Effective Recrt

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Executive Summary
This project was undertaken on behalf of TATA Elxsi Pvt Ltd, a Software
Company. This project was mainly undertaken to find out the effectiveness of
good quality recruitment directly impacting the organizations Performance level
in the future. A thorough study was conducted in the company’s Human
Resource Department especially in their Staffing team.
TATA Elxsi, being part of the TATA group, the company is well established and
well balanced in implementing the right HR strategies and formulating
appropriate Human resource panning programmes as per my study with few of
the heads of the company. For e.g, if there was a requirement for an assistant of
a CFO, a well advanced and prior notification with detailed Job description along
with appropriate Job specification used to be emailed across to the staffing team.
A proper Job analysis is a vital part of their planning process.
Once a determination of human resource requirements has been made, their

recruitment and selection process starts initiating. In TATA Elxsi,the real purpose
of recruitment is not only to fill up the vacancy but to add a quality person to the
staff whom the management expects to become a very important in the future
scheme of things.
After being part of the staffing team for sometime, I realized that the company’s
major sources of the acquiring suitable candidates are:
• Through advertisements posted in various job sites: Freaher’s world .com,

Naukri, MonsterIndia, Timesjobs etc.
• Association with various Consultancies like Black and White

Solutions,Next,Dewdrops and many more
• Employee Referrals
• IJPS
• Campus Interview
On sitting with few of the interviews with the recruiters along with the
management team, I must say that the selection process which the candidates
had to undergo through was very stringent.
The following are the general procedure followed almost by the Management
team and staffing team in the company:
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more.
• Applications:
The company does not use application forms. The candidates requested to
submit preferably by email to recruitment@tataelxsi.com an application that
systematically addresses the selection criteria; a curriculum vitae including
relevant personal details, telephone contact numbers during office hours,
qualifications, previous appointment and
Experience, plus the names and addresses of two professional referees together
with their telephone and facsimile numbers and E-mail address.
• Selection Criteria:
The company notifies the candidates that applications which do not address each
of the selection criteria are generally not considered for short-listing. When
addressing each of the criteria candidates must display your competence or
suitability using examples of their experience and knowledge.
• Acknowledgment:
The company does acknowledge receipt of applications by automatic email

response. The applications will be placed on a file for circulation amongst the full
Selection Committee.
As applications are punched for the insertion of file clips, therefore the
candidates are advised not to send originals of any documents. As well, there is
no advantage in placing applications in folders or plastic sleeves and sending by
land mail. It is STEPS preference that applications are emailed to
recruitment@tataelxsi.com Copies of degrees, diplomas, certificates, academic
transcripts etc: It is not necessary to include these with the application. However,
if application is successful the candidates will be required to provide certified
copies of qualifications on taking up an appointment.
• Scheduling of Interviews
more.
The recruiters will be responsible for contacting all applicants to set up the
interviews. The list of applicants to be interviewed consists of names of
individuals who have met pre-screening requirements. Within ten (10) working
days after receipt of the applicant list and no later than three (3) days prior to
holding the interviews, the recruiters will provide company address a list of all
times, dates and locations of the interviews. Periodically, recruiters will monitor
interviews within the department. This participation will allow recruiters to
ensure the interviews are comprehensive, fair and professional. Recruiters will
not be scoring the interviews unless requested.
• Interview Panel
An interview panel shall conduct all interviews within the following guidelines.
For all positions, the panel shall consist of a minimum of two (2) persons
knowledgeable of the job. One panel member shall be either a staff or line
supervisor of the position.
When a positions duty requires direct coordination with another division/office,

one of the panel members may be appointed from the division/office with each
Chiefs approval.
The panel will name a lead interviewer. However, each panel member should
participate in the interview. Each panel member will have a copy of the interview
form and will record applicant responses for each question. Panel members must
remain the same throughout the entire interview process.
The interview form must include space for the interviewers name, date,
interviewees name, position control number (PCN), and classification of the
position.
• Interview Components
The interview process should consist of three (3) components - the Orientation,
the Interview, and the Closure.
The Orientation is a greeting and warm up between the interviewing panel and
the applicant. During the orientation, the lead interviewer shall explain the
structured interview process to the applicant, explain that all applicants will be
asked the same questions, and give the applicant copies of the position
description, posting and ODNR table of organization.
more.
The Interview portion of the process shall consist of not less than five (5) related
questions and shall be scored using a predetermined answer key.
The Closure is the interview wrap up. Ask if the applicant would like any
questions repeated. Go back and add applicant response if necessary.
Close the interview and explain when and how the applicant will be notified. Also,
provide them with the "Interview Comment Card."
Thank the applicant for their time and participation.
• Referees:
Referee reports may be sought for short-listed applicants. If referee reports are
required, STEPS sends each referee a copy of Job Description and selection
criteria. Because of time constraints such requests are sent by E-mail
(preferably) or facsimile, whenever possible.
• Short Listing:
Following the Selection Committee’s meeting, arrangements will be made to

interview shortlisted applicants. The candidates are notified by the recruiters
“Please note, you will only receive further correspondence from STEPS if you
have been successful in gaining an interview.”
• Final Selection:
Successful applicants will be sent a written offer of appointment. Unsuccessful

interviewees will be notified initially by phone. However, it isn't the company’s
policy to provide applicants with copies of, or extracts from interview or referee
reports.
This study is mainly for academic purpose and hence based on TATA Elxsi Pvt Ltd
only and strategies followed by the company may also be kept in mind and
more.
within the framework of companies policies if not all, some of the

recommendations can be implemented for the betterment of organization.
Positive action in adopting some of these recommendations will surely improve

the nature of training and will minimize the flaws.
PART-1
Company Profile and History of the Organization
This project was undertaken on behalf of TATA Elxsi Pvt Ltd.The Company was
founded in 1989.
Vision
To be world leaders in creativity, design and emerging technologies.
Mission
more.
We will deliver value to our customers through technical excellence and constant
innovation. We will build trust with all customers, employees, shareholders and
communities that we serve in, across the world.
Value Statement:
Engineering creativity with the best of breed technology, Tata Elxsi will strive to
deliver solutions high on innovation, all the time conscious of quality, time and
cost and most of all designed according to your needs.
Tata Elxsi Limited (TEL) (BSE: 500408, NSE: TATAELXSI) is a technology company
of the Tata Group in India. It delivers outsourced product design and R&D
services and solutions to customers worldwide, while also providing solutions
through four core practices: product design services, design and engineering,
system integration services, and visual computing labs. The company has a team
of more than 3600 engineers and designers. It is headquartered in Bangalore.
Tata Elxsi was created as a joint venture between the Tata group and Elxsi,
which produced mainframe computers. In the early 1990s, however, Elxsi went
out of business because of the general shift away from the use of mainframes in
the global computer industry and the advent of the personal computer. The Tata
group kept the name Tata Elxsi but it now belongs to the Tata group of
companies.
Tata Elxsi offers complete and integrated product design solutions — including
hardware, software and embedded electronics — across multiple technology
domains such as Digital signal processing and embedded software, hardware,
multimedia, computer networking, storage, visual and scientific computing, and
wireless. The company also provides mechanical product design for electronic
enclosures, appliances and packaging, from concept ideation to implementation
and tool design.
Tata Elxsi is associated with styling and industrial design for the automotive
industry, with one of the largest styling team in India delivering styling and
digital modeling services to leading car-makers and tier-1 suppliers across the
world. Tata Elxsi provides Engineering services in CAD/CAM/CAE to the
automotive and FMCG industry.
Tata Elxsi's youngest division, Visual Computing Labs (VCL), provides animation,
visual effects and games services to the worldwide entertainment industry. It has
done VFX in Advertisements, Kollywood films and many Bollywood films. Tata
Elxsi has created special effects for a number of Hollywood movies too. VCL is
more.
known for executing the "liquid gold" open for the 2004 Academy Awards, with
direction from Prologue Films. VCL's work include graphics for New York City's
2012 Olympics bid.
In 2006, ARM announced the launch of the ARM Approved Design Center:
Software Specialist program, an extension to its ARM Approved Design Center
program with Tata Elxsi, has been appointed as the first member of the new
program.
Tata Elxsi is an ISO 9001:2000 and SEI CMMi Level 5 certified Company. On 01-
April-2007, Tata Elxsi changed its logo. The new logo has the Tata Group logo
with the words "Tata Elxsi Limited."
Seamlessly integrating precision and ingenuity, Tata Elxsi's abilities stem from
the creative leadership in hard-core technology and strength in design.
Augmenting these capabilities is expertise across the practice areas to provide
point services and end-to-end solutions across the product lifecycle.
From Automotive to Aerospace, Enterprise to Consumer Electronics,

