY
In India, Business Process Outsourcing (BPO) is the fastest growing segment of t...
outsourcing, as most companies in the US and UK outsource IT-related business processes to Indian
service providers.
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  1. 1. EXECUTIVE SUMMARY This project has been a great learning experience for me; at the same time it gave me enough scope to implement my analytical ability. The project has been done in a very systematic and logical manner. It has been undertaken to understand the recruitment and selection that includes both external and internal recruitment as the primary objective. Therefore for the purpose of this project, designing a questionnaire and getting direct responses from the candidates was thought to be the most appropriate method as it gives a more clear understanding about the languages known by them and about their qualifications and salary expectations. 1 | P a g e
  2. 2. INTRODUCTION Introduction to BPO INDUSTRY In India, Business Process Outsourcing (BPO) is the fastest growing segment of the ITES (Information Technology Enabled Services) industry. Factors such as economy of scale, business risk mitigation, cost advantage, utilization improvement and superior competency have all lead to the growth of the Indian BPO industry. Business process outsourcing in India, which started around the mid-90s, has now grown by LEAPS. India is now the world's favored market for BPO companies, among other competitors, such as, Australia, China, Philippines and Ireland. The BPO boom in India is credited to cheap labor costs and India's huge talent pool of skilled, English-speaking professionals. Research by the National Association of Software Services and Companies (NASSCOM) has revealed that quality orientation among leading BPO companies, 24/7 services, India's unique geographic location and the investor friendly tax structure in India have all made the BPO industry in India very popular. General definition: The term Business Process Outsourcing or BPO as it is popularly known, refers to outsourcing in all fields. A BPO service provider usually administers and manages a particular business process for another company. BPOs either use new technology or apply an existing technology in a new way to improve a particular business process. India is currently the number one destination for business process 2 | P a g e
  3. 3. outsourcing, as most companies in the US and UK outsource IT-related business processes to Indian service providers. Fundamental definition: Business process outsourcing (BPO) is a subset of outsourcing that involves the contracting of the operations and responsibilities of specific business functions (or processes) to a third-party service provider. Originally, this was associated with manufacturing firms, such as Coca Cola that outsourced large segments of its supply . BPO is often divided into two categories: back office outsourcing, which includes internal business functions such as billing or purchasing, and front office outsourcing, which includes customer-related services such as marketing or tech support. The endless opportunities IT provides, stimulates (cross-border) BPO activities. BPO that is contracted outside a company’s own country is sometimes called offshore outsourcing. BPO that is contracted to a company’s neighbouring country is sometimes called near shore outsourcing, and BPO that is contracted within the company’s own country is sometimes called onshore outsourcing. The most common examples of BPO are call centres, human resources, accounting and payroll outsourcing. INTRODUCTION TO INDIAN BPO INDUSTRIES:- India is now the world's favoured market for BPO companies, among other competitors, such as, Australia, China, Philippines and Ireland. The BPO boom in India is credited to cheap labor costs and India's huge talent pool of skilled, English-speaking professionals. Research by the National Association of Software Services and Companies (NASSCOM) has revealed that quality orientation among leading BPO companies, 24/7 services, India's unique geographic location and the investor friendly tax structure in India have all made the BPO industry in India very popular. 3 | P a g e
  4. 4. . LIST OF SERVICES OFFERED BY INDIAN BPO INDUSTRIES:- Indian BPO companies offer varied services, such as, customer support, technical support, telemarketing, insurance processing, data processing, forms processing, bookkeeping and internet / online / web research. 1. Customer support services: 24/7 inbound / outbound call center services that address customer queries and concerns through phone, email and live chat. 2. Technical support services: Installation, product support, running support, troubleshooting, usage support and problem resolution for computer software, hardware, peripherals and internet infrastructure. 3. Telemarketing services: Interacting with potential customers and creating interest for the customer's services/ products. Up-selling, promoting and cross selling to existing customers and completing online sales processes. 4. IT help desk services: Level 1 and 2 multi-channel support, system problem resolutions, technical problem resolution, office productivity tools support, answering product usage queries and performing remote diagnostics. 5. Insurance processing: New business acquisition and promotion, claims processing, policy maintenance and policy management. 6. Form processing services: Online form processing, payroll processing, medical billing, insurance claim forms processing and medical forms processing. 7. Online research: Internet search, product research, market research, surveys, analysis, web research and mailing list research. 4 | P a g e
  5. 5. INTRODUCTION OF PECON SOFTWARE LTD Pecon is an ISO 9001-2000 certified company with skilled and experienced manpower of 1000 professionals across all over India. Pecon is one of the few companies that can boast of services encompassing the whole gamut of IT sector. Its forte in Hardware, Software, Networking Support, and Remote Support has been proved over time and has been recognized in IT industries. Pecon is promoted by professionals who are engaged in dealing with clients with value-added services for over a decade according to their requirements and understand the needs of IT Industries professionally. Our goal is to work with you, to listen to you and quickly to assimilate and disseminate information that is essential for your specific requirements. This, coupled with our outstanding management and unparalleled client service, enables us to move with intellectual strength and execution speed on your project from day one. We take pride in our personal relationship with our clients and continually strive to become an integral, supportive part of their business success. With Pecon , you are a part of unique business partnership that is developed and cultivated through an optimal blend of IT experience and business expertise. We ensure that our clients are served with : • Maximum UPTIME. • HIGH SPARE availability. • Low Cost. • Knowledgeable service personal. • Pre-decided customer touch time. • Call response within 4 Hours. • Call closing within 8 Hours. 5 | P a g e
  6. 6. • Quick and complete coverage. Pecon Software Ltd. is a leading company in the field of IT infrastructure, Software Development, BPO sector. We have more than 27 years of experience in IT services and infrastructure. Our clients spread across USA, UK, Australia, India, etc. – global international experience, over 100+ clients served, some for 20+ years (including Govt. of India and public sector organizations). We are end-to-end service provider: IT infrastructure, software and BPO. We provide multiple flexible delivery models suited to client situation and need. BOARD OF DIRECTORS:- 6 | P a g e
  7. 7. M.K. Shah Managing Director Since inception in 1987 a professional turned businessman has to his credit many feathers on his cap. He is widely respected as an entrepreneur and complemented for his own ability and managerial efficiency. He is a chartered accountant (rank holder) & a law graduate having secured Gold medals both in the bachelor of commerce (Hons.) & LLb. examinations. He is also an alumni of IIM Calcutta. He is one of the pillars of the company and with his judicious decision making and dedication, he has put the Pecon Group as one of the leading IT company in the Eastern India in last 27 years. Prateek Shah Director Prateek is the young leadership face of Pecon. Bring new vison, technology and strategy to take Pecon to a new horizon. Prateek after passing higher secondary from Doon school Dehradun, have completed his Bachelors and Master In Computer Engineering from Georgia Institute of technology, Atlanta, United States Of America. After that he has gained experience as Research Associate in NVIDIA INC, a world leader of graphic card manufacturing. He completed his MBA Degree From Prestigious Management Institute IIM-Ahmedabad. 7 | P a g e
  8. 8. Sujoy Ghosh Director and COO He is the Director as well as COO of Pecon Software Ltd and he has handled his responsibilities in a excellent way since the inception. He also possesses an enviable experience in his field of specialization. PERFORMANCE: In India, it is important to make the distinction between IT and ITES (IT enabled services). The latter refers to services delivered over telecom networks/ Internet to a range of external business areas (Colloquially referred to as KPO and BPO) and is treated elsewhere on this website (see ITES industry overview). Hence, we shall focus on the IT industry here by limiting the discussion to electronics hardware manufacturing and software development and service. Despite the unprecedented global economic downturn, the Indian IT industry has weathered the storm well, and will achieve sustainable growth going forward. India is expected to witness an average 8% salary increase in 2010 and ~50% of companies have strong hiring plans, according to a survey by global HR consultancy Mercer, giving yet another indication of the high confidence levels among the country’s corporate houses after the economy staged a faster-than-expected recovery from the slowdown. While the larger players continue to lead growth, gradually increasing their share in the industry aggregate, several high-performing small and medium enterprises have also stood out. GROWTH POTENTIAL: The strong demand for electronic hardware and software in India has been fuelled by a variety of drivers including the high growth rate of the economy, emergence of a vast domestic market catering to the new generation of young consumers, a thriving middleclass populace with increasing disposable incomes and a relatively low-cost work force having advanced technical skills. Indeed, the Government has also identified growth of this sector as a thrust area as there 8 | P a g e
