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Summerinternshipprojecthrmbamms 130127033344 Phpapp02
Summerinternshipprojecthrmbamms 130127033344 Phpapp02
Submittedinthepartialfulfillmentoftherequirementforqualifying
CollegeofManagement,KKKKKK(East)
ForAcademicYear20122013
AProjecton HumanResourcesRecruitment
Submittedinthepartialfulfillmentoftherequirementforqualifying
CollegeofManagement,KKKKKK(East)
ForAcademicYear20122013 ProjectGuide:Prof.SSSSS
DECLARATION
To, TheDirector, CollegeOfManagement, Vidyanagari,Chinchpadaroad, Kmanivali,KKKKKK(East), Dist.Thane421306. RespectedSir, I the undersigned hereby declare that the project report entitled Human Resources Recruitment is an original work developed and submitted by me undertheguidanceofProf.Sssss The empirical findings in this project report are not copied from any report andaretrueandbestofmyknowledge. DATE: PLACE:Thane ROLLNO.:15 Signatureofstudent LlllMmmmm
CERTIFICATE
This is to certify that the project entitled Human Resources Recruitment submitted by Llll Mmmmm in partial fulfillment for the award of Master of ManagementStudies;UniversityofMumbaiisheroriginalworkanddoesnot formanypartoftheprojectsundertakenpreviously. Alsoitiscertifiedthattheprojectrepresentstheoriginalworkonthepartof thecandidate.
Signature of Guide
ACKNOWLEDGEMENT
Recruitment Project report as part of the curriculum of Master of ManagementStudies.Wewishtothankallthepeoplewhogaveusunending support. IexpressmyprofoundthankstoDirectorandProf.Sssss,projectguide andallthosewhohaveindirectlyguidedandhelpedusinpreparationofthis project. We also like to extend our gratitude to all staff and our colleagues of College of Management, who provided moral support, a conductive work environmentandthemuchneededinspirationtoconcludetheprojectintime andaspecialthankstomyparentswhoareintegralpartoftheproject. Thankingyou. LlllMmmm
INDEX
ProjectContents:
i. 1 2 OrganizationProfile 218 1937
PageNo.
Listoffigures&diagrams
3 4 5 6 7 8 9 10 11
ResearchMethodology DataAnalysis
Webliography&Bibliography Questionnaire
ListofDiagrams
Sr.No.: 1 2 3 4 5 6 7 8 9 10 11
PARTICULARS FormofInterview SourceofCandidate TelephonicInterviewRound TrackCandidate DefineCandidate TimeSpent DifferentProcess BasicQuestions CostCalculatingSystem EvaluationandcontrolofProcess Facilityfortrainees
Pg.No. 42 43 43 44 44 45 45 46 46 47 47
Executive Summary
The Human Resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. The term HR recruiter may sound redundant, as both human resources managers and recruiters both find job candidates and get them hired, this job is very specific. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.
Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070 Email ID hrd@emcxxxxx.in Contact No: 9223300000 / 022 26520000 Website - www.emcxxxxx.in
About Company
Executive Management Consultant is located at Mumbai (India) Assists companies in search of qualified and experienced professionals across sectors and industries. We are a prominent executive search & selection company, providing a wide range of recruitment solutions for various requirements. We are a team of dedicated professionals offering services across India. Established in 2006 with licenses, EMC is leading Indian and International companies for their middle & senior management requirements. EMC caters to both domestic placements across India as well as international locations. We have turnover of 10 lakhs. Our team of 25 head hunters have extensive previous professional work experience and currently specialize in different domains across industries and professionally head hunt and source candidates based on specific client requirements. Recruiting at a Speed using the best technology, We believe Time is Money hence sourcing the right resource in shorts Mohammad Shaikh Director EMC-Executive Management Consultant
Fact Sheet
Year of Establishment : 2006 Nature of Business Major Markets : Manufacturer, Service Provider : Indian Subcontinent, East Asia, Middle East and South East Asia
Contact Details
Company Name: Contact Person: Contact No.: Address: EMC- Executive Management Consultant Mrs. Shaikh + (91)-9223300000 Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W), Mumbai, Maharashtra - 400000 (India) Web Site: http://www.emc.in/
Company Profile
EMC- Executive Management Consultants process driven, recruitment firm that assists organizations in achieving business objectives through understanding and effectively addressing the "people" issues in their business. Our focus is on desired outcomes and bottom line success. EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic Resourcing. EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and Screening of candidates from & across Industries. Our point of difference is that we are a focused, professional, ethical and proactive team!