Entertainment to FMCG, Media to Storage, Semicon to Telecom, TATA Elxsi
provide customized design solutions to companies across the globe. The
Organization ensures cost-effective, time-to-market solutions through a highly
motivated skilled workforce driven by strong design principles, highest levels of
quality and ethical business practices.
Business Divisions
Designing technology products including hardware / software across the product

lifecycle
Tata Elxsi Limited has been in the Product R&D Outsourcing Business since 1989.
Set up in Bangalore as a dedicated center in 1989 to under take Product R&D on
Elxsi Mainframe Machines, the founding team comprised Hardware Engineers &
System Software Engineers, who built the next generation Mainframe OS and a
complete storage sub-system (6 channel SCSI Adapter) on the Elxsi Mainframes.
Having built a core product R&D team, the company went on to build complete
products (including Hardware & Software) like Ethernet Terminal Concentrator,
Dual Host RAID Storage System, FDDI switches etc., in the early 1990's, for the
Indian market. With a dedicated R&D team of about 70 Engineers by the year
1993, the company augmented its strategy to take this core expertise to
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customers like SGI, IBM, and Hitachi worldwide in an outsourced product R&D
model through the "Product Design Services" division.
The Organization have built to deploy technologies across the layers of products
- hardware & software. It offers "Full Life-Cycle Product Design Services" to
customers in markets that include Network & Telecom, Wireless, Consumer
Electronics, Media, Scientific Instrumentation & Storage. The unique mix of
capabilities & a multi-site delivery model presents customers with key benefits of
cost-effective 'product engineering' & time to market advantages.
Given the challenges of outsourced Product R&D market, its business focus has
helped develop very mature in-bound & out-bound processes to engage with
clients on projects across the life cycle of products. The process maturity is
reflected by the SEI CMMi Level 5 certification for "Systems Engineering" and our
Industry leading CRDD (Customer Report Defect Density) at 0.21/KLOC.
The Company has a proven track record of working with a balanced mix of
leading companies including large, medium & start-ups. The sample client list
that reflects this mix includes companies such as ARM, Broadcom, Canon, Epson,
Hella, Motorola, Pace Micro Technology, Philips, Samsung and TI.
The Company’s longer-term commitment to client relationships is reflected by an

increasing Customer Satisfaction Index of 4.5 on a scale of 5.
Given the business focus & exciting product R&D work that happens here, it has
always been an exciting place for its engineers, which in turn helps to attract /
retain the best talent in the company (over 20% of whom are Masters
Degree/PhD's). This has also helped the attrition to be maintained at the right
level of 7-8%. We are also recognized for our intensive training programs for our
engineers that are uniquely configured to suit our dynamic business needs of
providing cutting edge services to help our customers build world-class products.
Today, the company has built a world-class design center with over 100000 sq. ft
of exclusive 'product R&D' infrastructure for our customers. The design center is
rich with its investment in design tools, video conferencing & information
security management standards. The repository of reusable assets of protocols,
codec's, interfaces, testing frameworks & tools provide leverage the clients.
more.
TATA Elxsi have historically stayed away from pursuing "IT Services" or other
business application software related outsourcing. This business context & focus
on embedded product R&D has influenced several customers as they see in Tata
Elxsi 'Stability' in being large & still 'Nimble & Responsive' in being small.
And this journey continues to be better as the engineers see their 'touch' in more
& more products that our clients launch in the market.
Creating compelling digital content for the entertainment industry.
Visual Computing Labs is a division of Tata Elxsi Limited, part of the multibillion-
dollar Tata Group of Industries, focused on providing world-class, quality
Animation (2D & 3D), Special Effects, and Gaming services to customers
worldwide.
Visual Computing Labs (VCL) leverages its unique mix of engineering and
creative skills including 3D Computer Graphics, Animation, and Visual Effects, to
offer services in Pre-Production, Production and Post-Production of content for
niche markets of Advertising, Film & TV, and Gaming, both in India as well as
Internationally.
Versatility in handling diverse styles of animations plus offering VFX services

under the same roof remains a key strength of VCL. Many years of experience in
more.
the High-End Graphics System Integration business, backed by a strong software

development team puts ahead, thus enabling the company to develop and
provide cutting-edge solutions for esteemed customers.
Visual Computing Labs has successfully delivered projects for both global as well
as Indian customers including fully animated TVCs (2D and 3D), animation &
integration with live characters for feature films, animation for Television Series,
and animation for Internet, VFX for Films and for TV’s.
Visual Computing Labs has proven to be a trusted partner, both in terms of

stability as well as commitment, among our overseas customers, being a part of
a larger organization, namely, Tata Elxsi Limited. Tata Elxsi Limited itself is a
part of the multibillion dollar Tata Group, India's largest industrial conglomerate,
focused on delivering outsourced design services and solutions to customers
worldwide.
Visual Computing Labs operates out of multiple locations, including facilities at

Bangalore and Mumbai, India and also out of Los Angeles, California for our
services in Animation and Visual Effects. We also have a large facility located at
Whitefield, Bangalore, for Games Development, Customized Software Plug-in
Development and for R&D.
Enabling the setting up of world class design environments by assimilating

resources, implementing complex design solutions and architecting total
integrated solutions.
Reputed as one of the oldest System Integration Services provider in India, Tata
Elxsi Limited, part of the multi-billion dollar Tata Group of Companies, through its
System Integration service practice continues to enjoy an enviable position in the
Systems Integration market space today.
more.
At Tata Elxsi's SI practice, it designs total integrated solutions by leveraging the

core expertise in the areas of design tools, visualization, advanced compute
infrastructure, networking and storage systems.
The Company assist customers in implementing complex design solutions across

market segments such as Automotive, Aerospace Entertainment, Manufacturing,
Government and Education, allowing them to integrate their resources for
greater efficiencies and offering them the support they need when it comes to
implementing cost-effective solutions in the shortest possible time.
Key Service Domains
Consumer electronics
Tata Elxsi provides services to consumer electronics OEMs for products like
digital set-top boxes, digital cameras and camcorders, audio and video players,
digital video recorders, home appliances, gaming consoles and home
entertainment in areas of embedded intelligence and communication
capabilities.
Tata Elxsi provides services in the areas of Silicon/FPGA, Board Design, firmware,
processors, RTOS, Drivers, Multimedia and streaming.
Networking
Tata Elxsi provides services for devices used in Broadband Infrastructure, IP