  9. 9. remains great expectation for significant growth given the fairly low levels of penetration of technology among the 1.1 billion population; There were only 60 million Internet users in 2009, 7 million DVD players and personal computers were sold in 2008-09, and 11 million new mobile subscribers were added every month in the same period. In this scenario there is now a big opportunity to step up the production to gain higher global share besides meeting the domestic demands. The Indian IT sector has also built a strong reputation for its high standards of software development ability, service quality and information security in the foreign market- which has been acknowledged globally and has helped enhance buyer confidence. The industry continues its drive to set global benchmarks in quality and information security through a combination of provider and industry-level initiatives and strengthening the overall frameworks, creating greater awareness and facilitating wider adoption of standards and best practices. FUTURE PROSPECTS: The industry is likely to continue growing from strength to strength, as local players incorporate best in class practices from global counterparts whilst retaining their edge in terms of lower cost of labour and focused governmental investments. New graduates with degrees in related fields such as electrical engineering and computer science can hope to achieve significant professional growth and a healthy remuneration from companies looking to hire the best talent available, given the high proportion who leave to pursue jobs in this sector overseas.. 9 | P a g e
  10. 10. PRODUCTS OF PECON SOFTWARE LTD Pecon is the reputed software solutions provider to different eminent companies. The services range from IT management to innovative to business-focused IT management services. Different folds of solutions of Pecon offer much more technical demands of the organization. Pecon is aiming at to deliver faster, synchronized and consistent services. 1.HARDWARE:- We provide hardware sales as well as maintenance of the products like dekstop, laptop, server, printer, networking equipment like hub, switch, router etc. Our maintenance system is efficient enough to provide the longevity of the hardware and keep them in good shape. We also provide troubleshooting services of the product in case there is a malfunction. 2.SOFTWARE:- Pecon provides cost effective and innovative software development solutions to companies in different industries. It enables them to move away from traditional, technically-focused IT management to innovative, business-focused IT management that maps the technological infrastructure to business needs. The various proven solutions of Pecon offer much more than just the ability to react and manage the technical demands of the enterprise. They position organization to drive greater business value by delivering faster, more comprehensive and consistent services. The technical specialists and software specialists who understand the business and the process, and cater to software development and implementation needs of clients. They work very closely with the client to effectively develop a workable IT strategy, and further offer tested skills and expertise to choose and deploy the most optimum and recent technology, to run their business solution effectively. Designing, developing and delivering comprehensive solutions based on robust IT architectures happens to be their forte. Setting the pace of the industry as a key innovator software solutions, Pecon has managed to develop a flexible, milestone-based approach to help organizations understand, meet, and even anticipate the specific needs of every business-all while making the most of current technology investments. Our prestigious clients include: 10 | P a g e
  11. 11. • Coal India Limited • South Eastern Coal fields Limited • The Eastern Railway Employees' Co-operative Bank Limited • Howrah District Central Co-operative Bank Limited • Coal Mines Provident Fund • Usha Multipurpose Co-operative Society Limited 3. SECURITY PRODUCTS:- Security has become the major area of concern for the industry. Pecon offers solutions for threats by implementing solutions using products like Anti-Virus, Gateway Level firewall, URL Filtering, SPAM and IDS/IPS. Thus Pecon ensures that its clients are guarded from threats like hacking, service denial, network intrusion, stealth of critical data. Security is an integral component of today's enterprise networks. Extensive data traffic across globally connected environment possesses an increasing threats to the enterprises' networks. Every network today needs the protection of robust and sustainable security solutions. Identifying the critical information assets, threats and vulnerabilities to your systems is essential to keep your business geared up for future security threats. Pecon assesses your security capability and ascertains that your Information Security is in place to reduce your risk and ensure a secure environment. Unified Threat Management 1.What is UTM? Unified threat management (UTM) refers to a comprehensive security product that includes protection against multiple threats. A UTM product typically includes a firewall, antivirus software, content filtering in a single integrated package. 11 | P a g e
  12. 12. 2.Features of UTM Following are the features of UTM Identity based Firewall 3.What is Firewall? A firewall is a secure and trusted machine that sits between a private network and a public network. The firewall machine is configured with a set of rules that determine which network traffic will be allowed to pass and which will be blocked or refused. Function of Identity based Firewall: Grant access and authorities depending on user identity and directory groups Leverage the existing enterprise directory to maintain security at its required level. VPN (Virtual Private Network): Virtual Private Network (VPN) is a means of having a secure channel between your local computer and a computer at a remote location. Benefits of UTM The main benefit of Unified Threat Management is the fact that so many necessary functions are combined into one box. This reduces the complexity of the firewall system and saves businesses time and money. Since all the security features are in one device, you do not need to spend time figuring out how all your security devices work and then how they all work together. Once you understand how your UTM firewall works, you understand your entire security system. Also, because the whole security system is in one device, there is much less to buy. In fact, the only thing that you have to buy is the UTM firewall. This significantly reduces the cost that needs to be spent on a security system. Maintaining network security can often become complex and confusing, but when all the security features are combined into one system, it is easy to see how all the functions are integrated and how they work together. Also, because it is only one system coming from one vendor. Various UTM Companies Sonic wall 12 | P a g e
  13. 13. Cyberoam Juniper Fortinet Cisco D-Link 4.NETWORK PRODUCTS:- Pecon integrates technologies, maximizes network performance and delivers communication solutions in the most cost-effective way - assuring flexible, open systems capable of integrating today's new technologies with tomorrow's new technologies. Pecon solutions encompass the full range of client needs from strategic planning, network design and implementation, and hardware and application selection and integration to remote network management and web-applications hosting. Pecon has the knowledge and experience to design, develop and install a full application-ready distributed computing platform and integrate it into an existing IT infrastructure. Experts of Pecon use the latest distributed computing tools and techniques to create Premises Distribution System to form the physical layer of the network infrastructure, LAN/WAN solutions as well as provide a broad range of consulting and support services to create and maintain networks. Pecon technology consultants - who are certified by major vendors - offer practical solutions for connectivity. They combine all components of the solution, perform traffic load and quality assurance tests, integrate application-ready solutions with the existing computing architecture, and deploy the solution throughout the client's network. We offer turnkey solution for the customer’s requirements to setup or upgrade their network and communication systems. Solutions offered are based on following technologies: Premises Distribution System Enterprise Switching Solutions Wireless 13 | P a g e
  14. 14. Wide Area Networks Consulting Need Analysis & Audit Remote Network Management Network Audit & Infrastructure Analysis Network Evaluation Implementation Methodology for LAN & WAN Wireless As a full-service wireless solutions provider, Pecon offers complete integration of wireless technology and provides onsite installation and maintenance. Large or small, simple or complex, we offer a total solutions approach to feasibility study, wireless network implementation and ongoing support. Wide Area Networks To address the customer's need for providing connectivity to their remote offices and branches to their central office, Pecon offers most comprehensive Wide Area Networking solutions in the industry. WAN solutions offered by Pecon encompasses technologies such as Leased Lines, E1 circuits, ISDN, IP VPN, MPLS, Frame Relay and VSAT based solutions. Pecon offers turnkey solutions for deploying Wide Area Networks right from designing the network topology, choosing the right telecom service provider, building the network infrastructure to drafting SLA on behalf of the customer. Networking There cannot be a debate on the fact that networking is an integral part of IT. We offers a whole range of networking solutions, with benefits to clients as a priority. Pecon brings industry-wide expertise in designing, deploying and maintenance of resilient and non-resilient campus networks for your business. Be it passive network over fiber or copper, or active components, Pecon carries in-depth expertise to deliver the best to its clients. 14 | P a g e