DATA BANK We have a fairly large data bank comprising of candidates in Managerial functions, HRD, Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements of Management at all levels of functions. Our data bank consists of candidates from different locations and in various countries. They could even supply candidates with very rare skill sets and experience from their data bank. This is helpful to identify candidates for specific locations within short notice. FACILITIES A completely computerized Network environment with sophisticated software for maintaining and accessing data bank - An extensive library covering almost all subjects relating to business. Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize the requirements immediately. - Dedicated Team of Consultants and staff who believe in Right People!! Right Solutions!! Aim & Approach of EMC Aim Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the needs and aspirations of each individual candidate, rather than simply filling jobs, we make sure we understand what you want first before discussing any relevant career options. If our clients are looking for full time, part time, permanent or temporary opportunities, our specialist consultants are on hand to guide you through the options to match you with your ideal job. Our aim is to offer our clients the best consultancy services in India. This means that we provide clients with full consultancy service, from identifying the relevant candidate, to closing the position at short span of Time. Initiatives We proactively seek grant schemes that match your needs and help you tailor your projects to take maximum advantage of grant opportunities.
Our extensive professional network and experience in a wide range of grant schemes ensure that we track the latest developments in incentive schemes and identify opportunities as they arise. You can then adapt your decisions to better fit public objectives. Partnership Close collaboration with clients regularly leads to long-lasting partnerships. The better we know you and your organization, the better we can advise you. This leaves you free to focus on your core business while we deal with grants acquisition, administration and project management. We also partner with clients in their consortia, technological platforms and other public-private partnerships. Approach Our Approach towards Client is distinctive. Large amount of support teams, provide clients with the complete range of fully integrated recruitment solutions from each site. True client partnerships, an advanced internet development strategy and our focus on placing people are part of what makes us different. Quality Policy / Processes Quality Policy Our consultants go through a stringent pre-qualification phase to ensure that they have the expertise that the clients require. We select experienced personnel with established professional consulting experience. We put strong emphasis on Attitude, Communication and Team Player skills and demonstrated ability to stretch themselves to contribute to the successful completion of projects. We engage in reference checks, drug tests, and background checks before deploying our manpower to the project. Our Philosophy Service to the customers and the candidates is our motto. Each employer is important to us and gets personalized attention, irrespective of size or even volume of business generated. Similarly, every candidate is treated with warmth and understanding. We make every effort required to find suitable placement for the job seekers. It is essentially this philosophy which has enabled us to attain our present stature.
CLIENTEL
ROLTA
NETWORK18
PROCESSWARE
ZENTA
POLARIES
ADLABS FILMS
WHY EMC? A perfect mix of Business focus and technology which is backed with a specialized team of Professional recruiters who are continuously updated with technical training and high end support. State of the art Infrastructure, Well equipped & Air-conditioned work station. Capability to source high number of candidates for the Clients, scale up and double candidates when needed for project works. Critical strength to always stand up on efficiency and quality in fulfilling commitments at the workplace.
Retention Our retention level of consultants on the project is at an enviable rate of 95%. This does not happen accidentally. We spend quality time on the staffing needs and ensure that the staffing solution we provide really fulfills the clients needs.