Networks, Wireless Communications and Convergence.
Semiconductors
The Tata Elxsi Chip Design Center offers services to help IC manufacturers go
from paper to wafer. Tata Elxsi has product design experience in FPGA's, ASIC's,
0.12 or 0.13 micrometre technology, verification of processors, developing of
behavioral models and technology migration.
Storage
One of Tata Elxsi's first projects 13 years ago was to building a 6-channel SCSI
adapter and software for the ELXSI mainframe computer. Since then it has
evolved from concentrating on server-attached storage to networked attached
storage.
Scientific Instrumentation
more.
Tata Elxsi provides services for data capture, filtering, processing, and
presentation for equipment manufacturing and product development in the
scientific field.
Telecom
• Design, development and testing of solutions for GSM, GPRS, CDMA,

UMTS, WCDMA and WiMAX
• Application development including MMS/EMS clients for mobile handsets,

and enterprise servers/carrier class servers for field support.
• Middleware development to support multimedia content delivery over

wireless networks
Visual Computing Labs (VCL)
Visual Computing Labs (VCL) is focused on providing Animation (2D & 3D),
Special Effects, and Gaming services.
VCL offers services in Pre-production, Production and Post-production of content

for Advertising, Film & TV, and Gaming, both in India as well as internationally
[11].
Visual Computing Labs operates out of multiple locations, including facilities at

Bangalore and Mumbai and also out of Los Angeles, California for services in
Animation and Visual Effects. Tata Elxsi also have a large facility located at
Whitefield, Bangalore, for Game Development, Customized Software Plug-in
Development and for R&D.
Gaming
TEL competence in delivering end to end Services in Gaming give users a wide
array of options- be it realistic animation, mobile gaming or content authoring.
TEL Service:
• Licensed Sony PS 2 Game Developer
• Technology partners to some of the largest Game Publishers
TEL Platform Focus: Console, PC, Mobile, Online
Movie credits for VCL
2008
• Roadside Romeo
more.
• Kidnap
• Drona
• God Tussi Great Ho
• Bachna Ae Haseeno
• Taare Zameen Par
• Jodhaa Akbar
2007
• Gandhi, My Father
• Aaja Nachle
• Deha
• Ta Ra Rum Pum
• Spider-Man 3
2006
• One Night with the King
• Kabhi Alvida Naa Kehna
• Slayer (TV)
• Kabul Express
• Jaan-E-Mann
• Dhoom 2
• Fanaa
• Rang De Basanti
2005
• Neal 'N' Nikki
• Home Delivery: Aapko... Ghar Tak
• Salaam Namaste
• Anniyan
• Bunty Aur Babli

more.
• Kaal
• Bose:The Forgotten Hero
• Into the Blue
• xXx: State of the Union
2004
• Veer-Zaara
• Hum Tum
• Dhoom
• Swades
• Agnipankh
] 2003
• Leprechaun: Back 2 tha Hood
• Kal Ho Na Ho
• Boys
Advertisements
• Thums Up[22]
• Cheetos
• Pillsbury
• Huggies
• Fanta
• Coke commercials for overseas audiences

more.
PART-2
Introduction
Recruitment refers to the process of screening, and selecting qualified people for
a job at an organization or firm, or for a vacancy in a volunteer-based
organization or community group. While generalist managers or administrators
can undertake some components of the recruitment process, mid- and large-size
organizations and companies often retain professional recruiters or outsource
some of the process to recruitment agencies. External recruitment is the process
of attracting and selecting employees from outside the organization
The recruitment industry has four main types of agencies: employment agencies,
recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, and in-house recruitment. The stages in recruitment
include sourcing candidates by advertising or other methods, and screening and
selecting potential candidates using tests or interviews.
Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organisation so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an anticipated
vacancy.
Needs of Recruitment
Planned
i.e. the needs arising from changes in organization and retirement policy.
Anticipated
more.
Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.
Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.
Objective of Recruitment
• Help increase the success rate of selection process by decreasing number

of visibly under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
• Increase organization and individual effectiveness of various recruiting

techniques and sources for all types of job applicants
• Begin identifying and preparing potential job applicants who will be

appropriate candidates.
Recruitment Strategies
Recruitment is of the most crucial roles of the human resource professionals. The
level of performance of and organisation depends on the effectiveness of its
recruitment function. Organisations have developed and follow recruitment
strategies to hire the best talent for their organisation and to utilize their
resources optimally. A successful recruitment strategy should be well planned
and practical to attract more and good talent to apply in the organisation.
For formulating an effective and successful recruitment strategy, the strategy

should cover the following elements:
1. Identifying and prioritizing jobs
Requirements keep arising at various levels in every organisation; it is almost a

never-ending process. It is impossible to fill all the positions immediately.
more.
Therefore, there is a need to identify the positions requiring immediate attention

and action. To maintain the quality of the recruitment activities, it is useful to
prioritize the vacancies whether to focus on all vacancies equally or focusing on
key jobs first.
2. Candidates to target
The recruitment process can be effective only if the organisation completely

understands the requirements of the type of candidates that are required and
will be beneficial for the organisation. This covers the following parameters as
well:
o Performance level required: Different strategies are required for focusing

on hiring high performers and average performers.
o Experience level required: the strategy should be clear as to what is the

experience level required by the organisation. The candidate’s experience can
range from being a fresher to experienced senior professionals.
o Category of the candidate: the strategy should clearly define the target
candidate. He/she can be from the same industry, different industry,
unemployed, top performers of the industry etc.
3. Sources of recruitment
The strategy should define various sources (external and internal) of

recruitment. Which are the sources to be used and focused for the recruitment
purposes for various positions. Employee referral is one of the most effective
sources of recruitment.
4. Trained recruiters
The recruitment professionals conducting the interviews and the other

recruitment activities should be well-trained and experienced to conduct the
more.
activities. They should also be aware of the major parameters and skills (e.g.:
behavioural, technical etc.) to focus while interviewing and selecting a candidate.
5. How to evaluate the candidates
The various parameters and the ways to judge them i.e. the entire recruitment
process should be planned in advance. Like the rounds of technical interviews,
HR interviews, written tests, psychometric tests etc.
HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to

find and match the best potential candidate for the organisation, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organisation. The HR professionals –
handling the recruitment function of the organisation- are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit
the best people or potential candidate for the organisation.
In the last few years, the job market has undergone some fundamental changes
in terms of technologies, sources of recruitment, competition in the market etc.
In an already saturated job market, where the practices
like poaching and raiding are gaining momentum, HR professionals are

constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the best
candidates for their organisations.
more.
The major challenges faced by the HR in recruitment are:
• Adaptability to globalization – The HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking place
across the globe. HR should maintain the timeliness of the process
• Lack of motivation – Recruitment is considered to be a thankless job. Even

if the organisation is achieving results, HR department or professionals are not
thanked for recruiting the right employees and performers.
• Process analysis – The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment. The process should be flexible,
adaptive and responsive to the immediate requirements. The recruitment
process should also be cost effective.
• Strategic prioritization – The emerging new systems are both an