  15. 15. SERVICES PROVIDED BY PECON SOFTWARE LTD IT INFRASTRUCTURE MANAGEMENT SERVICES:- As enterprises scale their IT infrastructure to support business growth, managing global networks, databases and applications becomes a herculean task which can overwhelm internal resources. PECON offers a complete portfolio of solutions and services for managing enterprise IT infrastructures. Our IT Infrastructure Management Services are a comprehensive set of services that helps customers to fully utilize their IT investments by improving availability, reliability and performance. These include the provision of people, processes and perspective to reliably deliver application availability, security and performance of your IT infrastructure. The objective is to simplify IT Infrastructure Management by aligning existing IT infrastructure with overall business strategy. We achieve this by offering a complete portfolio of customized services and expertise, from planning and design to procurement, installation, integration, migration assistance to system management, telephone support and on-site hardware and software fixes. Apart from designing, planning and implementing IT infrastructures service, PECON also offers support to manage and maintain your existing network infrastructure. The services we support are: • Microsoft Windows Server • Active Directory Services • All Window Network Infrastructure Services • Internet Information Server • Microsoft Exchange Server • Enterprise and Desktop Antivirus We can provide the following support for the above mentioned services • Telephonic Support • Remote Access Support 15 | P a g e
  16. 16. • Onsite Support • Annual Maintenance Support SERVICES OFFERED: • Helpdesk Services • Desktop Management • System Administration • Server Monitoring and Management • Networking Monitoring and Management • Asset Management • Application & Database Administration Services • Provision of On-Site Support Personnel • Vendor Management • Network and Security Audits FACILITY MANAGEMENT SERVICES:- A large number of enterprises are opting for IT outsourcing as a solution to accomplish productivity and least downtime of their IT infrastructure and also reduce costs at the same time. PECON's outsourcing Strategy Solution can help enterprises to achieve them successfully. At the core of this solution are our IT Sourcing Advisory services, designed to help enterprises assess and define IT sourcing options from decision through operation. We offer consistent service delivery at cost effective rates for enterprise's infrastructure. We also provide a full range of help desk services at National level. Our IT outsourcing solutions, based on proven, repeatable delivery methodologies and practices, are managed both on-site and through our delivery center in collaboration with our wide spread service delivery network. Some of the services offered by us in the Managed services are as follows: Help Desk Services: Integrate all of your service management across your business. Get fix-it-right- on-the-first-report problem resolution. And proactively resolve most issues before they adversely affect your business. It helps improve service levels by building a single point of contact, consolidating and automating the handling of all service requests both technical and non technical. Asset and Configuration Management Services: Capture, track, report on, and manage all of the hardware and software assets in your portfolio and deliver the information needed to make better decisions. The idea of this exercise is to do management of the asset & configuration database in 16 | P a g e
  17. 17. order to ensure control over configurations to minimize disruption and downtime accruing from changes. This is done using tools as well through physical tracking. Network Management Services: This service is designed to provide proactive monitoring and preventive maintenance of all network elements encompassing Servers, Routers, Switches, Links, and other critical identified equipments Configure and manage devices such as Routers, Switches, Servers up to the WAN gateway so as to ensure effective network utilization and compliance with standards, Manage the Wan links. Report performance of the network elements and set thresholds. Desktop Management Services: This service includes analyzing and troubleshoot problems related to the Desktops and related Peripherals devices like printers and scanners. It includes support on operating system like Windows or LINUX along with office applications and mail client support. Messaging Infrastructure Services: As a part of mail Management of the messaging infrastructure based on MS Exchange, Lotus or LINUX we perform all the activities like Mail Box Creation, Deletion, Mail Delivery and Queue Management, Internet Mail System management, Mail Traffic monitoring and management, Configuring of users, etc. to ensure mail service availability to the enterprise. Maintenance Support Services: Get the multi-vendor hardware maintenance and support you need for all your hardware products including Desktops, Laptops, Servers, Printers, Routers, Switches and UPS. Vendor Management Services: Vendor management is a critical component to service delivery in multi-vendor environments of today. We manage third-party service arrangements including logistics/leases, licensing, repairs and service delivery and follow up on manufacturer-initiated upgrades/patches. Security Management Services: This Service is designed to take care of all the security service needs of complex IT setups including monitoring, reviewing, updating the physical security, Anti Virus updates on Desktops and Servers, IDS/IPS, Content Filtering, Anti Spam, Firewall management, Ad ware and Spy ware services. Consumables Management Services: These services help Tracking Consumable Usage, Checking quality of consumables being used and delivered, maintain of Consumables and procure it timely. Resident Engineer: As technology becomes increasingly more complex, important resources necessary to keep the network running at optimal levels become more difficult to find and retain. Whatever the size of your company or the nature of your market, PECON has the right people for you. PECON is able to offer Resident Engineer Services to ease the day to day challenges a company will face and thus helps in all the IT Related activities. PECON can provide Resident Engineers for a wide variety of deliverables. Common Resident Engineering services include: 17 | P a g e
  18. 18. • Full day resident engineers • Customized Why Pecon resident engineers? • Reduced Response time • Immediate solution to all IT problems. • Increase in productivity. • Optimization of current setup and maximize your returns on IT investments. In full time resident engineer services we place a full time well qualified engineer i.e. from 9.30 a.m.to 6.00 p.mat the customer’s site. In half day resident engineer services we depute an engineer either six days half days or three full days a week as desired by the customer. We also customize resident engineer services according to customer requirements for e.g. once a week or twice a week, full day, Half day etc. Specialised Engineer deputation: • Windows/ Linux • Database Administrators • Network/ Security Administrators • Application Management. • Messaging Infrastructure Management • Server based computing infrastructure Management REGISTER A DOMAIN VIEW DOMAIN PRICING:- Domain Pricing • New Registration 18 | P a g e
  19. 19. • Renewals • Transfers • Restorations Domains 1 Year 2 Years 3 Years 5 Years 10 Years .com Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .net Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .in Rs. 806.76 Rs. 1,613.52 Rs. 2,420.28 Rs. 4,033.80 Rs. 8,067.60 .org Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .co.in Rs. 403.16 Rs. 806.32 Rs. 1,209.48 Rs. 2,015.80 Rs. 4,031.60 .club Rs. 984.00 Rs. 1,968.00 Rs. 2,952.00 Rs. 4,920.00 Rs. 9,840.00 .info Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .biz Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .us Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .eu Rs. 582.54 Rs. 1,165.08 Rs. 1,747.62 Rs. 2,912.70 Rs. 5,825.40 .co.uk Rs. 907.51 Rs. 1,815.02 Rs. 2,722.53 Rs. 4,537.55 Rs. 9,075.10 19 | P a g e
  20. 20. WEB HOSTING Powerful Linux Hosting 1. State-of-the-Art Hosting Infrastructure 2. 99.9% Uptime Guarantee 3. 30-Day Money-Back Guarantee Supports: Select Your Plan • US Hosting • IN Hosting • UK Hosting • Unlimited Hosting Plan • Rs. 280.00 /MO • Single Domain • Unlimited Disk Space • Unlimited Data Transfer • Unlimited Email Accounts • • Buy Now • Business 20 | P a g e
  21. 21. • Rs. 300.00 /MO • 3 Domains • Unlimited Disk Space • Unlimited Data Transfer • Unlimited Email Accounts • • Buy Now • Pro • Rs. 414.00 /MO • Unlimited Domains • Unlimited Disk Space • Unlimited Data Transfer • Unlimited Email Accounts • • Buy Now Install these softwares in just 1 - click! Features 21 | P a g e
  22. 22. FAQs Unlimited Everything! • Unlimited Disk Space • Unlimited Bandwidth • Unlimited Domains & Sub-Domains • Unlimited Email Accounts, Forwarders, Auto Responders • Unlimited FTP Accounts • Unlimited MySQL Databases Powerful Control Panel - cPanel (View Demo) • World's Leading Hosting Control Panel • Manage Web Pages, View Website Statistics, Create Email Accounts etc. Reliable Support • 99.9% Uptime Guarantee • 30 Day Money Back Guarantee • 24x7x365 Support Robust Infrastructure • State-of-the-art Datacenters • Dual Quad-Core Xeon powered Servers • Redundant Scalable Servers Advanced Email Hosting Included • Unlimited POP3 Email Accounts with SMTP • IMAP Support • Easy to use Webmail Interface ecommerce ready • Private SSL Available • Add-on Dedicated IP • Supports ecommerce, Cube Cart, Zen Cart Server Specifications • Dual E5530 2.40GHz Xeon quad core hyper threaded processors • 24 GB RAM • 250 GB RAID 1 (mirrored) OS drive • 1 TB RAID 1 (mirrored) customer data drive cached • Battery backed, RAID controller for all drives • Redundant Power, HVAC & Fire-Detection Systems 22 | P a g e
  23. 23. Programming Support • PHP 5.2x, 5.3x, 5.4x, Perl, Python, RoR, GD, cURL, CGI, mcrypt • Apache 2.2x • MySQL 5 • Ruby On Rails • Zend Optimizer, Zend Engine, ionCube Loader Security & Access • Anti Spam & Virus Protection • Password Protect Directories • Secure FTP Access • IP Blocking • phpMyAdmin Access • Hotlink & Leech Protection • Cron Jobs for Scheduled Tasks • Customizable Error Page • Website Statistics with AWstats Email & Domain Name Features • Outlook, Thunderbird and Windows Mail compatible • Blackberry, iPhone, Android and PDA support • Feature packed Webmail • Advance Spam/Virus Protection • Mail Forwards, Email Aliases, Auto Responders • Unlimited Mailing Lists, Catch All Accounts, Mail Spam Filters • Parked Domains • Free DNS Management • Domain Forwarding, Path Forwarding, URL Masking. NETWORK AND SECURITY SERVICES Pecon integrates technologies, maximizes network performance and delivers communication solutions in the most cost-effective way - assuring flexible, open systems capable of integrating today's new technologies with tomorrow's new technologies. Pecon solutions encompass the full range of client needs from strategic planning, network design and implementation, and hardware 23 | P a g e