Specialization in level of recruitment EMC handles the below 3 Levels of Recruitment: Middle & Senior Level of Management Junior & Middle Level of Management Junior & Senior Level of Management
EMC deals with all IT requirements & below mentioned are some of the Functional area of recruitment where EMC is specialized: Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net, ASP.net, HTML, Autocad) Manual Testing Engineers (Performance Testing (Web Load), Functional Testing, Integration Testing ,White box Testing , Database testing (SQL, Oracle) ) Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest) Project Lead/Lead Management/Project Manager Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions) Network / System support/System Integration Symbian, Brew, Android, iphone, Blackberry, Fixed line data Data center Operations .net (VB/ ASP/ VC/ C#/ Sharepoint) Sr. Ops Engineer/Ops Manager Assistant Manager Service Delivery (Networking / System Integration / IT Operation) Crystal Report Weblogic / Websphere / WAP Java / JSP / J2ee / J2me / Junit
Siebel / PHP / Perl / People soft SAP (FICO / BASIS / ABAP / SRM / CRM) UML / XML / HTML / DHTML Unix / Linux / Windows QTP / Win Runner / Load Runner SQL / Oracle / DB2 / PL SQL / D2K / Dbase Lotus / Mainframes 3DMax / Coral Draw / Adobe Photoshop Adobe Pagemaker / Adobe Illustrator Apache Cold Fusion Matlab / Labview Rational Robot / MQC / Silk Test C / C++ / C# / VB / VC / VC++ / ASP / Foxpro Network / System / Support / Implementation Engineer Delivery Managers (PMP & ITIL certified)
Functional Area of Recruitment Specialization EMC deals with all IT Non requirements & below mentioned are some of the Functional area of recruitment where EMC is specialized: Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AMSales, Branding Manager. Accounts & Finance (All areas) Engineers Civil / Mechanical / Chemical Draftsman / Interior Design Engineer Secretary to CFO / MD / VP Process Trainers / VNA Trainers Admin Executive / Front Office Exec Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager Contract & Planning, Manager Design
Commercial Head, Piping Engineer, Manager Quality, Executive Procurement, Architects Road Surveyor GM, VP, AVP Finance , Financial Analyst, Investor Relation HR & Admin: Manager HR, Sr.Exe. / Exe. HR. Legal : Manager Legal , Compliance Manager, Company Secretary
How does recruiters/consultant get paid? A recruitment consultant primarily acts from a position of self interest. Their job is to generate revenue by making sales. Sales mean selling their service, their ability to find the right candidate, to prospective employers. In effect they are selling you. This means they will be eager to champion you, their product, to the employer, likewise they will be keen to ensure that you will accept the position if offered. Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract position. Generally for a permanent placement the company receives a proportion of your salary, or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing this should ease any concerns you have; in this you are both on the same side. For a contract the consultant will receive a margin of your rate.
Job Profile in EMC: Sourcing resumes through different job portals like Naukri, monster etc. Based on the clients requirements screening the resumes and judging the Candidates to meet the particular requirement. Initial phone screening of candidates to judge communications and background. Short listing the candidates as per clients requirements and then scheduling up the interviews. Regular follow up with the selected candidates to confirm their joining dates, ensuring the maximum of them are placed successfully with the respective organization Maintaining and updating database of potential, prospective and rejected candidates Constantly be in touch with the candidate until he/she joins. Co-ordinate with other recruiters to work as a team. Maintaining a database of candidates. Handling end to end recruitments.
Requirements I worked on in EMC Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd Asp.Net for the Location of Mumbai(Malad), for the 3G Services Project Engineer for the location of Mumbai, for Sigma Byte Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies Project Co-ordinator with Onmobile Global Ltd. Techlead Position for Atidan Technologies
Dear Candidate, This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr. Relationship Officer with Quikr.com URL: - http://www.quikr.com/html/about.php Location: Delhi
Sr. Relationship Officer/ Relationship officer 2+ Years Excellent Communication Skill, Positive attitude, passionate, highly motivated, Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing Responsible for monitoring accessing, improving the ad sales, revenue monitoring Able to independently ideate and came out with solution to client and ad sales team Monitoring All ad positions, ad campaignings, sales etc. Monitoring their sales / telesales team.