opportunity as well as a challenge for the HR professionals. Therefore, reviewing
staffing needs and prioritizing the tasks to meet the changes in the market has
become a challenge for the recruitment professionals.
Recruiting Expatriates
Expatriate is a person who leaves his country to work and live in a foreign
country. Generally, expatriates are the nationals from the other countries than
the host and the MNC’s parent country, i.e. expatriates are the third country
nationals.
The unavailability of the required skills and talents takes the organisation to
source talent from other countries. The procedures and processes of recruiting
and selecting the human resources are never uniform even within a single
organisation. The procedures vary according to the post, the skill set required,
the nature of work etc. More of it is seen in the case of recruitment of
expatriates. The recruitment and selection procedures and considerations are
drastically different for expatriates than that of the domestic employees.
more.
Recruitment of expatriates involves greater time, monetary resources and other

indirect costs. Improper recruitment and selection can cause the expatriates to
return hastily or a decline in their performance.
A mismatch between job (its requirements) and people can reduce the
effectiveness of other human resource activities and can affect the performance
of the employees as well as the organisation.
Recruiting expatriates require special considerations and skills to select the best
person for the job. Except for a few expatriate selection policies, the expatriate
selection criterion is generally organisation and nation specific.
The recruiters for recruiting the expatriates should be carefully selected and
trained. The recruitment strategies for expatriates should be aligned with
requirements of the job. The interviews of expatriates are designed in a manner
to judge their:
• Adaptability to the new culture
• Intercultural interaction
• Flexibility
• Professional expertise
• Past international work experience
• Tolerance and open-mindedness
• Family situation
• Language ability
• Attitude and motivation
• Empathy towards local culture
A few researches in this field also suggest that women are morel likely to be
successful in certain positions as expatriates as they are more sensitive towards
new culture and people. Recruitment of expatriates should be followed by
cultural and sensitivity training, and language training.
more.
Head Hunting Process
Headhunting refers to the approach of finding and attracting the best

experienced person with the required skill set. Headhunting involves convincing
the person to join your organization.
Forms of Recruitment
The organisations differ in terms of their size, business, processes and practices.
A few decisions by the recruitment professionals can affect the productivity and
efficiency of the organisation. Organisations adopt different forms of recruitment
practices according to the specific needs of the organisation. The organisations
can choose from the centralized or decentralized forms of recruitment, explained
below:
• CENTRALIZED RECRUITMENT
The recruitment practices of an organisation are centralized when the HR /

recruitment department at the head office performs all functions of recruitment.
Recruitment decisions for all the business verticals and departments of an
organisation are carried
out by the one central HR (or recruitment) department. Centralized from of

recruitment is commonly seen in government organisations.
Benefits of the centralized form of recruitment are:
• Reduces administration costs
• Better utilization of specialists
• Uniformity in recruitment
• Interchangeability of staff
more.
• Reduces favoritism
• Every department sends requisitions for recruitment to their central office
• DECENTRALIZED RECRUITMENT
Decentralized recruitment practices are most commonly seen in the case of

conglomerates operating in different and diverse business areas. With diverse
and geographically spread business areas and offices, it becomes important to
understand the needs of each department and frame the recruitment policies
and procedures accordingly. Each department carries out its own recruitment.
Choice between the two will depend upon management philosophy and needs of
particular organization. In some cases combination of both is used. Lower level
staffs as well as top level executives are recruited in a decentralized manner.
Equal Opportunity Employment
Equal opportunity employment refers to the approach of the employers to ensure

the practice of being fair and impartial in the employment process. *The term
"Equal Opportunity Employment" was first given by President Lyndon B. Johnson
when he signed Executive Order 11246 which was created to prohibit federal
contractors from discriminating against employees on the basis of race, sex,
creed, religion, color, or national origin*. The scope of the order also covered the
discrimination on the basis of the minority status.
Discrimination in employment
Discrimination refers to the any kind of prejudice, biasness or favoritism on the

basis of
• disability
• race
more.
• age
• sex
• sexuality
• pregnancy
• Marital status
in employment. No person should be treated less favourably than any other on

the basis of the specified issues above. Many countries (like SA) have already
implemented Equal Opportunity Act, making it against the law to treat anybody
unfairly.
Diversity in workforce
With the globalization and the increasing size of the organisations, the diversity
in the workforce is increasing i.e. people from diverse backgrounds, educational
background, age groups, race, gender, abilities etc come together to work for
one organisation and common objectives. Therefore, it is the responsibility of the
employer to create an equality-based and discrimination-free working
environment and practices.
Equal opportunity means treating people equally and fairly irrespective of their
race, religion, sex, age, disability etc. Giving women an equal treatment and
access to opportunities at the workplace. Any employee should be ill-treated or
harassed by the employer or other employees.
Equal Employment Opportunity principles help to realize and respect the actual
worth of the individual on the basis of his knowledge, skills, abilities and merit.
And the policy should cover all the employees of an organisation whether
permanent or temporary, contractual etc.
Equal employment opportunity is necessary to ensure:
• To give fair access to the people of all development opportunities
• To create a fair organisation, industry and society.

more.
• To encourage and give disadvantaged or disabled people a fair chance to

grow with the society
Outsourcing Recruitment Services
Outsourcing the human resource (HR) processes is the latest practice being
followed by middle and large sized organizations. It is being witnessed across all
the industries. In India, the HR processes are being outsourced from nearly a
decade now. Outsourcing industry is growing at a high rate.
Human Resource Outsourcing refers to the process in which an organisation uses

the expert services of a third party (generally professional consultants) to take
care of its HR functions while HR management can focus on the strategic
dimension of their function. The functions that are typically outsourced are the
functions that need expertise, relevant experience, knowledge and best methods
and practices. This has given rise to outsourcing the various HR functions of an
organisation. HR Consultancies such as Ma Foi and Planman Consulting provide

such services through expert professional consultants. Human resources
business process outsourcing (HR BPO) is a major component of the worldwide
BPO market. Performance management outsourcing involves all the performance
monitoring, measurement, management being outsourced from a third party or
an external organisation.
Many organizations have started outsourcing its recruitment process i.e.

transferring all or some part of its recruitment process to an external consultant
providing the recruitment services. It is commonly known as RPO i.e. recruitment
process outsourcing. More and more medium and large sized organizations are
outsourcing their recruitment process right from the entry level jobs to the C-
level jobs.
The present value of the recruitment process outsourcing industry (RPO) in India
is estimated to be $2.5 billion and it is expected to grow at the annual rate of 30-
40 per cent for the next couple of years. According to a recent survey, only 8-10
per cent of the Indian companies are complete recruitment processes. However,
more.
the number of companies outsourcing their recruitment processes is increasing

at a very fast rate and so is the percentage of their total recruitment processes
being outsourced.
Outsourcing organizations strive for providing cost saving benefits to their

clients. One of the major advantages to organizations, who outsource their
recruitment process, is that it helps to save up to as much as 40 per cent of their
recruitment costs. With the experience, expertise and the economies of scale of
the third party, organizations are able to improve the quality of the recruits and
the speed of the whole process. Also, outsourcing enables the human resource
professionals of organizations to focus on the core and other HR and strategic
issues. Outsourcing also gives a structured approach to the whole process of
recruitment, with the ultimate power of decision making of recruiting with the
organisation itself. The portion of the recruitment cycle that is outsourced range
from preparing job descriptions to arranging interviews, the activities that
consume almost 70 per cent of the time of the whole recruitment process.
Outsourcing the recruitment processes for a sector like BPO, which faces an
attrition of almost 50-60 per cent, can help the companies in BPO sector to save
costs tremendously and focus on other issues like retention. The job seekers are
also availing the services of the third parties (consultants) for accessing the
latest job opportunities.
In India, the trend of outsourcing recruitment is also catching up fast. For