  24. 24. and application selection and integration to remote network management and web-applications hosting. Pecon has the knowledge and experience to design, develop and install a full application-ready distributed computing platform and integrate it into an existing IT infrastructure. Experts of Pecon use the latest distributed computing tools and techniques to create Premises Distribution System to form the physical layer of the network infrastructure, LAN/WAN solutions as well as provide a broad range of consulting and support services to create and maintain networks. Pecon technology consultants - who are certified by major vendors - offer practical solutions for connectivity. They combine all components of the solution, perform traffic load and quality assurance tests, integrate application-ready solutions with the existing computing architecture, and deploy the solution throughout the client's network. We offer turnkey solution for the customer’s requirements to setup or upgrade their network and communication systems. Solutions offered are based on following technologies: • Premises Distribution System • Enterprise Switching Solutions • Wireless • Wide Area Networks • Consulting • Need Analysis & Audit • Remote Network Management • Network Audit & Infrastructure Analysis • Network Evaluation • Implementation Methodology for LAN & WAN Wireless As a full-service wireless solutions provider, Pecon offers complete integration of wireless technology and provides onsite installation and maintenance. Large or small, simple or complex, we offer a total solutions approach to feasibility study, wireless network implementation and ongoing support. Wide Area Networks To address the customer's need for providing connectivity to their remote offices and branches to their central office, Pecon offers most comprehensive Wide Area Networking solutions in the industry. WAN solutions offered by Pecon encompasses technologies such as Leased Lines, E1 circuits, ISDN, IP VPN, MPLS, Frame Relay and VSAT based 24 | P a g e
  25. 25. solutions. Pecon offers turnkey solutions for deploying Wide Area Networks right from designing the network topology, choosing the right telecom service provider, building the network infrastructure to drafting SLA on behalf of the customer. Networking There cannot be a debate on the fact that networking is an integral part of IT. We offers a whole range of networking solutions, with benefits to clients as a priority. Pecon brings industry-wide expertise in designing, deploying and maintenance of resilient and non- resilient campus networks for your business. Be it passive network over fibre or copper, or active components, Pecon carries in-depth expertise to deliver the best to its clients. BACKUP AND DISASTER RECOVERY MANAGEMENT SERVICES Disaster always seems to strike when we are least prepared, be it due to a crashed hard disk or any natural calamities. An organization needs to have a continuity plan in place that works, allowing access to all business critical data and application; no matter how worst you are hit. From desktops/servers to data center sites; data backup, failover redundancy, disaster recovery sites are the norms. Today's business operations demands high availability of systems and continuous access to mission critical information. Organizations are challenged to protect against disruptions in service and loss of data include widespread power losses, natural disasters, malicious activity and terrorism. Organizations must deploy an infrastructure to secure both critical and general day-to-day data. Often these include interconnection of data centres across regions, separated by tens, hundreds or even thousands of miles. A sound disaster recovery business continuity plan is essential to protect the well being of an organization. Our consulting experts can help you draw a disaster recovery and management plan and execute the same. MESSAGING INFRASTRUCTURE SERVICES As a part of mail Management of the messaging infrastructure based on MS Exchange, Lotus or LINUX we perform all the activities like Mail Box Creation, Deletion, Mail Delivery and Queue Management, Internet Mail System management, Mail Traffic monitoring and management, Configuring of users, etc. to ensure uninterrupted mail service availability to the enterprise. REMOTE INFRASTRUCTURE MANAGEMENT SERVICES PECON remote PC & Laptop support is ideal for you because we are available for 365 days a year from 9 AM to 8 PM IST. We provide high quality of support for PCs & Notebooks using our latest technology remote support, using the internet, chat & telephonic help. Remember we are just a click or call away, irrespective of where you are. 25 | P a g e
  26. 26. Remote Services is a new technology support, promoted by Pecon InfoTech Ltd – A 25 year old company. We have the expertise, infrastructure & skills to deliver premium support to PECON customers just as we have been doing for the past 2 decades. With PECON, we aim to be the preferred IT support destination for thousands of PC users & businesses across the country. Why Remote Support: • Reduce cost and /or expenditure • Acquire new technologies to improve business efficiency • Improve application performance and end user experience • Improve communication internally and externally with clients • Reduce IT staff requirements to utilize resources for more strategic projects • Lack of in house skill sets DISCUSSION ON TRAINING • STUDENTS WORK PROFILE & RESPONSIBILITIES The MAIN FOCUSSED WORK IS TO RECRUIT RIGHT CANDIDATE FOR THE RIGHT JOB PROFILE. MAIN FOCUS IS TO HIRE A SMART CANDIDATE RATHER THAN A HARDWORKING CANDIDATE. POSTING JOBS IN THE DIFFERENT ONLINE JOB PORTALS LIKE: • NAUKRI.COM • TIMES JOB.COM • QUIKER • OLX • SHINE.COM 26 | P a g e
  27. 27. • MONSTER.COM • BABAJOBS.COM • CLICKIN.COM This Portals Helps A Lot In Finding Right Candidate For The Right Job Profiles .Regular Posting Of Jobs And Getting Emails From The Candidates For The Profile Of Job In Which They Applied Helps A Lot To Find A Proper Candidate. Creating Database Of Candidates From Different Job Portals And Calling Them Regularly To Call Them For The Interview Is One Of The Major Big Role Of The Hr Recruiters Of Pecon Software Ltd. Calling Atleast 50 Candidate From The Database Is The Main Work And Making Line Up’s With Them For The Interview. Again The Next Day Calling Those Line Up’s Candidate To Confirm Whether They Are Coming For The Interview Or Not And Preparing The Final List Of Candidates And Taking Preliminary Interviews And Sending The Candidates For The Client Round Interview Over Telephone And Confirming Which Candidate Is Appropriate For Which Process , Etc And Sending The Candidates For The Training And Development Which Takes Around 1 Week To Get Trained About The Project In Which They Will Be Working . Till Now I Have Made Joined 35 Candidates Both In International And Domestic Process .As It Is A Bpo The Attrition Rate Is Very High , In A Day Atleast We Have To Take Interview Of 30 To 40 Candidates .And Sending Them To The Clinet Round Is Our Main Motto So That Recruiting A Right Candidate Will Give Benefit To Our Company. Giving Customer Support Is Our Main Motto. • DESCRIPTION OF LIVE EXPERIENCES Recruiting Is Not Much Easy As I Thought Earlier . Faced A Lot Of Problem While Taking Interviews And Simultaneously Maintain Data In The Excel Sheet Of The Calls I Made And 27 | P a g e
  28. 28. The Line Up’s I Made The Interview Results , Why The Candidates Are Not Selected What Is The Problem , What Languages They Know , In Which Part They Should Be Trained ,Etc All This Hurdles Came But This Hurdles Had Made Me Confident For Judging A Candidate For The Basic Questions Asked In A Interview By A Hr . I Had Got The Overview By Looking At A Candidate Whether He / She Is Confident Enough Or Not In His / Her Job Profile Or Not. Sometimes Even Happened The Candidate Came For The Interview Got Selected Even Done The Training But Didn’t Turn Up For The Floor Hit . When I Call That Candidate And Asked Them About The Problem Many Candidate Told Me Regarding The Salary Issue , Environment Of The Work Place , Etc , Affects Them . But Last Not The Least I Have Gained A Practical Experience By Making Cold Callings , Inviting Them For The Interview , Taking Interviews , Etc Has Made Me Confident Enough . IMPORTANCE OF RECRUITMENT & SELECTION PROCESS:- Human Resources Management is concerned with human beings, who are the energetic elements of management. The success of any organization or an enterprise will depend upon the ability, 28 | P a g e
  29. 29. strength and motivation of person’s working in it. The Human Resources Management refers to the systematic approach to the problems in any organization. It is concerned with recruitment, training and Development of personnel. Human resource is the most important asset of an organization. It ensures sufficient supply, proper quantity and as well as effective utilization of human resources. In order to meet human resources needs, and organization will have to plan in advance about the requirement and the sources, etc. The organization may also have to undertake recruiting selecting and training processes. Human Resources Management includes the inventory of present manpower in the organization. In cases sufficient number of persons is not available in the organization then external sources are also identified for employing them. Human Resources Management lays emphasis on better working condition and also ensures the employment of proper work force. A part of Human Resources Management is assigned to personnel who perform some of the staffing function. The staffing process is a flow of events, which result in a continuous managing organizational position at, all levels from the top management to the operatives level. This process includes manpower-planning, authorization for planning; developing sources of applicant evaluation of applications employment decision (selection) offers (placement) induction and orientation, transfers, demotions, promotions and separations. Manpower’s planning is a process of analyzing the present and future vacancies as a result of retirement, discharges, transfer, promotion, absence or other reasons. Recruitment is concerned with the process of attracting qualified and components personnel for different jobs. This includes the identification of existing sources of the labor market, the 14 development of new sources and the need for attracting large number potential applications so that good selections may be possible. Selection process is concerned with the development of selection policies and procedure and the evaluation of potential employees in terms of job specifications. This process includes the development of application blanks, valid and reliable tests, interview techniques employee reversal systems, evaluations and selections of personnel in terms of jobs specifications the making up of final recommendations to the hire management and the sending of offers and rejection latter’s. 29 | P a g e