Job Responsibility:
If your candidature suits the mentioned profile then kindly send us the following details: 1. your updated resume in MS Word format. 2. Present CTC 3. Expected CTC 4. Notice Period
As the requirement is a bit urgent, an early response on this would be highly appreciated. Alternatively if you know someone suitable and available then Please refer (or) let us know their contact details. We shall check their willingness for this opportunity. Please, respond at the earliest. Best regards,
JD for Position:Job Title Department Qualification Experience Project Coordinator India Private Operators - PMO B.Tech / BE / MCA / MBA 1-3years Role Project co-ordinator is a Project Management Office role. The role requires the person to plan, drive, co-ordinate and track projects with various internal stakeholders. Schedule regular meetings with the action owners for status tracking. Update the senior members of the organization on the status of the projects, highlight Requirements, risks and gating issues and probable resolutions. Prepare and analyse the data collected from various reports and present it to the leaders for further analysis and decision making. Skills
Job Description
1) Good Analytical, negotiation and communication skills. 2) Good skills in Excel and ppt. Should have good ability to analyze data, prepare and present analysis to internal stakeholders. 3) Ability to plan, drive, co-ordinate and track projects with various internal stakeholders and report the progress to the AVP. 4) Should possess good Project management skills. Telecom Knowledge and System level knowledge preferred. Location Bangalore
If this profile suits your candidature, kindly send the updated resume mentioning the following details:1) Total Experience 2) Relevant Exp. 3) Current CTC 4) Expected CTC 5) Notice Period Best regards,
If this profile suits your candidature kindly send the following details:1) Updated Resume in word format. 2) Total Exp. 3) Relevant Exp. 4) Current CTC. 5) Expected CTC. 6) Notice Period. Best regards, Lllll |HR| EMC-Executive Management Consultant Direct: 9223499000 || llll@emc.in
Format of Candidate Interview Schedule details sent to Organization Hi, Below mentioned is the interview schedule for AM / Manager HR:
Sr. No 1 2 2 Candidate Name Veena Kashelkar Richa Mehta Ragni Jethi Interview Date 17th May 12 17th May 12 18th May 12 Interview Time 10.00 am 11.00 am 11.00 am Contact No 98000000 9833000000 9833900000 Mode F2F F2F F2F Location Mumbai Mumbai Mumbai Position AM/Manager HR AM/Manager HR AM/Manager HR Consultant EMC EMC EMC
29-May-12
Soham Raval
97277000000
Quikr
SM
Ahmedabad
CVsent
Tracker sent to Company consists of the following elements: Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company (candidate is working with), Yrs Of Experience, Location, Education, Current Designation, Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level PI, Date, Final Status, Client CTC if offered.
Form attached along with candidate resume while forwarding to the Client (i.e. organization)
Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment procedures.
The key points of my research study are: i. To Understand and analyze various HR factors including recruitment procedure at consultant. ii. To suggest any measures/recommendations for the improvement of the recruitment procedures
nurtured and used for the benefit of the organisation. Uses of Human Resource Management in an organization: Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. It can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel,
administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that its about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.
Advantages / Importance of HR: Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organisation. Replacement of manpower: The existing manpower in an Organisation is affected due to various reasons such as retirement and removal of employees and labour turnover. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff. Meeting growing manpower needs: The expansion or modernisation programme may be undertaken by the enterprise. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programs. Meeting challenges of technological environment: HRP is helpful in effective use of technological progress. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited. Coping with change: HRP enables an enterprise to cope with changes in competitive forces, markets, products, and technology and government regulations. Such changes generate changes in job content, skill, number and type of personals. Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organisation makes investments in its manpower either through direct training or job assignments. Adjusting manpower requirements: A situation may develop in; an organisation when there will be surplus staff in one department and shortage of staff in some other department. Transfers and promotions are made for meeting such situations. Recruitment and selection of employees: HRP suggests the type of manpower required in an organisation with necessary details. This facilitates recruitment and selection of
suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements. Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization of available manpower. Training of manpower: HRP is helpful in selection and training activities. It ensures that adequate numbers of persons are trained to fill up the future vacancies in the Organisation.