example: Vodafone outsources its recruitment activities to Alexander Mann
Solutions (RPO service provider). Wipro has outsourced its recruitment process to
MeritTrac. Yes bank is also known to outsource 50 per cent of its recruitment
processes.
Advantages
Traditionally, recruitment is seen as the cost incurring process in an

organization. HR outsourcing helps the HR professionals of the organisations to
concentrate on the strategic functions and processes of human resource
management rather than wasting their efforts, time and money on the routine
work.
more.
Outsourcing the recruitment process helps to cut the recruitment costs to 20 %

and also provide economies of scale to the large sized organizations.
The major advantages of outsourcing performance management are:
Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporates. Apart from increasing their revenues, outsourcing provides business
opportunities to the service providers, enhancing the skill set of the service
providers and exposure to the different corporate experiences thereby increasing
their expertise.
The advantages accruing to the corporates are:
• turning the management's focus to strategic level processes of HRM
• accessibility to the expertise of the service providers
• freedom from red tape and adhering to strict rules and regulations
• optimal resource utilisation
• structured and fair performance management.
• a satisfied and, hence, highly productive employees
• value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to

grow and perform better.
Changing Role of recruitment Intermediaries
Recruitment consultancies, agencies or intermediaries are witnessing a boom in

the demand of their services, both by the employers and the job seekers. With
more.
an already saturated job market, the recruitment intermediaries have gained a

vital position acting as a link between the job seekers and the employers.
But at the same time, one of the major threats faced by this industry is the
growing popularity of e-recruitment. With the changing demand, technologies
and the penetration and increasing use of internet, the recruitment consultancies
or the intermediaries are facing tough competition. To retain and maintain their
position in the recruitment market, the recruitment intermediaries or consultants
(as they are
commonly known) are witnessing and incorporating various changes in terms of

their role, functions and the services.
According to a survey amongst top employers, most of them agree with the
growing influence of technology and the Internet on the recruitment processes.
70 per cent of employers reported the use of application portal on their
company’s official website. Apart from that, the emerging popularity of the job
portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their
expert services, economies of scale, up to 40 percent savings in the recruitment
costs, knowledge of the market, the candidates, understanding of the
requirements, and most importantly, the assess to the suitable and talented
candidates and the structured recruitment processes. The recruitment
intermediaries save the organisations from the tedious of weeding out unsuitable
resumes, co-coordinating interviews, posting vacancies etc. give them an edge
over the other sources of recruitment.
To retain their position as the service providers in the recruitment market, the
recruitment intermediaries are providing vale added services to the
organisations. They are incorporating the use of internet and job portals, making
their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are
predicted to continue dominating the recruitment market in the anticipated
future
more.
Outsourcing Process
How to select recruitment consultant
If an organisation decides to outsource its recruitment processes or activities, it

is very important to find and select a suitable recruitment consultant or
consultancies, which can deliver results according to the needs of the
organisation. Today, there are thousands of consulting firms (consultancies) as
well as freelance consultants working independently. An organisation looks for
various considerations and qualities before selecting the suitable recruitment
consultant.
• The reputation of the consulting firm in the job market (based on expertise
and experience).
• Who are the consultant’s or firm’s past and present clients?
• Consultant’s expertise and experience (from how long has he/firm been in
the business)
• Does the recruitment consultant have the requisite resources to complete

the targets on time?
• Get the idea of the effectiveness and the services of the recruitment
consultant from its current and past clients.
Qualities of an independent recruitment consultant:
Some of the qualities or characteristics looked in recruitment consultants are:
• Marketing skills
• Flexibility and adaptability
• Wisdom
• Exuberance
• Ability to prioritise
more.
• Ambition
• Resourcefulness
• Diplomacy/ delicacy
Selecting the right recruitment consultant is essential for the effective

recruitment processes. A successful Recruitment consultant is someone who is
determinative, focused, and able to create opportunities for him, works harder
and smarter than competitors and continually set and achieve higher standards.
Recruitment Process
The proper start to a recruitment effort is to perform a job analysis, to document

the actual or intended requirement of the job to be performed. This information
is captured in a job description and provides the recruitment effort with the
boundaries and objectives of the search. These job descriptions need to be
reviewed or updated prior to a recruitment effort to reflect present day
requirements. Starting a recruitment with an accurate job analysis and job
description insures the recruitment effort starts off on a proper track for success.
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
A general recruitment process is as follows:
• Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
Preparing the job description and person specification.
• Locating and developing the sources of required number and type of

employees (Advertising etc).
more.
• Short-listing and identifying the prospective employee with required

characteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making
1. Identify Vacancy
2. Prepare a Job Description and Person specification
3. Advertising the vacancy
4. Managing the response
5. Shortlisting
6. Arrange Interviews
7. Conducting Interview and decision making
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.
Recruitment in TATA Elxsi
TATA Elxsi, a Tata group company, is planning to ramp up its manpower strength
to cater to the software development requirements in the overseas market.
The company has embarked on a massive recruitment drive and is planning to

double the existing strength of its software professionals.
It is currently focussed on the four key segments of film and videos, CAD/CAM,
education and research and commercial/networking.
Speaking to Business Line, Mr. S. Devarajan, Chairman and CEO, said that the
company was planning to add over 400 professionals in the next 6-9 months.
more.
The company currently has some 750 employees, of which about 400 are in the
software development division. Since it already has a full-fledged development
centre at Bangalore, the scaling up of infrastructure to support the increased
manpower should not pose a problem, he added.
Mr. Devarajan also said that the company has begun the scaling up of its global
presence by opening six new offices in the US and Europe.
``The expansion of operations overseas is expected to provide a new impetus

and enhance the company's market for high-end design and development work.''
The company's domestic business has grown substantially in terms of value

added offerings and currently accounts for nearly 75 per cent of its turnover,
with the global business accounting for the rest.
``We are planning increase focus on the company's global operations and raise
the overseas contribution to 50 per cent.''
He added that this change in the revenue composition could also help in
improving operating profit margins. ``As more high value added software
development work will be undertaken overseas, the higher value addition will
add to margins.''
In the past, the company had been undertaking more of support services for
Indian companies in the domestic market.
For the first quarter ended June 30, 2000, the company has recorded a 240 per
cent increase in post-tax earnings at Rs. 1.35 crores and a 21 per cent in total
turnover to Rs. 29.01 crores over the corresponding period last year.
As of March 31, 2000, Tata Elxsi had an order book in excess of Rs. 100 crores
mainly in the film and video segment. The buoyant performance in the first
quarter current fiscal was attributable to this strong order-book position.
Commenting on customer loyalty, Mr. Devarajan said that nearly 80 per cent
were repeat customers, who were willing to work with the company on a long-
term basis.
Tata Elxsi has joined a select band of companies in the world after it was
recently assessed at the SEI-CMM Level 5 by KPMG for implementation of quality
management systems and software engineering practices.
Sources Of Recruitment
more.
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organization itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.
Factors Affecting Recruitment
The recruitment function of the organisations is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the
factors that can be controlled by the organisation. And the external factors are
those factors which cannot be controlled by the organisation. The internal and
external forces affecting recruitment function of an organisation are:
Influence of Recruitment on Organizational development
As defined by Richard Beckhard, "Organization development" (OD) is a planned,

top-down, organization-wide effort to increase the organization's effectiveness
and health. OD is achieved through interventions in the organization's
"processes," using behavioural science knowledge.[1] According to Warren
Bennis, OD is a complex strategy intended to change the beliefs, attitudes,
values, and structure of organizations so that they can better adapt to new
technologies, markets, and challenges. Warner Burke emphasizes that OD is not
just "anything done to better an organization"; it is a particular kind of change
process designed to bring about a particular kind of end result. OD involves
organizational reflection, system improvement, planning, and self-analysis.
The term "Organization Development" is often used interchangeably with