  30. 30. OBJECTIVES OF THE STUDY: To understand the current Recruitment Policies being followed at “PECON SOFTWARE LTD” conducted this study and to know how effectively it is being implemented in the organization. 30 | P a g e
  31. 31. • To study the present Recruitment Policies “PECON SOFTWARE LTD” • To study the different methods of recruitment & selection depending on the requirements of the organization. • To find the relationship whether jobs offered based on qualification to the employees in the organization. • To study the level of job satisfaction in the organization. • To study the changes of recruitment policy in recent times in the organization. • To know how the company fulfils its manpower requirements. RESEARCH METHODOLOGY SCOPE OF STUDY: The study was confined to territorial division of “PECON SOFTWARE LTD” KOLKATA with special reference to its Recruitment policy. SAMPLE SIZE: The study was conducted with sample size of 45 employees selected at random from both supervisory and management staff of” PECON SOFTWARE LTD. ” DATA COLLECTION: Primary data: A detailed and well-structured questionnaire was presented to the managerial staff at “PECON SOFTWARE LTD”. Copies of the questionnaire being distributed to the employees at random to obtain their views followed this. Further discussions regarding the recruitment policies were held with the HRD manager to have an in-depth knowledge and future plans of the company for its effective implementation. Secondary data: Secondary data was gathered from academic texts and company profile from company’s website. Analysis: The data collected through questionnaires distributed to the employees was analyzed and interpreted using the MS-EXCEL. 31 | P a g e
  32. 32. STUDY OF FINDINGS The study thus conducted is restricted to the “PECON SOFTWARE LTD” KOLKATA only. • The accuracy of the study is based on the information given by the respondents. • Data collected cannot be asserted to be free from errors because of bias on behalf of the respondents. • As the sample size consists size consists of only 60 employees its accuracy has its limitations. RECRUITMENT INTRODUCTION: Recruitment forms the first in the process, which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning, Recruitment makes it possible to acquit the number and types of people necessary to ensure the continued operation of the organization.” Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies”. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans, organization charts and control systems would not do much good. Definition: “Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force”. - Dale Yoder “Recruitment is the process of searching the candidates for employment and stimulating them to apply for job in the organizations recruitment is the activity that links the employers and the job seekers”. - Edwin B.Flippo PURPOSES AND IMPORTANCE: 32 | P a g e
  33. 33. • Determine the present and future requirements • Increase the pool of job candidates at minimum cost • Reduce the probability of employee turn over • Increase the success rate of the selection process • Increase organizational and individual’s effectiveness EFFECTS: Positive Recruitment Process • Attract highly qualified and competent people • Ensure that the selected candidates stay longer with the company • Make sure that there is match between cost and benefit • Help the firm create more culturally diverse work-force Negative Recruitment Process • Failure to generate qualified applicants • There is no match between cost and benefit • Extra cost on training and supervision • Increases the entry level pay scales RECRUITMENT PROCESS: • Planning • Strategy development • Searching • Screening • Evaluation and control OBJECTIVES OF RECRUITMENT: • To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies so as to obtain a pool of suitable candidates for vacant posts. • To induct outsiders with a new perspective to lead the company 33 | P a g e
  34. 34. • To infuse fresh blood at all levels of the organization. • To develop organizational culture that attracts competent people to the company. • To use a fair process. • To ensure that all recruitment activities contribute to company goals. • To search for talent globally and not just within the company. • To conduct recruitment activities in an efficient and cost effective manner. EMPLOYEE RECRUITMENT: In the working place is essential to a company’s long term success. By hiring correctly, an organization adds the talent it needs and can enjoy the benefits in increased productivity and morale. However this process is not simple and if the careful process of selection is not followed: you can be mired with poorly skilled, unmotivated and un-loyal labour force which can impact future profits as well as other employee behaviour. Recruitment, Quite often this word stands alone when some gaming companies develop a human resources management strategy. An organization cannot develop a recruitment strategy without simultaneously for mulcting an employee retention plan. Simply stated, it is one thing to attract workers, but quite another to retain them. FACTORS EFFECTING RECRUITMENT: All organizations whether small or large, do engage in recruiting activity, though not to the same extent. This differs with 1) The size of the organization. 2) The employment conditions in the community where the organization is located. 3) Working conditions, salary and benefit packages offered by the organization. 4) The rate of growth of the organization. 5) Future expansion program of the organization. And 6) Cultural and legal issues. 7) Organization’s ability to find and retain good performing people. FACTORS AND SOURCES INTERNAL FACTORS: • Employees from within the organization are hired to fill a job vacancy. 34 | P a g e
  35. 35. • It is normally used for higher level jobs. The internal factors are: • Company’s pay packages • Quality of work life • Organization culture • Career planning and growth • Company’s size • Company’s products/services • Geographical spread of the company’s operations • Company’s growth rate • Role of trade unions • Cost of recruitment • Company’s name and fame. EXTERNAL FACTORES: The external factors are:- • Socio-economic factors • Supply and demand factors • Employment rate . • Labour market conditions. • Political, legal and governmental factors like reservations for SC/ST/BC and sons of soil. • Information systems like employment exchanges /Tele-recruitment like internet. ADVANTAGES: • Benefits of new skills, new talents and new experiences to organization • Compliance with reservation policy is easy • Scope for resentment, jealousies and heartburn are avoided DISADVANTAGES: • Better morale and motivation associated with internal recruiting is denied to the organization • It is costly • Chances of creeping in false positive and fake negative errors • Adjustment of new employees to the organizational culture takes longer time. EVALUATION & CONTROL: • Salaries for Recruiters • Management & professional time spent on preparing job description, job specification 35 | P a g e
  36. 36. advertisements, liaison etc.. • Cost of advertisement • Cost of producing supporting literature • Recruitment overheads & administrative expenses • Cost of overtime & outsourcing PHILOSOPHIES OF RECRUITING: • Traditional philosophy – to get as many people to apply for a job as possible • Waiting in queues • Job dissatisfaction & employee turnover • Emphasis is on matching the needs of the organization to the needs of the applicants • Minimize employee turnover & enhance satisfaction REALISTIC JOB PREVIEWS: • Provides complete job related information to the applicants so that they can make right decision before taking up jobs • Lower rate of employee turnover • High level of job satisfaction & performance • Beneficial for organizations hiring at the entry level JOB COMPATIBILITY QUESTIONNAIRE: • To determine applicants preference for work match the characteristics of the job • Greater the compatibility of applicants preferences & characteristics of the job greater the probability of employee effectiveness & longer the tenure • 400 item instrument • Measures job factor related to performance, satisfaction turnover and absenteeism SOURCES OF RECRUITMENT: The various sources of external recruitment are: 1. Advertising 2. Employment agencies 3. Employee referrals 4. Schools, colleges and professional institutions 5. Labour unions 6. Casual applicants 7. Professional organizations or recruiting firms or executive recruiters 8. Indoctrination seminars for college professors 9. Unconsolidated applications 10. Nepotism 11. Leasing 36 | P a g e
  37. 37. 25 12. Voluntary organizations 13. Computer data banks RECRUITMENT POLICIES A recruitment policy is concerned with quantity and qualifications of manpower. A well considered and pre-planned recruitment policy, based in corporate goals, study of environment and the corporate needs may avoid hasty of ill-considered decisions and may go a long way to man the organization with the tight type of personnel. The most commonly adopted practice in an organization is to centralize the recruitment and selection function. A “recruitment policy” in its broadest sense involves a commitment by the employer to such general principles as:- • To find and employ the best qualified persons for each job. • To retain the best and most promising to those hired. • To offer promising opportunities for the life-time working careers. • To provide programs and facilitates for personal growth on the job. • The following factors should be taken into considerations in formulating recruitment policy. • They are o Government policies o Personnel policies of other competing organization o Organization personnel policies o Recruitment sources o Recruitment need o Recruitment costs o Selection criteria and preferences etc. METHODS OF RECRUITMENT Recruitment can be broadly categorized under three heads. Namely, Direct method, indirect method and Third method. DIRECT METHOD:- One of the widely used direct methods is that of sending of recruiters to colleges and technical schools. Most college recruiting is done in co-operation with the placement office of a college. The placement office usually provides help in attraction students, arranging interviews, furnishing space, and providing student resumes. For managerial professional, and sales professional, campus recruiting is an extensive operation. Persons reading for MBA or other technical diplomas are picked up in this manner. Many companies have found employees contact 37 | P a g e