Organizational effectiveness, especially when used as the name of a department
or a part of the Human Resources function within an organization. Organization
Development is a growing field that is responsive to many new approaches
including Positive Adult Development.
more.
At the core of OD is the concept of organization, defined as two or more people

working together toward one or more shared goals. Development in this context
is the notion that an organization may become more effective over time at
achieving its goals.
OD is a long range effort to improve organization's problem solving and renewal

processes, particularly through more effective and collaborative management of
organizational culture, often with the assistance of a change agent or catalyst
and the use of the theory and technology of applied behavioral science.
Organization development is a contractual relationship between a change agent

and a sponsoring organization entered into for the purpose of using applied
behavioral science in a systems context to improve organizational performance
and the capacity of the organization to improve itself.
Organizational development is an ongoing, systematic process to implement

effective change in an organization. Organizational development is known as
both a field of applied behavioral science focused on understanding and
managing organizational change and as a field of scientific study and inquiry. It
is interdisciplinary in nature and draws on sociology, psychology, and theories of
motivation, learning, and personality.
Contractual Relationship.
Although neither the sponsoring organization nor the change agent can be sure
at the outset of the exact nature of the problem or problems to be dealt with or
how long the change agents' help will be needed, it is essential that some
tentative agreement on these matters be reached. The sponsoring organization
needs to know generally what the change agent's preliminary plan is, what its
own commitments are in relation to personal commitments and responsibility for
the program, and what the change agent's fee will be. The change agent must
assure himself that the organization's, and particularly the top executives',
commitment to change is strong enough to support the kind of self-analysis and
personal involvement requisite to success of the program. Recognizing the
uncertainties lying ahead on both sides, a termination agreement permitting
either side to withdraw at any time is usually included.
more.
Change Agent.
A change agent in the sense used here is not a technical expert skilled in such
functional areas as accounting, production, or finance. He is a behavioral
scientist who knows how to get people in an organization involved in solving
their own problems. His main strength is a comprehensive knowledge of human
behavior, supported by a number of intervention techniques (to be discussed
later). The change agent can be either external or internal to the organization.
An internal change agent is usually a staff person who has expertise in the
behavioral sciences and in the intervention technology of OD. Beckhard reports
several cases in which line people have been trained in OD and have returned to
their organizations to engage in successful change assignments. [3] In the
natural evolution of change mechanisms in organizations, this would seem to
approach the ideal arrangement. Qualified change agents can be found on some
university faculties, or they may be private consultants associated with such
organizations as the National Training Laboratories Institute for Applied
Behavioral Science (Washington, D.C.) or University Associates (San Diego,
California), and similar organizations.
The change agent may be a staff or line member of the organization who is
schooled in OD theory and technique. In such a case, the "contractual
relationship" is an in-house agreement that should probably be explicit with
respect to all of the conditions involved except the fee.
Sponsoring Organization.
The initiative for OD programs comes from an organization that has a problem.
This means that top management or someone authorized by top management is
aware that a problem exists and has decided to seek help in solving it. There is a
direct analogy here to the practice of psychotherapy: The client or patient must
actively seek help in finding a solution to his problems. This indicates a
willingness on the part of the client organization to accept help and assures the
organization that management is actively concerned..
more.
Applied Behavioral Science.
One of the outstanding characteristics of OD that distinguishes it from most

other improvement programs is that it is based on a "helping relationship." The
change agent is not a physician to the organization's ills; he does not examine
the "patient," make a diagnosis, and write a prescription. Nor does he try to
teach organizational members a new inventory of knowledge which they then
transfer to the job situation. Using theory and methods drawn from such
behavioral sciences as [ (industrial/organizational psychology]], industrial
sociology, communication, cultural anthropology, administrative theory,
organizational behavior, economics, and political science, the change agent's
main function is to help the organization define and solve its own problems. The
basic method used is known as action research. This approach, which is
described in detail later, consists of a preliminary diagnosis, collecting data,
feedback of the data to the client, data exploration by the client group, action
planning based on the data, and taking action.
Systems Context.
OD deals with a total system — the organization as a whole, including its

relevant environment — or with a subsystem or systems — departments or work
groups — in the context of the total system. Parts of systems, for example,
individuals, cliques, structures, norms, values, and products are not considered
in isolation; the principle of interdependency, that is, that change in one part of a
system affects the other parts, is fully recognized. Thus, OD interventions focus
on the total culture and cultural processes of organizations. The focus is also on
groups, since the relevant behavior of individuals in organizations and groups is
generally a product of group influences rather than personality.
Improved Organizational Performance.
The objective of OD is to improve the organization's capacity to handle its

internal and external functioning and relationships. This would include such
things as improved interpersonal and group processes, more effective
communication, enhanced ability to cope with organizational problems of all
kinds, more effective decision processes, more appropriate leadership style,
improved skill in dealing with destructive conflict, and higher levels of trust and
cooperation among organizational members. These objectives stem from a value
more.
system based on an optimistic view of the nature of man — that man in a

supportive environment is capable of achieving higher levels of development and
accomplishment. Also essential to organization development and effectiveness is
the scientific method — inquiry, a rigorous search for causes, experimental
testing of hypotheses, and review of results. Finally, the democratic process is
viewed as having a legitimate, and perhaps dominant, role in the highly effective
organization.
Organizational Self-Renewal.
The ultimate aim of the outside OD practitioner is to "work himself out of a job"
by leaving the client organization with a set of tools, behaviors, attitudes, and an
action plan with which to monitor its own state of health and to take corrective
steps toward its own renewal and development. This is consistent with the
systems concept of feedback as a regulatory and corrective mechanism.
Recruitment and Retention Tips
1.Strive to become the "Employer of Choice"
2."Offer flexible scheduling and work arrangements
3.Support work/life balance programs
4.Promote health and wellness
5.Clearly articulate company values
6.Individualize approaches to rewards and recognition
7.Strengthen the performance focus
8.Market your reputation, image and brand
9.Employees want to work on a winning team
10.Use creative recruiting techniques
11.Find the right people first through upfront screening
12.Use creative sourcing strategies, such as high school and college mentoring
programs
13.Provide growth and development opportunities

more.
14.Help employees to become change-resilient
15.Structure jobs to be challenging
16.Intensify leadership training
17.Provide a "boot camp" for new hires
18.Increase performance feedback
19.Tie career growth to competency development
20.Provide flexible reward and recognition programs
21.Decentralize pay and reward systems
22.Design programs that individualize tailoring of rewards
23.Push stock programs lower in the organization
24.Train managers to effectively administer reward programs
25.Ensure that retirement and flexible benefits support people management

programs
26.Ensure retirement plans are career and age neutral, and portable
27.Increase benefit plan flexibility and choice
28.Support work/life balance programs
29.See employees as "whole" people, with lives outside of work
30.Provide more workplace and scheduling flexibility
31.Enhance work/family programs (child care referral, concierge services, etc.)
32.Strengthen management skills
33.Train managers to continually promote business plan engagement
Methodology and Research Design
INTRODUCTION
The research design used is exploratory and descriptive research design for
collecting and analyzing data. Research design concentrates mainly on inquiry
more.
for better understanding and development of plan of action for discovering