  38. 38. with the public a very effective method. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go to the desired centers. INDIRECT METHOD:- Indirect method usually involves advertising in news papers, on the radio, in trade and professional journals, technical magazines and broachers. Advertising in newspapers and magazines, is the most frequently used methods, when qualified or experienced personnel are not available from other sources. Senior posts are largely filled by such methods when they cannot be filled by promotion from within. Advertising is very useful for recruiting blue-collars and hourly workers as well as scientific, professional, and technical employees. Local newspapers can be a good source of blue-collar workers, clerical employees, and lower level administrative employees. THIRD PARTY METHOD:- These include the use of commercial of private employment agencies, placement offices of schools colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college for college professors and friends and relatives. PRIVATE EMPLOYMENT AGENCIES:- They are the brokers who bring employers and employees together. The specialization of these agencies enhances their capacities to interpret the needs of their client, to seek out particular types of persons, and to develop proficiency in recognizing the talent of specialized personnel. STATE PUBLIC EMPLOYMENT AGENCIES:- Also known as labour exchanges, they are the main agencies of public employment. They provide a clearing housing for jobs and job information. These agencies provide a wide range of services counselling, assistance in getting jobs information about labour market, labour and wage rates. PROFESSIONAL ORGANIZATION OR RECRUITMENT FIRMS:- They maintain complete information records about employed executives. These firms are looked up on as ‘head hunters’, ‘raiders’ and pirates by organizations which loose personnel through their efforts. However, these same organizations may employ “executive search firms” to help them find executive talent. These consulting firms recommend persons of high calibre for managerial, marketing and production engineer’s posts. TRADE UNIONS:- Also provide manual and skilled workers in sufficient numbers. MODERN SOURCES AND TECHNIQUES OF RECURITMENT A number of modern recruitment sources and techniques are being used by the corporate in addition to traditional sources and techniques. These sources and techniques include walk-in and consult–in, head-hunting, body-shopping, business alliances, and tele-recruitment. 1. WALK-IN: 2. CONSULT-IN: 3. HEAD-HUNTING: 38 | P a g e
  39. 39. 4. BODY-SHOPPING: 5. BUSINESS ALLIANCES: 1. TELE-RECRUITMENT: The technological revolution in telecommunication helped the organization to use internet as a source of recruitment. Organization advertise the job vacancies through the world wide web (WWW) internet. The job seekers send their applications through email or internet. Alternatively, job seekers place their CV’S in the world wide web/internet, which can be drawn by the perspective employers depending upon their requirements. ALTERNATIVES TO RECRUITMENT: OVERTIME • When demand for product peaks • Additional income for employee • It results in Fatigue, increased accidents & more absenteeism • Need to pay double wages EMPLOYEE LEASING • Often called Staff outsourcing • Useful to small & medium sized firms TEMPORARY EMPLOYMENT • Low labour costs • Easy access to experienced labour • Flexibility in future • DISADVANTAGE- Do not know the work culture of the firm REFERENCE CHECK: The reference of the person should be checked before making a final decision. Check through a personal visit or a phone call directly to the applicant’s immediate former supervision, if possible. Verify that the information given to you is correct. • Consider, with judgment, any negative comments you hear and what is not said. • Checking references can bring to light significant information which may save you money and future inconvenience. Recruitment Strategies: 39 | P a g e
  40. 40. Findings Overview Organizations were asked what strategies they use to recruit both managerial/professional and non management candidates. For recruiting managerial/professional candidates, the Internet is the most popular advertising medium, used by 76 percent of the organizations surveyed. Organizations regularly utilize internal resources(e.g., internal job postings and employee referrals) when recruiting both internal and external candidates. Different kinds of agencies are used to recruit for positions at different levels. — Temporary and government agencies are used mainly to recruit non-management candidates. — Employment agencies, colleges, and professional organizations are used more often to recruit managerial/professional candidates. Organizational Offerings The quality of an organization’s offerings affects its ability to attract job candidates. Organizations believe they offer candidates a strong company reputation (69 percent) and high-quality benefits packages (65 percent) and learning opportunities (55 percent). Many organizations do not offer stock options (37 percent) or child care options (36 percent). Best Practices Organizations with the most effective recruiting strategies were 15 to 19 percent more likely to offer candidates high-quality options such as: • Potential for advancement. • Company reputation. • Stocks. • Benefits package. • Corporate culture. • Salary scale. Organizations offering candidates and employees a positive culture (e.g., innovative, diverse, potential to advance) and learning environment have more satisfied employees and more successful at retaining them. Barriers to Effective Recruitment and Selection: Findings Overview r The surveyed organizations report that the top barriers to effective recruitment of candidates are: • Shortage of qualified applicants • (62 percent). 40 | P a g e
  41. 41. • Competition for the same applicants • (62 percent). • Difficulty in finding and identifying applicants • (48 percent). SELECTION “Selection is the process of examining the applicants with regard to their suitability for the given job or jobs, and choosing the best candidate and rejecting the others.” Good recruitment practices are only one key to generating a pool of top job candidates. Equally important is having a strong basis from which to recruit. If an organization’s policies and practices are unattractive to candidates, the organization’s ability to generate good candidates will be limited regardless of he specific recruitment practices they employee. But what policies and practice do “good” applicants find attractive? Unfortunately, there is no easy answer to this question because not all “good” applicants are alike, and research shows that organization’s policies and the individual’s characteristics. Financial considerations, supply and demand, and other variables impact the recruitment process. Looking for a qualified person for the IT department is likely to require a broader and possibly more expensive search. Recruitment indicate that there is an increase in the use of the internet and interactive employment websites, such as searching web databases, placing online ads at various career sites, purchasing candidate information from resume services, sending recruitment materials, to targeted individuals, and placing ads in newspapers can all yield positive results. Selection is the process in which candidates for employment are divided in two classes-those application of these tools. Qualified applicants go on to the next hurdle, while the unqualified are eliminated”. Thus, an effective selection Programme is a non-random process because those selected have been chosen on the bases of the assumption that they are more likely to be “better” employees than those who have been rejected. SELECTION PROCESS: The organizations can make use of more than one source for carrying out the recruitment procedure. Once the recruiting sources are identified, suitable candidates are called for the selection process. SIGNIFICANCE OF SELECTION PROCESS: Definition: It is the process of differentiation between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection of personnel to man the organization is a crucial, complex and continuing function. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection program. If right personnel is selected the remaining functions of personnel management becomes easier, the employee contribution and commitment will be at an optimum 41 | P a g e
  42. 42. level and employee- employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel management, employee employer relations will not be effective. If the right person is selected, he becomes a valuable asset to the organization. In case of faulty selection, the employee will become a liability to the organization. who are to be offered employment and those who are not. The process might be called rejection, since more candidates may be turned away than hired. For this reason, selection is frequently described as a negative process, in contrast with the positive program of recruitment. According to Yoder:-“the hiring process is of one or many ‘go, no-go’ gauges. Candidates are screened by the SELECTION PROCESS CHART SCREENING: Retention Survey found that nationally small agencies took an average of 6.84 weeks to conduct the screening processes, while large agencies took an average of 11.51 weeks (U.S. Department of Justice, Office of Justice Programs, Hiring and Keeping Police Officers) GOAL: reduce this time so that valuable candidates are still available PRINCIPLES OF THE SCREENING:  A fair set of screening criteria  The criteria must be in line with the job content and appointment as well as advertised requirements  Applicants should be clear on the criteria that apply  The criteria should apply to all applicants in a consistent manner  Any waivers should be fully motivated and approved  Declarations should be made of whether any candidate is related to or friends of an official in the component where the vacancy exists  The various activities of the screening process should be documented and put on record INITIAL REVIEWING AND TESTING:  Education And Experience Evaluation  Letters Of Recommendation  Elf-Assessment  Gratitude Andeneral Trait Test  Performance Test For Specific Jobs STEPS INVOLVED IN SELECTION PROCESS: A scientific selection procedure completes in 10 basic steps which are as follows: 1. Application Form. 2. Written Examination. 3. Preliminary Interview. 42 | P a g e