something. This involves: observing the practices, implementation of theory, use
of variables, preparation for observations (choice of technique, selection of units
of observations, data analysis, report etc).
Purpose of research
The purpose of research is basically two-phase:
1. Exploratory:
Exploratory research is a type of research conducted because a problem has not

been clearly defined. Exploratory research helps determine the best research
design, data collection method and selection of subjects. Given its fundamental
nature, exploratory research often concludes that a perceived problem does not
actually exist.
Exploratory research often relies on secondary research such as reviewing

available literature and/or data, or qualitative approaches such as informal
discussions with consumers, employees, management or competitors, and more
formal approaches through in-depth interviews, focus groups, projective
methods, case studies or pilot studies.
The results of exploratory research are not usually useful for decision-making by
themselves, but they can provide significant insight into a given situation.
Although the results of qualitative research can give some indication as to the
“why”, “how” and “when” something occurs, it cannot tell us “how often” or
“how many.”
Exploratory research is not typically generalizable to the population at large. The

exploratory approach attempts to discover general information about a topic that
is not well understood by the marketer.
For instance, a marketer has heard news reports about a new Internet
technology that is helping competitors but the marketer is not familiar with the
technology and needs to do research to learn more. When gaining insight (i.e.,
discovery) on an issue is the primary goal, exploratory research is used.
2. Descriptive Research
Descriptive research is used to obtain information concerning the current status

of the phenomena to describe “what exists” with respect to variables or
conditions in a situation. The methods involved range from the survey which
describes the status quo, the correlation study which investigates the
relationship between variables, to developmental studies which seek to
determine changes over time.
more.
In descriptive research design questions asked are of the type, “What is the
relationship between or among variables?”
You know what the variables are, and you know how to measure them, so you
are beyond the scope of an exploratory study. The variables you are interested
in have been studied before, either independently, as in an exploratory study, or
with other variables, so that there is sufficient information to ask a question
about the relationship between them. You are able to relate the variables in
your study to a concept or conceptual framework so that the study does build on
previous work. The major consideration is accuracy in the measurement of the
variables.
Designs for studies at descriptive level require a descriptive survey. The design
dictates how the variables are to be measured in testing their relationship.
In this type of design, the variables are partly controlled by the situation, as they
are in exploratory design, but they are also partly controlled by the investigator,
who chooses a sample for the study. You are not interested in controlling the
other variables, merely in observing them. For example, in a study of the
relationship between educational level of drivers and ability to make sound
judgments about traffic signs, the investigator controls the first variable by
selecting a sample of drivers with all types of educational backgrounds. The
judgments of these drivers are then assessed. The drivers’ judgments will be
examined and evaluated as they occur. The purpose of the study will be
accomplished by seeing if the occurrence of sound judgment is related to
educational background.
The basic difference between exploratory and descriptive research is the

research design. Exploratory research follows a format that is less structured
and more flexible than descriptive research. This approach works well when the
marketer doesn’t have an understanding of the topic or the topic is new and it is
hard to pinpoint the research direction. The downside, however, is that results
may not be as useful in aiding a marketing decision.
Exploratory research may indicate who the key decision makers are in a
particular market thus enabling a more structured descriptive study targeted to
this group.
STATEMENT OF THE PROBLEM
This study is conducted at TATA Elxsi Pvt Ltd to find out the direct relationship of
recruiting good quality candidates and the organization’s performance level, to
find out the human resource planning done in the organization.
This project mainly aims in finding out the best practices followed by the staffing
team and the operations in injecting the fresh blood in the organization.
more.
Apart from finding out the best practices in recruitment, this project also aims in
finding out the Gender split applicants, Succesful applicants by gender,
applicants by age, age of applicants by departments, successful applicants by
age and lastly applicants with disability. Etc.
SCOPE OF STUDY
To understand best practices followed in the Staffing team.
To measure the validity and its importance in the Organization’s performance

level.
To understand Succesful applicants by gender, by age, by disability.
OBJECTIVE OF THE PROBLEM
To find out the effect of recruitment in company’s growth
To find out how to recruit the right candidate for the right position.
To recruit the right resource in line with the organization’s goal.
To reduce attrition by recruiting the right minds.
To increase organization profit by recruiting the right talent.
RESEARCH METHODOLOGY
TYPE OF THE STUDY
The type of study is a project work undertaken at Pioneer Publicity Corporation.

The title of this study is “A STUDY ON EFFECTIVENESS OF RECRUITMENT IN
ORGANISATION’S DEVELOPMENT.”
TYPE OF DATA
Primary and secondary data
Data, or facts, may be derived from several sources. Data can be classified as
primary data and secondary data. Primary data is data gathered for the first time
by the researcher; secondary data is data taken by the researcher from
secondary sources, internal or external. The researcher must thoroughly search
secondary data sources before commissioning any efforts for collecting primary
data.
There are many advantages in searching for and analyzing data before
attempting the collection of primary data. In some cases, the secondary data
more.
itself may be sufficient to solve the problem. Usually the cost of gathering
secondary data is much lower than the cost of organizing primary data.
Moreover, secondary data has several supplementary uses. It also helps to plan
the collection of primary data, in case, it becomes necessary. We shall therefore
discuss secondary data first and then take up primary data.
Secondary data is of two kinds, internal and external. Secondary data – whether
internal or external – is data already collected by others, for purposes other than
the solution of the problem on hand.
SOURCES OF DATA
Primary Data Sources
Primary data collection is necessary when a researcher cannot find the data
needed in secondary sources. Market researchers are interested in primary data
about demographic/socioeconomic characteristics, attitudes/opinions/interests,
awareness/knowledge, intentions, motivation, and behavior. Three basic means
of obtaining primary data are observation, surveys, and experiments. The choice
will be influenced by the nature of the problem and by the availability of time
and money.
Observation
Observation means that the situation of interest is checked and a person or

some mechanical device records the relevant facts, actions, or behaviors.
Accurate data about what consumers do in certain situations is provided by
observation. Observation does not tell why it happened.
Personal Approaches
Marketers can learn by personally observing or watching actions and situations.

For example, when an organization is choosing a new location, it would observe
the neighborhood conditions. Also, marketers of pet products and baby products
are extremely interested in how respondents react to new products, but
obviously cannot ask them to describe their opinions or to fill out surveys. They
must depend on observational research.
Surveys
Surveys or questioning involve using a questionnaire (data collection instrument)

to ask respondents questions to secure the desired information. Questionnaires
may be administered by mail, over the telephone, by computer, or in person.
more.
Limitations of surveys include opportunities for error in construction and

administering of a questionnaire, expense, and time needed to conduct a survey.
Respondents may not respond, may be unable to respond, or may give
misleading responses.
Mail
Mail interviews can be used to collect large amounts of data and have a low cost
per respondent. Respondents can see a concept, read a description, and think
about it at their leisure. There is no interviewer bias. However, the
questionnaires are not flexible, cannot be adapted to individual respondents, and
generally have low response rates. The researcher has no control over who
completes the questionnaire.
Telephone
Telephone interviews are easy to administer and allow data to be collected

quickly at a relatively low cost. The interviewer can clarify the questions.
Response rates tend to be higher and telephone interviewing allows for greater
sample control.
However, it is more expensive than a mail questionnaire. The presence of an

interviewer on the phone may bias responses since respondents may be
unwilling to discuss personal information. Also, respondents can’t see product.
A major limitation is that they must be short.
Computer
Advances in computers and technology have led to sophisticated data collection

methods. Computer and online interviewing allow rapid data collection from
dispersed populations at a low cost.
Personal
Personal interviews may be conducted one-on-one or with a focus group. A

personal interview is a direct, face-to-face interview between the interviewer and
the respondent. In the past, personal interviews were conducted door-to-door.
Today, most personal interviews (one-on-one) are conducted in malls and are
referred to as mall intercept. Personal interviews are the most flexible since
interviewers can clarify questions and probe for answers. Respondents can see a
concept as well as read a description. More information can normally be
obtained through observation of the respondent’s surroundings. Personal
more.
interviewing is expensive, yet it offers a great deal of flexibility and allows for
visual stimuli.
A focus group is a small group of people, carefully selected, who represent a

specific target audience. They are used to generate concepts and hypotheses.
The strength of focus groups is found in the group discussion and interaction.
Focus group interviews are a popular way of gaining insight into consumer
thoughts and feelings about a product. In the past, focus groups were regarded
mainly as a simple and quick way of asking any group of respondents, usually in
someone’s home, to answer questions about a product. Today, focus groups are
an important source of qualitative research. Advance preparation ensures that
the facility, moderator, and respondents are of high quality. An example of a
technique used in a focus group is a projective technique in which a People
Board is used to obtain attitudes through photograph associations and forced
relationships. Participants indicate which of several images in a category relate
to the subject at hand. The findings from a focus group are useful for general
information but do not suffice to give absolute quantifiable information.
A panel is a fixed sample of individuals from who repeated measurements are

taken over time with respect to the same variables. An example is MRCA, which
has a 12,000 household panel that is representative of the national census in
terms of significant demographics. Surveys of the panel conducted frequently
throughout the year provide a means to measure relatively small changes in
household purchases and product usage.
SOURCES OF SECONDARY DATA
Secondary data is information gathered for purposes other than the completion
of a research project. A variety of secondary information sources is available to
the researcher gathering data on an industry, potential product applications and
the market place. Secondary data is also used to gain initial insight into the
research problem.
There is a wealth of statistical and research data available today. Some sources
are:
• Federal government
• Provincial/state governments
• Statistics agencies
• Trade associations
• General business publications
• Magazine and newspaper articles

more.
• Annual reports
• Academic publications
• Library sources
• Computerized bibliographies
• Syndicated services.
TYPE OF SURVEY
The type of survey used is of Questionnaire method. The instrument we used,

survey questionnaire, complied with our exacting research questions. The type of
scales used need to reflect the type of data needed to really test the
phenomenon. The specific questions were being asked. Carefully open-ended
questions were chosen for some types of inquiry and closed-ended, forced
response questions for other types. In a nut shell, some of the characteristics of
the questionnaire are as follows:
• The questions were dependent on the scope and the purpose of the
research.
• The questions used were simple, comprehensive and was directly related
to the objective of the research.
• The questions were framed to have answers like yes, no, rarely etc.
• The questions were arranged in a logical sequence.
TOOLS FOR ANALYSIS
The data collected will be drafted into tables with various factors. Percentage of
response is worked out and evaluation will be carried out for each data on the
basis of percentage of response. The findings will be recorded and suggestions
will be given regarding the effectiveness of recruitment program. The data
collected is analysis through various tables along with charts.
LIMITATIONS OF THE STUDY
This project study is limited to TATA Elxsi Pvt Ltd alone and thus can not be
generalized for all other companies working in the similar field. Further research
is planned with another 100 employees in future to know more about the
effectiveness of the recruitment program in Organization’s performance.
more.
Summary of Findings and Conclusions
This project was undertaken to find out the effectiveness of appropriate

recruitment for Organization’s development. Accordingly data was collected
through On job training in the Organization and analyzing the data collected with
the help of cross tabulation and plotting the suitable graphs:-
Findings:
• As per the applications received by the staffing team each year,it has
been found that number of male applicants are more as compared to the female
applicants.
• However in departments like HR, Women candidates outnumbered men.
• The study also portrays selection of male candidates especially in

designing, software development, system integration were more as compared to
female candidates. It is because less number of female applicants as compared
to men.
• To improve the organization’s effectiveness, the staffing team also

initiated various drives during weekends like “Recruitment for female candidates
only, especially for those positions where we receive more number of
applications from male candidates.
• To acquire and retain the candidates with fresh knowledge, the company
initiated in selecting candidates via campus recruitment.
The colleges were approached immediately after the 3rd Semester.
• In order to keep the choice broader, the company tied up with various
consultancies in various tier 2 cities to get the best out of the lot.
Conclusions
After undertaking this project, the main conclusion that I can draw is that
recruitment has an effect on nearly every aspect of the organization. It is the
main tool that directly or indirectly affects in chiseling a niche for the
organization in the vast industrial community.

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A proper Job analysis is a vital part of their planning process.

Once a determination of human resource requirements has been made, their

• Through advertisements posted in various job sites: Freaher’s world .com,

• Association with various Consultancies like Black and White

The company does acknowledge receipt of applications by automatic email

When a positions duty requires direct coordination with another division/office,

Thank the applicant for their time and participation.

Following the Selection Committee’s meeting, arrangements will be made to

Successful applicants will be sent a written offer of appointment. Unsuccessful

within the framework of companies policies if not all, some of the

Positive action in adopting some of these recommendations will surely improve

Company Profile and History of the Organization

To be world leaders in creativity, design and emerging technologies.

From Automotive to Aerospace, Enterprise to Consumer Electronics,

Designing technology products including hardware / software across the product

The Company’s longer-term commitment to client relationships is reflected by an

Creating compelling digital content for the entertainment industry.

Versatility in handling diverse styles of animations plus offering VFX services

the High-End Graphics System Integration business, backed by a strong software

Visual Computing Labs has proven to be a trusted partner, both in terms of

Visual Computing Labs operates out of multiple locations, including facilities at

Enabling the setting up of world class design environments by assimilating

At Tata Elxsi's SI practice, it designs total integrated solutions by leveraging the

The Company assist customers in implementing complex design solutions across

Key Service Domains

Tata Elxsi provides services for devices used in Broadband Infrastructure, IP

• Design, development and testing of solutions for GSM, GPRS, CDMA,

• Application development including MMS/EMS clients for mobile handsets,

• Middleware development to support multimedia content delivery over

Visual Computing Labs (VCL)

VCL offers services in Pre-production, Production and Post-production of content

Visual Computing Labs operates out of multiple locations, including facilities at

• Licensed Sony PS 2 Game Developer

• Technology partners to some of the largest Game Publishers

TEL Platform Focus: Console, PC, Mobile, Online

Movie credits for VCL

• God Tussi Great Ho

• Taare Zameen Par

• One Night with the King

• Kabhi Alvida Naa Kehna

• Neal 'N' Nikki

• Home Delivery: Aapko... Ghar Tak

• Bunty Aur Babli

• Bose:The Forgotten Hero

• Into the Blue

• xXx: State of the Union

• Leprechaun: Back 2 tha Hood

• Coke commercials for overseas audiences

Recruitment of candidates is the function preceding the selection, which helps

Recruitment is a continuous process whereby the firm attempts to develop a

Anticipated needs are those movements in personnel, which an organization can

Resignation, deaths, accidents, illness give rise to unexpected needs.

• Help increase the success rate of selection process by decreasing number

• Increase organization and individual effectiveness of various recruiting

• Begin identifying and preparing potential job applicants who will be

For formulating an effective and successful recruitment strategy, the strategy

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organisation; it is almost a

Therefore, there is a need to identify the positions requiring immediate attention

The recruitment process can be effective only if the organisation completely

o Performance level required: Different strategies are required for focusing