  43. 43. 4. Group Discussion. 5. Tests. 6. Final Interview. 7. Medical Examination. 8. Reference Checks. 9. Line Manager’s Decision, and 10. Employment TESTING IN SELECTION: Testing represents an additional tool in the kit of the employment office. It supplements direct personal contracts in interviews of various types with a wide range of tests. All operate on the general theory that human behaviour can best be forecast by sampling it. The test creates a situation in which the applicant reacts; reactions are regarded as useful samples of his behaviour in the work he is applying. Formal testing programs have becomes increasingly common in modern selection. A major reason is their convenience. Another is their relatively low cost. Perhaps unfortunately, test results appeal to many managers because they provide quantitative measures of something. They ate, for this reason, more easily compared. They seem to bring the personalities of applicants down to a common denominator. Another reason for the growing use of tests is the fact that they have been and are the subject of extensive research. TYPES OF EMPLOYMENT TESTS: A simple classification of the tests used in selection would distinguish five principal types, including achievement, aptitude, interest, personality, and combination tests. Achievement Tests: sample and measure the applicant’s accomplishments and developed abilities. They are performance tests; they ask the applicant’s accomplishments and developed abilities. They are performances tests; they ask the applicant to demonstrate certain knowledge skills. APTITUDE TESTS: Measures an applicant’s capacity, his potential. Their simples form is the intelligence test, which is intended to measure the ability to learn, to remember, and to reason. INTEREST TESTS: Use selected questions or items to identify patterns of interests-areas in which the individual shoes special concern, fascination and involvement. PERSONALITY TESTS: Probe for the dominant qualities of the personality as a whole the combination of aptitudes, interests, and usual mood and temperament. Whole the combination of aptitudes, interests, and usual mood and temperament. GUIDES TO TESTING: Dale s. Beach suggested the following guidelines for the employment test. 1. Tests should be taken in addition to other selection techniques as entire can only provide 43 | P a g e
  44. 44. information about a part of total behaviour of a candidate. 2. Test information should be taken into consideration to find out candidate’s weakness rather than strength. 3. Tests are helpful in pocking a most likely successful group from a larger group rather than successful individuals. 4. A test should be tested in one’s own organization as “a valid test in one that measures. 37 5. Tests can be held only in case of failure of other selection devices in providing satisfactory. 6. Test administrators should not heavily depend upon test score in making decision regarding selection of a candidate. Relationship between tests score and job success is not always linear. Hence, decision-makers should use the test score judiciously. OUTCOMES OF SELECTION DECISION: • Mainly four different types • True positive • True negative • False positive error: Results in cost for training, transfer or terminating the service of employee. Costs of replacing an employee with a fresh one-hiring, training, and replacement. • False negative error: Costs associated difficult to estimate ENVIRONMENTAL FACTORS • EXTERNAL Supply and demand in labour market Unemployment rate Legal and political considerations Company’s image • INTERNAL Company’s policy Cost of hiring CONCEPTS OF TESTING: 1. Job analysis 2. Reliability 3. Validity TYPES OF TESTS: Intelligence tests include: sample learning, ability, the adaptabilit tests etc. s(i) Aptitude Tests  Intelligence Test  Psychometric Tests 44 | P a g e
  45. 45. (ii) Achievement Test  Job Knowledge Test  Work Samples Test (iii)Situational Test  Group Discussiont (iv) Interest Test (v) Personality Test (a) Objective Test (b) Projective Test (c) Psychometric tests (d) Clerical aptitude tests FINAL INTERVIEW: APPLICATION OF INTERVIEWS TYPE TYPE OF QUESTIONS USUAL APPLICATIONS Structured Unstructured Mixed Behavioral Stress A predetermined checklist if questions, usually asked of all applicants. Few, if any, planned questions are made up during the interview. A combination of structured and unstructured questions, which resembles what is a usually done in practice. Questions limited to hypothetical situations. Evaluation is based on the solution and approach of the applicant. A series of harsh, rapid fire question intended to upset the applicant. Useful for valid results, especially when dealing with large number of applicants. Useful when the interview tries to probe personal details of the candidate analyzes why they are not right for the job. A realistic approach that yields comparable answers plus in depth insights. Useful to understand applicant’s reasoning and analytical abilities under modest stress. Useful for stressful jobs, such as handling complaints. BARRIERS FOR EFFECTIVE SELECTION: • Perception • Fairness • Validity • Reliability • Pressure Evaluation and Conclusion of Selection Programme: 45 | P a g e
  46. 46. - Reassuring the non selected candidate. - An Audit for evaluation. SELECTION TECHNIQUES: Interview initial or preliminary PRELIMINARY INTERVIEW:  This is a short interview and is used to eliminate unqualified candidates.  Generally, there is no paper work at this stage.  If the applicant looks like he can qualify for existing job openings, he or she is given the application blank to complete. APPLICATION BLANK:  Application blank is used to get information from prospective applicant to help management to make a proper selection.  It quickly collects the basic data about a candidate.  It is also useful to store information for future use.  An application forms consists of o Biographical data o Educational achievements o Salary and work experience o Personal items o Names and addresses of previous employers, references, etc. CHECK OF REFERENCES:  References are used in most selection processes.  During the selection process it is believed that former employers, friends and professional personnel give reliable evaluation of applicant.  Reference checks are generally made by mail or telephone and sometimes personally also. PSYCHOLOGICAL TESTS:  Most organizations do not use psychological tests for selection.  But larger the size of the firm, more are the chances of using psychological tests.  Larger companies that can afford to conduct psychological tests do so to have a more detailed and accurate selection procedure.  Smaller companies are more dependent on interviews. 42 INTERVIEWING:  Interview is the interaction between the interviewer and the applicant. 46 | P a g e
  47. 47.  It is the most common method of selection.  It is a good method to get accurate information about the applicant. TYPES OF INTERVIEWS: 1. Informal interview 2. Formal interview 3. Planned interview 4. Patterned interview 5. Non-directive interview 6. Depth interview 7. Stress interview 8. Group interview 9. Panel interview TYPES OF EMPLOYMENT INTERVIEW (i)PRELIMINARY INTERVIEW (a)Informal interview (b)Unstructured interview (II)CORE INTERVIEW (a)Background information (b)Job and probing interview (c)Stress interview (d)The Group Discussion interview (e)Formal and structured interview (f)Panel interview (g)Depth interview (iii)DECISION-MAKING INTERVIEW 1. PRELIMINARY INTERVIEW (a)Informal interview (b)Unstructured interview 2. CORE INTERVIEW (a)Background information interview (b)job and probing interview ( c) Stress interview (d)Group discussion interview (e) Formal and Structured interview (f)Panel interview (g)Depth interview 3. DECISION-MAKING INTERVIEW After the candidates are examined by the experts including the line managers of the organization in the core areas of the job, the head of the department/ section concerned interviews the candidates once again, mostly through informal discussion. The interviewer 47 | P a g e
  48. 48. examines the interest of the candidate in the job, organization, reaction/adaptability to the working conditions, career planning, promotional opportunities, work adjustment and allotment etc. the personnel Manager also interviews the candidates with a view to find out his reaction/acceptance regarding salary, allowances, benefits, promotions, opportunities etc. The head of the department and the personnel manager exchange the views and then they jointly inform their decision to the chairman of the interview board, who finally makes the decision about the candidate’s performance and their ranks in the interview. INTERVIEW PROCESS: Interview is not a single step. It is a process consisting of several steps. The major steps are grouped into four categories.  Before starting the interview, the important areas for asking questions should be worked out.  The candidate’s application form should be examined to find his/her skills, incidents and experiences which are related to important areas for asking questions.  The interviewer should make the candidate relaxed by starting with questions that are not directly related with the job.  After the candidate is relaxed, the interviewer should ask the questions related to the job.  Now the interviewer should make a tentative decision about the candidate. Approval by the Supervisor:  At this stage, we can reach the conclusion about which candidate should be hired. Physical Examination:  Physical examination is done to check whether the applicant’s physical capabilities match with the job requirements or not.  The three basic objectives of physical examination are: o To determine the applicant’s physical capabilities. o To protect the company from needless claims under workers’ compensation laws. o To stop communicable diseases from entering the organization. 45 INDUCTION:  It is the process of introducing the new employee to the organization.  According to a report, more than half of voluntary resignations occur within the first six months.  A good induction program helps to take care of this problem and reduce the costs associated with it. (a)Preparation for Appropriate type of interview The interview the areas to be tested Type and number of interview Review the information (b)Conduct the interview Open the interview 48 | P a g e
  49. 49. Get complete and accurate Information Record observations and Impressions Guide the interview Check the success of the interview (c)Close the interview (d)Evaluate interview results (A)Preparation for the interview (b)Conducting the interview (c)Closing the interview (d)Evaluation of interview results EVALUATION OF APPLICATION FORMS:- The are two methods of evaluating an application form, viz., clinical and method and weighted method. 1. Clinical method 2. Weighted method 3. Biographical inventories WRITTEN EXAMINATION:- The organization have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidate’s ability in arithmetical calculations, the know the candidates attitude towards the job’ to measure the candidates’ to know the candidates aptitude, reasoning, knowledge in various disciplines, in various disciplines, general knowledge and English language. PRELIMINARY INTERVIEW: The preliminary interview is to solicit necessary information from the prospective applicants and to assess the applicant’s suitability to the job. GROUP DISCUSSION: The technique of group is used in order to secure further information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful applicants are brought around a conference table and are asked to discuss either a case study of a subject matter. TEST: The next stage in the selection process is conducting different tests as given below. The objective of tests is to solicit further information to assess the employee suitability to the job. FINAL SELECTION:  Keep a list of all applicants considered for final selection.  Identify fair selection criteria for the final selection phase. 49 | P a g e
  50. 50.  Ensure that the criteria are in line with the advertised requirements as well as the job content.  Ensure that each selection committee member is provided with all the relevant information pertaining to each short-listed applicant.  Ensure that the interviews are conducted in a fair and effective manner and that each candidate is weighed comprehensively against the requirements as advertised.  Ensure that a comprehensive motivation is compiled in respect of all the applicants interviewed.  Ensure that all applicants are informed about the outcome of the final selection phase.  Ensure that all relevant information is put on record. CLOSING SELECTION: 1. Phone call and further clarification 2. Letter of intent 3. Completing employment forms 4. Protocols may be available for interested individuals 5. Number of candidates 6. Names, surnames and addresses of 5 top candidates 7. Recruitment and selection criteria 8. Justification of the decision TRENDS IN RECRUITMENT AND SELECTION: PROCEDURAL CHANGES:  Eliminating arbitrary rules and regulations that restrict the choices of hiring managers and supervisors  Adopting flexible and appealing hiring procedures.  Screening applicants quickly  Validating entry requirements and examinations.  Instituting worker-friendly personnel policies,  Creating more flexible job descriptions IMPROVEMENTS TO THE RECRUITMENT AND SELECTION PROCESS:  The decentralization movement — "New Public Management" is known in many quarters as devolution, often characterized by the decentralization of HR responsibility.  Aggressive outreach efforts  Current employees as recruiters 50 | P a g e
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  53. 53. DATA ANALYSIS 1. Employees were asked whether they were allocated the post opted by them, for which the following responses to were obtained. Options No. of respondents Percentage Yes 48 80 No Total 12 60 20 100 INTERPRETATION: 53 | P a g e
  54. 54. Out of the 60 respondent whose opinion was asked Allocation of the post, 80% of respondents said that they were allotted the post opted by them where as 20% of the respondents said that they were no allotted the opted by them. CONCLUSION: Majority of the employees are satisfied with their allotted post in the organization, but still a few employees are dissatisfied with the posts allotted to them in the organization. 2.Employees were asked as to how they were recruited in the company for which the following responses were obtained. Options No. of respondents Percentage Open competition 45 75 Recommendations 6 10 Employment exchange 0 0 Trade union 0 0 Consultancy 9 15 Total 60 100 INTERPRETATION: Out of the 60 respondent questioned about their recruitment in the organization 75% of the respondents were recruited through open competition, 10% through consultancy and 15% through campus interviews. CONCLUSION: 54 | P a g e
  55. 55. Majority of the employees were recruited through open competition which is a good sign of transparent recruitment policy in the company. FINDINGS AND OBSERVATION • The most significant finding of the study on Recruitment strategy prevailing in the organization 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 have recruited via open competition. Which shows the transparency of the recruiting policies of the company. • 92% of the employees have been working in the organization for a long period which signifies 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 for career growth, good pay scales, and more benefits which the company offers. Thus the statistics shows that the company has a positive outlook towards the career growth of its employees in addition to the other existing benefits. • The company’s approach to its recruitment policy shows that the right person is very essential for the right job, as nearly 88% of the employees felt that they were offered jobs according 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 don’t 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. 55 | P a g e
  56. 56. RECOMMENDATIONS The outcome of the study illustrates that PECON SOFTWARE LTD has a good recruitment policy where the employees are recruited by each department as per the requirement from time to time. But there is still a scope for improvement of its recruitment policy. The following are some of the suggestion which enables the company to enhance its recruitment methodology. • The company should focus its attention more on campus interviews to attract young potential employees who have the zeal to achieve goal for themselves and the company. • The company can take up short-term projects with new technologies and fixed deadlines to bring out competitiveness and cutting edge approach by the employees. This enables the company to recruit the brightest and the best manpower for the jobs. • The company needs to further focus on talent auditions and job fairs. • Incentives and contest for employee referrals and the use of web based resources such as job boards and job distribution services would go a long way in enhancing the recruitment process. The organization cannot develop a recruitment strategy without simultaneously formulating an employee retention plan. It is one thing to attract workers, but quite another to retain them. SUGGESTIONS • H.R Department should be more practical and efficient so that the recruitment and selection become more effective. • Stress should be given on proper maintenance of database of application for future recruitment in the organization. • The company should follow new traits / trends in the recruitment process. • The stress should be given on knowledge and the experience should be the major criteria for selection of employees. • More stress should be given to recruit qualification & skills percentage for scrutinizing the application of prospective candidates. 56 | P a g e
  57. 57. CONCLUSIONS The following are the conclusions:- • The source of recruitment in the organization is totally based in both the factors i.e. internal and external. • The recruitment of the prospective candidate for a particular post is based in experience, age, qualification and percentage in the academic year. • The selection process is totally based on skills, communication and technical qualities. • The formal interview is conducted by the HRD. • After selection the employees are inducted for 1-5 days or more than 15 days. QUESTIONNAIRE ON RECRUITMENT AND SELECTION 1. Have you been allotted the post opted by you? a. Yes ( ) b. No ( ) 2. How are you recruited? a. Open competition ( ) b. Recommendations.( ) c. Employment exchange( ) d. Trade union recommendations.( ) e. Consultancy( ) 3. What kind of recruitment is it? a. Short time period ( ) b. Long time period( ) c. Daily wages ( ) d. For a particular project only ( ) 4. Why did you opt for your job, is because of a. Good pay scale ( ) b. More benefits ( ) c. Career growth ( ) d. All the above ( ) 5. Do you find any relation between your qualification and the job offered to you? a. Yes ( ) 57 | P a g e
  58. 58. b. No ( ) 6. Have you observed any change in the recruitment policy in recent times? a. Yes ( ) b. No ( ) 7. Is the recruitment policy in your company centralized or each Department / division selects its own candidates. Select any one. a. Centralized ( ) b. Departmental recruitment( ) 8. Company were generated any new positions within the employees? a. Yes ( ) b. No ( ) c. Don’t know 9. The manpower requirement of each department / division is identified well in advance taking into considerations the retirement budgeted plans and other contingencies. a. Yes ( ) b. No. ( ) 10. The planning of manpower requirement is done in the light of business plans of the company. a. Yes ( ) b. No ( ) QUESTIONNAIRE ON SELECTION 11. What are the bases for selection of prospective employees? a. Personnel trait (attitude personality etc.) ( ) b. Skills (communication & technical) ( ) c. Both ( ) 12. What type of test do you conduct? a. Aptitude test. ( ) b. Achievement test ( ) c. Situation ( ) 58 | P a g e
  59. 59. d. Interest test ( ) e. Personality test ( ) 13. Interview is followed during selection? a. yes ( ) b. no ( ) 14. What type of interview is conduct? a. Panel interview. ( ) b. Stress interview. ( ) c .Formal interview. ( ) d. Informal interview. ( ) e. If any other specify interview. ( ) THANK YOU . BIBLIOGRAPHY HUMAN RESOURCE MANAGEMENT –SEEMA SANGHI 59 | P a g e
  60. 60.  THROUGH INTERNET GOOGLE SEARCH. www.pecon.com www.citehr.com www.slideshare.com 60 | P a g e

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